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Friday, October 28, 2011

Equiano and the Middle Passage

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Equiano and The Middle Passage


Writers write for many different reasons, whether it may be to entertain, inform, or persuade. Writing would be nothing without diction and tone. Diction is the author’s choice of words, and tone it the voice used to reveal the writers mood, feeling on emotion, these two go tighter because the specific words used give the feeling of the story. Equiano’s purpose in writing this normative was to inform everyone of the mistreatment of the slaves on the middle passage in which he does by using these three different tones depression, frustration and amazement.


The first use of tone that comes up is the tone of helplessness. In the beginning to this narrative he is describing where the slaves were and how they were all compressed into tiny spaces. There was nothing that they could do. This brings out the feeling of helplessness. “… We were all pent up tighter, like so many sheep in a field…”(pg.48). He felt like an animal, that’s how bad it was. No way of communication, no one to comfort you. One would start to feel lost and that’s how he felt, “…rather than give any of them to us to eat…” (pg.46). This quote describes how hungry he was and that he had no way of getting food. He uses all of this to help the audience reading and tell them very bluntly what was going on on this ship.


The second tone that is very frequently apparent throughout this narrative is frustration. “I envied the freedom they enjoyed…”(pg 45). How low can a person feel? It’s evident that he wasn’t used to this sort of treatment. Equiano wants to be able to be out on the deck and learn how run the ship. For him, his independence is taken away which makes him feel discomfiture. When you are able to pick and choose what you want to do and suddenly that is all taken away from you then you feel frustrated. When he and his sister were split apart after they were taken he was also frustrated because he couldn’t do anything about it. Equiano grabs out this feeling and reels in the reader to almost make them feel like they are in the story.


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“… I first saw flying fishes…”(pg 47). In this quote we see the feeling and tone of amazement. It’s like for the first time. It almost makes the reader excited and want to go on reading. “I also now first saw the use of the quadrant” (pg.47). When the ship had reached it’ destination he began to see lots of new things. The quadrant was on 6thing he was amazed by. He wanted to know more. “…I was now more persuaded than ever, that I was in another world…”(pg. 47). This quote just verifies he feelings about the flying fishes and quadrants. This arrangement brings out lots of other feelings like curiosity and it keeps the reader on their toes pushing them to read more.


It has already been said that tone and diction will make or break the way we read a story or passage. In Equiano’s account of the middle passage, great emphasis is put on the three leading tones depression, frustration, and amazement. Essentially Equiano’s purpose in writing the narrative as to inform everyone the mistreatment of the slaves on the middle passage; Which he does with the use of tones. I believe that he did a great job and made me interested in reading on.


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Thursday, October 27, 2011

Bacon and Swift Preparing for the Future

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bacon and Swift Preparing for the Future


Through out the years of human existence there have always been issues that come from the study of science and technology. The human race has to make important decision about these issues. The ways these decisions have been made through the years has varied. The two English writers, Francis Bacon and Jonathan Swift, discussed some of these issues. Bacon¡¦s approach to discussing these problems was through a very structured method. He did this in his essay Ovum Organism where he describes the four idols of the humanity. On the other hand, Swift used satire to illustrate his views by story form. Gulliver¡¦s Travels is a story by Swift that discusses his political views and social views.


The Four Idols discussed by Francis Bacon in his essay Ovum Organism are Tribe, Cave, Market, and Theater. The ¡§Idols of the Tribe¡¨ hinder people¡¦s understanding because of human nature. Some examples of this are people trying to make things fit into patterns, looking for evidence to support their conclusions, having trouble conceiving of the finite or infinity, are affected by what they want to believe, having since fool them, and lacking to generalize or be abstract. The ¡§Idols of the Cave¡¨ hinder people¡¦s understanding because of individual shortcomings. Four individual shortcomings are favoring ideas that support previous conclusions, differences or similarities, antiquity or novelty, the part to the exclusion of the whole and vice versa. The third, the ¡§Idols of the Marketplace¡¨ hinders people¡¦s understanding because of words. This idol comes from people imagining and naming things that do not exist and giving multi-meaning of one word. The last of Bacon¡¦s idols is the ¡§Idols of the Theater,¡¨ which hindering understanding based on a system of philosophy, theology, or tradition (Points Made by Francis Bacon in The Four Idols). Bacon¡¦s writing is very organized and step format. He goes through each point in detail before moving on to the next point. This structure is seen in his creating of the Scientific Method, which he developed. The Scientific Method is a general set of steps that direct scientist in their approach to their studies.


Jonathan Swift¡¦s Gulliver¡¦s Travels is a story about a surgeon, named Gulliver, who takes voyages all over the world. Every voyage results in him being shipwrecked or banished and abandon. He makes it safely to land; however, the islands that he seeks refuge on have never been explored before. Each of the islands is unique. On the island of Lilliput, the people are really small, so Gulliver is a giant to them. On another island he comes across, he is the small one compared to the natives. He, also, is picked up by the floating island of Laputa this island was full of intellectual people. All they do throughout the day is to calculate, philosophy, and debate one another. Their whole existence is focused on intellectual thought and they therefore do not leave room to have any realistic or practical knowledge. The last journey Gulliver makes, he is abandoned on an island where horses have reason and the human like creature have no reason. The horses called Houyhnhnms live on the island in a utopian society. Gulliver learns to love the Houyhnhnms and despised the human-like creature called Yahoo.


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Francis Bacon¡¦s The Four Idols refer to the flaws in human nature, which keeps mankind from becoming a perfect society. These flaws of not understanding ourselves, personal shortcomings, and miscommunication affect in every aspect of the human society (Points Made by Francis Bacon in The Four Idols). Because of these flaws, humans will never be able to perform or understand science and technology completely. Bacon is writing his essay as a scientist. He see the corruption of science of his day and sees how it will carry on through the years to come. Bacon uses his understanding of the problems that he recorded in The Four Idols to come up with a systematic way of studding science. This systematic way of studying science later became know as the Scientific Method. In his Scientific Method he sets up an order of operations that should be taken to get correct data and results from research. While the Scientific Method is pacific to science and technology, Bacon¡¦s Four Idols deal with every aspect of human life. In both cases Bacon presents the problems and resolutions straight forwardly and for this reason his writings are still being used today.


Jonathan Swift¡¦s Gulliver¡¦s Travels, also, discusses the problems that are common in human culture. Just as Bacon¡¦s works can be pacific for science and technology, part of Swift¡¦s Gulliver¡¦s Travels focus on those same issues. He uses a story swamped with satire to show his point of view. Each of the travels that Gulliver takes focuses on different important problems Swift saw in the England during his life. However, these issues are still true and evident in the world today. Swift deals with the political problems along with science and technology. The voyage where Gulliver is picked up by the floating Island is Swift¡¦s strongest satire against a sole abstract world, which included mathematics, philosophy, and other sciences. The Laputans represent a society that is based on abstract idealism. Although the Laputans can derive anything on paper, they have no practical skills. Swift describes this best


Their houses are very ill built, the walls bevil, without one right angle in any apartment; and this defect ariseth from the contempt they bear for practical geometry; which they despise as vulgar and mechanic, those instructions they give being too refined for the intellectuals of their workmen; which occasions perpetual mistakes. And although they are dextrous enough upon a piece of paper, in the management of the rule, the pencil, and the divider, yet in the common actions and behavior of life I have not seen a more clumsy, awkward, and up handy people, nor so slow and perplexed in their conceptions upon all other subjects, except those of mathematics and music. They are very bad reasoners, and vehemently given to opposition, unless when they happen to be of the right opinion, which is seldom their case. Imagination, fancy, and invention, they are wholly strangers to, nor have any words in their language by which those ideals can be expressed; the whole compass of their thoughts and mind being shut up within the two forementioned sciences. (Swift 418)


After showing this extreme, Swift shows the extreme in the other direction. The next journey Gulliver takes, he finds himself on an island with horses that have the capability to think and reason. The horses called Houyhnhnms represent another extreme in human culture that we can shift toward. This one extreme is of total reason. While being able to reason these horses have no idea of desiring. F. R. Leavis in ¡§The Irony of Swift¡¨ says ¡§Swift did his best for the Houyhnhnms, and they have all the reason, but the Yahoos have all the life¡¨(Jonathan Swift, Gulliver¡¦s Travels ). An example of this is in the marriage rituals of the Houyhnhnms.


Courtship, love, presents, jointures, settlement, have no place in their thoughts, or terms whereby to express them in their language. The young couple meet and are joined, merely because it is the deternination of their parents and friends;¡KBut the violation of marriage, or any other unchastity, was never heard of; and the married pair pass their lives with the same friendship and mutual benevolence that they bear to all others of the same species who come in their way, without jealousy, fondness quarreling, or discontent. (Swift 456)


Swift view humans as being like the Houyhnhnms if human throw out science and technology and ignore the part of our minds that give people creativity. If people do this, we will become dull logical people. Although Swift prefers this extreme over the other he see that it is not good either.


Although Francis Bacon and Jonathan Swift writing are totally different they both make similar stances on the modern issues about science and technology. Bacon sets up a structure that is an aid to people. His aid helps people realize the problems early and gives them a way to deal with them. On the other hand, Swift uses satire to make it obvious of the dangers of these issues not being resolved correctly. Both Bacon and Swift saw the importance of having a balance in society. They realized that there are many dangers and troubles that come from becoming totally focused in any one field, especially as a whole society. The things they discussed and the way they dill with it is still being used today in our issues with science and technology. They saw the problems of their day and saw that they would not change but increase in magnitude over the years. They made their writings capable of being used throughout the years.


Work Cited


Bacon, Francis. ¡§Novum Organum.¡¨ The Norton Anthology of English Literature. Ed.


M. H. Abrams. 1 vols. New York W. W. Norton & Company, Inc., 000. 1544-1548.


¡§Jonathan Swift, Gulliver¡¦s Travels.¡¨ School of English Honours Module EN0


Eighteenth-Century Poetry and Prose. 0 Nov. 001. http//www.st-andrews.ac.uk/~www_se/personal/cjmm/Gtoutline.html.


¡§Points Made By Francis Bacon in The Four Idols¡¨. (18). 0 Nov. 001.


http//www.ovc.edu/terry/fouridol.htm.


Swift, Jonathan. ¡§Gulliver¡¦s Travels.¡¨ The Norton Anthology of English Literature. Ed.


M. H. Abrams. 1 vols. New York W. W. Norton & Company, Inc., 000. 1544-1548.





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Wednesday, October 26, 2011

why to buy a car

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cars are our main mode of personal transportation. No one should be with out a car. even if it is a piece of junk, keep it. thats better than no car, right? well, make sure you get one that works otherwise... hello Mr. Bus Driver! sometimes you feel like a nut, sometimes you dont. pour some sugar on me! ive made up my mind, i am wasting my time. please dont bother me no more. you know i love you. walking around in circles. i really dont like my history class. and guess what. i dont like you either! so there.


here i go again. now what? yeah, i thought so. McDonalds is not real food but its still good. leave me alone, i dont feel like talking. oh i wish i could but i dont want to. so youre driving along, youre driving along. kids are in the back screaming, Daddy i have to go to the bathroom!!


not now damnit! truck tire. eeekkk. oh my god were burning alive! no i cant feel my legs! here comes the meat waggon! the medic gets out and says oh my god. new guys in the corner pukin his guts out. blah blah. all because you wanted to save a couple of pennies. you say youre a gangster, but you stupid. guys with a six pack are better then guys with out one. most blondes are not truly blonde. i do not believe they have more fun. be cool and stay in school. do not party too hardy or it might hurt.




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Arena By William R. Forstchen Essay

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Arena is set in medieval times and tells the story of Garth, a young fighter who competes in the great festival’s tournament. The Arena is where the fighting takes place.


It was time for the festival where all of the magic users showed their strength and power in the tournament arena. This tournament was very important because it offered a great reward. The festival took place in the same city every year and all the fights were held in the Arena, which was also a place of entertainment in the medieval times. They had primitive weapons like spears, clubs, bows, and daggers in addition to their majic. If the book had been set in the future, the weapons would probably be high-tech guns, which would make magic and hand-to-hand-combat pointless and strategy combined with tactics more important. So yes, there would be a change in the plot if the settings were different.


The festival brought many foreigners and the streets were crowded with barrels of wine, bundles of silk, and any other merchandise that might be of worth. So in that perspective, the festival was a great importance to most people because they planned for it and would trade goods. The third day of the festival (which happens to be the last day) was the most important because the Walker would come. The Walker was a powerful demigod who could go into different realms and defeat foes that might oppose him. He could destroy all of mankind with ease, so they gathered an enormity of mana (magic) and offered that to him so then he becomes stronger than before.


The reward of the tournament was to be the Walker’s servant. The Walker would show the servant his infinite power. Eventually the Walker would kill the servant and take all his power. Garth, the main character, competes in the tournament and wins. If I were Garth, I would have never competed in the first place. And if I had won, I would have fled because when you become the Walker’s servant, he kills you and takes all your mana. Weird huh? Why would anyone want to compete in the first place?


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This book is great. It has a lot of great words and description to make you feel like you are really there. Also the author displays pure genius. He made a weak character come out of nowhere and win a worldwide tournament. In addition to that, Garth killed the Walker and became a demigod himself. He was a nobody and became a god. That was brilliant, so I am very fond of this book and I think it is great for is imaginations like mine. Go out and find this book, I give it a five-star rating. This book has a wide variety of vocabulary and has a unique writing style so have your dictionary ready because I know I did.





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Monday, October 24, 2011

Religion and War

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Religion and War





What can cause war but also have people seek peace? What can give support to nations leaders but also have them question their ethics? What can provide strength to soldiers and assure them protection? Religion. Religion has played a large roll within soldiers, helping leaders during war, and creating views that protest against and for, ideals of war.


Soldiers all over the world enlist in the military forces for United States. Many have no hope at all that they will live through the war they are fighting in to defend their country. There is hope though, that 55 million American soldiers turned to during their time in war, according to American Military History (Chambers II 60). That hope is religion in which soldiers can find strength and protection. “ Please God let me see the sunset. Please God, let me see another morning. Please God, let me see my friend again with both eyes intact and no gapping holes in his body” (James 1). This is a quote of a soldiers who turns to God in a cry of desperation to live to see another day while also describing the brutal injuries that many soldier faced in war. In hard situations many turn to something that will help them survive. In the case of war many men and women chose religion. There is something about having the assurance that you are safe and that a higher being (God) is watching after you. In a poll taken in the US army 80 percent of soldiers polled that they believed in God and had a specific religious preference. More than 100 different dominations and faith groups were represented (Chambers II 60). This poll that was taken proves that many soldiers have religious beliefs and all believe in the same God. Even though there were so many different religions represented in that 80 percent they were all united by believing in the same God. It does not matter what your religion is called, but the true meaning is what and how you believe in it. These men stood true to there beliefs and were not ashamed to say that they were religious. Leaving family and friends can make you become very lonely but knowing you have a God that is always with you and that is watching over you and your family can give a person peace and assurance. Religion has served as many purposes with soldiers, and has made war maybe somewhat easier to deal with.


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Many leaders throughout history have turned to religion to help them with issues concerning war. “ In the Persian Golf War, the president George Bush consulted the leaders of his own Episcopal Church and invited his longtime friend, Billy Graham, to the White House the night before hostilities commenced” (Chamber II, 600). It is very rare when you find a leader who is willing to stand up for what he believes in and turn to God in times of need. With the events of September 11th the U.S. has gone through some horrible losses. It has been amazing to see how our president, George W. Bush has reacted and how he has turned to prayer multiple times, announcing it to the public. Now that the United States is involved in War with the Middle East, he still turns to God with prayer for our nation. In a speech made by president George W. Bush on the night of September 11 he said, “Tonight I ask for your prayers for all those who grieve, for the children whose worlds have been shattered, for all whose sense of safety and security has been threatened. And I pray hey will be comforted by a power greater than any of us spoken through the ages in Psalm ‘Even though I walk through the valley of the shadow of death, I fear no evil for you are with me’” (Williams 1). This speech shows his religious beliefs and his compassions for all the hurting people. With out the president’s prayers of other believers, many feel that the U.S. wouldn’t be doing as well as it is with the war. Dryden once said, “We are glad to have God on our side to maul our enemies when we cannot do the work ourselves” (James ). The United States was founded on religion and many of it’s first leaders were true believers of God. Many wars have been fought, and with God on our side we have won many of the battles. Some truly believe that the U.S. does so well because of it’s religious foundations. Leaders through the years have kept that spirit alive, and hopefully that spirit will continue.


Even though there are many religious groups that believe God can help us through war, there are others who believe war is all together wrong. Every major religion stresses


peace and love but yet almost every religion has been involved in war. In fact Jainism is the only religion who has remained peaceful(BBCi 1). On the other hand though many religions see that war and religion are compatible. In New Journal, an article was written about a retired Major General Buckingham who believes just that; “I’m a Christian, and I’m a soldier,’ he said. ‘I see absolutely no incompatibility between the two. There is a confluence of values” (Caudill 1). Many wars were fought in biblical times, and God protected his people and gave them the victory. For an example, the story of David and Goliath in the bible1 Samuel 171-58. In this story, the Philistines and Israelites are fighting in which the Philistines are trying to takeover the Israelites. The Philistine army is much larger than the philistines’ and even have one soldiers, Goliath, who is a giant. The Israelites though, were people of God and used just a small boy named David to defeat Goliath. In the end, because of the David’s faith he knew that God would help him defeat Goliath; Goliath is killed by David with only one sling of a stone (Bible ). Clearly if God didn’t think war was necessary he wouldn’t have helped David defeat a giant who had all of the Israelites apprehensive. “ Buckingham made reference to the New Testament. He said there is no place in it that condemns soldiers. Buckingham said killing in war is different from murder”(Caudill ). The retired General explains here that there is no condemnation from God on soldiers for killing in war. Again war was shown many times in the Bible and there is no biblical verses that preach against war. In contrast to that, Robert Kennedy said this, “Killing one man is murder; killing millions is a statistic”(James 0). Many think that no matter what killing, even during war is morally wrong. John Cannon, the creator of the web page “Another Perspective”, talks about the teachings of Jesus and expresses his animosity towards war. His was a message of love and caring and one that demanded that we cease killing and hurting one another an to begin to treating one another as the children of God which He taught that we are” (Cannon 1). He explains that we should be peaceful and stop all fighting that is going on around the world. He goes on to explain how we try to justify our actions by saying we’re defending our country. “ We claim that we are doing all of this as a humanitarian gesture. How can we proclaim ourselves the saviors of some people when we kill so many others? How is our killing of a high moral calling that the killing by those we so abhor?”(Cannon ). All of his points are understandable, but the fact that there is no scripture that say’s that war is a sin against God makes them negligible . War is always the last resort to a bad situation, and even though it’s horrible and so many people die it is necessary for change to happen. Without war the American people would have all the freedom we have. With the help of God in war the United States has been able to accomplish many things for the people.


In years to come religion will still be around and will affect war situations. Many say that religion should stay out and that it has no use in politics in war, but it has though been the cause for actions in war. Religion is and is what soldiers can find peace in, and


religion was how leaders found guidance and counsel in.


Works Cited


Books


Chambers II, John Whiteclay. American Military History. New York Oxford University Press, 1600-60.


James, Allen. Stop the War. New York Random House, Inc., 1701-40.


The New International Version Bible. Kenneth Barker, I Samuel. Michigan Zondervan


Publishing House,157-.


Internet


Cannon, John. “More thoughts on War, Religion and Corporate America.”,


1 April 1 http// www.anotherperspective.org/advoc64.html


Caudill, Mark. “War, religion are compatible Retired Army General Christian speaks at church. April 00


http//www.mansfieldnewsjournal.com/news/stories/000407/topstories/74816. html.


Williams, A.D. “September 11 News”,


September 11, 001 http//www.september11news.com/presidentbush.html








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Sunday, October 23, 2011

WE CAN USUALLY LEARN MUCH MORE FROM PEOPLE WHOSE VIEWS WE SHARE THAN FROM PEOPLE WHOSE VIEWS CONTRADICT OUR OWN; DISAGREEMENT CAN CAUSE STRESS AND INHIBIT LEARNING.

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People always like to share their views with others. Usually everyone likes it if they share a common view regarding an issue, so they tend to share their view with the people who agree to their view. But I firmly believe that we can learn more from the people whose views contradict our view.


We all know that discussing our opinions with others will always increase our knowledge. If we are sharing our views with the people whose views we share then we will gain knowledge, but it will always be limited. We will never be able to see the other side of the issue. The knowledge gained will not be optimum. If we are sharing our views with the person whose views are contradictory to ours, then we will be able to see or understand an issue/situation from different dimension.


If we are sharing our thoughts with the person who shares our thoughts then we will be like a ‘frog living in a well’, which doesn’t know that there is an ocean that is bigger than a well. The knowledge that we will be gaining will always be limited. Where as when the views differ we will be able to assess our self, and there will always be scope for an improvement. We can take parliament as an example. Here issues are discussed between ruling party and the opposition. Everyone will have different opinions and suggestions, and all these suggestions are considered and proper decisions are made.


I had an opportunity to work in a project group, where everyone had understood the project in a different way. Initially no one was ready to accept the others idea, but finally when discussed together everybody could understand the project in a better way, and as a result of this it turned out to be a successful project.


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Knowledge sharing is important, but it should not be confined. So it is always better to share our opinions with people whose views differ from ours and the discussion should always be a healthy discussion





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David Boreanaz

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Havever heard of someone being discovered as an actor just for walking his dog? Well now you have. David Patrick Boreanaz, born May 16, 171, in Buffalo, New York was walking his dog when a Hollywood talent scout spotted his intense brown eyes and his muscular body. He instantly singed David as a client.


You might have seen his new show `Angel`. You might have seen him on `Buffy the vampire slayer,` but his first big role was as Kelly Bundys biker boyfriend on `Married with Children`.


Raised in Philadelphia, David was exposed to T.V at a very early age. His dad was (and still is) a weatherman. His mom is currently a travel agent.


In 1 David guest starred on `Buffy the Vampire Slayer`. In the second session he was made a part of the permanent cast. In 16, he left the set of buffy to start his own show, `Angel`. He plays a 5-year-old vampire with a soul. His show has ran for four sessions now.


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Sanding at a height of 6, with brown hair, David likes to play football. This is what he was going to do, but due to a bad knee injury he had to quit. He also likes to play the harmonica. David has two sisters and one son. David has two sisters and one son, David also has a fear of heights and chickens.


You can also catch David in the movies ~valentine~, and Im with Lucy


Now if some one ever asked you if you have heard of an actor being discovered just for walking his dog, you can say,


YES





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Saturday, October 22, 2011

Global Warming

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The last decade, 10-000, was the warmest decade on record; 18 was the


warmest recorded year, and it seems inarguable that global warming should be a very large


concern. All the nations of the world must work together if we are to successfully address


the problem of global warming. It is imperative that we reach a global accord on the


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methodology quickly, for the longer we wait the worse the problem becomes.


Currently the future of such initiatives looks dim. While the UN has created


several programs to deal with Global Warming, many have been ignored by member


countries. The Intergovernmental Panel on Climate Change (IPCC) has successfully


evaluated the problem of global warming, but was not designed to actively aid solutions,


merely to suggest them. The Framework Convention on Climate Change (issued by the


Rio Summit of 1) has failed to produce any real results in the effort to reduce global


warming, and the Kyoto Protocol of 1 was severely crippled by the withdrawal of the


United States, which produces 4% of the greenhouse gas emissions worldwide.


All previous efforts, while attempting to deal with the problem of global warming,


have been crippled by political maneuvering. Many national leaders were more worried


about selling any proposal to their voters then actually dealing with global warming. This


is not entirely the politicians’ fault. Most of the world is uneducated about the realities and


dangers of global warming, and therefore dismiss it as harmless.


The economic policy of Kyoto, the only real attempt to regulate pollution output,


was flawed. The emissions cap for countries was estimated to be 8 to 14 times more


expensive than an optimal trading policy, and the cost emission permits would have


quickly skyrocketed.


Any future policy should be designed with the successes and failures of past efforts


in mind. Only then will a truly coherent global policy emerge.


There are many actions we could take that are cheap and significantly decrease the


output of global warming gasses. Often times these initiatives require a high initial


investment but yield far greater returns in the long run. Examples are numerous and easy


to find. They range from energy saving light bulbs, to improved building insulation, to


tapping the natural gas released from oil deposits. The problem has always been a lack of


cash, and a shortsighted attitude about global warming.


Establishing a United Nations fund, under the control of an international


committee, to reduce the effect of global warming would help unify many initiatives,


providing more efficient solutions. It would require a large effort to get people of the


world to swallow their national pride and combine their efforts, but the benefits are well


worth the costs.


An international tax on carbon emissions, payable by the emitting corporation or


government would go a long way toward paying for cleaner solutions. Enacting a tax of


even two or three dollars per ton on carbon dioxide, and equivalent gas emissions, released


by the industrial nations would provide about seven billion dollars; a large portion of the


capital needed for the initiatives that will reduce global warming, as well as providing an


incentive for polluters to reduce or halt pollution if it is cheaper than paying the tax. This


tax is especially useful, since it provides a single method of stopping polluters, instead of


the individually tailored and excessively complicated procedures, such as factory emission


limits, or power plant emission limits that are full of loopholes corporations can abuse. By


randomly sending UN inspectors to factories, and imposing harsh fines on those that lied


about their pollution outputs would virtually eliminate non-compliance.


The fund should pay for efforts designed to reduce greenhouse gasses and deal with


the future effects of global warming. We must take care that the giving of money not


become an end in and of itself. Concrete goals should be set for each project, and if they


are not met then the recipients should be held accountable by the UN. A prize for the


greatest emission reduction � Corporate, National, and scientific- would give positive


publicity to those who deserve it, from one of the most prestigious organizations in


existence.


Industry is one of the biggest causes of the increase in global warming gas. Many


factories could be made to run more efficiently, improving their output and reducing the


amount of CO produced. Improvements have not been made due to monetary shortage.


Many of these factories are in third world countries, which are forced to suffer from the


smog and dirt. Paying for improving the factories would increase their productivity,


improve the living condition of people around the factories, and reduce the amount of CO


gas released. This would be useful even in the absence of global warming.


Energy generation is not far behind industry when it comes to CO emissions. Coal,


oil, and natural gas all release CO in large quantities. The UN could pay for construction


of solar, wind, geothermal, and hydroelectric power sources wherever they are needed.


The fund should provide money for research designed to improve the efficiency of


nonpolluting power sources.


Vehicles produce roughly 0% of the worlds CO emissions. If the UN enacted


global gas mileage standards similar to California’s, or most of Europe’s the total


worldwide CO emissions would be reduced significantly. This cost is nominal to most


countries in which the automobile is heavily utilized, and most developing countries do not


use cars excessively. A UN treaty could ban the import or export of any vehicle violating


those standards, as well as prohibit them being built in participating nations.


Establishing building codes and international standards for household appliances


would reduce energy costs significantly, thereby reducing global warming. Many things


that use electricity are built cheaply and inefficiently. More expensive products that are


more efficient would actually have a long term benefit to the consumer, as well as reducing


electricity usage, and thereby reducing CO output.


As the Montreal Protocol of 187 shows, it is possible for the world to stop the


production of harmful greenhouse gasses that are easily replaced, such as


Clorofluorocarbons. Funding research to evaluate the effects of other chemicals would


allow us to stop the production of harmful ones before they are emitted in large quantities.


Yet all of these efforts will not cause the problem of global warming to disappear


completely. Even if we restricted our greenhouse gas output to 10 level it would only


slow the effects of global warming by .5° (from .1° to 1.6°) over the next century. This


would require a herculean effort by the governments of the world, far in excess of what the


Kyoto treaty demands. This rise in temperature is definitely enough to cause global


warming effects, effects that developing nations are ill equipped to prepare for. The


weather will get more extreme, with greater numbers of droughts and hurricanes. This


effect can already be seen, with three of the four most expensive hurricanes being in the


past decade, various floods swamping India and the Midwestern United States, and


drought in parts of the globe unused to suck conditions. We must take steps to deal with


these problems.


The UN should design and build irrigation equipment for all major food production


centers to help them deal with any droughts, a likely result of global warming. Building


runoff channels for the rain is a good idea also, since it is probable that global warming


will also cause floods. Bulwarks and dams for cities that are near or beneath sea level, such


as New Orleans, as the rising sea levels will help prevent any floods in those cities.


The need for these initiatives is obvious, yet none of them are taking place.


Without them the potential for disaster is greatly increased. These events will not occur


gradually. The world, under the guidance of the UN, must prepare for their arrival before


it occurs, since it is impossible to recover crops lost to a flood, or withered by drought.


This will be far costlier in both money and lives then a few simple preventative measures.


We must go into this century well prepared for the effects we know will happen. If


all the nations of the world work together, unifying their efforts to reach a common goal,


the world can survive this crisis, and even prosper in the coming centuries.


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My Father's Love

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I still vividly remember the time I felt weak and helpless before an enemy so strong, all I could do was cry silently and pray for inner strength. It was August of 10. Accompanying my father, a retired military man, to his doctor’s office to see about a fever resulting from a throat infection. There was no preparing for the news. The words shot through my heart. Cancer of the lymph node, in the 4th stage, to 4 months.


I did not know how to react. I didn’t want my father to see how afraid and helpless I felt. I was not going to bog down, no, not in front of him. I had to be strong for him at that moment. He remained silent upon hearing the news, still the very stoic military man he was trained to be. He turned to me and said the words I can never forget “Don’t worry, Tes. I am not at all worried, I know that sooner or later I would have to go, and my time just came earlier. But this you must remember, GOD will take good care of us, as He has always done! And I am sure that even after I am gone, He will be with you and your brother and mother.”


What faith! For a man who was already told of imminent death! Though I can see the truth in his words now, I refused to take comfort in them back then. Questions filled my mind, and they needed immediate answers. Why my dad? Why us? What was to happen to us if we had lost him? How was I going to deal with this tragedy? Who will provide for our needs when he is gone? For several days, I was beyond myself. I couldn’t focus on my work nor my relationships.


I wasn’t the one dying, but I knew my faith, too, was being tested. Instead of giving up to depression, I did one simple thing. I knelt down and prayed. I prayed for strength and guidance, I prayed for provision, and I prayed for my father. It was amazing how God takes care of His children. He made things go easy for us, despite the situation. Even now, I still can’t believe how we were provided with so much. My father stayed with us for another months after the announcement. I am very grateful that I was given that long a time to still be with my dad, to take care of him for his remaining days.


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Now, my questions have answers. I just lift everything to my Father in heaven. As my earthly father took good care of us, I now know that my Heavenly Father does several times as much. I always feel embraced and loved by God. I know that even when darkness clouds my days, the light of His love and faithfulness will always shine on me.


I still miss my father… always! But I am very blessed to have two daddies taking care of me now. Someday I hope to be with them. Only then can I finally say that yes, I am home.








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Friday, October 21, 2011

management

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On dealing with the premiss that the practice of recruitment and selection is a long way


from the recommendations of personnel textbooks, distinction must be taken into account


between explicit recommendations and guidelines, on one hand, and, on the other, implicit


suggestions stemming from the author’s own stance. The implications of distancing from,


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or identification with, such explicit recommendations and implicit suggestions will be


viewed in this paper as well as forms of overt and covert resistance, or adhesion, assumed


in actual practice. Also central to the argument is what the whole issue means in terms of


both existing problems and potential future problems for the employer and the candidate,


for organizational management, the labour market and macro-economic welfare and


progress in general. Employment decisions have traditionally been regarded as a privilege


exclusive to management. Many of the US personnel textbooks emphasize this aspect and


describe the process in terms of ‘hurdles over which prospective employees have to try to


leap to avoid rejection’ (Torrington and Hall, 118). In the UK recruitment and


selection is an issue which has in the past kept a low profile in personnel textbooks,


though the trend has changed (e.g., Torrington and Hall, 11, Keith Sisson, 14), which


appears to point out to an evolution from the paternalistic perspective according to which


recruitment tends to be dominantly viewed from the angle of providing candidates for the


selector to judge. Recommendations are being made with respect to the various stages of


the process of recruitment and selection, from approaching and seeking to interest


potential candidates to determining whether to appoint any of them. Codes of practice and


guidelines for their implementation have been produced with emphasis on different


aspects, e.g., on recruitment starting with a job description and person specification, by


IPM; on fair and efficient selection, by EOC (186); on avoidance of sex bias in selection


testing, by EOC (1); on avoidance of improper discrimination, by ACAS (181) and


negative bias against age, by IPM (1); on non-discriminatory advertising, by CRE and


EOC (177, 185); and on the use of cognitive and psychometric tests, by IPM and BPS


(1). 1. Moreover, legislation promoting equality of opportunity has underlined the


importance of using well-validated selection procedures (Torrington and Hall, 11), and


directives such as those issued by CRE (18) and EOC (185) emphasize the need to


comply with anti-discrimination legislation and this way enhance opportunities to


disadvantaged groups. Greater formality will both make the concealment of racial and


sexual discrimination more difficult and will permit more effective retrospective


surveillance by senior management and bodies such as the CRE (Jenkins, 18), thus to


some extent remedying the weakness of much of the EO literature in not frontally


addressing the different types of discriminatory decision, be it determinism, particularism,


patronage or rational-legality (Jewson & Mason, 186). As a counter-argument, however,


the definition of the employer’s role as that of implementing and monitoring formal


procedures can be seen to absolve senior staff of the responsibility for further investigation


of the causes of continuing inequality (Webb & Liff, 188). In fact, case studies have


shown that such directives can be misused and their intention subverted as often happens


with respect to IPM’s recommendations on job description and person specification


(Collinson et al., 10 6-108), and, furthermore, the legal definition of ‘justifiability’ is


sufficiently vague for the legislation to be ineffective; and the workforce can be


manipulated into becoming management’s accomplice in discrimination (ibid. 70-71).


Some recommendations are, in themselves, not socially and politically neutral enough to


avoid ambiguity and, as such, encourage covert discrimination. Highlighting the causes


behind the problem, EOC points out that gender discrimination is embedded in ‘myths’


(EOC, 186), while we are also reminded that motherhood still remains a stigma


(Curran, 188) as the general ideology of gender still associates feminity with nurturing,


and hence with servicing, which is translated directly into specific occupational terms


(Murgatroyd, 18). Accordingly - inspite of what has been achieved - women still face


‘bottleneck’ on the way to top jobs in personnel, a situation which has been aggravated by


a recent regression in the previous upward trend for women, the latest figures standing at


44% of all personnel managers but only .5% of personnel directors (PM Plus, 14).


Getting into the boardroom is not the same as getting into the ‘club’, a ‘glass ceiling’


made difficult to shatter (BM, 14) by the club members themselves who may also try to


psychologically manipulate women into consenting and thus becoming accomplices of


their own fate. At least on their face value, for the past two decades personnel textbooks


have been recommending equal opportunities in recruitment and selection. Rodger’s


‘Seven Point Plan’ (Rodger, 170) and Fraser’s ‘Five-Fold Framework’ (Fraser, 171


64-80) are checklists which emphasize the need for a logical link between job description


and person specification. Yet, Rodger’s headings ‘circumstances’ and ‘acceptability’ ‘have


strong potential to be used as a cloak for improper discrimination’ (Sisson, 1418). In


instances like this one the author of the personnel textbook is - consciously or


unconsciously, intentionally or unintentionally - an accomplice of reluctant management.


Recommendations become a vehicle of subversion of the proclaimed spirit. Even when


guidelines appear to be socially and politically sound, the identification of requirements


remains subjective when it comes to draft a job description as judgement greatly depends


on conclusions which are based on one’s conceptualizations. The effect of prejudice and


bias is, therefore, difficult to control, and unfairness in shortlisting is difficult to restrain. .


Other main initial steps in the recruitment and selection process offer no guarantee of


fairness. Application forms, multi-purpose as advised by Edwards (1864), or not, may


become a tool of discrimination as they can easily incorporate a discriminatory bias within


their highly structured framework. Letters of application and CVs appear to be seen as of


little relevance as a measure of performance in manual jobs (Duxfield, 1846-7) but to


be regarded of great importance and possibly decisive on other kinds of placement


(Knollys, 18 6-8) where they are left to the assessor’s subjective evaluation. It is


generally acknowledged that they are open to discriminatory use by the employer


(McIntosh and Smith, 174). Furthermore, the use of graphology, though controversial, is


being practised in Britain (PM,185). Inappropriate use of screening tests is another point


of concern. The use of cognitive and psychometric tests appears to be quite popular in the


UK, bearing in mind that the production of a personality questionnaire has been financed


by over fifty companies in this country (Saville and Holdsworth Ltd, 187). Discerning


and cautious use of psychological techniques of selection has been advocated by Rodger


(170; 171; 18) while Kline (1) is particularly concerned with ‘reliability’ and


‘validity’ as key requirements for selection methods to be technically sound as a measure


of both immediate suitability of a candidate and also of prediction of his/her future


performance, though the former function is more highly valued by Scholarios et al. (1).


Still with respect to psychological testing, Brotherton has drawn a distinction between


measures of ‘organizational performance’ and ‘job performance’ and emphasized that


successful non-discriminatory selection requires validation based on the latter (Brotherton,


180). Low validity interviewing is yet another point of concern. Evidence suggests that


the single interviewer tends to be the generalized practice with respect to manual workers


(Mackay and Torrington, 186 8-40), while in the case of non-manual employees the


general practice is the line manager and a personnel specialist to be involved, though this


results, in practice, in one-person interviewing as personnel specialists prefer a purely


advisory role (Collinson et al., 10). The final decision tends to be made by one


individual - usually a white middle-aged male -, which provides open ground for abuse


(Wanous, 180; Honey, 184; and Collinson et al., 10) and shortlisted prospective


appointees are let down at the final interview. Not just the outcome but the way interviews


are conducted can be arbitrary, and applicants may be subjected to invasion of privacy


with questions such as on their personal life and family background or on their political


beliefs. Another aspect to consider is that, on the other hand, interviews - particularly on a


one-to-one basis - may give the applicant the opportunity to impress beyond fact. In a


study of a university milk round candidates admitted to being far from truthfull in their


statements (Keenan, 180). The need to promote ethical awareness in the practice of


interviewing has been highlighted not only in order to improve selectors’ fairness but also


to control dubious honesty from applicants (Pocock, 18). Recommendations on the


issue of internal or external recruitment cannot be universally suitable. Courtis (18515)


does not give priority to internal recruitment which in itself presents the double advantage


of being economical and encouraging career development. However, as a


counter-argument, internal recruitment can also result in a delimitating effect for the


company and injustice to the supply side of the labour market. With respect to methods


used when aiming to interest potential candidates, deviation from . guide-lines and


supporting legislation can prove to be fruitful as in the case of the US-style ‘head-hunting’


and search consultancy, a practice at first hindered by UK legislation - or its interpretation


-, but recently expanding to over eight hundred recruitment and search consultants


operating in this country (Clark, 11). High fees result in it being used mainly at rather


senior levels, thus offering the possibility of being a means of neutralizing the tendency for


females and certain other sectors of population being met with a career ceiling at middle


management level. In principle, beneficial to both interested parties in the labour market,


brokerage between them can have double-edged consequencies such as employers falling


victim to consultants who both both exploit their privileged access to knowledge of the


company’s needs and reuse candidates after they have remained with the firm for an


agreed period of time. A defensive stance against the prescriptions of textbooks is taken


by line managers who defend that recruitment can not be scientific but that it is a mixture


of what they define as gut and objectivity, as contradictory in terms as this may be. They


also stress how they are aiming in the selection process to gauge future job performance.


In other words, underlying the practices defended by line managers are certain principles


which seem to link to the organization’s culture and overall corporate strategy (Wood,


186). Acceptability criteria thus prevail over suitability criteria. As an excuse for arbitrary


selection, the formalization of the process of selection advocated by IPM, CBI, EOC and


CRE with a view to rendering recruitment more efficient, meritocratic, consistent and


accountable, is demeaned by general line managers as being bureaucratic encumbrance


(Collinson, 187) as an excuse for arbitrary selection. It is significant, though, that


conviction usually appears to be lacking in that the key to competitive advantage is to get


the best person for the job, who may be a woman, but the same argument gained


credibility in employer-led Opportunity 000 launched by Prime Minister John Major in


the early 10s (Liff, 15). Line managers prefer informal sources of recruitment such as


word-of-mouth recommendations or purchasing people’s names off the Professional and


Executive Register and contacting them directly. This enables autonomy and


unaccountability over the choice of successful applicant, and the stereotyped ideal recruit


is white, male, aged 0 to 40, and married, i.e. with wife, children and mortgage. This


state of affairs is difficult to change, as line managers are patriarchally elevated as the


‘providers’, the organization’s ‘breadwinners’, thus mirroring the gendered domestic


division of labour, while personnel managers and personnel advisers are equated to the


‘unproductive’ female welfare and administrative role (Collinson, 187). This


downgrading and devaluation of the sex-typed ‘female’ role (Legge, 187) relegates


personnel managers and advisers within the organizational culture to a peripheral position


and little or no authority (Wood, 186). The devolution of responsibility for human


resources from personnel specialists to line managers seems a rather negative


development, but even here it is possible to envisage favourable circumstances inasmuch,


as if line managers take responsibility for human resources issues, then EO has a better


chance of being treated more seriously (Liff, 15). This situation emerges against a


macro-economic background in which the dominant trends point to an increasingly more


intense competition in a global market-place. In the UK home labour market, the 180s


period of easy recruitment due to high levels of unemployment has given place to


recruitment difficulties with current skill shortages and 4. forecasts of a significant drop in


the number of young entrants and of at least a 50% female workforce. This situation looks


bleak for those employers who fail to adopt non-traditional methods of recruitment


(Curnow, 18), for a more proactive recruitment strategy is required as a source of


competitive advantage through a quality workforce (Torrington & Hall, 11), with a


move towards a focus on expected outcomes rather than procedures (Liff, 18). In other


words, EO is not just a problem of implementation, but, in contrast, important parts of the


process still need to be better understood, particularly at the organizational level


(Aitkenhead, 11 6). However, not just at organizational level. What EO initiatives


take place within organizations depends crucially upon how the concept is understood by


its members, and when organizational policy is translated into operational procedures it


has implications for a person’s activities and hence for his or her cognitive world, and the


relationship between organizational procedures and individual cognitive world is two-way


(Ibid 5-41). With respect to conceptualization, a positive trend can be found in voices


which value diversity (e.g. Copeland, 18) and managing diversity (e.g. Greenslade,


11, Jackson, 1) inasmuch as this stresses positive aspects of difference with respect


to ethnicity or with respect to gender (Rosener, 10), which suggests a favourable


change of perspective in industrial relations (Liff, 15). In conclusion, the past few


decades have seen the development of recommendations on recruitment and selection


which challenge the traditional outlook of employment matters as a prerogative of


management decision and the prospective employee as a relatively passive object of


employer’s judgement. Personnel textbooks, codes of practice and anti-discriminatory


legislation have put the focus on EO for women, ethnic and other disadvantaged groups.


Such prescriptions appear to be seen by the employer as a conflict of interests with his


managerial strategy and a threat to his established position of authority and privilege. This


has been the reaction of the white male manager. Some of the prescriptions themselves


have been informed by the cognitive framework of the white male culture and thus,


intentionally or unintentionally, rendered less efficient in their formulation. Others have


been, and continue to be, subverted in practice by false compliance. In either case EO


principles are defeated, and a self-reproducing phenomenon persists of acceptability over


suitability in the recruitment and selection process. This status quo poses a complex


problem which affects, more immediately, both the recruiter and the candidate and, at a


larger scale, the whole economic scene. Mainly preoccupied with repressing change, the


employer appears to be reluctant to consider that this same change can be to his own


advantage, inasmuch as it will promote a recruitment and selection approach which could


contribute not only to a fairer but also to a more cost-effective decision making. As far as


the employer is concerned, the felt problem appears to be the outside pressure put on him


to change, while the real problem appears to be his difficulty in evolving cognitively.


Managerial refusal in a more effective staffing will have far-reaching consequencies as it


will render organizations inadequate to compete in an increasingly global market, a


problem of major repercussions, if a proactive response is not given to the need for a


quality workforce that will guarantee competitiveness through quality goods and services.


5. On the supply side of the labour market the problem of discrimination has been felt so


acutely as to prompt the overall awareness that led to the recommendations in question. A


foreseable demographic change seems to favour the previously excluded groups so far as


it may result in more of a seller’s market for labour which should, in turn, encourage the


labour buyer to concentrate on outcomes rather than on procedure; and this shift away


from the focus on procedure may help reduce antagonism and elusive compliance.


Another opening can be seen in the fact that literature has become possible on diversity as


a positive asset to be profitably managed, a development which remains, however,


problematic so far as it may also be perceived and resisted as a social issue. It is


nevertheless a landmark in industrial relations evolution in what it represents of a two-way


interaction between the cognitive world of both assessors and assessed, on one side, and,


on the other, textbook recommendations and related formal directives. However,


ambiguity and ambivalence persist at each stage of evolution and progress towards a more


just and effective management of human resources, and evidence presented above - as in


the case of Opportunity 000 - suggests that, paradoxically and dangerously, the


promotion of objective recruitment and selection on merit is resorting, for credibility, to


being implemented within the traditional recruiter’s framework of conceptualization


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nº 6. London Advisory, Conciliation and Arbitration Service. Aitkenhead, M. & Liff, S.


(11) The Effectiveness of Equal Opportunity Policies. In Firth-Cozens, J. & West, M


A. (eds) Women at Work, Psychological and Organizational Perspectives. Milton Keynes


Open University Press. BM 14, The Glass Ceiling. Business Matters video Series. In


Equality & Diversity course 14-5, Week 6. University of Warwick. Brotherton, C.


(180) Paradigms of Selection Validation. Journal of Occupational Psychology, 5,


March, 7-. Clark, T. (11) A survey and critique of selection methods used by


executive recruitment consultancies in management recruitment. Paper presented to the


1 Occupational Psychology Conference of the British Psychological Society.


Collinson, D. (187) The ‘Safe-between’ Candidate , Personnel Management, May


Collinson D., Knights, D. & Collinson, M (10) Managing to Discriminate. London


Routledge. Copeland, L. (188) Making the Most of Cultural Differences at the


Workplace. Personnel, June, 5-60. Courtis, J. (185) The IPM Guide to Cost-effective


Recruitment, nd ed. London Institute of Personnel Management. Curnow, B. (18)


Recruit, retrain, retain; personnel management and the three Rs, Personnel Management,


Nov. 40-7. Curran, M. (188) Gender and Recruitment People and Places in the Labour


Market. Work, Employment & Society, vol , nº . Duxfield, P. (18) Sales Staff. In


Ungerson, B. (ed.) Recruitment Handbook, rd edn. 6. Aldershot Gower, -47.


Edwards, B. J. (18) Application Forms. In Ungerson, B. (ed.) Recruitment Handbook,


rd edn. Aldershot Gower, 64-8. EOC 186 Fair and Efficient Selection guidance of


EO policies in recruitment and selection procedures. Manchester Equal Opportunities


Commission. Fordham, K. G. (18) Job Advertising. In Ungerson, B. (ed.) Recruitment


Handbook, rd edn. Aldershot Gower, 46-6. Fraser, J. M. (171) Introduction to


Personnel Management. London Nelson. Honey, J. (184) Accents at Work. Personnel


Management, January, 16, 1, 18-1. Jenkins, R. (18) Mangers, Recruitment


Procedures and Black Workers. Working Papers on Ethnic Relations, nº 18. SSRC


Research Unit on Ethnic Relations. Jewson, N. & Mason, D. (186) Modes of


Discrimination in the Recruitment Process Formalisation, Fairness ans Efficiency.


Sociology, vol. 0 nº1. Keenan, T. (180) Recruitment on the campus a closer look at


tools of the trade. Personnel Management, March Kline, P. (1) The Handbook of


Psychological Testing. London Routledge. Knollys, J. G. (18) Clerical Staff. In


Ungerson, B. (ed.) Recruitment Handbook, rd edn. Aldershot Gower, 0-8. Legge, K.


(187) Women in personnel management uphill climb or downhill slide?. In Spencer, A.


& Palmore, D. (eds), In a Man’s World, London Tavistock Lewis, C. (185) Employee


Selection. London Jutchinson. Liff, S. (18) Assessing Equal Opportunities Policies.


Personnel Review, 18, 1, 7-4. Liff, S. (15 (to appear)) Continuing Patterns of


Discrimination in a Context of Formal Equality. In Edwards, P K (ed) Industrial


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D. (186) The Changing Nature of Personnel Management. London Institute of


Personnel Management. McIntosh, N. & Smith, D. (174) The Extent of Racial


Discrimination. PEP Broadsheet, 547. London Political and Economic Planning.


Murgatroyd, L. (18) Gender and Occupational Stratification. Sociological Review, 0.


Parkinson, E. N. (186) Parkinson’s Law. London Sidgewick & Jackson. PM (185)


Graphology. Personnel Management, March. Pocock, P. (18) Is business ethics a


contradition in terms?, Personnel Management, November Ray, M. (180) Recruitment


Advertising. London Institute of Personnel Management. Roger, A. (170) The Seven


Point Plan, rd edn. London National Foundation for Education Research. Roger, A.


(171) Recent Trends in Personnel Selection. NIIP Bulletin, Spring, . Roger, A. (18)


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15, . Word Count 86








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Matrix

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Thesis-Jack fulfils the basic needs of the community to become a leader over Ralph.


Piggy and Ralph met with each other after the plane crashed. Piggy spotted a conch shell, and told Ralph how to blow it. Ralph blew the conch and hearing the sound all the boys met each other. They decided to choose a leader of their group by voting. The choir of Jack always obeyed his orders so they all voted for him. But Ralph was voted by rest of the boys. Ralph and the other boys lit the fire which served as a signal to the nearby ships. Everybody refused to keep the fire lit other than Ralph and Samneric because it was very tough to get wood. Jack kept hunting pigs and made excuses not to keep the fire burning. He decided to go against Ralph and make his own tribe by fulfilling the basic needs of the boys so that they can enjoy and have fun.


With the help of his choir Jack worked very hard to become a leader over Ralph. He acted as a dictator. He and his choir separated from Ralph because Jack wanted to be the chief. Jack’s words, “I’m going off by myself. He can catch his own pigs. Anyone who wants to hunt when I do can come” (140) clearly depicts his intentions of going his own way to be a chief. The job of Jack’s choir was to hunt so they followed him. Jack took over as a leader and invited Ralph’s tribe for a feast and was clearly explained by his words “Now listen. We might go later………and give a feast” (147). This fulfilled one of the needs of the boys. This feast made the boys happier and they joined Jack’s tribe. Everybody except


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Ralph, Piggy and Samneric did not join Jack’s tribe because they understood the importance of keeping the fire burning since it was their main objective. But the boys were unable to work hard to keep the fire burning. They wanted meat to survive instead of fruits.


The next step, Jack took to become a leader was manipulating the fear in minds of the boys. All of them were scared of the beast that was on the hill. Since Jack was a hunter and was believed to be brave among all the boys so they trusted him to kill the beast. Simon knew that there was no beast on the island and he wanted to tell this to other boys. But Simon was killed during the feast because he was mistaken as the beast. Other than Ralph and Piggy nobody figured out that Simon was killed. The boys were more afraid than earlier and this gave Jack an advantage of becoming a leader. So he provided them security which made more boys to join his tribe. Therefore he fulfilled another basic need of the boys by killing the beast (Simon) to become a leader.


When Ralph, Piggy and Samneric went to Jack to bring Piggy’s glasses, Jack was involved in a fight with Ralph because Jack got furious when Ralph said “I am Chief!” (01). Piggy asked Jack to become a good person when he said “Which is better- to have rules and agree or to hunt and kill?” (00). Jack did not care what Piggy said because he only wanted to be a leader and kill anyone who stood against his leadership. In the meantime Roger made a big rock fall from the cliff which hit Piggy and killed him. The boys in his tribe never liked Piggy so they did not mind Piggy’s death. In his next step, Jack made Samneric prisoners so that they could not escape from him and forced them to join his tribe by threatening them.


Jack not only fulfilled the needs of the boys to become a leader, he even forced and killed anyone who went against his leadership. Jack does not care about


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law and rescue which is clearly explained by the question “Which is better, law and rescue, or hunting and breaking things up[Ralph]?”(00).This quote clearly proved that Jack had become a dictator. His main goal was to enjoy and hunt which other boys wanted to do. All the boys except Ralph, Piggy and Samneric forgot about being rescued, they only wanted to enjoy and have fun. This was the only reason Jack became a leader.


Book - Lord of the Flies


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Thursday, October 20, 2011

PARENTING

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Today, teens need as much help as they can get. Growing up as a teen today is a very difficult task. They need all the help they can get. There are many different ways of handling a teenagers problems. Some parents take the fast, easy way out, while other parents take time to help their teenagers out. Anger is a common problem in families.


The parents who don’t show compassion for their children aren’t a very big help to them. When a teenager approaches them with a problem, they may try to get out of helping them. This can be devastating to a teen in need of help. Other parents may know that their child is in trouble, but refuse to notice and just not care enough to discipline the teen and show them what way is right. The cause of this treatment is often because of anger.


Parents often get angry, but feel guilty about being angry. They know they shouldn’t be exploding in their kids, but they don’t know how to deal with the emotion of anger. They try to avoid their children’s problems in any way possible. Anger is an emotion that points out problems, When parents become angry, it’s because theirs a problem. Parent’s don’t have to become harsh and angry, but they can instead use that anger to point out a problem and move into a different direction…one that develops character in our young problem.


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The other type of parents is caring, and gives as much of their time as needed to take care of their teens problem. They discipline their children, and their children learn a lesson from what they have been taught. They talk to the teens and give them advise on how to deal with their problems. These teenagers usually stay out of trouble, because they know what the consequences of their actions are. They ease the stress of their children and teach them how to cope with stressful situations. They recognize that a teen having problems is a natural part of their life.





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