The Dating Scene Has Changed My Life - 926 Words

Introduction The dating scene has changed a lot compared to the past. Things are more complex and interactive as people draw closer together with technology. Anyone can date anyone no matter which side of the world they live on. And there s no need to settle for vicinity relationship with people in their immediate communities. The world is a vast place providing many opportunities for folks from all walks of life to get to know each other. But, no matter who you are or where you’re from, there are always some men in the dating scene ready to play ‘the game’ to get what they want. As the old saying goes, â€Å"You either play or get played†. There are so many vultures circling women ready to pick them off one by one, so they can get what they want, discard them, and leave the pieces for dead. Once these vultures eat the good parts of a woman, they leave the half-eaten remains for another man to deal with. The other man, however, doesn’t want to deal with extra bag gage on his plate, but has to. Baggage develops from unresolved past hurts that destroys every fabric of a woman’s soul and emotional well-being. These women become very aggressive to protect their hearts from any more predators. To prevent baggage from old torn down relationship affecting new ones, a woman has to choose the right man and avoid the wrong ones. Of course, not all men are the same because there are some good ones out there. You just have to search and find them. Sifting through dusty men and trying toShow MoreRelatedModern Romantic Reflection On The Process Of Communication996 Words   |  4 Pagesregards to romantic relationships. Specifically, the initiation and continuation contact with a person of romantic interest.   Ansari chose to emphasize and explore the medium of texting, as a platform of instant messaging, to emphasize the relevance it has in modern romantic interactions. Ansari focused on how those modern methods influence the process of communi cation when attempting to establish a relationship and navigate through it.   In other words, Ansari aims to highlight the ways in which textingRead MoreSmartphones And Its Impact On Society1183 Words   |  5 PagesTechnology is constantly changing and challenging what we humans thought was ever possible. New inventions have impacted our lives so dramatically, that most people cannot imagine a life with the comfort of technology. One of the most groundbreaking inventions is the smartphone, now being able to communicate with anyone across the world, access the internet on the go, and utilize a plethora of apps. The ability to access an unlimited amount of information on a handheld device is truly incredibleRead MoreBoys vs. Girls1225 Words   |  5 PagesPollitts Girls Against Boys? The article titled Girls Against Boys, published in the 30 January issue of The Nation magazine by author Katha Pollitt, brings to light pressing issues of gender discrimination and how this nations education system has changed over the past forty years but still isnt up to par with where it needs to be with issues of gender equality. Pollitt exposes the views of conservatives toward feminism in the school systems of today. This article describes how changes in societyRead MoreCitizen Kane1211 Words   |  5 PagesWhen I first saw this clip of Citizen Kane (Orson Welles, 1941) my first instinct was that it was comic relief. The extremely frustrated director, Jedediah trying so hard not to fall asleep and of course Bernstein reclining back in his seat more interested in playing with the playbill then watching Susan on stage. While this scene may be rather humorous a lot about both Susan and Kane is revealed through emotions and actions of the two. As the clip progresses it begins t o become less and less humorousRead MoreEssay on Brave New World - Summary1205 Words   |  5 Pagesthese people control the government and all of their plans. In the very beginning there are students being given a guided party line tour through the London Hatcheries. Two employees that work there are Henry Foster and Lenina Crowne, they have been dating each other too much and are discouraged by the state. So Lenina’s best friend, Fanny, picks on her because of this. Lenina then meets Bernard Marx, and grows to like him so much that she agrees to go on a vacation with him to a New Mexican SavageRead MoreDifferences Of Shakespeare And Much Ado About Nothing By William Shakespeare1668 Words   |  7 Pageseven romance making for some very comedic entertainment. The title gives away a lot about the plot that it really is a lot about nothing. Shakespeare is regarded as a very influential writer in British literature and has been an inspiration for literature beyond his time. This play has been recreated for the cinema in many versions of film. One version of film in particular is by the director Kenneth Branagh in 1993 (IMDb). Both the Much Ado About Nothing play and the Much Ado About Nothing film haveRead MoreThe Film Production Of The Movie Production Industry1141 Words   |  5 Pagesthose stereotypes into more general and conclusive stereotypes of Southeast Asians. III. Definition of mise-en-scene Mise-en-scene is French film term used to describe a single shot from a movie. It essentially incorporates everything the viewer can see going on in the frame. This includes but is not limited to the setting, color palette, lighting, and characters that are found in the scene. Ed Sikov best describes it as â€Å"the totality of expressive content within the image.† (Sikov, 2009) The filmsRead MoreAnalysis Of Amy Tan s Two Kinds984 Words   |  4 Pagesdisappointment my mother felt in me† (Tan 327). Growing up with a mother like mine, disappointment came very easily. In Amy Tan’s â€Å"Two Kinds† the mother and daughter were always on edge because the mother expected too much and the daughter could never meet up to the standards that she had set. After thirty years went by after their big falling out the mother gives the daughter a piano as a sign of forgiveness, but the daughter has a remaining feeling of guilt for a long time. In my story, my mother expe ctedRead MoreMy Favorite Music961 Words   |  4 Pagesof situations in life can determine a musical variety of songs to listen to as well. There is no uniqueness if the musical style is changing along with the listener’s age. However, any musical interests can stay the same during the long period of time. Here comes a point connection to my own experience, since my favorite genre is famously known as Euro disco, as well as the Euro pop too. Genres, such as pop or rock are still enjoyable, my nostalgic point of experience in my childhood, establishedRead MoreThe O.J Simpson Trial 1287 Words   |  6 PagesThe American public has always been fascinated by tragedy. Why? It’s in our human nature, as we tend to gravitate towards looking upon other people’s mistakes or failures as if it were as precious and watchable as someone’s victories. Add in an event so tragic being televised, and you have yourself a hit with everyday U.S citizens. The O.J Simpson Trial was a turning point in not only the American judicial system, but it completely changed the thoughts that there was no more racial division in our

Arab Representation in the Media vs. the Internet Essay

Arab Representation in the Media vs. the Internet The Arab culture is one that traces far into religious and cultural roots. Family is considered the most influential, supportive, and important aspect in Arabic life. The value held on religion has had such a grave effect that even laws have been established following various religious guidelines. Basically, the Arab culture is not what most have come to understand. Stereotypes perpetuated by the media and press have had more subtle effects then outright violence. They shape a social climate in which all Arabs are treated as potential terrorists. Very few Americans actually view Arabs in a positive light. This barbaric reputation is primarily due to the one-sided depiction of†¦show more content†¦I have also come across many news web sites that only give a negative portrayal of Arabs. So, it is obvious to see that the Internet gives a wide range of outside and inside views. Various Highly Stereotypical Areas of the Media Hollywood is probably the epitome of stereotypical Arab representation. The movie True Lies concerns Middle Eastern affairs. It only gives a â€Å"terrorist like† image of Arabic people. The whole movie is based on trying to resolve a terrorist plot. Another movie, Three Kings, also negatively stereotypes Middle Eastern people. Only once or twice during the movie did I see an Arab utter a few English sentences that actually made sense. The entire movie revolved around the gulf war and a fictional plot of smuggling gold. I have grown up viewing these images of my culture. What was I supposed to think at a young age when all I saw were images of my people doing things that I was told were evil. How am I supposed to shape my own identity around this preset coating of violence on my culture. Due to this, I have attained many negative examples of my people. I can’t even begin to explain how tarnished my Image of Iraq (my country of origin) has become due to the brainwashing depiction of it on the news. All I see are people who suffer and only want freedom from this â€Å"jail like† country. I have had no desire to visit my homeland because of this. It is sad that I have toShow MoreRelatedCOM3702 Portfolio10930 Words   |  44 PagesMEDIA STUDIES PORTFOLIO STUDENT NUMBER: 35772085 SURNAME AND INITIAL: Moatshe, P MODULE CODE: COM3702 SUBMITION DATE: 7 October 2014 DECLARATION I, the undersigned, hereby declare that this is my own work and personal work, except where the work(s) or publications of others have been acknowledged by means of reference techniques. I have read and understood Tutorial Letter CMNALLE/301/2014 regarding technical and presentation requirements, referencing techniquesRead MoreTaking a Close Look at the Work of Richard Grusin Essay2759 Words   |  12 Pagesï ¿ ¼Sensationalization, Media Affective Emotion ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ In this paper I take a close look at the work of Richard Grusin on premediation and remediation, alongside Brian Massiumi’s idea of the half-life of disaster, to argue how mediation affects current events - specifically through the story of the recent loss of Malaysian Airlines flight 370. Media has played a large part in shaping American history, since its early days in the colonies through today. Media has been used as a tool to influence publicRead MoreUse Of Cosmetics And Its Consequences On Women s Rights3995 Words   |  16 PagesIntroduction The research question that is to be addressed is: How has the cultural use of cosmetics affected women’s personal rights in America vs. women’s personal rights in Iran? The internet, editorial articles, and educational articles were used to present an answer to the question. The investigation of the use of cosmetics and its consequences on women’s rights in the United States and Iran will be made. Cosmetic evolution and the manipulation of external features using cosmetological developmentsRead MoreGp Essay Mainpoints24643 Words   |  99 Pages GP NOTES 2010 (ESSAY) Content Page 1. Media a. New vs. Traditional b. New: narcissistic? c. Government Censorship d. Profit-driven Media e. Advertising f. Private life of public figures g. Celebrity as a role model h. Blame media for our problems i. Power + Responsibility of Media j. Media ethics k. New Media and Democracy 2. Science/Tech a. Science and Ethics b. Government and scientist role in science c. Rely too much on technology? d. Nuclear technologyRead MoreBohlander/Snell-Managing Hr24425 Words   |  98 Pagesto its discussion. In this chapter we will observe that much of what has been discussed throughout this text can be applied to international operations, provided one is sensitive to the requirements of a particular international setting. USING THE INTERNET The first part of this chapter presents a brief introduction to international business firms. In many important respects, the way a company The Society for Human Resource organizes its international operations influences the type of managerial andRead MoreInternational Management67196 Words   |  269 PagesManager: Erin Melloy Buyer: Kara Kudronowicz Design Coordinator: Margarite Reynolds Cover Designer: Studio Montage, St. Louis, Missouri Cover Images: Top to bottom,  © Mark Downey/Getty Images; Jacobs Stock Photography/Getty Images;  © Goodshoot/PunchStock Media Project Manager: Balaji Sundararaman Compositor: Aptara ®, Inc. Typeface: 10/12 Times Roman Printer: Quad/Graphics All credits appearing on page or at the end of the book are considered to be an extension of the copyright page. Library of Congress Cataloging-in-PublicationRead MoreAn Introduction to Intercultural Communication29172 Words   |  117 PagesExperience Through courses and practical experience a cross cultural consultant will have knowledge of training techniques. This will include communication skills, presentation methods, the use of activities and utilization of different technology and media. Living Abroad Experience of living abroad, mixing with different cultures, speaking different languages and working in foreign offices is vital for any cross cultural consultant. Without having been exposed to a different culture how can one adviseRead MoreSSD2 Module 4 Notes Essay28478 Words   |  114 PagesTRADOC Culture Center (like Smartbooks and online trainings), published ethnographies, and popular media of the area; Ask locals already available to you on the FOB, such as interpreters, or culture experts around you, as well as people you meet on patrols; Look at the behavior of locals in markets, on the roads, in meetings on post; Listen to the conversations you have access to, as well as local media; Investigate in more depth any questions that come up; and Think about what you know and what youRead MoreAmerican Civil Rights Movement Essay15820 Words   |  64 PagesMayor (executive) 3) City Courts (judicial) The Judge of Peace deals with minor offences and small claims. There are 12 jurors in City Courts, 3 of which are alternates (reserve jurors). None of them should have a pond opinion, dominated by how the media covered the case + they must be impartial. Medical Care: Medical care deals with contagious diseases, provide for cleanliness in restaurants, dispose of waters + should administrate hospitals†¦Anyone who wants to enter an elementary system shouldRead MoreMarketing Management130471 Words   |  522 Pages†¢ †¢ †¢ Where and when can you get across your marketing messages to your target market? Will you reach your audience by advertising in the press, or on TV, or radio, or on billboards? By using direct marketing mailshot? Through PR? On the Internet? When is the best time to promote? Is there seasonality in the market? Are there any wider environmental issues that suggest or dictate the timing of your market launch, or the timing of subsequent promotions? How do your competitors do their promotions

Cognitive Behavioral Strategies in Crisis Intervention

Question: Discuss about the Cognitive Behavioral Strategies in Crisis Intervention. Answer: Introduction Collings and Wood (2009) define a recognition scheme as the management approach which is used in an organizational set up to highlight and hence reward the efforts of outstanding workers. The details of a recognition scheme differ depending on the culture and structure of an organization. One of the most common approaches used to enhance worker motivation is through the establishment of stable salary schemes and occasional rewards for good performers. However, salary packaging may not be effective on a not-for-profit organization due to the financial constraints associated with such set ups. This paper focuses on salary packaging as an approach in retaining talent and motivation within the human resource fraternity. The case study Retaining talent with salary packaging provides the main facts which shall then be utilized to analyze the impacts of this recognition approach as applied in McDonalds company. Based on key human resource management theories, the paper shall analyze the com panys recognition scheme and management culture before establishing its applicability in a different set up for instance in a non-profit making organization. The recognition scheme and McDonalds culture McDonalds is one of the fastest growing hamburger and fast foods industries in the world. The international organization has its chains distributed in various countries across the globe. The immense success of the organization can be attributed to the strong culture and effective management approaches installed by the top leadership. As one of its management strategies, the company largely factors in the essence of employee motivation. This has gone a long way in enhancing the level of motivation within the human resource fraternity (Anita, 2010). From the case study, we can deduce that managers can effectively nurture the talents of their employees through various recognition schemes. The main objective in such leadership approaches is to increase the level of confidence in the work in addition to encouraging quality delivery. The use of material rewards is one of the most effective recognition schemes (Dobbin 2012). In this case, the organization chooses the best performers in a given department and rewards them based on the quality of the performance and consistency in service delivery. This HRM management approach is designed to take place over a given period of time hence can either be monthly, annual or bi-annual. The recognition scheme used by an organization entirely depends on its culture, mission, goals as well as the economic level which directly influences resource availability (Bernhard Ingolis, 1998). The discussion above reveals a similarity in management approaches as used by McDonalds. The organizations design of management largely supports worker motivation through a number of activities (Daft Armstrong, 2009). Despite the fact that the units exist within a chain, the management structure at McDonalds is such that each chain works as a separate profit making entity. This approach encourages team work and healthy competition as the workers in each restaurant give their best in order to ensure quality delivery in all aspects. As a way of rewarding the best performers, the company rewards, with a bonus, all the employees in the top 10% of best performing restaurants within its chain. This reward is based on an analysis of customer feedbacks and the amount of sales made within a period of one month (Dattilio Freeman, 2007). The additional bonuses enhance the employees salary packages which in turn creates motivation and the desire to remain consistent with quality delivery and g ood performance. Consequently, we can argue that the recognition scheme outlined in the course outline runs in conformation with the culture of the organization (Glisson, 1980). McDonalds believes in workforce motivation as a key strategy in maintain top performance. As such, the company continuously uses various motivation and recognition schemes which operate across all the subsidiaries. In order to ensure that these recognition schemes are more appealing to the workforce, the management revises them in addition to introducing new schemes (Hinings, 2013). As a recognition scheme, the company has the employee of the month, manager of the quarter and employee of the year awards. The winners in each of these categories are selected on the basis of the performances of their restaurants in terms of sales, customer satisfaction and quality delivery. This therefore reveals McDonalds organizational culture as one which adequately advocates for the workers needs and interests. Apart from the periodical motivation, the company constantly revises its salary scheme in order to ensure that the remunerations are not only in line with the legal requirements but also moti vate the workforce (Hoque, 2003). The attractive salary packages have played a crucial role in retaining the human resource. Lewin (2010) reveals that most workers at McDonalds have been there for long periods of time since employment due to the relatively supportive work environment and reward programs. As stipulated in the organizational culture, the leadership at McDonalds ensures that the right behaviors by the employees are adequately recognized. In addition, the company ensures that the frequency for recognizing and rewarding efforts is right for the workforce. The strategies therefore indicate that the management team at McDonalds does not only understand the needs of the employees but their value to the organization as well (Lingham Rezania, 2006). The salary packages and reward programs play a crucial part in retaining the current workforce. Additionally, the constructive environment created by the organization for its workers equally attracts future employs and leaders. The recognition scheme, rewards and motivational strategies used at McDonalds do not only encompass the workforce but also covers the managers in different departments (Ostroff, 1993). For instance, there is the manager of the month award in which the managers in the 10% of the best performing restaurants are awarded with additional bonuses to their salaries. As an organizational routine, the winning managers are also sponsored by their employer for a night or two out in addition to other privileges (Posey, 2012). This scheme therefore keeps the managers focused on achieving the key organizational goals which in turn improves the motivational levels down the hierarchical order. With these incentives, the leadership posts at McDonalds are attractive levels wher e each member within the workforce yearns to be at one point in their service. In a nut shell, the consistency and effectiveness of the recognition schemes in the organization does not only retain the existing workers but also attracts future leaders to these positions. Theories that Support McDonalds Scheme The recognition scheme employed by McDonalds is largely aimed at achieving high levels of motivation within the workforce. As a result, various motivational theories entail arguments which adequately support this HRM approach. To begin with, the needs motivational theory advocates for motivation as a method of increasing the effort of the human resource towards achieving organizational goals (Thomas Pederson, 2004). This effort is conditioned such that when it is exerted, it satisfies a particular need by an individual. The theory also describes need as the innate desire which stimulates behavior. For instance, at McDonalds the constant effort by the workers in each of these restaurants is basically stimulated by the need for recognition. As part of the recognition scheme, the organization rewards all employees in the top 10% of the best restaurants within McDonalds chain of business. The reward which comes on a monthly basis involves the employees being rewarded with additional bon uses to their salary package. This strategy has successfully aroused the workers need to be recognized hence increasing their efforts toward achieving quality delivery. The reward scheme depends on the amount of sales and customer feedbacks based on the services received. This strategy motivates the workers to not only enhance their skills at work but also exhibit attractive qualities while dealing with the clients Trevisani, D. (2016). This in turn retains the organizations market base as well as the clientele. The strategies by the company to enhance motivation are clearly in line with the stipulations of the needs motivational theory which adequately supports McDonalds HRM management strategies. John Stacey Adams in his equity theory explains that the monthly salaries and effective work conditions may not be the sole determinants of motivation within an organization. The theory therefore proposes pay arise and promotion as an effective approach which could be utilized by managers to enhance worker motivation. The theory further stipulates that employees are likely to feel motivated when they are treated fairly and advantageously. On the other hand, they tend to feel disaffection and lowly motivated when their efforts are not adequately recognized (Campbell, 2002). This theory effectively illuminates McDonalds organizational structure which is keen on enhancing worker motivation through occasional pay rises and promotion. As part of the recognition scheme, the company identifies top performers in each of the restaurants and in addition to receiving the employee of the year accolade, they get additional pays and promotions. Apart from pay increment and promotion, the organizat ion has also established a number of reward schemes which keeps the workers motivated to offer their best. According to the equity theory, workers tend to establish a balance between their input to the organization and the outcomes of their efforts. This implies that when the efforts meet an appropriate reward, the workers are likely to stick to this line of effort or offer more in a bid to increase the reward and hence the equity value (Watson, 2013). In addition, the job characteristics model outlines the idea that the responsibility given to an individual at a work place ought to serve as a key motivational factor before other elements are injected into recognition scheme. The nature of a job can be designed to motivate a worker through job rotation and change of working conditions. According to Hackman and Oldham, the job characteristics theory proposes that employees are likely to be highly motivated when they experience the meaningfulness of work, have knowledge of the outcome and understand the nature of their responsibilities (Wiley, 2010). As a result, it is a core management responsibility to ensure that the work environment is always made as meaningful as possible to the workers. This could be achieved by enhancing the working conditions and rewarding efforts which collectively contribute to an overall rise in the motivational levels within the organization. At McDonalds, the organizational culture upholds the workers ne ed to properly internalize the key goals and objectives of the company. As soon as an individual becomes part of the workforce, they are taken through rigorous orientation processes and training through different avenues like seminars and exhibitions. This process plays a crucial role in enabling the employees to have a good grip of the organizational mission and vision hence work alongside the requirements. In addition, this approach at McDonalds, the recognition scheme involves periodical rewards to top performing employees. This in turn enables them to have a good understanding of the responsibilities and meaningfulness of work (Wiley, 2010). As highlighted in the job characteristics model, employees tend to be highly motivated when they understand the meaningfulness of their jobs. As such, they tend to work towards achieving greater heights in their areas of responsibilities. Additionally, McDonalds approach to ensure that the organizational objectives are made clear to the empl oyees enables the latter to work with a view on the outcome of their efforts (Braisby Gellatly, 2012). The company encourages the workers to remain consistent in quality delivery by rewarding good performance. As a result, the human resource operates with a sense of direction and an innate desire to achieve constructive outcomes which would in turn attract reward. We can therefore deduce that the job characteristics model entails facts which support McDonalds recognition scheme. McDonalds HRM approach in a non-profit making organization? The management approach used by McDonalds gives a lot of weight on financial rewards as opposed to other material bonuses. As highlighted in the discussion of the companys recognition scheme, the employees in the top performing restaurants get reward every month with additional bonuses to their salary packages. This is the same case with the treatment of the managers who get financial rewards based on their performance on a quarterly basis. As a reward for their efforts, they get company sponsored tours and outings. The design of this recognition scheme therefore reveals the companys use of resources in a number of occasions. It is however a fact worth noting that such an approach would not be sustainable if the company lacked a steady economic flow. This therefore implies that the amount which is spent on reward emanates from the profit the company makes on sales. Consequently, this management approach would not be applicable in a non-profit making organization. Furthermore, the fin ancial reward is always calculated against the backdrop of the companys expense as compared to the profit made. This implies that salary increments, promotions and additional bonuses in form of rewards are all functions which are directly proportional to the amount of money made by the company as profit. These facts can further be emphasized by the statements of McDonalds compensation manager Neal Blackshire (Andersen, 2001). According to Blackshire, the reward given to the managers on a quarterly basis is based on three measures which include; profitability, the mystery shopper scores as well as the rate of growth of sales. From this statement, we can derive the correlation between rewards and profitability according to the management approach employed by McDonalds. Without profitability, the company may lack the funds to sponsor the recognition schemes. We can therefore conclude that this management approach and recognition scheme would not be easily applicable in a non-profit mak ing organization for instance Spastic Centre which majorly depends on sponsorship as a sure source of funds. Conclusion The human resource fraternity plays a crucial role in determining organizational success. As a result, the management approaches used within an organization ought to enhance maximum motivation among the workers. The discussion above adequately highlights the role of recognition schemes in enhancing worker motivation and hence a corresponding customer satisfaction. Despite the existence of various methods of rewarding workers, the use of salary packaging and additional bonuses proves to be one of the most effective approaches. The global success registered by McDonalds could be attributed to the efficient management approaches which enhance worker participation and the eventual constructive outcomes. However, the nature of a recognition scheme largely depends on the amount of profit made by an organization. We can therefore deduce that while the management approaches by McDonalds has been effective in enhancing the realization of organizational goals; it would be quite a challenge app lying it in a non-profit making organization. This is because the approach used by McDonalds entirely depends on the amount of profit made over a given period. In a nut shell, the HRM approaches tend to differ as one moves from one organization to another. References Andersen T.J. (2001). Information technology, strategic decision making approaches and Organizational performance in different industrial settings. The Journal of Strategic Information Systems, 10(1), pp. 101-119. Anita M. (2010). How Much Does Home Country Matter to Corporate Profitability? Journal of International Business Studies, 4(1), pp. 142165. Bernhard, H., Ingolis, C. (1998). Six lessons for the corporate classroom. Harvard Business Review, 66(5), pp. 12-56. Braisby, A., Gellatly, A. (2012). Cognitive Psychology. Oxford: Oxford University Press. Campbell, J. (2002). Personnel training and development, Annual Review of Psychology, 22(1), pp. 565602. Collings, D., Wood, G. (2009). Human resource management: London: Routledge. Daft, R., Armstrong, G. (2009). Organization Theory and Design. Toronto: Nelson. Dattilio, F., Freeman, A. (2007). Cognitive-Behavioral Strategies in Crisis Intervention. New York: The Guilford Press Dobbin, F. (2012). The Rise of Bureaucracy. Cambridge, MA: Havard University Press. Glisson, M. (1980). Productivity and Efficiency in Human Service Organizations as related to Structure, size and Age. The Academy of Management Journal, 23(1), pp. 21--37. Hinings, C. (2013). Returning to the Frontier of Contigency Theory of Organizational and Institutional Designs. The Academy of Management Annals, 7(1), pp. 393440. Hoque, K. (2003). All in all its just another plaque on the wall: the incidence and impact of the Investors in People Standard. Journal of Management Studies, 40(2), pp.54371. Lewin, M. (1986). Determining Organizational Effectiveness - another look, and an agenda for research. Management Science, 32 (5), pp. 514 --538. Lingham, T., Rezania, D. (2006). An evaluation system for training programmes: a case study using a four phase approach. Career Development International, 11(4), pp.334 51. Ostroff, S. (1993). Configurations of Organizational Effectiveness and Efficiency. The Academy of Management Journal, 36(6), pp. 13451361. Posey, R. (2012). Modern Organization Theory edited by Mason Haire. Administrative Science Quarterly. 5 (4), pp. 609611. Thomas D., Pederson, J. (2004). McDonald's". International directory of company histories. St. James Press. 23(1), pp.108119. Trevisani, D. (2016). Communication for Leadership: Coaching Leadership Skills. Medialab Research, 34(1), pp. 23-34. Watson, J. (2013). Psychology as the Behaviorist views it, Psychological Review, 20(1), pp. 15877. Wiley, J. (2010). Employee engagement. Human Resources, 2(1), pp.2932.

Waste Land And Great Gatsby Essays - The Great Gatsby,

Waste Land And Great Gatsby An examination of the connection between F. Scott Fitzgerald's novel, The Great Gatsby, and T.S. Eliot's poem, "The Waste Land," reveals that Fitzgerald transposes the meanings and motifs of "The Waste Land" to The Great Gatsby. For instance, the poem begins with: April is the cruellest month, breeding Lilacs out of the dead land, mixing. Eliot sees the renewal of life doomed from the beginning, as in the end it will die anyway. Similarly, in The Great Gatsby, Gatsby tries to repeat the past and live his fantasy, yet he will never be able to achieve it. In addition, another example is the physical description and resemblance of both of the landscapes. In The Great Gatsby, the valley of ashes, like Eliot'' is a "waste land." Eliot enters into the barren land and describes how the roots "clutch" infertile ground, desperately seeking to gain something out of nothing. The valley of ashes is alike with its "fantastic farm where ashes grow like wheat into ridges and hills and grotesque gardens." These descriptions suggest that no life forms can ever exist in the harsh environment and that the waste lands offer no forgiveness. The characters' adrift nature is yet another example. In "A Game of Chess," the woman says despairingly: What shall I do now? What shall I do? . . . What shall we do to-morrow? What shall we ever do? Likewise, Daisy says in the first chapter: What'll we plan? What do people plan? And once again in chapter seven: What'll we do with ourselves this afternoon, and the day after that, and the next thirty years? The actions of these women show that they do not know how to manage their time wisely and they waste it. Finally, the similarities between Owl-Eyes and Tiresias can be pointed out. Owl-Eyes has these "enormous owl-eyed spectacles," is blind, "but perceptive." In the same way, Tiresias is also blind, but he foresees all. Both characters represent the eye of the mind. In conclusion, T.S. Eliot's "The Waste Land," is influential to The Great Gatsby. Conversely, both of these fantastic works of literature share many of the same meanings and motifs.