Two Gentlemen Of Verona Monologue Essay Paper Example For Students

Two Gentlemen Of Verona Monolog Essay Paper A monolog from the play by William Shakespeare LAUNCE: Nay, will be this hour ere I have done sobbing. All the sort of the Launces have this very shortcoming. I have gotten my extent, similar to the tremendous child, and am going with Sir Proteus to the Imperials court. I think Crab, my canine, be the sourest-natured hound that lives. My mom sobbing, my dad moaning, my sister crying, our servant yelling, our feline wringing her hands, and all our home in an extraordinary perplexity, yet didn't this remorseless hearted mutt shed one tear. He is a stone, a very rock stone, and has no more pity in him than a pooch. A Jew would have sobbed to have seen our splitting. Why, my grandam, having no eyes, look you, sobbed herself daze at my splitting. Nay, Ill show you its way. This shoe is my dad. No, this left shoe is my dad. No, no, this left shoe is my mom. Nay, that can't be so not one or the other. Truly, it is thus, it is so it hath the worser sole. This shoe with the gap in it is my mom, and this my dad. A retribution on ! There is. Presently, sir, this staff is my sister, for, look you, she is as white as a lily and as little as a wand. This cap is Nan, our house keeper. I am the pooch. No, the pooch is himself, and I am the canine O, the canine is me, and I am myself. Ay, along these lines, so. Presently come I to my dad: Father, your blessing. Now ought not the shoe express a word for sobbing. Presently should I kiss my dad well, he sobs on. Presently come I to my mom. O, that she could talk currently like a wood lady! Indeed, I kiss her why, there is: heres my mothers breath all over. Presently come I to my sister; mark the groan she makes. Presently the canine this while cries not a tear nor expresses a word!

Middle school Essay Example | Topics and Well Written Essays - 750 words

Center school - Essay Example As indicated by Staff (2007), center school understudies between the age of twelve and fifteen are driven by peer strain to take part in sexual exercises. In spite of the fact that there has been worries about the security of these center school understudies as far as the symptoms of conception prevention measures (Staff, 2007), it is significant that the advantages of giving anti-conception medication among school going young people far exceed the disadvantages. In this way, contraceptives ought to be made accessible to class going young people especially in schools. This paper presents a contention on the side of arrangement of contraceptives to center school teenagers. One reason on the side of arrangement of contraceptives to center school youngsters identifies with instruction. Welsh (2012) places that Half of young ladies who had youngsters before age eighteen alumni from secondary school and under two percent gain an advanced education when they are thirty. As such, high school pregnancy denies them a privilege to training. Fundamentally, this is credited to the difficulties related with pregnancies especially medical problems. Likewise, the pregnant youngster needs to drop out of school so as to deal with the kid. Access to contraceptives would thus be able to help forestall impromptu pregnancies among center school understudies and subsequently raise their odds of finishing their training and a superior future. The instance of T.C. Williams school for example presents a delineation of the advantages of contraceptives to center school teenagers. Before the center was moved to the school, a sum of fifty pregnancies were accounted for inside a y ear. In the principal year of the facilities migration to the school, the quantity of detailed high schooler pregnancies dropped to thirty five and twenty in the subsequent year (Welsh, 2012). As confirmed by Welsh (2012), people who contend against issuance of contraceptives to center school young ladies contend that the training would urge more adolescents to participate in risky sexual exercises.

Reflective Essay Example | Topics and Well Written Essays - 3000 words

Intelligent - Essay Example The objective of the exposition is pondering the learning involvement with totality which will make me a thoroughly better professional. The nursing appearance for this situation will be named an instrument for significance in basic learning. In its rejection, it can't be totally expected to build up my clinical practice as I go into the past circumstance which I gain the differently applicable bits of knowledge for manners by which moving toward specific circumstances again is proper. In addition, the compelling type of learning doesn't excessively happen in avoidance of reflection (Jasper 210). The underlying examination I will concentrate on making respects to neurological evaluations. The physiotherapy evaluations should be away from procedures of guaranteeing that discoveries for which there are both transferable and complete aptitudes to other people (Wheeler 28). For the arrangements, I looked to finish at any rate four extensive appraisals all alone thus finishing the succinc t target and abstract examinations. In one of the wards, I was required to accurately finish such evaluations while keeping in touch with them up briefly and the input I got was that I had not contemplated clinically enough over the target procedure that would later hand-off with respect to the treatment. From Florence Nightingale to the advanced type of nursing, it is unavoidable to consider a getaway for which medical attendants have while confronted with difficulties of being in a place of having a basic effect on the conveyance and the executives of care. Such difficulties keep changing over the years despite the fact that there is different components which have safeguarded that, all angles going from the administration level right to the preparation power combined with the difficulties are all around oversaw and have a positive on change (Hendrick 201). This depends on the progressed of training as far as having people needing to actualize such changes set up. Over the long ha ul, Florence was in a place of actualizing changes while articulating and having the instruction of contending the requirement for such changes with proof and realities, over all levels. For today’s world, more weight is towards medical attendants in conveying and overseeing all out individualistic consideration for the regularly fluctuating monetary atmospheres combined with the job of medical attendants in going well beyond the desires for past training in situations where the wards could be ran by matriarchal ladies (Howatson-Jones 29). They passed their requests to the ‘sisters’ who later implemented them in the ward. The cutting edge medical caretakers have become rather qualified self-ruling experts towards conveying care that additionally includes the basics, proof based hypothesis, wellbeing advancement, instinct, interdisciplinary working, moral practice, backing, mindfulness, self-sufficiency just as lawful systems. Consequently, it is through the lucid ity of the arrangement encounters for which there are different hours in a given move for which medical attendants can give the crucial consideration, liaise with specialists, referrals, perceptions, social laborers, dressing changes, relatives while other medicinal services experts just as the patient themselves can incorporate support. For reasons for being in a place of doing this in a viable way, I comprehend that medical caretakers should be gifted

Human Resource Planning Reflective Statement Business Essay - Free Essay Example

In a perfectly competitive market if companies are to maximize profits, they need to manage their human resources better. An example can be cited to explain that better. Presuming the selling price of an article is $15. If profits are to be maximized, prices cannot be increased because perfect competition exists. If the cost price of the article was considered to be $13, it is evident that the profits in such a case would be $2. The only way the company can maximise its profit is by cutting down on the cost of production of the article as the option of providing the same quality at an increased price is not a viable option. Since it is not feasible on its part to influence the prices of the raw materials, it is left with the only option of trying to influence its man-power to increase its efficiency and as such facilitating better and higher production. It is further to be noted that man power is the only cost-of-production factor which can be effectively and hugely influenced with a little better supervision. Introduction Human man-power are the most important wealth of an organization. The success or failure of an organization greatly depends on the ability of the people working therein. Without positive and innovative contributions from humans, companies cannot progress. If an organization wants to achieve its goals, they need to recruit people with the necessary skills, qualifications and experience (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). While doing so, they have to keep the present as well as the future requirements of the organization in mind. Human man-power is the most important wealth of an organization. The health of an organization can be largely attributed to the skill of the man-power currently employed by it . For the organization to be successful in the long run it has to be able to tap its man-power skills most cost-effectively . If it aims to be successful in the long run, the organization should be able to recruit the rightly qualified man-power and which it can fu rther train most cost effectively to achieve its dreams (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). Nevertheless, the organization aims and goals have to be always kept in mind while recruiting manpower. Targeted Training and Development The unending spirit of self-motivation amongst the manpower at Infosys and an organizational obligation to continuous self development keeps the company ahead in a fast-developing industry. This constant self development programme at Infosys is structured around a host of dedicated workshops for its employees (Infosys, 2010). These include key schemes such as the Infosys Leadership Institute and also various in-progress management development and personal improvement programs. A lot of training programs also include technological training to keep employees abreast with the latest technology. The training plan provides a succession of efforts as employees advance their career. When an employee joins the company, he begins his training with an induction programme and later leadership trainings are given as and when they take more responsibilities. Training at Infosys includes the following: Technical training by Education Research department: The company has an entry-level technical training program, lasting 14 weeks. Academic institutions have certified this training as being of the level of a BS training in America. The Education Research (ER) department at Infosys provides many regular training sessions to middle level employees also. Quality Process Training: Quality is a major factor at Infosys and there are tailor made training programmes for specific role jobs such as Software Engineer, Programmer Analyst, etc. Personal Effectiveness and Managerial Programs: The company also has training programs to improve the managerial skills and leadership abilities, achieve company goals and create high performing multicultural teams. ILI: The Infosys Leadership System: The Infosys Leadership System (ILS) and the Infosys Leadership Institute (ILI) deal with the subject of continuous growth and helps create a system for developing leadership abilities in Infoscions. ILI is based at an ultra modern building, in Mysore, India The learning mantra at Infosys has been to bestow the participants with the understanding to find the best result, instead of showing a single method of work and also to relate to real life conditions. They also encourage employees to undertake further studies with fee refund if they are eligible. The selected few 400 of the 58,409 employees identified as high potential Infoscions go through a three-year leadership journey that includes training, actionising personal development programme, communicating with other participants, understanding the company better and resolving real business issues. The note prepared by the ILI faculty enumerates the nine pillars for leadership development as (The Hindu, 2010): 1. 360 degree feedback In order to know about the ability of an employee and how he is performing, the company collects information from other employees in his department; both juniors and seniors and also from clients. With the help of this feedback, personal development plans (PDPs) are set for each employee and he is allocated an ILI faculty member who guides the individual on how to follow the PDP. 2. Development assignments On the basis of the above PDPs, employees with good capability are chosen and are entrusted jobs outside their department and areas of speciality. This helps them attain leadership skills beyond their existing areas of specialization. 3. Infosys Culture workshops Culture workshops are organized with a view to underpin the Infosys culture amongst the employees. These workshops also help employees improve communication skills because of continuous interaction amongst themselves. 4. Development relationships This exercise involves communicating on a one-to-one basis during work and mentoring is an essential part of this. This helps in improving communication among employees and also in sharing of knowledge. 5. Leadership skills training These exercises are conducted by top officials of the company including CEO and Managing Director and participants are the Tier 1 employees. These are held in order to inculcate leadership skills among them through the vast experience of the CEOs and Directors. 6. Feedback intensive programmes These programs are similar to 360 degree feedback, but there is one difference that these are based on both formal and informal responses obtained from other workers that the concerned employee interacts with. 7. Systemic process learning This exercise is conducted with a view to enable the participant to obtain a general understanding of the processes of the company and how it functions. This helps in improving the employees as also the systems. 8. Action learning This exposes the individual to on-the-job problems and involves solving the same, albeit as a team. 9. Community empathy The company realises the importance of fulfilling its obligations towards the society and justifies the same by organizing various socially motivated schemes both educational and developmental in nature. These programs cultivate a sense of responsibility amongst its leaders towards the society. Staffing Policies Apart from its regular staffing process which includes campus recruitment, advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment it also goes in for temporary reinstatement of retired executives and staff that the company has already laid off if the company is not able to find a suitable candidate by the regular staffing methods. Also there is the Infosys Internship Program, Instep where students from schools such as Stanford Graduate School of Business, MIT Sloan School of Management, Harvard Business School and the Said Business School of Oxford have been competing to visit Infosys Bangalore campus. Infosys Technologies Ltd. recently announced its first large-scale plan to recruit 300 college graduates from universities in the United States and 25 graduates from the United Kingdom as part of an ongoing commitment to create a diversified, global workforce. In 2005 06, Infosys doubled the percentage of non-Indian employees, hiri ng more than 25 different nationalities (Karnataka, 2006). Infosys Technologies Ltd (Infosys) has been recognized amongst the top 16 Asian companies to be listed in the prestigious Most Admired Knowledge Enterprises (MAKE) study, 2009. Infosys has won the Asian MAKE award six times in the past and is one of the five Indian companies amongst the leading Asian corporations to have won the award this year (Infosys, 2010). Linking Corporate Strategy with HR Strategy Corporate Strategy HR Strategy Expand Geographically Creation of diverse workforce. The company has employees from 70 nationalities working across 90 countries. Providing best business solutions Employing the best quality human resources Vision To be a globally respected organisation that provides best of breed business solutions, leveraging technology, delivered by best in class people. The primary corporate strategy adopted by Infosys is globalization viz geographical diversification. It has very well linked this strategy to its HR strategy of creation of diverse workforce having over 91,000 employees from 70 nationalities working across 90 countries. Any company intending to be global mainly needs to focus on their  corporate culture.  Most companies have an ethno-centric  corporate culture.  Initially when Infosys was small, it had all its clients and employees in India.  All its executives were and still are of Indian ethnicity. Therefore its  corporate culture is mainly influenced by Indian culture. When newer development centres are opened in other countries, the Indian corporate culture un-intentionally permeates and tries to inspire the local culture. If these two cultures are totally opposite, the company finds it difficult to maintains its leadership as it might tend to hamper the manpower productivity. As suc h, ethno-centric  corporate culture  may restrain the aim of any company going global. Nevertheless, if it were to have executives at the top with different cultural background , this ethno-centric corporate culture can easily be managed and motivated to achieve the organisation goals. As such, Infosys needs to have multi-ethnic executives at its top level before it can concentrate on its ground-level multi-ethnic workforce.  That will have a long term and positive effect on the multi-cultural background workforce and help the organization in attaining a truly global nature.  That is the  only  way for Infosys or any other company to achieve globalization (IT Strategy, 2010).  Also, another corporate objective of Infosys is providing the best business solutions among all its competitors. In taking this strategy forward, the company being in a knowledge based industry, emphasizes on the quality of human resource. The company mostly recruits people with the best academic records, in other words the crà ¨me de la crà ¨me of the graduates. The major issues challenges faced by HR Manager are: Health Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, MA integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning. Professor Ghoshals 3 P Approach (Ghoshal Bartlett, 1998) Todays leading companies are built around the three Ps of Purpose, Process and People. Leading from the forefront, men at the top have to inculcate organisational values amongst its workforce including the fact that the goal of the organisation is common and can be achieved only if was shared by all. It is utmost important that the complete workforce transpires to achieve this common goal by all doing their part/work to their best. As such the management has to actively and constantly thrive/work to continually self-motivate the work force and help them work to their potential while at the same time bringing it most clearly out in the open their own commitment towards achieving the common goal. In this process they help cultivate this feeling of self-importance amongst the work force. As Ghoshal states: You cannot have faith in people unless you take action to improve and develop them. He further emphasises that the achievement of the goals of a business entirely depends on t he skills and self-motivation of its manpower and to be able to achive such a situation, he further promotes the thought that organisations need to develop a new moral contract with their people. True for Infosys!! The attitude of management towards their employees is the key factor here. Here is a company that gives utmost importance to its work force who they believe are the main people and because of which the company is on its pre-planned course to achieving its goals. As its saying goes Powered by Intellect. Driven by Values is absolutely true for this company. In order to be able to achieve its pre-planned objectives and critical strategies, Infosys believes in deploying the right candidates with the right skills at the right time and place. The existing work force is taken into account before it takes any initiative/steps to overcome the possibilities of man power shortage in the near future and which might hamper its aim to achieving its goals. It also takes into consideration alternative ways of organizing jobs for example Production at its helm could be handled by temporary workers or allowing the regular work force to work for extended hours. As regards to the supply of employees, it takes into account the effect of various HR programs on employees joining the company. It then determines how well the existing programs are doing before forecasting the need of additional programs. Accurate forecasting also plays an important role as their might be big gap between current HR situation and desired HR situation. Various uncertain-factors including new competitors, changes in technology, changes in social, political and economic climate, unstable product demand, etc., and factors which promote stability including competitive position, slow developing technology and stable product demand also play a key role helping the company to forecast. Hiring Strategy Infosys recruits candidates who have had a consistent background in their ac ademic life-time. For more skilled jobs, the knowledge of the required skill is the preferred selection criteria. The written test normally encompasses simple puzzles from books of renowned writer like Shakuntala Devi. The main criteria is for average communication skills and of-course the proper knowledge of the English Language. The Equity Continuum (TWI Inc., 2010). Though Infosys has full faith in its current top leaders, it has inducted into its future leadership program a group of 400 people, who have been selected from all over the globe, which it believes and intends to train to take over the helm of the company in the near future. This is in tune with the companys multi-ethnic employees culture where the only factor of consideration is the individuals skill and aptitude. Its diverse workforce of over 91,000 employees from 70 nationalities working across 90 countries rationalises its score of 5 on the Equity continuum. Armstrong (2006) outlines that the rewards such as employee benefits and non financial compensation are given in accordance with the employees contribution to the firm , skill level and their market worth as dictated by current factors in the internal and /or external environment . Infosys was one of the first companies in India to introduce an Employee Stock Option Scheme. The company intr oduced the iRace (Infosys Role and Career) program under which only those professionals who have proved their set-skills over a period of time are eligible for further promotions (Infosys 2010). However there were a few employees (about 5% of the total workforce), who did not co-relate with the initiative because they felt that there would be disheartenment among the fellow team members if this criteria was to be strictly followed. Besides at Infosys a few staff was demoted from their existing positions. This was a cause of resentment amongst quite a few of the workforce. In order to make it more appealing to a wider section of workers, the policy of demotion should be removed or done in the rarest of cases. Sources of Recruitment Internal Sources External Sources Promotions Campus Recruitment Internal Notification Job Portals Transfers -Management Training/Internships Recall Schemes Forced Applications The main recruitment processes at Infosys include cam pus recruitment, internship programme advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment. Besides, the company also goes in for temporary reinstatement of retired executives and staff that the company has already laid off. Every IT graduate aspires to be a part of the Infosys team and the company employs the best people in the industry. Needless to say, the recruitment process is very good. Selection and Induction To select mean to choose. Selection is the process of picking persons who have applicable credentials to fit into relevant jobs in an organisation. The central purpose is to select the right candidate with the requisite set of skills most appropriate for a job. To fulfil this requirement, the company takes into consideration the candidates age, qualifications, skills, experience, etc. so as to match the required skill-set with the profile of the candidate. The be-fitting candidate is then selected from amongst all the aspiring. How well an employee is matched to a job is very important because it is directly proportional to the amount and quality of an employees work. The selection methods generally adopted by Infosys are preliminary interview, ability test with special stress on English proficiency, general aptitude test and final interview. The general aptitude test is similar to the GMAT taken at most B-Schools the difficulty level of which is quite high thus ensuring that th e best talent in the industry is recruited. Thus the organisations selection methods are of quite high standard. The disadvantage of such a selection process however is that, at times a great deal of time is lost before the right candidate can be employed for the position besides being a costly affair on the companys part. Instead of such a time consuming procedure, the company can resort to employing people from competitors in similar positions. Induction refers to the process of familiarisation with the organisation and settling into the job. The selection process is only the beginning of the employee-employer relation the future of which solely depends on how satisfyingly . Labour obsolesce is highest among newer recruits and the required efficiency is reached only after the candidate has adjusted well into his role and to his work environment. Success Factor Scale (1 to 5) Review the positioning of the induction 4 Coverage of the induction programme 5 App oint a mentor 4 Plan the induction and involve and inform others 5 Prepare the work area 5 Introduce the recruit to the organisation and the department 5 Emphasize the importance of organization policies and procedures 5 The induction programme at Infosys covers general organizational induction training, technical and departmental induction training as well as managerial executive induction training (wherever applicable). It is thus quite extensive and covers everything that a new recruit should know. The employee who is to be appointed as mentor is informed in advance and a mail about the induction is circulated within the department where the new employees have been recruited. Often the selected new recruit is sent to DC or Development Centres for a period ranging from 3-6 months whereby he/she works on live projects. In the general organizational induction training, the employee is given a rigorous training as regards the organization policies and pr ocedures. There is a three-tier mentoring process at Infosys (The Hindu, 2010) Tier-1 of the Infosys Management Council, which consists of the companys board of directors, mentors Tier-2 leaders who in turn guide the Tier-3 group. About 45 executives are a part of the companys Tier-1 of the management council. And each of the leaders undergoes exhaustive and sustained training through the companys personal development programme PDP. Infosys training programmes are designed to enable company professionals enhance their skill sets in tune with their respective roles. The spirit of improvement, constant individual and professional growth is most apparent in how the company manages its physical, technology, or human resources. Projects such as the Infosys Leadership Institute are targeted continuous managerial growth and personal improvement. A multitude of technology advancement and other training programs provide training to employees in explicit areas of know-how, manage ment, leadership and communication skills. Employees can also pursue their interests in areas such as arts, culture, or sports. Besides having an, Art Gallery which displays art made by employees of Infosys, there are daily quizzes and regular music gatherings that keeps creativity alive at work. Inculcom hosts cultural programs for Infoscions. Apart from these, one can see food courts (offering Chinese, Indian, continental, etc). at Infosyss campus. Theres also a swimming pool, theres a library, internet access volley ball courts, tennis courts and the reason why all this has been done is the company believes in flexible work hours. InSync, an internal communication program focuses on keeping the Infoscion aware of the latest developments in the organization. Then there is the Toastmasters Club. It provides a platform for employees to develop communication and leadership skills. Such a relaxed atmosphere at work keeps the employees stress free and draws them more to work rather than being on leave. It also motivates them to perform better and with increased zeal and energy. However, too much of a relaxed attitude at work may lead to callousness and taking work also with the same easy going spirit. The founder of Infosys, Mr Narayan Murthy has a straightforward slogan for success keep your employees happy. He views that only those organizations can survive in the near future in which the work force shares a common goal with those of the organization (Express India, 2010). The company can do every possible thing under the sun to make its employees happy and flexible working is one such scheme. Especially for an employee who has kids or dependent parents to look after, such a scheme can ensure lifetime loyalty towards the organisation. However, this scheme is not free from disadvantages. For example a scheme such as work from home does not help cultivate the spirit of team work or working together as a team. Trainee employees are devoi d working alongside qualifies technicians. Providing equal opportunities is the fundamental part of the recruitment and selection process at Infosys. Applications are always encouraged from the under-represented groups of the society. Apart from a few solitude individual cases of labour lawsuits against the company where an India-born American citizen, is supposedly alleged that her bosses at  Infosyss  Fremont, California office discouraged her from taking day off on American holidays like Thanksgiving and Christmas and refrained from paying her extra for working on a holiday according to California law, the Infosys has been practically devoid of any claims of discrimination. It can be said that the recruitment and selection process is pretty robust. As regards the dismissal process, it is said that Infosys is a company where employees can easily think of retiring. To be more precise, dismissals at Infosys have only been heard of at the initial selection stag es and once an employee has gone through the induction process, dismissal is a very rare phenomenon.

The Extermination Of The Jews - 1721 Words

â€Å"You cannot take any people, of any color, and exempt them from the requirements of civilization without ruinous consequences to them and to society at large† (Thomas Sowell). In October of 1939, the first ghetto was established in Piotrkà ³w Trybunalski, Poland. This government enforced system developed strategies to segregate minorities from the rest of civilization, with the ambition of achieving a utopian society. The Nazi ghettos began to focus on the extermination of the Jews rather than the isolation. During the year 1941, Hitler’s â€Å"Final Solution† was a plan created to quickly annihilate the entire Jewish population. As World War II gradually came to an end, the evolution of ghettos had evolved into a slang term describing the minority-filled districts pressured by society. An NPR article concludes, â€Å"Ghetto, in slang usage, has entirely lost the sense of forced segregation — the meaning it held for centuries. In a rapid about-face, it s become an indictment of individual choices† (â€Å"Segregated From Its History, How ‘Ghetto’ Lost Its Meaning). The operation of ghettos was once initiated through the force of Nazi and SS officers for the support and development of the â€Å"Aryan race.† As economic, social, and personal aspirations changed, ghettos have developed into communities with an influx of poverty and disadvantage. The impact of society’s standards allows the growth and continuation of indirect segregation throughout current ghettos. In 1933, after his gradualShow MoreRelatedThe Mass Extermination Of European Jews1949 Words   |  8 PagesAlexander Burgazzoli History 233 Exam 3 December 6, 2013 The mass extermination of European Jews was, without a doubt due to the actions of the Third Reich. The question up for debate was whether this extermination was a product of Adolf Hitler’s methodical planning and execution under his direct order, or the accumulation of unplanned events driven by the Germans anti-Semitic views? These two polar opposite views of â€Å"intentionalism† and â€Å"structuralism† both have convincing evidence that supportRead MoreThe Extermination Of Jews By Nazi Germany Essay1438 Words   |  6 Pagesreligious group. Apart from the logistics, strategy, or tactics of mass genocide, it is difficult to comprehend how an entire country can bear responsibility for the premature deaths of over six million people. While genocide, including the extermination of Jews by Nazi Germany, has occurred under multiple different contexts and is still present in modern society, there must be a psychological component to the cause of genocide. Where was humanity in the midst of widespread murder? Shouldn’t thereRead MoreThe Extermination of Jews Living in Germany Essay596 Words   |  3 PagesThe Holocaust was an organized event to persecute and murder millions Jews by the Nazi regime and its associates. The term Holocaust derives from a Greek word meaning sacrifice by fire. The immediate cause for the event was that the Nazis, who came to power in Germany in 1933, announced that they were racially superior above all races and that the Jews were inferior, and were a threat to the German society. In 1925, there was an individual whose strengths helped determine the outcome of Germany’sRead MoreMass Extermination Of Jews And Ethnic Groups Alike1921 Words   |  8 PagesIn 1933, there were over 9 million Jews living in Europe. By 1945, only 3 million remained. During the course of 12 years, Nazi Germany, under the leadership of Adolf Hitler, would discriminate, relocate, apprehend, imprison and ultimately murder 6 million people. 1 million of these people were children. 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The most notorious anti-Semitic practices in the 19thc were the pogroms in Russia. It also stems from cultural differences - by culture, by religion, by rituals and dress. In the 19thc Jews became prominent in the professions and active in industry and commerce - this often led to envy and criticism. At the same time, Jews became increasingly associated with liberalism, radicalism, socialism andRead MoreDenial of the Jewish Holocaust735 Words   |  3 PagesGenocide is best described as â€Å"the deliberate and systematic extermination of a national, racial, political, or cultural group.† A major part of the Holocaust genocide is denial. Holocaust denial is present in the United States, Europe, and Canada. These people, known as â€Å"revisionists† try to deny the extermination of six million Jews during World War II. The revisionists claim that there are no documents to prove the holocaust actually existed (Holocaust Denial n. pag). â€Å"The Holocaust, like evolutionRead MoreEssay on Faith and Reason within the Holocaust1715 Words   |  7 Pageshorrors of the 20th Century was the extermination of over 6 million Jews and 5 million others during the Holocaust. In the face of this atrocity many have wondered how such a tragedy transcended in a supposed civilized European society. What role did religious institutions play in the prevention or lack of prevention of the horrors inflicted by the Nazis? How did the German government create, within a reasoning public, acceptance and even support for the extermination of a people who previously wereRead More‘the Final Solution Evolved Because of the Chaotic Nature of the Nazi Regime in the Years 1939-42.’ How Far Do You Agree with This Opinion?1465 Words   |  6 PagesGauleiter were pushing to have the Jews removed from their territories so as soon as one Gauleiter transported his Jews East another Gauleiter found himself with an increasing Jew population. This then escalated by 1941 as pressure came from Gauleiter in the West including Goebbels that they be allowed to deport their Jews which triggered demands from Gauleiter in the East such as Arthur Greiser of the Warthegau that they be allowed to take more radical action against the Jews to deal with the problem onceRead More Or dinary Germans and the Holocaust Essay example1713 Words   |  7 Pagesbrutalized and murdered Jews both willingly and zealously. â€Å"They acted as they did because of a widespread, profound, unquestioned, and virulent anti-Semitism that led them to regard the Jews as a demonic enemy whose extermination was not only necessary but also just.†1 The author proposes to show that the phenomenon of German anti-Semitism was already deep-rooted and pervasive in German society before Hitler came to power, and that there was a widely shared view that the Jews ought to be eliminated

Poe’s Life… At the Tip of a Pen Essay - 2201 Words

The vision of the mind is easily portrayed through the art of literature, painting a picture with the stroke of words. The natural inspiration that influences the creation of these works is derived from the life and the experiences of the creator. For some, these tales become stories and those stories become novels, but for one man it meant so much more. The works of Edgar Allan Poe became his life; he expressed every feeling and every moment of his existence through ink and paper. Poe involved his entire life in his writing, leaving no element of the story untouched by his trademark of a past. His work became so unique and unorthodox, yet it did not lack the attention it deserved. The American critic, Curtis Hidden Page, suggested that†¦show more content†¦Roderick states that Poe seemed to be â€Å"consumed with paranoia, distrust and insecurity† (Roderick 10). From the very beginning Poe was abandoned by his father, leaving him without a male role model to insti ll the confidence, composure, and motivation a young man should possess. Poe was well aware of his position in life without a father and felt as if something was missing. In many of his stories, it seemed as though Poe craved to see the pain of sorrow in others. The unstable mind motivates the body to act out in such a violent manner in order to satisfy its desires. In â€Å"The Cask of Amontillado† the protagonist, Montressor, â€Å"[hearkens] in vain for a reply† of agony from his enemy. Poe wanted to hear the suffering of his adversaries; he needed to hear them feel the pain he felt. His desire to force this punishment onto others, questions his sanity and reason. Frances Winwar, Author of the The Haunted Place, suggests that the discovery of a female body found on the Hudson â€Å"roused the sleuth Edgar Allan Poe in his alter ego.† (Winwar 226). The darkness that Poe encountered and experienced was the reason he developed the insane characters in his stories. As Poe went on with his life as a lost soul searching for affection, it was very easy for him to lose sight of his own importance. Without anyone to reassure his value of life it became difficult to remain content. In the short story â€Å"Ligeia† Poe stresses how the narrator â€Å"cannot.. remember how, when, orShow MoreRelatedAmerican Literature11652 Words   |  47 Pageswarring emotions such as greed, power, and fight for survival in an amoral, indifferent world. Genre/Style: ï‚ · ï‚ · ï‚ · ï‚ · short story, novel characters usually lower class or lower middle class fictional world is commonplace and unheroic; everyday life is a dull round of daily existence characters ultimately emerge to act heroically or adventurously with acts of violence, passion, and/or bodily strength in a tragic ending Effect: ï‚ · this type of literature continues to capture audiences in

Health Payroll System

Question: Discuss about the Health Payroll System ? Answer : Introduction The Queensland health department in Australia is often used as the best example of the biggest failure in the payroll system which used the most advanced Information System (IS) in the Southern Hemisphere. It was already running eighteen months behind the initial date and the budget also went for about three hundred percentage above than the expected budget that was planned for. The next problem that it faced when it was launched was the delay of the salary to many of the doctors and nurses and the worst part was that some were even not paid or paid incorrectly (Thite and Sandhu 2014). The total cost that it required for the maintenance and stability of the system was estimated to be approximately $1.25 billion AUD (Eden and Sedera 2014). For this reason, Queensland had to face many casualties like the industrial strike which lead to the resignation of the minister of health and some even left the job. The state of government also set up the highest judicial form of enquiry to invest igate what really caused the problem for which this has to face such a crisis (Glass 2013). They also provided a series of recommendations that need to be applied in the Information System projects in the near future. COBIT Framework COBIT or Control Objectives for Information and Related Technologies is a framework used for the development, implementing, monitoring and improving the information technology which helps in the governance and management practices. The main goal of this framework is to set a common language for the business executives to help them in communicating about the goals, objectives and results. It includes linking of the business goals with the IT infrastructure which provides series of maturity models and metrics that helps in measuring the achievement and also helps in identifying the business responsibilities which includes Planning and Organization, Delivering and Support, Acquiring and Implementation and monitoring and evaluation (De Haes, Van Grembergen and Debreceny 2013). There are various other frameworks that work collectively like ITIIL, CMMI, COSO and many more to name. COBIT basically holds each of the frameworks within itself. There are various components of the COBIT makes th e framework more easy to use like it often helps the IT companies to organize the data so to bring the best practices in IT industry as well as meeting the business requirements (Haes and Grembergen 2015). It is also used as the reference model and sets up a common language for every individual in the organization which could have been very much useful for Queensland health department so that they could have communicated within themselves the problem they are facing there (Glass 2013). It helps in planning, building, running and monitoring the process related to information technology. It also helps in viewing the complete list of requirements which has been chosen by the management that can be used for the effective IT business control. It also helps in measuring the performances and also helps in illustrating better inter-relationship with different processes. COBIT is being used by the Queensland health department to fulfill the business processes and related technologies and is useful for every organization including this that is fully independent on technologies (Eden and Sedera 2014). It is generally used by government, federal and other private institutions which in turn help in increasing the IT processes to a great extent (Haes and Grembergen 2015). COSO Framework COSO was originally developed for the purpose of evaluation and internal controls. The model is widely accepted framework and is recognized as the standard which is used to measure the effectiveness of the systems for the internal control (Martin, Sanders and Scalan 2014). It can be defined as the process which gets affected by the board of directors, management and other personnel who are meant to complete the achievements for different cases like bringing up the effectiveness and efficiency of operations, financial reporting reliability and also following the rules and regulations (Malkin and Pearson 2014). In COSO, there are five major components which are in play like the Control Environment, Risk Assessment, Control Activities, Monitoring and Information and Communication. In the case of Control Environment, various factors come into play like Integrity and Ethical Values, Commitment to Competence, Organizational Structure and Human resource policies and procedures. For the Risk Assessment, Company-wide and Process-level objectives, Risk identification and Analysis and also manages the changes that is happening. The third is the Control Activities which look into Policies and Procedures, Security, Application and Outsourcing (Duffield and Whitty 2015). The fourth is the Information and Communication which looks into the quality of information and also helps in effectiveness of communication. The last one is the Monitoring which manages the ongoing processes and evaluate the separate processes that is going on. Also it reports the deficiencies which are present in the system. These components work together collectively for the foundation of internal control through directed leadership, shared values and also works for the accountability for control. It also assesses the various problems that the company faces on a routine basis within all the functions in the organizations (Haes and Grembergen 2015). These are designed in such a way so that they can help in minimize the risks involved in it. It also helps in identifying the risks and the objectives are discussed among the managers in all the levels. The biggest advantage of using COSO is that it is monitored and addressed continuously in a timely manner (Malkin and Pearson 2014). Health Department of Queensland The health department of Queensland should have used the COSO for different purposes. Firstly, COSO enables them to understand the risk involved in the project also helps them to meet the desired requirements of the business. The second is that it helps the organization to monitor the different processes that are talking place and evaluate them accordingly (Ainsworth 2013). With the help of COSO, they are able communicate with the managers at different levels and solve their problems (Martin, Sanders and Scalan 2014). It also keeps a check on the integrity and Ethical values also the human resources look at the different policies and security. It also checks the risk that is included in the project which can help them identify it and also helps in rectifying. IBM COBIT and COSO were very much useful which could have been used to find the flaws in the Queensland Health Payroll system which was reviewed by IBM (De Haes, Van Grembergen and Debreceny 2013). Use of these frameworks made the work of IBM quite easy to find the flaws that were the main reason behind the failure of the payroll system for which many employees had to face the problems and for which many were forced to leave (Jarman 2013). With the help of these frameworks, IBM easily understood the problem that what went wrong with the Information Technology and what preventive measures that forgot to take (Ainsworth 2013). Also, this helped them assessing the communication problem in each level and monitors the problems that were present to evaluate individually (Wilkin et al. 2015). Contractors or Parties Other parties used these frameworks to find what the health department was lacking in and what could they have done in order to save that mishap from happening. Using the COBIT framework proper Planning and Organization, Delivering and Support, Acquiring and Implementation and monitoring and evaluation could have been managed so that they do not go over budget (De Haes, Van Grembergen and Debreceny 2013). A toolkit is present in this framework which is used for the regulatory services also with SOX. Also with the help of COSO framework, they could have monitored and evaluated the existing problems like the communication in each level also with the help of this framework; they can assess various problems that the organization was facing that time (Ainsworth 2013). Planning the first phase Queensland Payroll system should have used the development cycle in order to find any flaws present. Different plans were implemented for the successful development of the project. Payroll system is a very important and very complex thing which needs to accesses carefully in order to work properly (Hmelak 2014). The problem with the payroll system was that it involved thousands of employees which automatically increase the complexity of the system. It required a huge amount of time and proper planning before setting this thing up (Duffield and Whitty 2015). For this sole reason, it is very important that proper planning should be planned and implemented accordingly so that later it may not have to face any sort of problems. There were mainly three areas where the organization needs to keep their focus on constantly so that they are able to identify and rectify the problems that the organization might face during the installation of the information technology. The first one that the o rganization should consider about is the Processes of the payroll system as it includes a whole lot of people. The process was complex from beforehand only as the system had to keep track of different things like the login times for each employee, employees who are in leaves or vacation also it had to keep track of the commissionable sales (Brown 2014). Even it had to keep track of the bonuses that were given to the employees which made it even more complex. Another thing that it needs to keep track records of is the ones who left the job or terminated. These things are very important for any organization and Queensland should have taken this into account before setting up the information technology and should have assessed the risks involved in setting this up so that they may not face any difficulty in the near future (Degese 2015). Above all these, there was another burning issue that is the security concern which also should be taken into account (Brown 2014). Different systems have different payroll services. The salaried employees might not to give their login details on a daily basis but the ones who are hourly employees needs to give their login details daily so that the system can keep a track of them. The part time employees need different payroll methods as they are totally different from the regular ones and the ones who are doing their shift on an hourly basis (Thite and Sandhu 2014). Planning of the different levels of employees along with their payment system was established. Analysis of the Second Phase There were many factors that needed to be analyzed before setting up the Information Technology. The first is the payroll system which needed to be analyzed carefully because of its nature of complexity. Payroll services works different for different sectors of an organization so it needed to be reviewed more carefully than any other (Degese 2015). It was a computerized payroll so the first thing that needed to be analyzed was the size of the business and how the payroll services will work in this environment which needed to assessed by the team of specialists before it went online (Brown 2014). As the payroll services works differently, they needed more time in evaluating the consequences and also the problems that can occur because of this. It also needed to assess the total cost and should have made a proper planning before moving further. The requirements were also need to be analyzed so that it did not lack anything when the system was finally installed and goes live (Schefe and Timbrell 2013). It would also help in keeping the cost under control and helps the cost to be in line rather than going over budget. The total number of hourly, part time and salaried employees should also be taken and should be managed carefully by the system. The organization should take care of the ups and downs of the economy so that the employees can get their salaries within time. Lastly, the terms and conditions should be defined carefully so that there lays no confusion among the employers (Tursunbayeva et al. 2016). Conclusion The Queensland health payroll system was thought to have the best information technology but due to lack of proper planning and evaluation, launch of the system was delayed and when it finally launched, there were many issues regarding the salaries of the employees like irregular salary or worst they are not getting their salaries also this resulted in the over budget. If they had used the COBIT or COSO framework within their system, then they could have easily understood the problems that they are having and also they can know where the problem lies and can easily cope up with that. Also using this framework could help them understand all the problems and help them analyze it properly and with proper planning, they can get to the root of the problem and solve it. Therefore, before setting up any Information Technology, it is very much important for the organization to understand the upcoming problems and should make a contingency plan accordingly. This would help them in saving some time also keep the budget under control. References Ainsworth, H., 2013. Improving project management of IT enabled projectslessons we can learn from. Brown, D.R.B., 2014.An exploration of the role of ethics in leadership decision-making in change initiatives in Queensland government owned corporations(Doctoral dissertation, University of Southern Queensland). De Haes, S., Van Grembergen, W. and Debreceny, R.S., 2013. COBIT 5 and enterprise governance of information technology: Building blocks and research opportunities.Journal of Information Systems,27(1), pp.307-324. Degese, M.S., Tanos, T., Naipauer, J., Gingerich, T., Chiappe, D., Echeverria, P., LaMarre, J., Gutkind, J.S. and Coso, O.A., 2015. An interplay between the p38 MAPK pathway and AUBPs regulates c-fos mRNA stability during mitogenic stimulation.Biochemical Journal,467(1), pp.77-90. Duffield, S. and Whitty, S.J., 2015. Developing a systemic lessons learned knowledge model for organisational learning through projects.International journal of project management,33(2), pp.311-324. Eden, R. and Sedera, D., 2014. The largest admitted IT project failure in the Southern Hemisphere: a teaching case. InProceedings of the 35th International Conference on Information Systems: Building a Better World Through Information Systems. AISeL. Glass, R.L., 2013. The Queensland Health Payroll Debacle.Information Systems Management,30(1), pp.89-90. Haes, S.D. and Grembergen, W.V., 2015. Enterprise Governance of Information Technology: Achieving Alignment and Value, Featuring COBIT 5. Hmelak, M., 2014. The IT Audit of the Republic of Slovenia's eHealth Project.International Journal of Government Auditing,41(3), p.12. Jarman, R., 2013. Psychopathy As A Phenomenon Of Interest In Information Systems Research. InECIS(p. 84). Malkin, B. and Pearson, M., 2014. The information technology industry needs to learn how to tackle complex projects from the building and construction industry (1054). InMastering Complex Projects Conference 2014(p. 87). Engineers Australia. Martin, K., Sanders, E. and Scalan, G., 2014. The potential impact of COSO internal control integrated framework revision on internal audit structured SOX work programs.Research in Accounting Regulation,26(1), pp.110-117. Schefe, N. and Timbrell, G., 2013. A conceptualization of complexity in IS-driven organizational transformations. Thite, M. and Sandhu, K., 2014. Where is My Pay? Critical Success Factors of a Payroll SystemA System Life Cycle Approach.Australasian Journal of Information Systems,18(2). Tursunbayeva, A., Bunduchi, R., Franco, M. and Pagliari, C., 2016. Human resource information systems in health care: a systematic evidence review.Journal of the American Medical Informatics Association, p.ocw141. Wilkin, C., Couchman, P., Sohal, A. and Zutshi, A., 2015. Exploring Differences between Large and Medium Organizations Corporate Governance of Information Technology.

Discover How You Can Benefit From Using College Level Diversity Essay Samples

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The Hidden Treasure of Vtech Essay Samples

The Hidden Treasure of Vtech Essay Samples Want to Know More About Vtech Essay Samples? Let's take a quick glance at them. If you're scared of speaking in public, writing a persuasive essay for a specific audience is the best way to do away with this fear. After you settle on this issue and pick the position on which you will base your essay, the remainder of the job can then begin. The aim of a persuasive essay is to convince your readers your viewpoint is the perfect viewpoint. Although it isn't recommended, paraphrasing the quote in your essay is an excellent approach to strengthen your argument. Looking through the writings of different authors, you are going to feel it significantly easier to find your very best essay writing style. This essay is dealing with the numerous pros and cons of choosing a low-cost essay support. Get the Scoop on Vtech Essay Samples Before You're Too Late The twins become married and become involved with their very own new families. 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Essay Example Topics - What Can You Use Them For?

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