On Becoming Educated By Jay Castro - 1237 Words

In her essay â€Å"On Becoming Educated† Jay Castro discusses her first experience and with, thoughts on, feminism. She continues to contribute feminism throughout her essay as she talks about her life during school and during her teaching years. As I read this I can relate to some of the events she talks about but I also came to disagree with some parts. First off, feminism is a diverse collection of social, political, legal and economic right for women equal of those of men such as equal pay. In the essay â€Å"On Becoming Educated†, Castro explains how she was introduced to feminism and how she was dedicated to it. Her professor was a feminist writer working on an article about Violence Against Woman Act. In 1994, Violence Against Woman Act†¦show more content†¦In this quote, Castro highlights the main point she is trying to get through. The student that surrounds her and the teacher that assigned this book but later regretted, are focusing on how angry she was rather than focusing on the problems that she describes in the book. They are unable to relate due to the fact that they didn’t have to go through what Anzaldua or Castro had to go through. After earning a doctorate, Castro was hired by a small men’s college in rural Indiana to teach feminism theory and women s literature to thirty-five men. She was prepared and ready for the disagreements, the drop outs and the failures that couldn’t open up their minds on feminism. But she values those voices, the questions and hostility because they taught me how to make feminism s insights relevant to people outside a closed, snug room of agreement (Castro, 98). She had learned how to create feminism theory, critical race theory and observation about class privilege relevant, exciting and even needful to people who had no material reason to care. She learned diplomacy. What I liked about Castro is her visual on academic. She s the teacher and she is met with students ready to learn. But it s not the way teachers teach or what the subject they are learning that affects the way a student does in class but how they are treated. A student shouldn t be ashamed or shunned by either educators or classmates by how much theyShow MoreRelatedMarketing Mistakes and Successes175322 Words   |  702 Pagesoptions would be exercisable at $35, far more costly than the 30 cent option, but the way the stock was going up since the IPO, this higher price was of little consequence. By 2007, Craig was worth well over $100 million in Google stock and was becoming richer with every passing day. He knew that some 700 of his associates were worth at least $5 million, and he knew that many of them were talking about quitting, with some wanting to start their own businesses. He knew that Bismarck Lepe, forRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagessystematic study by basing managerial decisions on the best available scientific evidence. For example, we want doctors to make decisions about patient care based on the latest available evidence, and EBM argues that managers should do the same, becoming more scientific in how they think about management problems. A manager might pose a managerial question, search for the best available evidence, and apply the relevant information to the question or case at hand. You might think it difficult to argueRead MoreProject Mgmt296381 Words   |  1186 Pagesprofession. This text is intended to provide the necessary knowledge, perspective, and tools to enable students to accept the challenge. The Importance of Project Management Project management is no longer a special-need management. It is rapidly becoming a standard way of doing business. See Snapshot from Practice: Project Management in Action: 2009. An increasing percentage of the typical firm’s effort is being devoted to projects. The future promises an increase in the importance and the role of

Compare the Views of Relationships in ‘the Unequal...

Rossano Bhandal 11J Compare the views of relationships in ‘The Unequal Fetters’ with those in ‘To his Coy Mistress’. What is suggested about the different ways in which men and women view love? ‘To His Coy Mistress’ was written by Andrew Marvell (1621-1678). The poem is a metaphysical poem, which was mostly used in the seventeenth century and was classed as a highly intellectual type of poetry and mainly expressed the complexities of love and life; just as this poem is. In brief the poem is about seizing every opportunity in life and not caring about the past or future. In other words ‘seize the day’. The poem also explores the nature of seduction. ‘The Unequal Fetters ’written by Anne Finch (1661-1720) is about how women are locked†¦show more content†¦Biblical references are used as he refers to Noah’s arc and ‘conversion of the Jews’ which is the end of the world. Marvell also uses euphemism ’vegetable love will grow’ where he’s saying he is getting over excited. From line 23 to line 18 the man is trying to persuade her by using hyperbole, flattery and exaggeration. On line 20 the man is telling the women how beautiful she is and how much he loves her. Generally in the first section the man doesn’t think much of the woman respect wise because he’s trying everything possible to get her. One of Andrew Marvell’s techniques was metaphysical poetry, e.g. ‘vegetable love should grow’ and things contrasting between the physical and spiritual. In section two the man is expressing that human life is to short and that no one can embrace and love in the grave. The second section is known as the antithesis and that is the reaction to his original ideas. The first word in the second section is ‘but’ which is a Volta and that means there’s a change in what the man is talking about. The tone gets darker and bleaker because he starts to use imagery of death which is a consequence of not acting on his impulses and his desires. Personification is used when the man says he always hears time’s winged chariot hurrying near which a personification of life is closing in on time. Hurrying is also is a verb. The man says ‘Deserts’ which is insinuating that his sex life is

Father Roles Heaney Essay Example For Students

Father Roles Heaney Essay There are many factors that will shape a young boy’s life, but possibly none more important than the role of that boy’s father. Seamus Heaney and Theodore Roethke both have shown the importance of the father role in their poems â€Å"Digging† and â€Å"My Papas Waltz.† Although the roles of the fathers in these poems were different, the respect and admiration shown by their sons is one in the same. Weather it is Heaney’s father digging under his window, or Roehtke’s father dancing him around as a little boy, the love shown in these two poems, shows a direct relation on the lives they shared with their fathers. Heaney’s poem, â€Å"Digging† showed that while the boy still loved his father, he did not wish to carry on the tradition of potato digging that had been in his family for generations. For example, Heaney wrote that he had â€Å"no spade to follow men like them†(Spence par 1). This quote states that Heaney, although loving his father, did not think he could carry on the tradition. Heaney remembers the way he would bring his grandfather a glass of milk, and would drink the entire bottle, and then would watch his grandfather fall to work once again. This brings about the fact that while still caring a great deal for his father and grandfather, he still would prefer the path of a writer (Glover 542). Ultimately, Heaney chose not to â€Å"follow men like them†, and chose instead on becoming a writer. This is backed up later in the poem when Heaney writes â€Å"Between my finger and my thumb/The squat pen rests/I’ll dig with it.† Heaney had always watched his father from the upstairs window while he dug, and Heaney would watch and write, and this fanned the fire for Heaney’s desire to become a writer (Pellegrio par 1). After Heaney had decided to become a writer, he still did not neglect or disrespect his father in any way, he would often bring them â€Å"milk in a bottle. Corked sloppily with paper.† This shows that while Heaney decided not to follow in his fathers footsteps, he loved and cared for his father regardless (Glover 543). Overall, Heaney’s love for his father was a powerful factor in his deciding to become a writer. Roethke’s peom, â€Å"My Papas Waltz†, shows us a completely different relationship among the father and son. In the opening line, we read â€Å"The whisky on your breath/could make a small boy dizzy;† this, to some, arises suspicion as to weather this is a happy dance, or a violent one. Many will debate over weather or not this represents a happy time or a v iolent relationship, but this is further clarified when Roethke writes â€Å"But I hung on like death† this shows that the boy was in fact having fun dancing with his father (Magill 1453). You can sense the anger in the mother as you read â€Å"My mothers countenance/could not unfrown itself.† This shows that despite the mothers feelings of anger towards the dance, the son was enjoying it, so they went on (Malkoff 344). The last two lines of the poem further illustrate the boys love for the dance with his father; â€Å"Then waltzed me off to bed/still clinging to your shirt.† This shows that after a long day of work, the boys father would come home and have a drink, and then waltz Theodore around the kitchen. The love between Roethke and his father is shown throughout the poem, and can be seen in many ways, some wish to view it as a relationship of hate, while others view it as a simple, loving bond between the two (Magill 1454-5). Roetheke’s remembrance of the dance is something that helped him get to a whole new level of poetry, adding the autobiographical to his list of accomplishments. .u164ea85b89a970770de65c678747cf9f , .u164ea85b89a970770de65c678747cf9f .postImageUrl , .u164ea85b89a970770de65c678747cf9f .centered-text-area { min-height: 80px; position: relative; } .u164ea85b89a970770de65c678747cf9f , .u164ea85b89a970770de65c678747cf9f:hover , .u164ea85b89a970770de65c678747cf9f:visited , .u164ea85b89a970770de65c678747cf9f:active { border:0!important; } .u164ea85b89a970770de65c678747cf9f .clearfix:after { content: ""; display: table; clear: both; } .u164ea85b89a970770de65c678747cf9f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u164ea85b89a970770de65c678747cf9f:active , .u164ea85b89a970770de65c678747cf9f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u164ea85b89a970770de65c678747cf9f .centered-text-area { width: 100%; position: relative ; } .u164ea85b89a970770de65c678747cf9f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u164ea85b89a970770de65c678747cf9f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u164ea85b89a970770de65c678747cf9f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u164ea85b89a970770de65c678747cf9f:hover .ctaButton { background-color: #34495E!important; } .u164ea85b89a970770de65c678747cf9f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u164ea85b89a970770de65c678747cf9f .u164ea85b89a970770de65c678747cf9f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u164ea85b89a970770de65c678747cf9f:after { content: ""; display: block; clear: both; } READ: Stonehenge EssayAlthough the relationships shared between father and son in â€Å"Digging† and â€Å"My Papas Waltz† are under different circumstances, they share very many commonalties. In â€Å"Digging†, we see the boy looking up to his father, and choosing a different path to follow, while in â€Å"My papas Waltz† we see a boy and his father sharing a moment suspended in time. These relationships share the commonality of love, respect, and an unwillingness to let go. Seamus Heaney and Theodore Roehtke both had fathers who were hard working, involved men, but both having taken the time to show their sons the attention and love that they deserv ed. The impact that the fathers played in these poets lives will always be remembered in the poems â€Å"Digging† and â€Å"My Papas Waltz.†Between the lines of these two poems, you can see the importance that Seamus Heaney, and Theodore Roehtke’s fathers played in their sons lives, by showing them love, and compassion, no matter what hey had chosen to do. Weather it was simply bringing his dad a glass of milk, or dancing around the kitchen without ever wanting to let go, the role of father is one of the biggest roles a man can ever accept. â€Å"Digging† and My Papas Waltz† are two great examples of how much difference a father makes if he shows warmth, love, compassion, and possibly most important, understanding.Bibliography:

Supporting Good Practice in Performance and Reward Management Essay Example

Supporting Good Practice in Performance and Reward Management Essay Name: Lecturer: Course: Date: We will write a custom essay sample on Supporting Good Practice in Performance and Reward Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Supporting Good Practice in Performance and Reward Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Supporting Good Practice in Performance and Reward Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Supporting Good Practice in Performance and Reward Management Activity A Question 1 Primarily, performance management is executed in a repetitive process. This process is normally employed by organizations with a view of helping them accomplish the set goals as stipulated by the organization’s statement. This is achieved by raising the performance of the entire organization, a particular team, or an individual. This is considered an effective means of achieving the set objectives. Performance management is a fundamental part of an organizations full approach on managing its staff and activities. As a section of the system of performance management, the process of performance management is designed at achieving a number of objectives. This may include enabling each of the staff members to have an idea of what is expected from them in terms of both output and the appropriate style of behavior (Camilleri, Emanuel, and Der Van, 65). Another purpose of the performance management involves ensuring that the business objective has been accomplished and increasing the employees’ strength. It also works to allow the organization to examine the staff’s capability and plan for the staff’s succession. Accomplishing the objectives of any business should be considered an essential aspect of any organizations survival. If the business objectives are to be accomplished, it is necessary for the upper management to take the initiative rather than communicating to the staff. After the staff has been informed of the objectives, there should be need to measure, appraise, action planning and monitoring. Nevertheless, the process of performance management incorporates the objectives of the organization from the beginning to the end. With a view of increasing the employee’s strength, it first has to be measured (Camilleri, Emanuel, and Der Van, 97). This strength is normally increased by reward and motivation. Motivation can be achieved through developing reward strategies and challenging work procedures. Usually, the design of the performance management process is fostered to assist employees in learning essential skills and information expected to bring constant growth to the company . Question 2 An efficient performance management system needs to exhibit the following components. These include setting up objectives that stipulate a clarified view of what the job expects. Another component requires an adequate means of determining performance of the organization. This should be set to establish whether the organization is operating according to its set standards or not. The system should also be able to identify the organization’s strengths. This component should be able identify improvement areas, thus seeking joint agreement on the proper action plans. From this point, the system can be used to advice on the necessary steps needed to improve performance (Ohemeng, 84). Finally, the system should have a component based on job training. This is based on development activities such as coaching and rewards for exemplary performances. Question 3 Motivation revolves around what people are made to think, behave or act in a certain way. The relationship between motivation and performance management is not complicated to understand. For instance, it is correct to state that highly motivated employees will offer better performance. Therefore, greater motivation leads to a sense of better performance. The theories that follow below offer both insight and advice on how people make working choices based on available rewards, individual preferences, and perceived outcomes of their work. The reinforcement theory is centered on the law of effect by E.L Thorndike and gives a description of how behavior and consequences relate. This theory shifts its focus on the modification of an employee’s behavior while working through appropriate employment of certain techniques (Rantapuska, 157). The other theory is referred to as the goal setting theory that was introduced by Edwin Locke in the 60s. This theory suggests that goal oriented intentions are major sources pf motivation. In essence, goals direct employees on what they need to do and the amount of effort they should input. Primarily, the theory states the level of performance rises as the goals become more difficult. Question 4 One factor to be taken into consideration when managing performance includes the level of skill. In this case, there is need to train managers with the necessary skill thus making them able to manage employees. The other factor involves relevance. In this case, it is necessary to analyze employees whose output does not affect the overall performance of the organization. Once identified, they have to be laid off. The third factor rests with identifying what component to evaluate (Ohemeng, 105). This involves proper identification of the components that relate to the organization’s performance and fine-tuning the identified component. The fourth factor the organization’s rules and regulations. This factor stipulates how staff and activities within the organization are to be conducted to promote maximum performance. Activity B Question 1 The major purpose of rewarding employees in an organization involves retaining, motivating employees, and reducing turnover. It is common fact that human resource is the most fundamental asset in an organization. Therefore, it is fundamental to make sure that this asset is working at optimum efficiency. In this case, human resource is a unique one with characteristic emotions. The output of this resource is subject to emotions. When an employee feels appreciated, he or she is consequently motivated to perform better (Camilleri, Emanuel, and Der Van, 72). On the other hand, other employees are bound to feel challenged should they witness they colleague being rewarded. Ultimately, their working performance will improve. Question 2 One component of a total rewarding system is that it should be non-financial. In this case, the entire reward system includes numerous tools at the management’s exhaust. These tools can be used for the attraction, motivation, and retention of employees. From the point of view of an employee, rewards are a representation of what he or she sees of value from the employment relationship. The concept of reward covers both non-financial and financial pay. The components of a total reward system include – Compensation. This component plays a critical role in the system and this includes the basic pay system (monthly or annual salary rate) and incentive or variable pay systems (Seaman, 45). Benefits are the other component and are used to supplement money compensation received by the employees. Benefits are often designed to safeguard the employee and his or her family from financial risks. Examples of such benefits are life insurance, social insurance, medical insurance, savings scheme, company car, clean-up time, vacations, breaks and gym membership just to name a few. The third component of the total reward system stands with work life. In this component, the following aspects of rewarding are included: health and wellbeing, workplace flexibility, financial support, caring for dependents, community involvement, and culture change intervention. Performance plays a major role at achieving organization objectives. Ultimately, this involves aligning the individual, team, and organizational efforts aimed at achieving the business goals as well as the organizational success. This kind of recognition acknowledges and pays attention to the efforts, action, performance, or behavior of an employee. However, it is good to note that this kind of recognition can be non-financial or financial (e.g.certificates, tickets, verbal recognition, dinners, est.) Development and career opportunity is another component of the total reward system. This component includes learning opportunities such as seminars, tuition, seminars, corporate universities, and conference attendance (Seaman, 78). It may as well include coaching and mentoring roles such as leadership training, exposure to experts and association memberships. Question 3 Gathering information regarding performance from a number of sources ultimately raises objectivity and makes sure that all factors influencing performance are taken into consideration. This sort of information is supposed to include objective data such as call records, sales reports, and deadline reports. Other sources of valuable information may be sourced from feedback from others, personal observation results, documenting on going dialogue, keeping records of any environmental or external factors that can influence the performance. As well, much review can also include the self-evaluation of an employee. Other documents that can assist in the definition of performance objectives include objectives from the organization’s departments, past performance appraisals, and documented standards stipulating career goals. With a view of gathering feedback from the organization’s employees, the management should tend to employ the 360 degrees process of feedback. Along with completing the self-assessment, selected peers, managers, and subordinates are required to post feedback concerning pre-identified areas (Wigley, 71). This feedback should be based upon specific and identified competencies and skills (Tjosvold, Dean, and Mary, 89). Consequently, the final results are compared with the self-assessment resulted posted by the employees. In this case, this kind of feedback raises self-awareness. In other cases, this feedback is used for supporting the process of performance evaluation. Activity C Office Move Salma Al-Rayaan has made exceptional strides since her appointment as the Office Manager. It is therefore crucial that an assessment of her role be made in order to determine her future performance in the organization. The office move was handled efficiently, bringing about a smooth transition in the working of the people. Despite a few hiccups along the way, Salma’s role was pivotal as she kept the management abreast of all information pertaining to the move in a timely manner. Receptionists Despite her educational achievements, Salma still struggles to deal with the coordination of the receptionist team. The flow of information in this department is still wanting and an urgent intervention is required in order to streamline the workings of the team. It would be my recommendation that Salma gets more involved with the team and ensures that, with experience, she will make further strides into handling the receptionists. HR Work Salma’s achievements in this area are noteworthy, with the highlights of her prowess including a more efficient expense-checking system that reduces the time and possible errors of the process. Her computerization of the process is also noteworthy, as it has also reduced the amount of physical paperwork that is needed for recording of information in the department. This is commendable and her enthusiasm in the process should be extended to her other areas of expertise in order to increase the efficiency of the entire organization. PA Work Salma’s willingness to extend a helping hand is perfect to a fault. She has been noted as being always available when help is needed, and she will work diligently to achieve what is required of her. However, she seems to struggle with prioritizing the necessity of her actions. This becomes limiting as urgent workloads are always accomplished at the last minute. This increases the possibility for errors as the work is not done with the sufficiency that is demanded of the workforce. Therefore, the main recommendation would be that Salma should learn to prioritize her urgent affairs in order to ensure that her determination to help others does not limit the efficiency of her overall output. Despite the limitations that have been noted, Salma is a good fit for the company and she should excel if she makes a note of the recommendations that are outlined above. The meeting for the assessment should be in line with the areas noted above, with each noted and dealt with individually. Her objectives for the next calendar year are to make improvements to the areas that are noted to be lacking as well as her roles in more areas of the organization. Works Cited Camilleri, Emanuel, and Der Van. â€Å"Organizational Commitment, Public Service Motivation, and Performance Within the Public Sector.† Public Performance Management Review. 31.2 (2007): 241-274. Print. Burman, Ryan. The Role of Performance Appraisal in Strategic Human Resources Management. 2009. Print. Ochurub, Michael, Mark Bussin, and Xenia Goosen. â€Å"Organizational Readiness for Introducing a Performance Management System: Original Research.† Sa Journal of Human Resource Management. 10.1 (2012): 1-11. Print. Ohemeng, Frank L. K. â€Å"Institutionalizing the Performance Management System in Public Organizations.† Public Performance Management Review. 34.4 (2011): 467-488. Print. Rantapuska, Torsti. Motivation Structure of End-User Application Developers in Organizational Learning. Tampere, Finland: University of Tampere, Dept. of Computer and Information Sciences, 2002. Print. Seaman, Brendan. A Critical Analysis of Factors That Influence Employee Work Performance. Stellenbosch: University of Stellenbosch, 2010. Print. Tjosvold, Dean, and Mary M. Tjosvold. Psychology for Leaders: Using Motivation, Conflict, and Power to Manage More Effectively. New York: J. Wiley, 2005. Print. Wigley, D. â€Å"Performance Review, Motivation and Organizational Culture.† Health Services Management. 85.6 (2009): 252-5. Print