Earths Elliptical Path Around the Sun

Earths motion around the Sun was a mystery for many centuries as very early sky watchers attempted to understand what was actually moving: the Sun across the sky or Earth around the Sun. The Sun-centered solar system idea was deduced thousands of years ago by the Greek philosopher Aristarchus of Samos. It wasnt proved until Polish astronomer Nicolaus Copernicus proposed his Sun-centered theories in the 1500s, and showed how planets could orbit the Sun. Earth orbits the Sun  in a slightly flattened circle called an ellipse. In geometry, the ellipse is a curve that loops around two points called foci. The distance from the center to the longest ends of the ellipse is called the semi-major axis, while the distance to the flattened sides of the ellipse is called the semi-minor axis. The Sun is at one focus of each planets ellipse, which means that the distance between the Sun and each planet varies throughout the year.   Earths Orbital Characteristics When Earth is closest to the Sun in its orbit, it is at perihelion. That distance is 147,166,462 kilometers, and Earth gets there each January 3. Then, on July 4 of each  year, Earth is as far from the Sun as it ever gets, at a distance of 152,171,522 kilometers. That point is called aphelion. Every world (including comets and asteroids) in the solar system that primarily orbits the Sun has a perihelion point and an aphelion. Notice that for Earth, the closest point is during northern hemisphere winter, while the most distant point is northern hemisphere summer. Although theres a small increase in solar heating that our planet gets during its orbit, it doesnt necessarily correlate with the perihelion and aphelion. The reasons for the seasons are more due to our planets orbital tilt throughout the year. In short, each part of the planet tilted toward the Sun during the yearly orbit will get heated more during that time. As it tilts away, the heating amount is less. That helps contribute to the change of seasons more than Earths place in its orbit. Useful Aspects of Earths Orbit for Astronomers Earths orbit around the Sun is a benchmark for distance. Astronomers take the average distance between Earth and the Sun (149,597,691 kilometers) and use it as a standard distance called the astronomical unit (or AU for short). They then use this as shorthand for larger distances in the solar system. For example, Mars is 1.524 astronomical units. That means its just over one-and-a-half times the distance between Earth and the Sun. Jupiter is 5.2 AU, while Pluto is a whopping 39.,5 AU.   The Moons Orbit The Moons orbit is also elliptical. It moves around Earth once every 27 days, and due to tidal locking, always shows the same face to us here on Earth. The Moon doesnt actually orbit Earth; they actually orbit a common center of gravity called a barycenter. The complexity of the Earth-Moon orbit, and their orbit around the Sun results in the apparent changing shape of the Moon as seen from Earth. These changes, called phases of the Moon,  go through a cycle every 30 days. Interestingly, the Moon is slowly moving away from Earth. Eventually, it will be so far away that such events as total solar eclipses will no longer occur. The Moon will still occult the Sun, but it wont appear to block the entire Sun as it does now during a total solar eclipse. Other Planets Orbits The other worlds of the solar system that orbit the Sun have different length years due to their distances. Mercury, for example, has an orbit just 88 Earth-days long. Venuss is 225 Earth-days, while Marss is 687 Earth days. Jupiter takes 11.86 Earth years to orbit the Sun, while Saturn, Uranus, Neptune, and Pluto take 28.45, 84, 164.8, and 248 years, respectively. These lengthy orbits reflect one of Johannes Keplers laws of planetary orbits, which says that the period of time it takes to orbit the Sun is proportional to its distance (its semi-major axis). The other laws he devised describe the shape of the orbit and the time each planet takes to traverse each part of its path around the Sun. Edited and expanded by Carolyn Collins Petersen.

The Long, Bitter Trail, Andrew Jackson And The Indians Essay

Before the Eastern World knew that the America’s were there, natives to the American lands were already here and thriving. As the land was discovered, more and more people from the European side of the Hemisphere traveled across the Atlantic Ocean to stake a claim for land in this newfound world. Throughout these Europeans settling in, and making new homes and lives for themselves these natives stayed to their own ways, and were slowly pushed westward. The problems between the Indians and now Americans were brought to the forefront as the population of the states grew, and there was a need for expansion. When the Louisiana Purchase was struck between the United States and France, the land previously inhabited by the natives were now under the control of the United States government. As the population continued to climb in numbers, individuals along with the United States government decided to take actions for the removal of these natives. Throughout the book, The Long, Bitter Trail, Andrew Jackson and the Indians by: Anthony F.C. Wallace, the events leading up to, during, and the effects of the Indian Removal Act of 1830. Individuals such as Andrew Jackson along with the government used different methods to remove these Indians from the southeastern lands of the United States. Starting in the beginning of the 1800’s,Show MoreRelated The Trail of Tears Essay2169 Words   |  9 PagesThe Trail of Tears â€Å"The Trail of Tears† was a despicable event in American history because of our government’s inhumane treatment of the Cherokee Nation. To the Cherokee Nation, the journey west, called by them â€Å"The Trail Where We Cried,† was a bitter pill forced upon them by a state and federal government that cared little for their culture or society, and even less about justice. To the white settlers, it meant expanding horizons, hope, dreams of riches, and a new life. 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Is it the best decision—the one an expert would have made in your place? You don’t know this, but yes, the experts do say that stream water will be safe if you boil it for a minute or two. Giardia is caused by protozoa which can’t live for long at high temperature. Other micro-organisms can survive this heating, but they usually won’t cause any human illness. The reason people use water-purification tablets instead of boiling is for convenience; using the tablets avoids all the extra time

Advertising Images of Elderly Free Essays

Advertising Images of Elderly The attitudes younger generations have of the elderly and the relationships they share, as well as perceptions older people have of themselves, are directly affected by stereotypes portrayed in television advertisements (Hillier Barrow, 2011, p. 35). When the elderly are visible in advertising, it is typically in life insurance and emergency catastrophe product commercials. We will write a custom essay sample on Advertising Images of Elderly or any similar topic only for you Order Now These ads implied that the elderly are feeble, stubborn, grouchy, lonely, ugly, helpless, mentally declined, and isolated (â€Å"Life Call Commercial,† n. d. ). As a group, they suffered from immobility, illness, and frailness (â€Å"August 2004 Commercials part 9,† n. d. ). By portraying the elderly in a negative aspect in advertising, younger audiences and senior citizens began to accept the stereotypical and an unrealistic portrait of aging (Hillier Barrow, 2011,p 39-41). All too many advertisements that use the elderly perpetuate negative aging stereotypes. These television ads often try to generate media attention that overemphasis the vulnerability of older people (Hillier Barrow, 2011, p 47). One clear example of this, when Lifecall began running an overly dramatic advertisement in the late 1980’s. Typically, these older actors in these commercials were force to portray characters that were either deathly ill or sprawled across the bathroom floor clutched to a walker, crying â€Å"Help! I’ve fallen and I can’t get up! † The ad gave younger viewers the impression that the elderly were all of a sudden incapable of being alone at home, unable to get help, perhaps for hours or even days. They must rely on their medical alert pendent if they were ever going to call an ambulance, a next door neighbor, family, or a doctor (â€Å"Life Call Commercial,† n. d. ). Running head: ADVERTISING IMAGES OF ELDERLY 4 In other ads, the elderly were repeatedly reminded of negative stereotypes associated with aging (Hillier Barrow, 2011, p. 7). As the older spokeswoman dropped change into the parking meter, she described to a group of listeners that Colonial Penn Life Insurance helped make sure that her money problems did not become a burden to her family. The commercial continued to communicate with the elderly that the average cost of a funeral was over six thousand dollars (â€Å"August 2004 Commercials part 9,† n. d. ). These advertisements conveyed the idea to the elderly that their departure will place significant financial burdens to their family members. They would more likely be remembered for putting their families into extensive debt. By repeatedly exposing negative portrayals of elderly in Lifecall and Colonial Penn Life Insurance television ads, many children and young adults have lost their respect for the elderly. They believe in wrong or emphasize fictional messages of older people. They see the elderly as defenseless and burdens. Also, the negative stereotypes in television ads have a serious effect on older people’s self-esteem. They take on the negative stereotypes generated on television ads. How to cite Advertising Images of Elderly, Essay examples

Hrm Practice in Monno Ceramic Industries in Bangladesh free essay sample

The study of this paper focuses on how the HRM is practiced in Monno Group of Industries. This company is one of the leading organizations in the country in producing ceramic products. Here I tried to make an observation on its HRM practice so that it enriches my theoretical knowledge on HRM with practical views and processes involve in Human resource management. Business is such an arena where there are very few similarities or sometimes contradictions between theories and practices. And Human Resource Management is the most crucial part of a business. Management, particularly Human Resource management, in real life is not that easy like the theories. The purpose of this report is to find out the actual picture in the growing business organizations of Bangladesh. 1. 2 Background of the study This report is originated as the course requirement of the MBA program under the Department of Business Administration Eastern University. Under this program students of every department of this faculty must go through an internship program of 3-month duration. As practical orientation is an integral part of the MBA degree requirement. 1. 3 Origin of the Report It is a pleasure for getting the opportunity to accomplish the internship in Monno Group of Industries Ltd. at Islampur, Dhamrai, Dhaka-1350, Bangladesh. This research is a partial requirement of MBA Internship Program in the ESTERN University and has been prepared after three month of the rganizational attachment in Monno Group of Industries Ltd. 1. 4 Importance of the study Human resource management involves all management decisions and practices that directly affect or influence people or human resources, who work for the organization. In recent years increased attention has been devoted to how organizations manage human resource. This increased of attention comes from the realizations that an organization’s employees enable organizations to achieve its goals, and the management of this human resource is critical to an organization’s success. The presence of human in business is not a new invention but identifying them as a resource in more formal way has been made in recent years. The history of HRM can be characterized as moving through four broad phases as craft system, scientific management system, the human resource relation approach, and the current organizational science such as human resource approach. 1. 5 Objective of the study Core objective The core objective of this report is to illustrate the present practice of the HRM in Monno Group of Industries. Specific objectives ) To have a clear view about what is actually happening in the area of HRM o the selected business organization. b) To collect information and insight about the HRM function of the organization. c) To experience different HR practices those are being followed by Monno Group of Industries. d) To relate the theoretical knowledge with the practices. e) To have an analysis on the HR Training department of Monno Group of Industries. f) Identify ex isting issues of HR practices and process or lack of process that will facilitate or hinder the proper practices of HRM. 1. 6 Scope of the study This report is sort of case study, which means it is the illustration of the real scenario of the selected organization. So the scope of this report is limited. The first scope of this report is to have practical experience about how a research is done in the business organizations. The report has the scope to cover different aspects of HRM, which includes HR practices like recruitment, selection, and staffing procedures, selection devices, job analysis, job design, training management development and compensation and benefit administration. 1. 7 Methodology of the study This report has been prepared based on both primary and secondary data. The primary data was collected through observation and information collected from the HR personnel during different tasks that I had to carry out as an intern; I personally took notes during the tasks I came across in my internship. There are data that I collected from secondary sources from reports, publishes documents, internet and articles. Data collected from the organization and other sources were assembled and put down in different part of the report. Based on the collected information analysis and conclusion is performed. It was part of my academic program to learn HR practices of Monno Group of Industries to understand real life scenario of business. Thus, this report does not go into deep of the HRM activities of the selected company, it is beyond this report’s scope to make concentrated suggestions or recommendation other than narrating the observation and reach to a conclusion. 1. 7. 1 Source of data ? Primary Data: Primary data has been collected for preparing this report through personal observation and interviewing the office executives. ? Secondary Data: Secondary data has been collected from the annual report, Journal, Monno Ceramic Industries Ltd Report, Monno Ceramic Industries Ltd Employees and the website of Monno Ceramic Industries Ltd. 1. 7. 2 Sampling Population The population in the research was mainly employees of the Monno Ceramic Industries Ltd. This population was selected mainly because a survey conducted on the perception about the matter amongst the employers and employees. The sampling design The sample design used in this case is Random sampling method. When taking the random sampling into consideration there is always a chance that error might occur. This happens when there is a difference in the sampling that was done during the course of the survey. The Sampling Unit The sampling unit in case of this research was the employees. Sampling Frame The sampling frame usually contains a list of elements from which the sample has been drawn. The survey has been conducted at the different levels of employees The Sampling Design The sample design used in this case is Random sampling method. When taking the random sampling into consideration there is always a chance that error might occur. This happens when there is a difference in the sampling that was done during the course of the survey. The Sampling Plan In conducting evaluative study, interviewing method has also been used for data collection, while a checklist would enable to record direct observation. A combination of structures and unstructured interview schedules would help generate information for this study. Along with interviewing techniques Focus secondary data source also used to approach the various issues to assess and to generalize the information within a very short period of time. Data Collecting Technique Fort the purpose of the study two methods of techniques used: ? Observation ? Interview Data Processing Once data had been recorded, the processing of the data involved reviewing the data forms as to legibility, consistency, and completeness. Data processed manually and with the technical support of computer. 1. 8 Limitation of the study During groundwork of this report some obstacles have come across, which can be termed as the limitation of the project, these reasons did not allow this repot to go in depth of issues hence several parts of the report is not concentrated. Therefore the limitations that were faced: ) The internal and sensitive information was not found properly from the organization b) Lack of sufficient time of the HR personnel which did not allow learning about certain issues or practices deeply. c) Lack of sufficient accessible books and journals about HR practices in the organization. d) Unavailability of enough relevant records and information e) Published information is not up to date. f) Employees are not allowed to provide in depth information about their practices as the information is confidential. g) Three months’ time is not sufficient to learn practices and procedures of a large organization like Monno Group of Industries. PART- B About the Organization [pic] Introduction Monno Ceramic Industries began producing porcelain tableware for the Bangladesh home market in 1985, and secured its first export order the following year. Monno soon earned an enviable reputation for both quality and value. The subsequent introduction of bone china to its range of quality dinnerware has only served to strengthen that reputation. Background of the organization The name of Monno-the man-is entwined with the name of Monno-the product. A man gifted with an inherent entrepreneurial sense, Mr. Monno started a trading house in 1960, which continued to expand in scope and nature as time went along. In1985, Monno went into production of porcelain-ware. The success was immediate as there was a demand for such product in the local market. Monnos state-of-the-art technology and creative designs gave Monno an edge ocher its competitors not only at local but also at global market. Organization Profile ? Name of the parent company: Monno Group of Industries Ltd. ? Nature of the company: Private Limited Company ? Location: ? Corporate Office- 9 No Wear Street, Wari, Shutrapur, Dhaka ? Factory-Islampur, Dhamrai, Dhaka-1350, Bangladesh Business: ? Porcelain and Bone China ? Garments ? Fabrics ? Hospital ? Monno is a perfectionist and in order to achieve such perfection, a determined and highly skilled work force is employed. ? Monno listens to its customers and caters to their every demand, because as they saying goes; â€Å"The customer is always right†. Today in Bangladesh Mo nno is a household name and regarded as one of the country’s premier companies. Monno offers products in Porcelain, New Bone China, and real Bone China. In fact they source the materials in their bone china body and glaze from Stock on Trent, to which is added pure water filtered from their own wells. So Monno likes to think of it as ‘English’ Bone China. Customers include many well known prestigious department stores, specialty and chain stores around the world for which they manufacture own label products. They work with customers to develop their own shapes or decorations, or can offer designs from their extensive stable. Their talented teams of artists and designers work closely with the experienced technicians of an own in-house decal print unit. That combination of man and machine helps achieve striking results. [pic] Name of the Departments |Functions | | | | |Administration |Maintaining all the administrative works of the organization. | |Marketing and Sales |Managing marketing activities such as pricing, promotion and Monitoring national | | |sales of all depots. |Purchase and Procurement |Dealing with the buyers and monitoring the purchase activities and procuring raw | | |materials as per sales forecast etc. | |HRM |Managing the overall human resource of th e organization | |Accounts Department |Monitoring all the financial documents along with assets and liabilities and | | |preparing financial reports on a particular time basis. |Labour and welfare |Monitoring the overall welfare of the employees’ including the security, benefits, | | |compensation, provident fund etc. of the employees. | |Production Store |Monitoring the overall manufacturing process and inventory management | |IT |Managing marketing and other information services. Provides with computer assistance. | [pic] The main strength of Monnos treasure is its imported machinery. Monno has chosen the best of machinery from Europe and Japan that have already prove themselves efficient in manufacturing porcelain ware. Monno’s Porcelain Bone China factories are perhaps unique in being able to offer under one roof the flexibility and versatility of many manufacturing methods as best suit the size or nature of the product. Monno has invested in modern machinery and can boast high pressure casting, ISO Static Pressing, auto cup lines, auto dip glazing, spray drying, and an open firing system. That technology helps them in their never ending pursuit of excellence. Manufacturing capacity is in the order of 2 Million pieces per month. Tests carried out by CERAM show their products fall well below the thresholds for lead and cadmium release in tableware or cookware coming into contact with foodstuffs as specified under current European regulations. They also meet Australasian and US Federal requirements as well as those specified by California’s very tough ‘Proposition 65’. Monno Group of companies includes, significantly, Monno Fabrics Ltd. nd Monno Attire Ltd, as well as printing and packaging companies mutually supporting the activities of the Group. Monno is not therefore dependent on outside suppliers for labels or packaging, which helps to ensure orders are available on time. Monno provides employment to some 5,000 skilled and unskilled local artisans, crafts men and women, who are encouraged to develop their full creative potential. Training is high ly regarded, especially when working with some of the very best advanced machinery selected from manufacturers worldwide. That technology helps to provide Monno with a competitive edge in the market place. Monno is a strong supporter of the environment, using for example only natural non toxic materials in its porcelain, and only recycled pulp in its packaging; disposing of waste factory product in accordance with Federal and European standards. Monno does not employ children or discriminate between genders, and has an equal opportunity policy. Monno also cares for the community, providing welfare, vocational training, basic education for those less well off, together with a home for underprivileged children. Those graduating from these programs are helped to find jobs according to their individual abilities. Monno’s own ethical and social environmental policy is in accord with that of their customers and has satisfied the requirements of all factory and ethical audits independently carried out on their behalf. At the time of writing the Monno Group has recently started a hospital as will further benefit its employees and residents in local communities. Monno Group of Industries Ltd. is one of the leading companies of ceramic industries in Bangladesh. It has been producing the bone china and porcelain products in the local market and also in the international market with huge popularity. Monno is the only company which has been contributing in the national economy by exporting ceramic products internationally and earning foreign currency. Besides, Monno Group of Industries Ltd. is paying its yearly tax and vat in a proper way which is ultimately adding to the national economy. Presently different types of products made by Monno Group of Industries are exported to various market of Europe. Monno is carrying on its export business flawlessly and it has been contributing a lot in Industrial development of Bangladesh . Not only this, Monno has been created job opportunity for more than 2500 people. The organization is also hoping that they can create more job opportunity to resolve the unemployment problem in Bangladesh. Now a days Monno Group of Industries holding a strong position in ceramic industries comparing to the other related industries. By observing the role of Monno in the Industrial Development, many monetary organizations are interested to provide loan to this organization. Such as; Sonali Bank (local branch) has been given monetary help to this organization to accomplish different projects of Monno As the original exporter of porcelain dinnerware ‘Made in Bangladesh’ Monno is proud to contribute to the growth of the Bangladesh economy and it can be assumed that the organization will hold its competitive position and do much better in the future. PART-C My Internship at Monno Group of Industries [pic] I was given the opportunity to work in Monno Group of Industries for three months from January 25 to April 25, 2012; it was part of my academic program. As my major was in Human Resource Management, I worked in Human resource department as an intern where I had learnt several Human Resource practices of Monno Group of Industries. Description of the job As I had the opportunity to have three months long internship at Monno Group of Industries, I have come across with different tasks that are conducted by the HR department. I was made acquainted with some were regular others were periodical. I was assigned to help the HR personals to do the following jobs regularly. Those were:- ? Collecting Bio data ? Setting Interview training date ? Calling For Interview Training Making Interview and Training Lists ? Maintaining Attendances ? Managing Leave ? Creating Employee Profile ? Performance Appraisals Job Responsibilities Collecting Bio data For the recruitment of Sales Associates and Store Helper the CVs are collected from outlets mostly but applicants can also drop their CVs in the CV box at head office. And for others positions the CVs are collected through the bdjobs’s website and the CV box at the head office. As I have worked mostly in the recruitment of Sales Associates, it was my job to call the outlets and ask them to send the CVs to Human Resource Department. And also ask the Office Assistant to collect the CVs from the CV box. Setting Interview training date After Screening the CVs and classified them in to different categories, we were to fix the interview date for different outlets and inform the respective outlet manager about the interview. And with the interview I was to fix the training date for the selected candidates. To do this I had to consult with the Training personnel about the training batches and find out the empty slots for Training and finalize the interview and training batch for the Sales Associates for different outlets. Calling for Interview and Training After screening the CVs and separate them based on their location, it was my job to call the candidates for interview and inform them about the interview date, time and venue. The interviews were held in the head office of Monno Group of Industries. After the interview I had to call the selected candidates for one day long pre service training session and inform them about training date, time and venue. Making Interview and Training Lists While calling the candidates I had to give serial number to their CVs. fter calling the candidates it was my job to prepare an interview list which contained name of the applicant, father’s name of the applicant, educational qualification, address and contact number, there were few columns left empty for applicants signature, selected, not selected and remarks. At the bottom of the list name of the Human resource officer and the outlet manager who were taking the interview, were included. For Training list t he information were different from the interview lists. Name of the applicants, name of educational institute, and name of outlet, shift, and address contact number were included. Maintaining Attendances Monno Group of Industries uses separate attendance register method for the head office and the outlets. For employees are working in head office and for the outlets and temporary workers use the manual attendance register. It was my responsibility to write the names, and designation of the employees into the attendance register for the upcoming month. Monno Group of Industries maintain their employee attendance very strictly, the employees can arrive till 8. 45 am and it would not be counted as late but from 8. 46 am to 9. 30 am it would be counted as late and after 9. 0am it is counted as half day. Creating Employee Profile The HR department of Monno Group of Industries keeps record of their employees both manually and in HRM System. After recruiting sales associates for the outlets I learned to prepare files for new employees. The employee file contains employees joining letter given by Monno Group of Industries, employees CV, photocopy of employee’s educational certificates, reference letter, and insurance form. Later employee’s confirmation letter, promotion letter, transfer letter, increment of salary letter and performance appraisal is added. After preparing file for the new employee I used to enter the information in HRMS. There were different categories like personal details, educational qualification, job base and status, joining date, insurance nominees and references etc. Performance Appraisals Monno Group of Industries practices Appraisal of the employees once in a year. During my internship I was taught how to carry out the performance appraisal of the employees at the outlets. First we had to provide performance appraisal form of the employees to the department or outlet managers. After they evaluate their subordinates we had to collect them. There was a particular scale which was raked like Excellent, Very good, Good, Satisfactory and Unsatisfactory. Each question of the performance appraisal carries 5 marks there were fifteen to twenty questions. The employees who would get highest would be marked as excellent. Promotion and increment was allocated based on the performance of the employees. We had to count the numbers that employees obtained and send it to the head of Retail for approval when he/she approves it we had to send it to general manager of HR Training. Lastly the appraisal was sent to the director. Based on the approval and remarks employees are promoted and increments are given. Critical observation Through my internship period at Monno Group of Industries I have observed some issues which are:- ? Human resource department of Monno Group of Industries is performing their responsibilities with a very limited workforce, which sometimes leads to a very stressful working environment for the HR team. ? Each member of HR team are responsible of few other departments for managing leave, salary, attendance etc. ostly they are successful at their job by keeping sound cooperation with these departments. ? The organization is ever growing so it is difficult to manage such large organization with such small HR department, in annual events like salary adjustment, recruitment for Ramadan sales associates. ? The data of attendance is preserved in software only, sometimes the server is overloaded and HR department is losing the attendance data wh ich is also hampering in calculation of leave. ? Lastly the employee information are stored in the HRMS and also kept in a physical file. Some of these files are really old; HR should keep the data stored by scanning as back up. PART-C HR practices of Monno Group of Industries [pic] Here is the organogram of Monno Group of Industries to have a look on the positions of the employees who are involved in different Human Resource activities; |HR Manager | |( | |Assistant HR Manager | |( | |Labour Officer | |( | |Welfare Officer | ( | |Security Officer | During my internship it was not possible to go through all the HR practices of Monno Group of Industries in depth. There are several fields that I had opportunity to work in depth. Practices like recruitment, leave management, performance appraisal, Promotion, Dismissal etc. HR Practices of Monno Group of Industries The HR Practices of Monno Group of Industries is as follows:- 1. Recruitment and selection Process 2. Performance appraisal 3. Leave Management 4. Promotion 5. Dismissal 1. Recruitment and selection Process Selecting and recruiting good employees for an organization is indeed one of the most crucial and critical aspects of running an organization as the decisions so taken to this respect can take the organization to the heights of success. In this respect, it must be borne in mind that each individual has a valuable contribution, irrespective of the position or status of the employee in respective organization. Staffing is the process of recruiting applicants and selecting prospective employees it is known as the key strategic are of Human Resource Management. Stated that an organization’s performance is a direct result of the individuals it employs. The specific strategies used and decisions made in staffing process will directly impact an organization’s success or lack thereof. 1. 1 Planning for recruitment and selection The aim of the policy and procedures is to support the recruitment and selection of people with necessary ability, skills, qualification and competencies. It is done to contribute effectively to delivery of Monno Group of Industries. Monno Group of Industries Ltd. Always takes some general steps before recruiting a person for a particular job. These steps are:- ? The company assure that no one of from the recruitment committee can take any bribe from the applicant ? The short-listed applicants are sending to the particular department and applicant’s work has been evaluated and an evaluation form has been filled up. ? Short-listed applicants have been sent for medical check up to the medical center of the company. ? For recruiting the applicants’ capability, the company considers the labor law. ? The finally selected employees will get a written document of all benefits and compensations. The selected employee will work for three month as an apprentice, then he/she will be confirmed as regular employee as per as performance. 1. 2 Recruitment Budget Managing Director HR Manager will determine and analyze the necessity of manpower based on recruitment required by the Departments and projected budget based on the year after discussing with different department heads. Therefore, it is the responsibility of the ma nagement to examine the work load and carry out the job analysis and as well as looking into the real requirement of employees. 1. 3 Recruitment and Selection Strategy As Monno Group of Industries has huge number of employees all around the country, they recruit different types of employees based on the nature of the jobs. Monno Group of Industries recruits five types of employees, these are: ? Regular ? Temporary ? Contractual 1. 4 Regular employee Regular employees work six days a week from Saturday to Thursday, starting from 8. 00 am to 5. 00 pm. (Lunch hour 1. 00-2. 00). These employees will receive the entire compensation program (bonus, increment, overtime and insurance, provident fund) and every other facility that are given by the organization. 1. Temporary employee Monno Group of Industries recruits temporary employees for different purposes. Some times when a position is vacant and the recruitment might take long to fill in that’s when Monno Group of Industries goes for recruiting temporary employees. Temporary employees may work full time or part-time. They are mainly taken as casual workers. The temporary sales associates for Ram adan work as part timer. Temporary workers also taken for production work when there is a pressure of work On the other hand temporary employees for documentation work as long as full timer in Monno Group of Industries. If the temporary workers show a good performance then they are confirmed as regular employees after six months working period. 1. 6 Contractual employee Contractual employees are hired to work on certain projects or for a certain period of time. The sales associates for the foreign buyers or for the trade fair are under contract of one month whereas the interns have three months of contracts in Monno Group of Industries. However depending on the nature of the job the organization may extend their contract with employees. 1. 7 Recruitment method Monno Group of Industries recruits its employee’s mostly on viva voce and they do not take any written examination of the candidates. But the interviews are conducted by several steps, which are, in first round if someone qualifies the interview then they are selected for the second round of the interview. These types of interviews are arranged for officer, executive and managerial level. But for the technical posts like IT department computer literacy is tested. But recently Monno Group of Industries has stated taking written examination on computer for finance and accounts department and also for other departments as well. Only In case of design studio the applicants has to present their portfolio. To recruit the employees for different departments Monno Group of Industries goes through several steps, these are performed by the HR department. 1. 8 Requisitions for Staff In the beginning of the year all the departments’ head send their requisition in a fixed form to the HR department estimating the requirement of new staff for the whole year in their respective department, then HR collects the approval of the director. Human Recourse Department would make yearly plan to recruit staff on the basis of the received approved requisition. Monno builds a recruiting committee with some top level managers before recruiting process starts. According to the organizational chart, it is previously determined how many people are required to run a particular department or to do a specific kind of job. So with the resignation of an employee respective department needs to get approval for a new position, it forwards the form to HRD along with the detail particulars like educational level, experience, interpersonal skills and other skills that the job required of the deserving candidate. 1. 9 Verify organizational Chart Once the HR department receives an approved job requisition, it is the foremost duty of the HR departments to check and verify the approval with the organizational chart. Next, the manager of HR prepares the job watch, which is to circulate for job announcement. This job watch contains job responsibility, objectives, number of vacancies of the department, educational background of the candidate, working experience and other interpersonal skills. The job watch basically asks the potential candidate to send their CV if they qualify the minimum qualification level. 1. 10 Sources of Recruitment There are two kinds of sources Monno Group of Industries uses for recruitment. They are: (A) Internal source (B) External source (A) Internal source Monno Group of Industries thinks that current employees are a major source of recruits for all but entry level positions whether for promotions or for lateral job transfer, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Promotions and transfer are typically decided by responsible department with involvement by HR department. (A). (i) Employee references/ recommendation Employee reference has universal application. Lower level and mid-level positions can, and often are filled by the recommendation of a current employee. In higher level positions it is more likely referral will be a professional acquaintance rather than a friend with whom the recommender has close social contacts. In jobs where specialized expertise is important, and where employees participate in professional organizations that foster the development of the expertise, it can be expected that current employees will be acquainted with or know about individuals they think would make excellent contribution to the organization. B) External sources Monno Group of Industries believes in innovative inspiration so HR department use to look outside of the organization for applicants. The external source starts with the job advertisement on different media. (B). (i) Job Advertisement Monno Group of Industries gives their advertisement mostly on the major newspapers and internet to collect appl icants for all the departments and posts. Through the advertisement they declare the posts of the jobs and the job description which includes duties and responsibilities along they also mention the facilities Monno Group of Industries provides. In the advertisement they mention the required qualification of the applicants, age and experience etc. Monno Group of Industries Ltd. considers effectiveness before giving the advertisement. They advertise themselves in a manner which serves them the most. For example, for the posts from officers to managers they give advertisement on the major newspapers and also internet and temporary/ part time post like sales associates are advertised on the outlets. (B). (ii) Collecting Screening After the advertisement for a particular job the HR department starts collecting the bio data. The bio data are collected from sources, for xample the bio data dropped in the application box in the head office are collected, online applications are downloaded and printed, some are collected from the outlets by post and some are through references. After collecting the applicants’ bio data the qualifications, experience and age are matched. The applicants are selected and prioritized based on th eir education such as applicants from reputed universities and year of experience they possess. While screening them qualified applicants for the specified jobs are found, but sometimes applicants with fewer years of experience are kept separately. And some time these candidates’ bio data are used when there is lack of candidates for interview. (B). (iii) Short listing the potential Applicants After going through the bio data that matches the qualifications, applicants who are well qualified for the positions have to be put on a short list. Following completion of short listing process, HR personnel should give them priority in calling for interviews. (B). (iv) Schedule and arrange the interview After short listing the bio data, the arrangement of the interview starts. The short listed candidates are to be called and they should be well informed about the interview method, date, time and venue etc. For these responsible personnel has to make a schedule for interview. HR manager and respective departments’ managers, sometimes program head altogether decides a convenient time for the interview. After scheduling the applicants is informed of the time date venue of the interviews and if appropriate, be asked to bring photographs for further identification. (B). (v) Conduct interview Interviews must be fair, objective and structures to allow the maximum amount of information to be obtained from the applicants. The person specification and outline job description should form the basic questioning which should be relevant to the recruitment of the post. In the interview panel there are two personnel from Monno Group of Industries most of the time, one person from the HR department and another person should be from other department. For example recruiting a marketing officer the representative from the HR department is either a senior HR officer or an executive and the other interviewer in this case would be marketing head or marketing manager. In the interview panel the judges are given an interviewer appraisal form to keep the record of applicants’ personal attributes and their educational and professional qualification. From officer and above there are two rounds of interviews taken. The candidates selected from the first round interview are to be interviewed by the director of Monno Group of Industries. (B). (vi) Compile interview results At this stage HR compiles the interview results. In order to compile the result, average score of the interview is calculated. Usually, the candidate that matches with hiring departments requirements is called for the second round of interview. After the interviews the candidates are selected by analyzing their qualifications by the director mostly and then it is the responsibility of HR to inform applicants about the result. But for but for entry level jobs it is the responsibility of an HR officer to finalize the selection. (B). (vii) Background Check/ candidates’ verification The selected candidates will provide copies of their educational and professional certificates ant the HR department will make arrangement for verifying these records by calling their references checking the copies of certificates with the original ones. B). (viii) Inform the selected candidate After verification of the papers submitted by the candidates, HR department will call them for further formalities that are to be carried out like negotiation of salary, confirmation of joining date, fitness certificate, releasing order etc. (B). (ix) Appointment After completion of the introductory training sessions, the candidates are asked to come w ith their certificates, releasing order from previous employer, experience certificate, reference letter etc. The regular employees are required to fill-up several forms on the day of their appointment. These are: ? Personal information form ? Insurance form ? Joining form The copy of certificate, releasing order, photocopy of national ID, reference letter and two recent color photographs are kept in a new file with the name, designation and joining date of the employee. Later these information are input the Human resource management software (HRMS) of Monno Group of Industries. (B). (x) Training Training department of Monno Group of Industries is a part of Human Resource department. Training personnel are responsible for all the necessary training sessions for the new employees. As they are to be acquainted with the new organization, working environment, people and job responsibilities. The training officers train the new employees to be introduced with the job and organization and make sure they are able to perform effectively. (B). (xi) Orientation or induction Generally the HR department arranges employee’s orientation or induction which provides new employees with basic background information about the organization, information they need to perform their job, their job description or so on. It is called a socialization process. It helps to cope with new environment very easily and it minimizes reality shock. . Performance Appraisal System Performance appraisal system is a systematic process of performance planning, organizing, monitoring, appraising, and guiding rewarding individual employee’s performance by using standard tools. This is a formal management process being conducted through participation. The system does not merely represent an annual event rather it represents a systematic processed viewed from the standpoint of total perspective. The essence of performance appraisal system is that the employee’s perform the best of their abilities to attain individual standard and achieve the organization goals. Performance appraisals, a very important function of the human resources department for any organization, are conducted to gauge the net worth of all its employees. Appraisal methods benefit the organization immensely. The aim of appraisals is to improve the present performance of the employees and draw on the future potential. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. The human resources department of the Monno Group of Industries establishes performance criteria and standards that would eventually act as the benchmarks. Then the superior who is conducting the appraisal communicates the job descriptions, targets and goals to be achieved at the end of the year to the subordinate who is being appraised. Thereafter the actual appraisal takes place and the results are tabulated by the HR department. The tabulated results are analyzed thoroughly and objectively to measure the tangible and actual performance. In the end, the organization takes corrective and remedial measures based on the results derived. Monno Group of Industries has a performance appraisal system closely similar to an amalgamation of â€Å"Behavioral anchored ratings scale (BARS)† and â€Å"key performance indicator (KPI)† performance Appraisal mechanism. The present performance is done using: a) Appraisal by Achievement against certain behavior b) Competence profile in current job, which includes rating or leadership quality, resource management, business development, communicative etc. The organization views the system as year round process. Every employee at Monno Group of Industries is being evaluated once in a year. And employees are evaluated when their working period is more than six month. Monno Group of Industries has three types of performance appraisal form, these are – top level, mid-level and entry level, as all the employees cannot be evaluated in same manner. The reason for having the performance appraisal system is to evaluate them from different aspects and find out their strengths and weakness and provide them chances to improve them in order to perform more effectively. There are different component of the performance appraisal system namely performance planning, performance monitoring and performance development and annual appraisal each of those are inter related and integrated with each other having several sub- component under each of those components. 2. 1 The Annual performance Appraisal format In this study, focus has been given on the performance appraisal system of the management executive. The elements of the performance appraisal form are- a) Performance planning b) Career growth development c) Performance competences d) Overall performance evaluation ) Review and comment by appraiser, appraisers’ manager and appraise her/himself. In Monno Group of Industries has four types of Performance Appraisal formats, Form-A, for top level employees, PA Form- B, for mid-level employees, PA Form-C, for lower level employees, and the last one is Performance Appraisal for Sales Associates. The appraisal forms used by Monno Group of Industries a re given on the next few pages. 3. Leave Management Employees’  Leave Management  helps Finance and HR Departments knowing that their leave programs are efficiently managed and accurately tracked. There are several types of leave the employees can apply for. These are: ? Earned Leave ? Sick Leave ? Extra ordinary leave ? Maternity Leave 3. 1 Earned Leave Earned leave is a type of leave that is earned by the employees through working in the organization and each working day an employee earns 0. 0831 day leave. So the employees working five days a week will be able to spend 20 days of earned leave and hose employees working six days a week will be able to spend 23 days of earned leave per year. 3. 2 Casual/Sick Leave Employees can take sick leave with pay when they are sick and the disease is infectious. Employees can take up to 14 days including non-working days in a year as sick leave but if the disease takes more than 14 days to cure employees can take special permission from director and can have 21 days leave. In these cases the employees must provide all the documents of their sickness along with the leave form. 3. 3 Extra Ordinary Leave Monno Group of Industries allows its employees to take extra ordinary leave for any kind of unavoidable and unusual situation. Employees can take leave for their higher education or treatment in abroad if approved by the director and can join Monno Group of Industries after they have finished. 3. Maternity Leave Female employees who have passed more than one year in the organization are allowed to take maternity leave for four months while they are pregnant. Maternity leave is given with full payment and employees can also draw four months’ salary in advance. The employee get also gets the allowances. Employees can extend their maternity leave but without payment. The female employees can have maternity leave twice while they work at Monno Group of Industries Ltd. 3. 5 Annual Leave Annual leave encashment facilities may be allowed to the employees for a maximum of 90 days (based on last basic) at the time of employee’s leaving he organization. 4. Promotion Just like any other organization promotion is one important aspect of HR in Monno Group of Industries. Promotion in Monno Group of Industries is given once in a year to earnest employees. Every year in the month of November employees are assessed by their supervisor and the employees with outstanding performance are recommended to be promoted. After the probationary period of six months or one year the administration send the appraisal form to the Department Heads. After completing the appraisal form send the form to the administration. The assessment is reviewed by the HR department and gets approval from the HR manager. In this procedure the HRD head send an appraisal form with approval signature to the Vice Chairman and after that it will be approved signed by the Managing Director. According to the comment and remark of appraisal form the employee will get the confirmation with increment of salary or confirmation with promotion or no confirmation. There are 11 levels of employees in Monno Group of Industries all of their promotion is performed in the same manner. When the director approves the promotions the promotion paper are sent back to HR department for further formalities. The HR department provides one copy of promotion letter to the employee, one copy to the Finance Account department. And lastly update the designation of the promoted employee in HRMS. 5. Dismissal Monno Group of Industries is very firm and organized about their rules and regulation. And all the employees follow these disciplines. Like any other organization Monno Group of Industries follows some code of conducts. If anyone violates the code of conducts or does not follow the general regulations, first they will be warned with a warning document for show cause if it is not something rigorous. But if it is something unavoidable and harmful for the organization then they investigate about the person violating code of conduct and gather evidences. If it is proved that the employee is responsible for violating the code of conduct then HR department takes further action to dismiss the employee from the organization. In cases like this some formalities are to be carried out, these are: First the reason for dismissal is presented at HR department. ? Then HRD appoints an enquiry team to perform the enquiry and present a report to the HRD within a week. ? Then HRD to review it and send it to the director of the Monno Group of Industries. The final decision is made by the director. ? Once the decision is made and if the employee is to be dismissed, the HR department gives notice to the dismissed employe e about their dismissal. Usually when an employee is dismissed they do get any facilities like provident fund, gratuity insurance money etc. romised by the organization. PART-D Findings [pic] During my internship at Monno Group of Industries, I have come across different HR practices which lead me to analyze Monno Group of Industries and find its strengths and lacking. Major Findings of the study In my internship at Monno Group of Industries, I have observed and found different issues, these are:- †¢ Fair system in recruitment and selection process: Monno Group of Industries believes in fair recruitment and selection process for their employees. They try to make the whole process unbiased and fair. The transparency in recruitment selection process is their first priority †¢ Hiring the right number of employees in right place. The objective of Monno Group of Industries is to make sure that each department has sufficient workforce to get the organization ahead. †¢ The whole HR department is very well designed and organized, even though limited workforce is a problem sometimes. †¢ They have lack emphasize in research and development, means that they are continuous upgrading the work process through technology but not paying enough attention at the employee development and their demand. Competence gap for the employees is noticeable, the gap between the standard and actual performance is noticeable in employees. †¢ Compensation and benefits at Monno Group of Industries is not attractive comparing to other organizations. †¢ Employee turnover rate is high because of the salary structure. Unless Monno Group of Industries improves their salary Structure they will have hard times finding employees with higher competencies. Recommendation [pic] After completing this project, I have come up with some recommendation which Monno Group of Industries can use for their advancement. These are:- †¢ Besides taking interviews Monno Group of Industries should take written test on the computer to understand the applicants’ computer literacy and other job related knowledge. †¢ The Training for the sales associates should be more related to their job responsibilities rather than just product orientation. †¢ The amount of work in HR department is huge but the manpower is comparatively lower. As the Organization is ever growing Monno Group of Industries should recruit more HR personnel to get the jobs done in a more effective manner. Monno Group of Industry’s website should be updated more frequently with the current issues and vacancies. It will ease the work of HR as more people would be informed. †¢ Monno Group of Industries should introduce online application for their vacancies, it will help them reducing cyber hunting times in bdjobs’s and other sites. †¢ The compensation package in Monno Group of Industries is not Attr active they should restructure their salary and other compensation. †¢ As there is competency gap in employees Monno Group of Industries should start employee training and other development programs to develop the employees. PART –E Concluding Part [pic] With times, Monno Group of Industries has evolved itself as one of the most successful ceramic industry in our country maintaining the trends. As a result, Monno Group of Industries is a fair trade organization reaching global market by representing unique kind of quality products. The strength of Monno rests with its skilled manpower there is a touch of ingenuity, creativity, technical deftness, craftsmanship. Salesmanship of many is just even labour; the congenial working atmosphere of Monno caters the potentials of its employees and brings the best out of them. Besides, under the human resource development plan, Monno sends its staff to different industries to better their skill and knowledge of manufacturing from such visits. At local level also there are staff training programs. Monno is an equal-gender employer and does not employ and child labourer. In the end of my study I would like to conclude by sharing my feeling that, it was a great journey of my internship at Monno Group of Industries I have achieved contemporary HR issues which are now practicing in most modern organization.

Metaphor of Organization as Organism

Introduction Before the metaphor of organization as organism was introduced, organizations were viewed as machines. This metaphor of organizations as machines laid the foundation upon which organizations sought for more effective ways of responding to their external environment.Advertising We will write a custom essay sample on Metaphor of Organization as Organism specifically for you for only $16.05 $11/page Learn More The lack of flexibility that many bureaucratic organizations experienced forced organizational theorists to look for a different perception of organizations. As a result, theorists sought for answers in to biology, and more specifically ecology, to understand how organizations work. Hence the metaphor of organizations as organism was born. Ecology explains how organisms relate with their environments. When applied to organizations, â€Å"the social ecology of an organization implies there is a living system of relations between people, t heir small groups, and their communities,† (Morgan, 1998, p. 34). This paper discusses the metaphor of organization as an organism as proposed by Gareth Morgan. Discussion The notion of population ecology and its application to organizations borrows a leaf from the Darwinian assertion â€Å"survival for the fittest† whereby only the strongest of a particular species survives. The idea that organizations need to survive in the highly competitive business world in the wider external setting forced some organization theorists to look at organizations as open systems. Responding to the external environment requires a â€Å"stimulus response† (Buono Jamieson, 2010, p. 120) that is inherent in the organism metaphor. The open system ideology not only views the organization as a component of a bigger system, but also as constitute of integrated subsystems within the organization (Morgan, 1998). These systems mutually depend on each other and ideally assist each other to uphold several fundamental processes. In order for any organism to survive, it needs to understand its needs and vulnerabilities. This is also the case for an organization. Indeed, the growth and sustainability of any organization will not only enable it to survive in the highly competitive setting, but it will also enable it to be flexible enough to respond swiftly to the variations that take place as a result of variations in the environment. Flexibility and variations in an organization occur through redesign. Alvesson (2002) explains the redesigning as varying the fundamental make-up and procedure of an organization.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The survival of an organization also requires effective leaders who are participative and democratic, contrary to the authoritarian or autocratic styles of leaders that are the norm for mechanistic organizations (Golembiewski , 2000.) Participative and democratic leaders support association and active participation of the members. Therefore, the survival of an organization is also dependent on the growth and development of its members. The growth of organizational members can be illustrated through the development of attractive jobs, and independence, dependability and acknowledgment. This will enable the organization to be productive and hence stay ahead of its competitors. Strengths of the Organism Metaphor of Organizations The earlier metaphors of organization (as machines) did not attach any importance to the role the environment plays in the survival of an organization (Massarik, 1995). The theories therefore viewed organizations as closed systems that could be constructed as clearly defined structures of components. On the other hand, the ideas proposed by the organism metaphor put emphasis on the environment in which organizations function and as a result organizations need to take into considerat ion their environments in order to survive. The organism metaphor puts emphasis on the organizational survival as the major objective of any organization. This is contrary to the focus of the earlier theories on the attainment of specific operational objectives (Jackson, 2000). Survival is a procedure which leads to the attainment of objectives and targets. This view adds flexibility and gives warning of the danger of treating goals and objectives as ends in themselves. This is a universal mistake of many organizations. The organism metaphor also focuses on the utilization and attainment of resources as well as the fulfilment of diverse needs which support a wider and suppler strategy (Magalhaes, 2004). The attainment of congruence with the environment is a major managerial chore. Weaknesses of the Organism Metaphor of Organizations Organisms are species that exist in a natural world with material characteristics that influence the survival and wellbeing of its members. This natural world can be seen, felt and touched. Nature is objective and real in every way. Nevertheless, this image is not realistic when applied to an organization because organizations and their environments are mainly socially construed phenomena (Taylor Every, 2000). Organizations are the results of visions, ideas, norms and beliefs, and therefore their form and make-up is more delicate and cautious than the material make-up of an organism. Even though there are numerous material elements of an organization, organizations basically depend for survival – in the form of persistent organizational activity – on the imaginative deeds of human beings. It is therefore deceptive to argue that organizations are required to adjust to their external settings, as the earlier theorists argue.Advertising We will write a custom essay sample on Metaphor of Organization as Organism specifically for you for only $16.05 $11/page Learn More Conclusion The organiza tion as organism metaphor views organizations as entities that depend on the interdependence of its members for its survival. To a great extent, this metaphor is helpful in analyzing the functioning and survival of organizations particularly in reference to its external environment. Although the metaphor has much strength, it also has a number of limitations which have been discussed in this paper. Reference List Alvesson, M., 2002. Understanding organizational culture. London: Sage. Buono, A. Jamieson, D., 2010. Consultation for organizational change. New York: IAP. Golembiewski, R., 2000. Handbook of organizational consultation: revised and expanded. New York: CRC Press. Jackson, M., 2000. Systems approaches to management. London: Springer. Magalhaes, R., 2004. Organizational knowledge and technology: an action-oriented perspective on organization and information systems. London: Edward Elgar Publishing. Massarik, F., 1995. Advances in organization development: volume 3. New York : CRC Press.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Morgan, G., 1998. Images of organization. London: Berrett-Koehler Publishers. Taylor, J. Every, E., 2000. The emergent organization: communication as its site and surface. London: Sage. This essay on Metaphor of Organization as Organism was written and submitted by user Jazmin Vinson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

11 Popular Romance Tropes †and How to Make Them New Again

11 Popular Romance Tropes - and How to Make Them New Again 11 Popular Romance Tropes - and How to Make Them New Again â€Å"And they lived happily ever after.† This line alone should give you an idea that this article is talking about the romance genre. And while a Happily Ever After is really a non-optional feature of the genre, authors can choose to incorporate romance tropes to provide readers with instantly recognizable markers that help them immediately relate to the love story at hand.Tropes are plot devices, characters, images, or themes that are incorporated so frequently in a genre that they’re seen as conventional. â€Å"Trope† is often seen as a dirty word, because it feels interchangeable with the word â€Å"clichà ©.† And while authors shouldn’t simply duplicate story formulas that have proven popular, incorporating tropes can provide a signal to readers about what kind of book they’re dealing with. At their core, tropes are really just things that are familiar. And people enjoy the familiar.So if you’re an aspiring romance writer, do yo urself a favor by getting acquainted with the popular romance tropes out there. It will help you get an idea of what romance readers already like, and will help you write stories that feel refreshing and new. You can start with this list! 10 of the most popular romance tropes - and how to make them new again Character Development: How to Write Characters Your Readers Won't Forget Read post Develop unique characters, write meet-cutes that resonate with the theme of your story, pepper your narrative arc with conflict and tension that feel real. Most of all, pay attention to the love story you’re writing, and work on developing that in a way that draws readers in and encourages emotional investment. Finally, evaluate whether you’re using a trope simply because you know readers like it, or because it adds value to your story. There’s nothing wrong with including elements you know readers love, so long as it enhances the story in one way or another.With love, ReedsyIf you want even more amazing tropes, check out the following Reedsy Discovery posts on romance:The 25 Best Romance Authors (And Their Must-Reads)30+ Best Young Adult Romance Books That You Can't Miss Out On40+ Paranormal Romance Books with BiteAnd let us know your own favorite tropes in the comments!  Ã°Å¸â€™â€"

Amerigo Vespucci Research Paper Example | Topics and Well Written Essays - 750 words

Amerigo Vespucci - Research Paper Example This fact is proven by letters and other passages of text found attributed to Vespucci (Uzielli). He studied the sciences of physics, cosmography, astronomy, and geometry, contributing immensely to their progress (Uzielli). Therefore, it is fair to say that Vespucci was not just a gifted navigator, as is known of him more commonly, but also an eager student of science, who quickly mastered the existing sciences and was a learned man of his time. After the death of his father in 1483, Vespucci joined the household of Lorenzo di Pierfrancesco de’ Medici as steward (Uzielli). Due to his loyalty and his skill, he was promoted in rank and position in the household till he was made a businessman with the family. It was through this business opportunity that Vespucci was able to acquire ships and join the expeditions of Columbus into the New World (Uzielli), this being described fully in the proceeding paragraphs of this paper. In 1491, Vespucci came to Spain and settled in Seville, a place that was to serve as his hometown for the rest of his life, and from where he would launch around four voyages to the New World (Amerigo Vespucci). At that time, it was felt in Europe, due to reasons beyond the scope of this paper, that the East and the Indies should be reached by way of the West, something that became more of a motto for the navigators of that time (Uzielli). Therefore, the voyages of Columbus and later of Vespucci were to become so significant, both economically and geographically. On the 10 of May, 1497, after acquiring three ships from the King of Castille, Vespucci set sail on his first voyage toward the West, through the Fortunate Islands towards either Guiana or Brazil (Uzielli). It is believed that he might have made his made into the Gulf of Mexico and then sailed along a great portion of the United States as far up as the Gulf of St. Lawrence, before returning to Spain on the 15 of October, 1498 (Uzielli). Vespucci sailed on his second voyage from Spain on the 16 of May, 1499 (Uzielli). He was accompanied by Alonzo de Ojeda and Joan de la Cosa (Uzielli). It was on this second voyage that he discovered Cape St. Augustine and the Amazon River (Uzielli). He traveled through Cape Verde and Equator until he landed on the coast of Brazil (Uzielli). Due to the exhaustion that he contracted owing to his long travels, he was taken ill when he returned to Spain in the September of 1500 (Uzielli). It was after he got well again that he wrote an account of his travels in his second voyage (Uzielli). The fourth and the fifth voyages of Vespucci commenced from Portugal instead of Spain (Uzielli). On 1 January, 1502, he named the Gulf of Bahia on his third voyage (Uzielli). In the same voyage, he discovered the Island of Georgia when he was traveling to the South America after he had discovered Bahia (Uzielli). During his fourth voyage in 1503, having found an area rich in brazil-wood, he established an agency in the Cape Frio (Uzielli). Ac cording to some sources, Vespucci made another voyage, a fifth one, in 1505, to the West, during which he found gold and pearls in the area (Uzielli). This was followed by a sixth voyage for the same purpose (Uzielli). However, not much evidence is found of these two last voyages, not even in Vespucci’s own writings (Uzielli). In 1505, Vespucci is believed to have married a lady by the name of Maria Cerezo (Uzielli). She bore him no children, and died either in 1523 or 1524 (Uzielli). However, Vespucci took his brother’

Summary article Essay Example | Topics and Well Written Essays - 750 words

Summary article - Essay Example The authors, in trying to answer this question conducted a research on the regularly shod athletes in the United States and the endurance athletes of the Rift valley province of Kenya. According to the research, endurance athletes of the Rift Valley province of Kenya, while on the track land on the forefoot before they could bring down their heel. In other instances though, they land with a mid-foot strike or in other instances, though less often, on the rear-foot-strike. On the other hand, regularly shod athletes land on their rear-foot strike, facilitated by the elevated and cushioned heel of the modern shoe. While running, athletes risk injuries occurring in three ways; the rear-foot strike, where the rear foot lands first, injuries from the mid-foot strike which where the heal and the ball of the foot land at the same time and fore-foot strike, where the ball of the foot lands before the heel. While sprinters often FFS, contemporary endurance runners RFS, and as such, they should be willing to endure more body weight with every impact. According to the authors, the design of the modern running shoe makes the RFS running more comfortable as well as minimizing its injuries. The shoe, by having a large heel filled with elastic materials, allows the spread of the impact over more time, thus reducing the injury caused to the runners. With this technology therefore, the authors sought to understand how athletes, before the invention of the running shoe used to hit the ground when running. Their research methodology, which involved the comparison of kinematics on tracks at preferred endurance running speeds, considered individual runners from five groups. Using the age of the runners and their shoe wearing habits, these researchers identified the study population. Among these groups were habitually shod athletes from the USA, endurance athletes from the rift valley province of Kenya, US runners who grew up using the footwear but currently run barefoot or with mini mal footwear, runners who have never won shoes and people who have for most of their lives been shod (Lieberman et al.531). The authors reveal that habitually shod runners who grew up wearing shoes, in most cases when shod RFS, although they predominantly RFS when barefoot on the same hard surfaces. On the other hand, however, individuals who grew up barefoot, or switched to barefoot running, in most cases, FFS followed by heel contact, whether shod or barefoot. Further, barefoot conditions in most cases MFS. As the research established, the cushioned sole of most of the modern running shoes, having a thickset below the heel, is the main contributing factor to the predominance of RFS in shod runners. This shoe elevates runners at least 5 degrees from the ground, and as such, the habitual unshod runners RFS less frequently. Subsequently, the shoes with elevated, cushioned heels facilitate RFS running, as the authors conclude. Further, the authors observe, that due to the differences in kinematic among foot strikes, they generate different forces of collision on the ground. By comparing this impact with the habitually shod and barefoot adult runners, all from the United States, the researchers were able to come up with this conclusion. The research also establishes that contrary to FFS whose impacts during the toe-heel-toe gaits generate ground reaction forces without a transient even when tested on a steel force plate, RFS landings cause larger

Accounting - finance Essay Example | Topics and Well Written Essays - 1500 words

Accounting - finance - Essay Example Lastly, a budget is important because it is used by the management to monitor the results of operations and to take any corrective actions when such a need arises. Another concern very much applicable to a manufacturing company like ours is the proper implementation of a standard cost and variance reporting system. According to Gene Siciliano (2003, p. 134), the power of this system lies in the analysis of the differences or variances and utilizing the results of such analysis to ensure that the managers change what they are doing, all for the long-term profitability of the company. The standard cost and variance reporting system is important because it helps management measure the efficiency of each department; it aids management in pinpointing where exactly the deviations occur and in taking corrective measures accordingly; it controls costs and, lastly, it aids management in making the right decisions on which areas need to be addressed (Globusz Publishing, n.d.). HK Corporation (the Company), like a lot of companies, has its own budget and standard cost system. However, in the last few years, we have been unable to meet our budgeted targets for sales and net income before income tax making the budget fail in its goal to control our operations. I believe that our budgeting process has contributed to our failure to achieve our targets. This report that I am submitting shows why I believe this is the case. My report also contains some suggestions or recommendations on how our budgeting process can be revised to solve its problem and how we can improve on our standard costs and variance reporting systems. First of all, the top-down approach has led to inadequate allocation of resources and dissatisfaction among the managers. In fact, most often than not, after the director of finance and the other managers met to thresh out the problem areas in the budget, we see our managers often left

Overview Of Beethoven And Mozart Music Essay

Overview Of Beethoven And Mozart Music Essay According to Mozarts Magic Flute and Beethoven (2004), During the XVIII century in some countries (Italy, Germany, Austria, France) results the formation of new genres and forms of instrumental music, was finally formed and reached its climax in the so-called Viennese classical school. Viennese classical school, organically absorbed the advanced achievements of the national musical culture, was itself deeply national phenomenon, rooted in the democratic culture of the Austrian people.  Representatives of the artistic direction have been V.A.  Mozart and L. van Beethoven.  Each of them was a bright personality.  Mozarts style was more typical lyric-dramatic start.  The style of Beethoven was the embodiment of heroic pathos of struggle.  However, along with the differences which result in unique individuality of each of these composers, their combined realism, life-affirming and democratic beginning. Art of Viennese classics made into world music a powerful jet of realistic and democratic, based on the wealth of folk art, and because it has preserved for us all of its value and artistic significance. Creativity of Mozart occupies a special place in the Viennese Classical School.  In his classic works of rigor and clarity of form united with deep emotion.  Music composer is close to the directions in the culture of the second half of the XVIII century. Also, there were converted to human feelings Storm and Stress, part sentimentalism, and by Mozart was first shown the contradictory inner world of the individual. According to SolomonHYPERLINK http://en.wikipedia.org/wiki/Maynard_Solomon HYPERLINK http://en.wikipedia.org/wiki/Maynard_SolomonMaynard  (1995), Wolfgang Amadeus Mozart was born in Salzburg (Austria).  With a phenomenal musical ear and memory, he was already in his early childhood, he learned to play the harpsichord, and in five years, wrote the first essay.  First teacher of the future composer was his father, Leopold Mozart Orchestra Musician Archbishop of Salzburg.  Mozart brilliantly mastered not only the harpsichord, but also organ and violin, and was famous as a brilliant improviser.  When he was six years old, he toured Europe.  At eleven, he created the first opera Apollo et Hyacinthus, and fourteen had already conducted in a theater in Milan at the premiere of his own opera Mitridate, King of Pontus. Around the same time, he was elected a member of the Philharmonic Academy of Bologna. Like many musicians of that era, Mozart was on the court service (1769-1781) he was the accompanist and organist for the Archbishop of Salzburg.  However, the independent character of the wizard causes a sharp displeasure with the archbishop, and Mozart chose to leave the service.  Of the outstanding composers of the past he was the first who chose to live as a free artist.  In 178,1  Mozart moved to Vienna, where he had a family.  He earned rare editions of his own, piano lessons and performances. Particular attention is paid to Mozart opera.  His works are an epoch in the development of this kind of music.  Opera has attracted the composer by the opportunity to show the relationship of people, their feelings and aspirations. Mozart did not try to create a new operatic form novel itself was his music.  In the mature works of the composer abandoned the strict demarcation of the opera on a serious and comic there was music and drama performance in which these elements are intertwined.  As a consequence, in the operas of Mozart has not unambiguously positive and negative characters, the characters are vibrant and multifaceted, not bound by the role. Mozart often turned to literary sources.  So the opera Le Nozze di Figaro (1786) was written on the play by French playwright Beaumarchais Crazy Day or The Marriage of Figaro, which was banned by the censor.  The main theme of the opera is love, which, however, can be said of all the works of Mozart.  However, there is in the product and the social implications: Figaro and his beloved Susanna are smart and energetic, but they are of humble origin. They were only servants in the house of Count Almaviva.  Their opposition to master (stupid and fooled aristocrat) elicits the sympathy of the author it is clear that he was on the side of love. In the opera Don Giovanni (1787), he received his musical incarnation of the medieval story of the seducer.  Energetic, temperamental, capricious and free of all moral norms, the hero confronts in the face of a Commander of a higher power, a symbol of reasonable order.  Philosophical generalization neighbors here with amorous intrigues and genre and household items.  Tragic and the comic form an indissoluble unity.  It would seem that justice prevails in the final sin (Don Giovanni) punished. But the music of the opera is thinner and harder this simplified understanding of the product: it gives the listener sympathy for the hero, remains true to herself even in the face of death. Philosophical tale The Magic Flute (1791) was written in the zingshpil genre.  The main idea of the work the inevitable victory of good over evil, calls for fortitude, to love, to understand its ultimate meaning.  Heroes of the opera are serious tests (silence, fire, water), but worthy of overcoming them and reach a realm of beauty and harmony. As a representative of the Viennese Classical School,  Mozart attached great importance to the genre of the symphony.  Especially popular are the last three symphonies Thirty-ninth, fortieth and forty-first (Jupiter), created in 1788.  Works of this genre finally anchored four-part cycle, and the rules of the sonata form. Symphonies by Mozart include a variety of subtle emotional nuances.  Topics are often uneven in nature, challenging the rhythm, sometimes accompanied by sharp run harmonies, but the music remains honed, clear form. According to SolomonHYPERLINK http://en.wikipedia.org/wiki/Maynard_Solomon HYPERLINK http://en.wikipedia.org/wiki/Maynard_SolomonMaynard  (1995), Mozart also became one of the founders of the genre of classical concert.  The basis of competition concert soloist and orchestra, and this process is always subject to strict logic.  Composer has written twenty-seven concerts for piano and orchestra, and seven for violin and orchestra.  In some works of listeners struck a masterly skill, festivity, in other dramatic and emotional contrasts. Mozart piano works include nineteen sonatas, in which he continued to develop the sonata form, as well as essays in the genre of fantasy (of music based on improvisation and free form).  The composer refused harpsichord and clavichord, in comparison with the piano softer, but weak sound.  Mozart piano style was a clear, elegant, with well crafted melodies and accompaniment. Mozart composed the music very easily, sometimes without drafts, creating works, unsurpassed in artistic beauty and harmony.  Musicians, contemporaries appreciated talents of Mozart, but most of the aristocratic audience did not understand his work, and in recent years, the composers life did not take at all.  Mozart died in poverty and was buried in Vienna in a common grave. Music should strike a light from the human breast a word of German composer Ludwig van Beethoven, whose works belong to the highest achievements of musical culture. Beethovens worldview evolved under the influence of the Enlightenment ideals of freedom and the French Revolution.  The music of his work on the one hand, continued the tradition of Viennese classicism, on the other depicted features of the new romantic art.  From classicism in the works of Beethoven upland content, excellent possession musical forms, genres appeal to the symphonies and sonatas.  From Romanticism is depicted bold experimentation in the field of these genres, the interest in vocal and piano miniatures. According to Peter J.  Davies (2002), Ludwig van Beethoven was born in Bonn (Germany) in a family court musician.  He began studying music since childhood under the guidance of his father.  However, the present mentor, Beethoven was a composer, conductor and organist.  He taught the young musician of composition, taught to play the clavier and organ.  With eleven years of Beethoven served as assistant organist at the church, then the court organist, accompanist to the opera house in Bonn.  At eighteen he entered the University of Bonn in the Department of Philosophy, but did not finish it. In 1792,  Beethoven moved to Vienna.  He took music lessons from Haydn, Albrechtsberger, Salieri (the biggest musicians of the era). Beethoven soon began giving concerts, became popular.  He wrote a lot: he wrote sonatas, concertos for piano and orchestra, symphonies. For a long time, no one guessed that Beethoven was struck with a serious illness he began losing hearing.  Convinced of the incurable illness, the composer decided to retire from life and in 1802  prepared a will, which explained the reasons for his decision. However, Beethoven was able to overcome despair and found the strength to write music on.  Exit from the crisis was the third (Eroica) Symphony. In 1803-1808  composer also worked on the creation of the sonatas, in particular the Ninth for violin and piano (1803), Twenty-Three for piano, Fifth and Sixth Symphonies (both of 1808). Sixth (Pastoral) Symphony is subtitled Memoirs of rural life.  This work paints a different state of the human soul, suspended for the time of the inner experiences and struggles.  It was symphony of the feelings arising from contact with the natural world and rural life.  Its unusual structure had five parts instead of four.  In the symphony there are elements of fine art, onomatopoeia (birds singing, thunder, etc.).  Beethovens findings were subsequently used by many Romantic composers. Premiere of the symphony took place in 1825  at the Vienna Opera House.  To implement the authors intention theater orchestra was not enough, we had to invite fans: Twenty-four violins, ten violas, twelve cellos and basses.  For the Viennese classical orchestra, such a train, it was unusually powerful.  In addition, each choir parts (bass, tenor, alto and soprano) include twenty four singers, which also exceeded the conventional norm. During the life of Beethovens Ninth Symphony for many remains unclear, she admired only by those who knew him closely the composer and his students and educated in music listeners.  Over time, the symphony began to include in its repertoire the best orchestras of the world, and it has found new life. According to Peter J.  Davies (2002), Works of the late period was characterized by restraint of the senses and the philosophical depth that distinguishes them from the passionate and dramatic early writings.  During his life, Beethoven wrote 9 symphonies, 32 sonatas, 16 string quartets, the opera Fidelio, Missa Solemnis, 5 piano concertos and one for violin and orchestra, the overture, the individual pieces for different instruments. Surprisingly, many works (including the Ninth Symphony), the composer wrote when he was already completely deaf.  However, his recent works sonatas for piano and the quartet are great masterpieces of chamber music. Thus, I would like to say that Beethoven and Mozart affected classical music dramatically. It is difficult to overestimate their contribution and influence on the development of classical music.  Masters of this style sought to clear and strict forms, harmonious patterns, and the embodiment of high moral ideals. Higher, the finest examples of art works they considered an ancient art, so that worked out ancient stories and images. Vertex in the development of musical classicism was the work of Wolfgang Amadeus Mozart and Ludwig van Beethoven, who worked mainly in Vienna and formed a line in the musical culture of the second half of XVIII early XIX century the Viennese Classical School. The composers of the Viennese classical school have created a very harmonious and logical system of rules of construction works.  Thanks to this system, the most complex feelings donned in a clear and perfect form.  Suffering and joy have become the subject of reflection for the composer, rather than experience.  The art of the Viennese classics has great value and artistic significance for all mankind.

Rights of Leadership: The Propaganda of Race and Class During the Aboli

Rights of Leadership: The Propaganda of Race and Class During the Abolitionist Movement Henry Highland Garnet and William Lloyd Garrison were two of the most instrumental leaders of the Abolitionist Movement. Their social backgrounds and experiences were responsible for contrasting the two leaders and influenced their approaches, beliefs and solutions to the abolishment of slavery. Their opinions and approaches were voiced in terms of the role of the political process, the role of moral persuasion and the role of violence as a means to an end. Though both Garnet and Garrison shared a common interest in the anti-slavery movement they differed greatly in their rhetoric and advocacy styles and techniques. Garrison, who was from a poor New England family was involved from an early age in the business of publishing as an apprentice to a printer, a job that laid the foundation for what would later be a career as editor of the Liberator, a paper that actively addressed controversial issues about the eradication of slavery. Although Garrison addressed issues concerning the eradication of slavery, he also focused on other causes such as temperance and women's voting rights. Due to his involvement in advocating for many other reforms, his critics accused him of being unfocused on the issue of abolition. Oppositely, Garnet focused solely on the elevation of the Black community which included a more extreme and active means to end slavery. Garnet, who escaped slavery with his family to the North, was still subject to racial violence. One incident that exemplified the racial aggression was when his house had been looted and his sister had been arrested as a "fugitive from labor." This event in the early part of his life was an introdu... ...Korngold, Ralph. Two Friends of Man: The Story of William Lloyd Garrison and Wendell Phillips and Their Relationship with Abraham Lincoln. Boston: Little, Brown and Co., 1950. Nye, Russel B. William Lloyd Garrison and the Humanitarian Reformers. Boston: Little, Brown and Co., 1955. Pillsbury, Parker. Acts of the Anti-Slavery Apostles. Concord, 1883. Rogers, William B. "We are All Together Now" : Frederick Douglass, William Lloyd Garrison, and the Prophetic Tradition. New York: Garland Publishing, 1995. Ruchames, Louis, comp. The Abolitionists: A Collection of Their Writings. New York: Capricorn Books, 1963. Schor, Joel. Henry Highland Garnet: A Voice of Black Radicalism in the Nineteenth Century. London: Greenwood Press, 1977. Walters, Ronald G. The Antislavery Appeal: American Abolitionism After 1830. Baltimore: Johns Hopkins University Press, 1976.