The Road By Cormac Mccarthy - 1531 Words

Isolation is one of the most severe forms of punishment that anyone could be faced with. Cormac McCarthy shows the reaction isolation had on the characters in The Road. The Road, by Cormac McCarthy, follows an unnamed father and son as they travel towards the coast in search of safety after the world has been destroyed by a catastrophe. As they travel the road, the father has to protect his son from the threat of strangers, starvation, exposure and harsh weather. In The Road, Cormac McCarthy shows how humans react to isolation by when the man leaves others to suffer, taking drastic measures and when the man kills other men. McCarthy shows how the man reacts to isolation when he leaves other men to suffer. As the man and the boy were walking on the road, a man approaches them in harsh conditions saying he was struck by lightning. The boy immediately asks his father to help the man knowing he will die if he is left untreated. But in fear of their security, the man denied his son. †Å"The boy kept looking back. ‘Papa?’ he whispered. ‘What is wrong with the man?’ ‘He s been struck by lightning’ says the man. ‘Can’t we help him? Papa?’ said the boy. ‘No. We can’t help him.’ The man refused. The boy kept pulling at his coat. ‘Papa? Can’t we help him?’ said the boy. ‘No. We can’t help him! There s nothing to be done for him’ the man said† (pg. 50, McCarthy). The boy is worried for the man who was struck and wants to help him, but the man doesn’t care about the other man. The manShow MoreRelatedThe Road By Cormac Mccarthy1009 Words   |  5 PagesL’Heureux II, John Lang and Lit Year 2 2/10/2017 Written Task 2 Title of the text for analysis: The Road by Cormac McCarthy,2006 Part of the course to which the task refers: Part 4- Literature, a critical study Prescribed question: How does the text conform to, or deviate from, the conventions of a particular genre, and for what purpose? My critical response will: ââ€"  Show how the text conforms to the post-apocalyptic genre. ââ€"  Show how resources, including basics such as food and water, are a scarcityRead MoreThe Road By Cormac Mccarthy1584 Words   |  7 Pagestime can be unbearable if one is stripped of the most basic necessities. Such an event can greatly affect the behaviour of a person, as well as the ability to distinguish right from wrong. But like the boy and his father in the novel The Road by Cormac McCarthy they stuck to their morals to overcome the hardships they face. The novels recurring themes such as companionship, survival, and good versus evil, prove that a persons moral standards could change in a time of need. Companionship plays anRead MoreThe Road by Cormac McCarthy1708 Words   |  7 PagesThe Road by Cormac McCarthy is set in an apocalyptic world filled with hopelessness, mental fatigue, and few instances of happiness. Throughout the story, the man and the boy are looking for hope in anything and everything. Unfortunately every turn they take they continue to fall further into despair until they find a Coca-Cola. This soda has a unique meaning to the boy and the man. The Coca-Cola in Cormac McCarthy’s The Road symbolizes the world’s regression and gives hope to the man and boy byRead MoreThe Road By Cormac Mccarthy2405 Words   |  10 PagesNovember 26, 2016 The Road by Cormac McCarthy and its View of Parental Love and Hope in a Post-Apocalyptic World The boy s father tells him My job is to take care of you. I was appointed to do that by God. I will kill anyone who touches you. Do you understand? (McCarthy The Road) this sends such a powerful message about instinct, hope, and paternal love. These words so passionately from the lips of the father perfectly describes Cormac McCarthy s story of The Road and the power a father sRead MoreThe Road By Cormac Mccarthy968 Words   |  4 Pagescompassion in the toughest of situations, and leads us toward paths of peace. In this essay, examples will be drawn from Zak Ibrahim s keynote presentation, The Road by Cormac McCarthy, Beautiful Boy; a film directed by Shawn Ku, and Harrison Bergeron by Kurt Vonnegut. The loss of a loved one can help us find compassion. In The Road by Cormac McCarthy, the boy is the most compassionate person in the whole novel. At the end of the novel, when the boy s father dies, the boy is not thinking about hisselfRead MoreThe Road By Cormac Mccarthy1310 Words   |  6 Pages â€Å" The Road† written by Cormac McCarthy is a novel which uses a large variety of different language features to shape the reader s reaction and leading the readers into thinking the idea that our current world really is fallible.â€Å"The road† is about a strong loving relationship between the father and son. Which is shown on every page of the novel. They are fighting for survival in this apocalyptic world of humanity which is heading to an end. For anyone realising that our world is fallible is quiteRead MoreThe Road by Cormac McCarthy1281 Words   |  5 PagesTitle of the Work: The Road Author: Cormac McCarthy Date of Publication: September 26, 2006 (September 26, 2006) Genre: Novel Historical information about the Setting: The novel takes place in the Southeastern part of United States. The characters take a journey, passing Texas, the post-apocalyptic landscape. During this time the novel is taken place, the country was experiencing depression and poverty. When McCarthy was writing this book, he was thinking about the future environment ofRead MoreThe Road By Cormac Mccarthy2062 Words   |  9 PagesReid Norberg Period 3 3/18/16 2016 AP Lodestar 1. Title: The Road Author: Cormac McCarthy Date of Publication: 2006 Genre: Post- apocalyptic fiction 2. The Road is a novel written by American author Cormac McCarthy. Although born in the North East, McCarthy was driven to the South West later in his life where he has since based most of his novels, including The Road. The Road tells a story of a man and his son in post apocalyptic America where the weather is winter-like and the ground isRead MoreThe Road By Cormac Mccarthy1205 Words   |  5 PagesThe Road by Cormac McCarthy a recurring theme in the story is gaining or losing hope. Throughout this story there are numerous instances and events that occur in which all seems lost at a dead end, but in those moment hope carries through and thrives. In this dystopian post apocalyptic world the man and boy are fighting to stay alive while keeping their humanity as well as searching for what humanity is left in this kill or be killed cannibalistic planet. As their time journeying down the road increasesRead MoreThe Road By Cormac Mccarthy2128 Words   |  9 PagesEverything is suddenl y amplified and survival automatically becoming a key component to most. So what else can actually matters? Relationships are lost, but some may grow stronger. Ethics are tested, and beliefs suddenly change. In the novel, The Road by Cormac McCarthy, begins with America - or assuming the whole world- had gone through a unpredictable apocalypse. Combining what is left of the society and the world falling dangerously apart, it has caused them to go through many dangers to survive. Through

The Value Wastelands Free Essays

Critique â€Å"The†Values† Wasteland† Charles Skyes’ work has been in seen in many prosperous newspapers throughout time, to name a few New York Times and the Wall Street Journal. Most of what Skyes writes is educational issues. Skyes has also written a number of books, ProfScam: Professors and the Demise of Higher Education (1988), The Hollow Man: Politics and Corruption in Higher Education (1990) and 50 Rules Kids Won’t Learn In School (2007). We will write a custom essay sample on The Value Wastelands or any similar topic only for you Order Now Skyes is involved in many other things for example he is a senior fellow at the Wisconsin Policy Research Institute and he hosts a radio show in Milwaukee that is popular. Skyes addresses mostly topics that he sees as breakdown in the American culture. The following critique is from an excerpt from Skyes book Dumbing Down Our Kids: Why America’s Children Feel Good About Themselves But Can’t Read, Write or Add. Skyes addresses numerous controversial moral issues within American children today, giving statistics from many different surveys claiming that American children are not so intune as they once were. Skyes also quotes a few different people that have done various studies and or surveys along with his own opinions on these same issues. Skyes conclusion is that we have given our children array of irrational morals and that we need to look at the ones who provide them to these children. Skyes includes all that is negative and has no mind for any of the positive with our children today. A weakness of this article, Skyes has put down children and their morals and then takes his readers with points that it is the parents, communities, the media and even the churches that society need to take a look at and settle the blame there. Charles Skyes excerpt â€Å"The†Values† Wasteland† gives an example of a teenager who was accused of rape and the repercussions afterwards. Skyes introduces his readers with statistics and research on issues such as â€Å"it was acceptable for a man to force sex on a woman† (199). Skyes’ statistics have his readers believing that this is all teens. Skyes credibility is for his self-gain, only showing his view point. He does not tell his readers where in Rhode Island the statistics were gathered from. Were the statistics taken from only urban areas, or rural areas? Skyes inferences are based solely on one group of students giving a sense of incomplete comparison. The article explicitly and deliberately distracts the readers to other issues that Skyes thinks will hit more at home about morals. â€Å"A write in survey of 126,000 teenagers found that 25 to 40 percent of teens see nothing wrong with cheating on exams, stealing from employers, or keeping money that wasn’t theirs†(199). Grabbing the attention of the readers with a â€Å"red herring† knowing that this issue would cause the reader to identify. Skyes only includes from the survey that one point. Skyes hasty generalization gives his readers insufficient statistics and what the survey was based on while playing on his readers emotions. Skyes purpose for this book clearly shows how he perceives American children. He gives factual statistics on the negative influences on American children to sway his readers into believing that today’s they are need of a huge change and reform. Skyes has written continuously about the educational issues in America. Taking a look back at his other work and what he is involved in now, TV, Radio, books, it is all about the same things: educational issues with children and how we need to act on changing it or forever be doomed. Skyes effectively gave all negative statistics, doing his research thoroughly although it was quite biased, skipping over anything that had anything to do with the positive. â€Å"More than 60 percent of high school students said they had cheated at least once on an exam†(199). Showing the large amount of students that admitted to cheating yet there is nothing to support this statistic as the actual question and how it was worded and how Skyes actually came to have that 60 percent of students. Did it come from one school or many schools? Skyes needed to give more information about the statistics he acquired and focus less on the negative. Skyes uses the phrase â€Å"IDI’s† (I-Deserve-Its) saying that today’s kids are all about entitlement and are completely surrounded by â€Å"personal needs wants and don’t wants and rights. (199) Again where is Skyes getting all his information? In the poverty stricken areas or middle class? It really does make a difference where Skyes got his information. Then he could have added in the different neighborhoods that people need to really take a look at and change. As the reader, I don’t know. Perhaps it is an all-around assement maybe not but, Skyes is not very clear on the where’ s, or how’s. His argument is valid to a point but does not give any information for the readers to make a decision. Skyes leaves this wide open for the reader to think that it is all American kids that are IDI’s. Skyes compares American children to Asian children who are not given a choice in what they are allowed to read. â€Å"Asian children continue to read about stories of perseverance, hard work, loyalty, duty, prudence, heroism, and honesty†(200). The examples that Skyes gives that American students used to study are all white and dead; Benjamin Franklin, Florence Nightingale and Thomas Edison. Skyes boosts that they taught lessons of â€Å"inventiveness, character, compassion, curiosity, and truthfulness†(200). I agree that all of those mentioned are very noble historical people but we do have in today’s living that carry the same lessons that children can relate with more than a bunch of dead white people. This was a very racist comment made by Skyes and his credibility went right out the window. Skyes has given a lot of statistics of negative morals with our American children of today. He does not allow the reader to make his or her own educated decision without giving anything to go on except the negative statistics that Skyes has provided. Skyes tries to convince the readers that it is not just the schools but parents, media, and church that are to blame for the way American kids are. In addition he has proven his racism with comments he has slipped in trying to sway the reader to think that other children are better than the American child. This excerpt makes me exceptionally angry with Skyes who makes me think that he is all holier than thou. Skyes knocks down the very country he lives in. He makes some very interesting points about the way children â€Å"may† think, but I do not agree with him. I feel that the American children are right where they are supposed to be. These issues have always been. If he really wants a change, Skyes needs to include all the good that could be going on and not leaving teachers, parent, and clergy members feeling helpless. This excerpt was poorly thought out and Skyes really needs to reevaluate his own morals and social issues. How to cite The Value Wastelands, Papers

Effective Information Security Management Polices Free-Samples

Questions: 1.Identify Potential Ethical and Social Issues related to ITadministration Ethics 2.Discuss Ethical and social issues pertaining to IT systems 3.Interpret Professiona lcodes of ethics developed by various Industry bodie 4.Discuss Ethical behaviourin accordance with Professional codes. 5.Explain Ethicalsolutions to Ensure that the Society Benefits. Answers: Security Information Management 1.Network security professional need to be professional in their undertaking and have to consider ethical guidelines and considerations in the process of their engagement. According to Weiss (2014), it is unethical to read private emails for individuals just because of the privilege to the ability. However, if it is in line with security concerns of the company, it is necessary to inform employees of the need to use company emails for professional purposes and have them notified of the ability of the e-mails being read and used for security and privacy address. Employees deserve the right to privacy and have to be informed of the security measures to stay away from the using emails for private purposes. The professionals must uphold the right to privacy. 2.Monitoring websites for professional reasons such as carrying out statistics and trend patterns are allowed. However, monitoring private information of network users is unethical as it infringes the right to privacy. Concern can be taken to prevent access to pornography by blocking the sites from access for an organizations sake as long as the individuals involved have been warned of the same (Peltier 2016). Therefore, the right to privacy must be upheld as an ethical move by network management professionals. 3.Placing key loggers on machines on the network to capture user information is a security measure used by organizations. However, the move infringes the privacy concerns of individuals and the right to information secrecy. The practice is unethical as it violates the right to information privacy on the employees. In any case, an organization wants to monitor the information searched by employees for quality management and organization security; it is necessary for the employees to be notified in advance to be aware of the practice (Carroll and Buchholtz 2014). 4.Reading of documents and examination of graphic files on users computers is a practice that infringes the right to privacy. According to Jansen, Brinkkemper, and Finkelstein (2013), the ability to access information on a server should not be used for personal advantage since a professional would not desire others to access their information. Since security professional would not feel at peace if their information is accessed without their knowledge, it becomes equally unethical to do the same on others without their knowledge. The right to privacy must be upheld, and in any case, it has to be breached for security reasons, individuals have to be informed in advance for professionalism. 5.Ethics call for carrying out activities that are true according to conscience and whose actions do not harm other individuals. Professionals should not allow bribing or coercing towards measures that limit full implementation of security measures. Putting information risk of clients at the expense of saving costs serves as an unethical issue on the side of the network professional as they remain accountable for the loss of data which paints negatively on their professionalism (Jansen, Brinkkemper and Finkelstein 2013). It is proper for the network professionals to exercise full security operation desired by clients even if the costs remain high. Compromising security to save costs is unethical since it provides a short term benefit but deprives customers of their safety protocols which make them vulnerable to attacks. Therefore, adamant clients should have their services terminated in acting ethically to the profession until they comply to the full demands of network security manag ement. Reference List Jansen, S., Brinkkemper, S. and Finkelstein, A., 2013. Business network management as a survival.Software ecosystems: analyzing and managing business networks in the software industry,29. Weiss, J.W., 2014.Business ethics: A stakeholder and issues management approach. Berrett-Koehler Publishers. Carroll, A. and Buchholtz, A., 2014.Business and society: Ethics, sustainability, and stakeholder management. Nelson Education. Peltier, T.R., 2016.Information Security Policies, Procedures, and Standards: guidelines for effective information security management. CRC Press.

Swimming Bio Mechanics Essays - Aerodynamics, Fluid Dynamics

Swimming Bio Mechanics Natural forces affect the movements of swimmers in water. And it is often useful to know how these forces act. This knowledge will help swimming teachers and coaches analyze swimming skills and assist them to understand how these forces influence movement, so that they can encourage beginners to be better swimmers or good swimmers to achieve there optimum potential. Biomechanics is the branch of science that is concerned with understanding the relationship between a living body's structure and function relative to movement. In this paper the swimming form of the front crawl stroke will be analyzed, which may result in improvement in the following areas: ? Improving performance ? Preventing injury ? Correcting weaknesses ? Identifying ways to alter human movement patterns Biomechanics is considered to be the physics of how the body moves. When these physical principles are applied to sports skills it becomes an integrated study between the internal forces produced by the body and the naturally occurring external forces that act on the body as skills are executed (Carr, 1997, p4.). Although the final quality of movement will totally depend upon the athlete's (swimmer's) ability to integrate both internal forces generated by muscular actions with the external forces of gravity, buoyancy, fiction and mass that are present during swimming. When looking at swimming one must first look at how the human body acts and generates forces in water. Water is a unique environment. It possesses qualities that will assist the swimmer, but it also has qualities that will impede the swimmer's progress through the water. For instance, the water's density provides a buoyant force for the swimmer, while at the same time providing resistance to the swimmers propulsion (, 1995, p42). Topics to continue with: Main principles and their application Density Water Resistance Skin/Frictional Resistance Frontal/Wave Resistance Eddy/Turbulence Resistance Propulsion Water Friction Propulsive Drag Lift Force Streamlining The main principles and their application of the front crawl stoke Buoyancy & Flotation An object that is immersed either totally or partially in water experiences an upward force as the water's density endeavors to stop it from sinking (Maglischo, 1982). This upward force is known as the buoyant force and acts through the center of the displaced water. This force therefore, tends to counteract the effect of gravity and the weight of the object, the net result being that the weight of the object is reduced by the upward force of buoyancy (Costill, 1992). (#Diagram#) Every object has an absolute center position where all forces exerted by the body equal zero. This central point of an object's mass is known as the center of gravity and is the point around which it balances. The center of gravity is approximately 50-52% of an individuals height, as there is an equal spread of mass above and below this point (Allen, 1999). The same can be said for the center of buoyancy, as above and below this point there is an equal spread of volume of the displaced water (Allen, 1999). The location of the center of buoyancy which is the center of the water displaced by the body, is actually closer to the head than in the location of the center of gravity. The reasons for this are: ? The volume of water displaced has a greater mass then the chest area. ? The chest has a lower density than the water because of its lung capacity. Therefore the upward force of buoyancy acts thought a point higher up the body than the center of gravity (Costill, 1992). (#Diagram#) (I may need to include more?) (And relate it back to the front crawl?) Density The term specific gravity is used to describe the ratio between an object's density to that of water's density. Pure water density being the reference point having a specific gravity of 1.00 (Carr, 1997, p67). Therefore anything placed in water will float or sink in accordance to it's own specific gravity value. Anything greater than 1.00, will sink. While anything less than 1.00 will float. In the human body there is variation from person to person, this is due to the amount of air in ones lungs and the percentage of bone, muscle and fat, which all vary in their own individual masses. Both bone and muscle are heavier than fat. From this information one can assume that a lean and

Organizational Negotiations

Organizational Negotiations Free Online Research Papers Selling Water For China vs. John McCarthy: the hostage negotiator who secured my freedom. Both are styles of bargaining, but with the hostage negotiations there is more at risk than the business with China. In hostage negotiation it is important not to be confrontational. Reason for taking hostages-Political leverage or Criminal (unable to achieve what they want) Emphasis is on the hostage taker. It is important for both negotiators to think through all the following points; trading, goals, the relationship, the consequences, alternatives, power, possible solutions. Aqua International is a multicultural company based out of Europe. Sometimes there is little room for choice as to when your business negotiation takes place, as in the case with the political negotiations with China. AQ Group set up a negotiation, armed with a strategic alliance with PAQ in the attempts to negotiate with a strongly rooted company in China, Tak Foy Co. It started with non-critical points to give both parties wins for balance. The main point of the negotiation is to provide water to the million people involved with at a reasonable cost. It is important for the negotiators of both articles to be familiar with the customs of the country they are negotiating with if they hope to be successful in their Both negotiators worked towards achieving the best possible outcome with the least resistance. Timing is also important when it comes to negotiations. You must be considerate of the person’s time schedule you are negotiating with. Many things can become a sensitive issue when dealing with negotiations. So you must remember to be considerate and aware of the needs and wants. If you have knowledge of someone is flying in at a certain time, you really have little choice of time. But if you have a choice, do you prefer to negotiate in the morning or the afternoon? As is well known, there are morning people and night people, this is called a chronotype. Morning people tend to get up earlier, be more productive and more chipper first thing, and night people get up later and are more active later in the day. Based on new research has recently come out indicating that morning people may actually have more success. In the Hostage negotiation process it is important to examine the negotiator to examine the viewpoint of both the hostage taker and the negotiations partner, be it the government, a company, or what have you. REFERENCES- Ibid-www.negotiations.com/case/selling-water-china Ibid-www.telegraph.co.uk/news/worldnews/middleeast/Lebanon/7628730/John-McCarthy. Research Papers on Organizational NegotiationsDefinition of Export QuotasComparison: Letter from Birmingham and CritoPETSTEL analysis of IndiaAnalysis of Ebay Expanding into AsiaMoral and Ethical Issues in Hiring New EmployeesRiordan Manufacturing Production PlanAppeasement Policy Towards the Outbreak of World War 2Personal Experience with Teen PregnancyTwilight of the UAWThe Project Managment Office System

Business Models and Technological Innovation Management

The business model helps the company to satisfy the needs and look after the problems of the customer with respect to the product of the company. It helps the company to gain value in the market. The performance, design, price etc. are few of the characteristics that the company needs to keep in mind before launching the product in the market. The model helps to segment the market according to the customers that the company targets with the help of different channels to make the product available in the market. The cost of the product helps the company to build a relationship with the consumers that help the brand to gain access in the market (Baden-Fuller & Haefliger, 2013). The final building block illustrates the cost of delivering the value proposition that includes the resources required as well as major activities involved. The critical components of business model have been validated. On the other hand, the purpose of partnership is to make sure that the commodities offer the appeal to the target market. Certain business models necessitate the involvement of several stakeholders in order to make sense. In today’s lecture, the process that deals with the clarification involves the major assumption that underpin business model. It is required to check every response in the building model canvas against several criteria that involves the fact that how an individual knows what he has written in each building block is correct. For example, the business model of Ryanair involves high volume passenger as compared to the business model of South American market (DaSilva & Trkman, 2014). Baden-Fuller, C., & Haefliger, S. (2013). Business models and technological innovation.  Long range planning,  46(6), 419-426. DaSilva, C. M., & Trkman, P. (2014). Business model: What it is and what it is not.  Long range planning,  47(6), 379-389. Looking for an answer 'who will do my essay for cheap',

Law of the European Union Essay Example | Topics and Well Written Essays - 1250 words

Law of the European Union - Essay Example Competition law promotes and enhances competition in a given nation. This is because once they exist, different entrepreneurs have an equal chance to set up businesses that can compete with existing businesses. This is because in a nation with a jurisdiction that preserves competition laws, there is a good chance that more and more businesses can be opened up and this will provoke innovation and help businesses to seek the best results. Richard Whish stated that "As a general proposition competition law consists of rules that are intended to protect the process of competition in order to maximise consumer welfare"3. This statement suggests that competition law ultimately seeks to protect the best interests of consumers. This paper examines the validity of this assertion through the examination of European Union Law. As a background to the examination of consumer interests, the research will examine the key component of market structures. The paper then goes on to explore European Union law to identify how competition law attains the end of protecting consumers. Market structures examines some key components of competition from the point of view of economics. The basic assumption of market structures is that in every market, there are two dominant groups: buyers and sellers. Sellers are the entrepreneurs who produce goods and services for buyers. Sellers have a strong relationship with buyers because buyers provide revenue for sellers to remain productive and in business. So a basic assumption of this branch of economics is that the higher the price the higher the quantity produced4. Buyers on the other hand seek to spend the lowest amounts of money on goods and services. So there is a kind of conflict between buyers and sellers. Whereas buyers seek the lowest prices, sellers seek to get the highest amount of revenue from buyers. This is the basis of

The Gospel of John Essay Example | Topics and Well Written Essays - 1000 words

The Gospel of John - Essay Example â€Å"Hymn to the Word† is a section meant to look at Jesus as the logos of God, and His eternal Word. John acknowledges that Jesus is above all divine creatures (Lee, 2002). There are seven signs whereby Jesus’s public life is explained and written so as to show the world his spiritual being different from that of the other human beings. Included are the seven signs or miracles together with long speeches as Jesus explains himself and his purpose in the world, particularly his relationship with God (Lee, 2002). He says that God is his Father and it is only through him that people would get to his father. He goes further and explains that He is the son of God and stated severally that if an individual did not know him, then how he would know his father. When Jesus raised Lazarus from the death, it leads to his execution. The Jews were greatly of the opinion that Jesus was mocking their religious beliefs and those of their forefathers. They, therefore, decided that the o nly way to deal with him was to kill him. The seven signs mentioned above included: John the Baptist, Jesus is the Lamp of God, the calling of Simon, Andrew and Nathaniel, the marriage at Galilee where he changed water into wine, Jews and the businessmen who conducted their business in the Holy Temple of God, Nicodemus the Pharisee and the need to be baptized. Throughout the Gospel of John, there is a persistent explanation of the relationship between Jesus and God. At the end of the Gospel, the Holy Spirit is introduced to the Gospel as a helper and comforter of the Disciples and other Christians, and would be there for them once Jesus left after His crucifixion and resurrection into heaven. Christology This has simply been described by many scholars as a manifestation of the word that has the basis for immortality (Lee, 2002). In the book of John, Jesus is presented as the divine Son of God and in the same book is described to be subordinate to God the father. This gospel gives mo re emphasis to the relationship between the father and the son unlike the other gospels (Moloney, 1998). There was a lot of emphasis put on this relation and it was described as beyond our human understanding of how there is one God and with Him, there are three: the father, the son and the Holy Spirit. Jesus Divine Role In this gospel, Jesus explains the Kingdom of God to the multitudes. He was sent by His Father to bring the God News to the world. He had a messianic secret and played a divine role in the world (Coloe M. , 2006). He talks a lot about God’s divine wish as there are even echoes in the dark. Jesus has been regarded as the real vine, the way, the truth, the resurrection and the life. There are also several others such as the bread of the World and the gate of the sheep. Jesus divine call is illustrated all through the presentation and, as such, did not need to find it as per that minute. Jesus was sent to the world so as to help us reach and be near to God. He w ould be killed and denied severally by his friends. He underwent all this suffering for the sake of human beings and to save them from the crunches of the evil one (Tovey, 2007). There are three main happenings that are significant to the practice of Judaism. First was the cleansing of the temple where Jesus found businessmen who were selling all kinds of goods in the temple, and money brokers within the temple. He cleansed the temple and chased them away together with their goods and animals. He told them to go away and

The Role of Perception Essay Example for Free

The Role of Perception Essay What is perception? How can a persons perception of others impact an organizations behavior? What are the positive and negative effects of using perceptive shortcuts when judging others? How are decisions in real world organizations actually made? How can our perceptions shape ethical or moral decisions? These are the questions that will be attempted to be answered in this essay. According to Robbins, S. (2005) Perception is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. The role of perception in the decision-making process goes beyond the five senses (1) sight, (2) hearing, (3) smell, (4) taste, and (5) touch. The representation of perception in decision-making is based on a persons internal understanding and personal analysis of environmental observations combined with past experiences. Consequently, perception varies from one individual to the next. There are many factors that can influence or shape a persons perception during the decision-making process. Robbins, S. (2005) identifies three types of factors that influence perception:1.Factors in the Perceiver: Personal Characteristics†¢Attitudes: feelings, beliefs or behavioral tendencies towards specific people, ideas, objects etc. †¢Personality: individual behaviors, temperament, emotions or state of mind. †¢Motives: reasoning toward problem-solving or achieving a goal†¢Interests: selective concentration on personal likes or dislikes†¢Experience: knowledge gained from past involvements or exposure. †¢Expectations: what is hoped to be achieved. 2.Factors in the Target: Observed Characteristics†¢Novelty: uniqueness. †¢Motion†¢Sounds†¢Size†¢Background†¢Proximity†¢Similarity3.Factors in the Situation:†¢Time†¢Work setting†¢Social settingHow can a persons perception of others impact an organizations behavior? To find the answer to such a  question one must first understand organizational behavior. According to Robbins, S. (2005) organizational behavior (OB) is defined as a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organizations effectiveness. Organizations are run by human beings, not machines. For that reason, a persons perception can have either a positive or negative impact on an organizations behavior depending on the factors that influence his or her perceptions. Ones perception of other individuals within an organization can influence the level of commitment as well as cooperation of employees within an organization. Take family-owned and operated (managed) businesses for instance. According to Barnett, T. and Kellermanns, F. (2006) Securing the commitment and cooperation of nonfamily [sic] employees is likely to be more difficult if they do not perceive that decision outcomes, decision processes, and decision makers are fair or just. Non-family employees perceptions of the fairness of human resource (HR) practices in such areas as: positions of authority, wages, promotions, discipline and so on within family-owned businesses may vary depending on the existent of family influence within the organization. Barnett, T. and Kellermanns, F. (2006) identifies non-family perceptions of HR practices at three different levels of family influence as:1.Low levels of family influence tend to have little impact on the fairness of HR practices. 2.Moderate levels of family influence tend to have positive effects on the fairness of HR practices. 3.High levels of family influence tend to have negative effects on the fairness of HR decision processes and outcomes. Clearly, a persons perception of others can impact an organizations behavior in many different ways because the overall organizational behavior is not just based on one persons perspective but rather a collective perspective of all the employees within the organization. However, it is  possible for a single person or a small group of people to affect an organizations behavior i.e. the CEO, family members etc. depending on their level of influence or control over the organization. What are the positive and negative effects of using perceptive shortcuts when judging others? Perceptive shortcuts can affect the quality of a persons decision-making and performance. According to Robbins, S. (2005) some of the most frequently used shortcuts include:†¢Selective perception: selective interpretation based on ones expectations. †¢Halo Effect: bias opinion based on first impression or single attribute. †¢Contrast effects: assessment of persons qualities based on others with similar qualities. †¢Projection: Attributing ones own characteristics to other people. †¢Stereotyping: preconceived notion about an individual based ones perception of the group to which that person belongs. †¢Self-fulfilling prophecy: A situation in which one person inaccurately perceives a second person and the resulting expectations cause the second person to behave in ways consistent with the original perception. Positive effects of using perceptive shortcuts when judging others:†¢Simplify the amount of information being received. †¢Having express knowledge of individual characteristics allows interviews to go quickly. †¢Grouping people based on similar characteristics can help interviewers to extract applicants with specialized skills quickly. †¢It is easier to judge an applicant positively if the interviewer perceives that they are alike. Negative effects of using perceptive shortcuts when judging others:†¢Unwarranted conclusions from vague information. †¢Having limited knowledge of individual characteristics can lead to hiring a person not suited for a particular position. †¢Grouping people based on similar characteristics can lead to distort perceptions of applicants. †¢When interviewers perceive applicants to be like themselves their ability to respond to the applicants differences becomes distorted. These lists could go on and on, but notice that: in theory, for every action there is an equal and opposite reaction. Decisions made in real world organizations are not quite so cut and dry. How are decisions in real world organizations actually made? In real world organizations decisions depend great deal on the accuracy of managerial perceptions. However, due to the aspect of human nature (shortcut perceptions), the accuracy of managerial perceptions may vary. This often causes some managers to have inaccurate or unrealistic perceptions of an organization. In one case study on the accuracy of managers perceptions Mezias, J. and Starbuck, W. (2003) evaluated 70 different managers and found that:About 35% of the managers had very accurate perceptions, with errors below 11%. About 35% of the managers greatly underestimated sales, with errors ranging from −75% to almost −100%. About 24% of the managers overestimated sales to extreme degrees, with errors ranging from 200% to 4800%. Overall, about two-thirds of the managers expressed unrealistic notions of their business units sizes in monetary terms. Noticeably, several managers did have accurate organizational perceptions. However, the percent of managers with inaccurate perceptions was much higher. One would not have to speculate which managers used shortcut perceptions. Unfortunately, shortcuts cause a continual bias for error. Organizations concerned with production growth, sales growth, manufacturing concentration and so forth need to follow a more rational decision-making process in order to maximize performance. The rational decision-making process depicts how decisions should be made. Robbins, S. (2005) lists the six steps in the rational decision-making process as:1.Define the problem: compile information regarding the problem. 2.Identify the decision criteria: identify all the relevant criteria that will be important in solving the problem. 3.Allocate weights to the criteria: rank criteria in order from most important to least important. 4.Develop the alternatives: list all the viable alternatives while being aware of all the possible consequences of each alternative. In addition to the rational decision-making process5.Evaluate the alternatives: analyze and evaluate each alternative in reference to the solution to the problem and rank in order of viability to possible consequences. 6.Select the best alternative: the alternative with the highest rating for success and lowest rating for adverse consequences. How can our perceptions shape ethical or moral decisions? First, one must look at the criteria for ethical or moral decision-making before determining how a persons perceptions shape ethical or moral decisions. Robbins, S. (2005) lists three different criteria that can be use in making ethical decisions as:1.Utilitarian: liberal ethical element i.e. the greatest good for the greatest number2.Rights: legal or moral entitlement i.e. protecting the basic rights of individuals3.Justice: being just or fair element i.e. equitable distribution of benefits and costsEach criterion has benefits as well as drawbacks. For example:†¢Utilitarianism: promotes efficiency and production of the organization, but can result in a lack of regard for the  rights of individual workers, generally minorities. †¢Rights: protects the rights of individual workers, but can result in a decline in the efficiency and productivity of the organization†¢Justice: promotes equitable distribution of benefits and costs, but can result in more uncertainty in the effects on efficiency and profits. Observably, these examples of the criteria for ethical or moral decision-making clearly identify the dilemmas of managerial decision-making. Consequently, one might be more inclined to see how managers perceptions of organizational values may sometimes merge with their personal values to form individual business ethical judgments. According to Hunt and Vitell, (1986):This ethical judgment is assumed to be influenced by deontological evaluations (doing what one believes to be right regardless of its consequences), teleological evaluations (assessing ones action in light of its consequences in the tradition of utilitarianism), or a balance of these two perspectives suggested in the theoretical framework posited by past researchers and practitioners. In conclusion: Perception is the process by which an individual obtains, interprets, selects, and classifies sensory information. Perception in decision-making is based on a persons internal understanding of reality rather than reality itself. Therefore, a persons perception of other individuals within an organization can influence the level of commitment as well as cooperation of employees within an organization. Perceptive shortcuts are a combination of various mental shortcuts used to save time in the decision-making process. Perceptive shortcuts can have both positive and negative affects in the quality of a persons decision-making and performance. Decisions in real world organizations are made by using a combination of perceptive shortcuts and the rational decision-making process. Ethical or moral decisions are shaped by a persons perception of the balance between organizational values and his or her personal value system. Based on these findings, one can conclude that successful people do try to make rational and logical decisions. However, due to internal and external factors of perception not all decisions are rational and logical.  The reality of it all is that people are people, and to err is human. References Barnett, T. and Kellermanns, F. (2006). Are We Family and Are We Treated as Family? Nonfamily Employees Perceptions of Justice in the Family Firm. Entrepreneurship: Theory Practice; Vol. 30 Issue 6, p837-854, 18p, 1 diagram. Retrieved November 8, 2007, from http://web.ebscohost.com.ezproxy.apollolibrary.com/ehost/detail?vid=15hid=101sid=8db3f227-5161-4202-a37e-220847ed375d%40sessionmgr107Fritzsche, D. and Oz, E. (2007). Personal Values Influence on the Ethical Dimension of Decision Making. Journal of Business Ethics. Vol. 75 Issue 4, p335-343, 9p. Retrieved November 9, 2007, from http://web.ebscohost.com.ezproxy.apollolibrary.com/ehost/detail?vid=3hid=9sid=179955d8-0df8-48d7-ad28-786c88c92be7%40sessionmgr8Mezias, J. and Starbuck, W. (2003). Studying the Accuracy of Managers Perceptions: A Research Odyssey. British Journal of management. Vol. 14 Issue 1, p3-17, 15p, 5 charts, 5 graphs. Retrieved November 7, 2007, from http://web.ebscohost.com.ezproxy.apollolibrary.com/ehost/detail?vi d=11hid=101sid=8db3f227-5161-4202-a37e-220847ed375d%40sessionmgr107Robbins, S. (2005). Organizational behavior (11th ed.). Upper Saddle River, NJ: Pearson Education.

Movie Review: Yentl Essay -- essays research papers

Movie Review: Yentl Everyone at one time or another has felt out of place. Feeling unsure of one's place in society is an experience that every young adult faces but deals with differently. Some rebel while others comply with whatever has been set out for them by society or their parents, or both. The role of the woman in society is forever changing. Where women were once obligated to stay in the home and dote on their husbands, they are now working in the same types of jobs as their husbands. What was typically the male role has been blurred and practically obliterated. Religious roles have followed society's lead in their evolution. For example, since its creation over five thousand years ago, the Jewish religion has evolved in some movements to involve women and men equally in ceremonies. The orthodox movement has always remained traditional in its belief that women have their place in the home, cooking and raising children, and serving their husbands. Education remains the man's duty. The movie Yentl starring Barbara Streisand, shows this traditional belief through its plot, characterization, music, lights, camera angles, and symbolism. Set in Eastern Europe in 1904, Yentl captures the essence of the Jewish woman's eternal struggle. It is the story of a young girl, in love with learning but forbidden to do so by Jewish tradition. Upon her father's death, Yentl disguises herself as a boy to attend a yeshiva (religious school) and continue her studies. She befriends Avigdor, a male scholar at the yeshiva, and falls in love with him. Driven by her love for him, Yentl will do all that she can to ensure that he is near her and that her secret is not revealed. Yentl struggles with her secret until the day she can no longer remain silent. She tells Avigdor what she has done, and of her love for him, but he cannot accept a woman who refuses to act as a traditional woman should. So Yentl departs for America in hope of a different mentality, but never forgetting her love for Avigdor and all that she has learned. Based on Isaac Bashevis Singer's acclaimed short story, "Yentl, the Yeshiva Boy," the story is somewhat unrealistic but serves its purpose in proving a point; the point being that women have always been just as capable as men in studying and education, an... ...e bird, is able to soar - through the prejudices of her traditions and through the world of knowledge for which she so longs. She displays this thought in the last line of the movie when she sings "Papa watch me fly." As well, when Yentl transforms herself into Anshel, the boy, she looks at herself in a cracked mirror and cuts her hair. This displays her uncertainty of herself and her place in Jewish society, and the cutting of her hair symbolizes her transformation and the beginning of a new life for her. Symbolism throughout the film, contributes to the film's theme of self-discovery and role reversal. The plot, characterization, lighting, camera angles, and symbolism reveal thoroughly the plot of this highly thought-evoking film. The plot mainly contributes to proving that a woman's place is not solely in the home. That "story books for women, sacred books for men", as the bookseller says at the beginning of the story, is not an accurate assessment of a woman's intellectual capabilities. Because of Barbara Streisand's fabulous and complete characterization of Yentl, this movie comes to life and touches the hearts of its viewers.

Performance Apprisal Management-Assignment

Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management . Performance Apprisal Management-Assignment Performance Apprisal Management-Assignment Q 1: How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System : Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features: * Linking individual goals to the corporate and work unit business plans and goals; * Focusing on results, behaviors (competencies) as well as process improvement; * Regular reviews and updating of performance plans to address changing demands; * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in perfo rming to the standards required in their jobs / roles; * Training for managers on how to provide performance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on â€Å"what† they have accomplished like performance goals, but also â€Å"how† the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on â€Å"how† they performed their work . GOAL : # The aim is to focus people on doing the right t hings in order to achieve a shared understanding of performance requirements throughout the organization. # Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System : Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- # A performance management system is â€Å"the process through which companies ensure that employees are working towards organizational goals. # It includes more than just a performance ap praisal. The performance management system is also composed of â€Å"strategic plans, manager accountability, pay, promotion, training/development, and discipline. † Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , al l can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE : # Something which has to be accomplished. # They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System : Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas – all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment # Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, sati sfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE : # Refers to the behavioral requirements of a role to carry out the work satisfactorily. # What people bring to work in the form of different types and levels of behavior. Examples can be: job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the most important parts of a supervisor's or team leader's job. Developing skills in performance management is a wise investment for agencies—an investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes: * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System : Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include: * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with employees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high lev el performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees' commitment to do their b est. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPM's Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2:Identify at least 3 general or core competencies for each (3) levels of management. Ex plain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow – Core Competencies of top-level management : Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm; rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies : Planning and causal thinking :refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking : Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking :Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill– role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies : Concern for Influence (The need for power) : which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds â€Å"ownership† of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence : Personal example for an intended impact uses symbols of group identity. (3) Others :Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. # Core Competencies of Middle-level management : Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organization's bottom line.Some core competencies of middle level managers are given bellow : (1)  Ã‚   Thinking about the organization : Strategic Vision-evaluate the internal and external business environment to develop a long-t erm vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of company’s business model and markets as well as good commercial and financial acumen.Ability characteristics– job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics– the help of sensitive training, brain-storming, and case studies. (2) Deliver Result : Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Customer Focus- foster a customer-focused environment   delivering exceptional service and anticipating future   customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People : (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly   Ã‚   Engages and Inspires -inspire commitment and energy and a desire to excel and bring one’s best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Interpersonal skill  or Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sens e of collaboration and work effectively across the organization to achieve goals.Conceptual skill– to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. # Core competencies of first –level manager or, first –line manager :(Supervisor) First-line managers are responsible for the daily management of line workers—the employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow : ( 1) Act as a role model : Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing one’s skills a nd capabilities. Continuous learning – Builds Trust and Confidence- consistently act and communicate in ways that model organization’s   values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics– to use role-playing, sensitiveness training and case studies to forward employees’ focus on this element. Honesty and Integrity –truthfulness, honor rest two level managers. (3) Flexibility : flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management .

keisey report Essay

The Keirsey Temperament Sorter Results indicated that my personality type is that of the Guardian Provides (ESFJ) and my character type is Provider (ESFJ). My results indicated that my personality is the cornerstone of society and that I have a natural talent in managing goods and services-from supervision to maintenance and supply. It also said that I believe in law and order. I take pride in being dependable and trustworthy. I can also be counted on to get the job done. I honor customs and traditions, meticulous about schedules; I’m not comfortable with winging it or blazing new trails. My results also indicated that I am cautious about change and when it comes to changes. I prefer to go slow and look before I leap. When it comes to the needs of people, especially those close to me I approach tasks in organized and thoughtful matter. It also said that I am a keeper of traditions like holidays, and I go out of my way to make sure people are cared and provided for. I totally agree with the results of the Keirsey Temperament Sorter, my results couldn’t have been more accurate. I am a person who cares about others, and I have always said that I was born to serve. When it comes to my professional life, no job is beneath me. I am very loyal, a team player, a hard worker and sympathetic to the needs of others. To my surprise the results were very accurate when it said that I am sensitive to the feelings of others. I love to entertain although I may not be the host. I often find myself talking to others, making sure that the needs of the guest are taken care of and making sure that they are involved. I don’t like taking risk nor do I like major changes .What I think can really help me is to have an open mind when it comes to change. I do not agree with the results regarding personal criticism nor am I able to speak with confidence. I can definitely use this information in my work environment such as keeping an open mind to changes, not being quick to judge, and being very cautious.

Order and authirity essays

Order and authirity essays For a society to run efficiently a sense of order needs to be maintained. To maintain this order all societies have a political system in place that ranges in complexity. There are four forms of political systems - bands, tribes, chiefdoms and states. Within each political system there are formal or informal mechanisms used to exercise control (and in some cases both). Whether mechanisms are formal or informal depends on what works in each society. With these mechanisms comes a level of enforcement that is used to implement the type of behaviour seen as socially acceptable. This power of enforcement is dependent on the laws available in a society. Gender and religion help play apart in enforcement. There has been a decline in cultural specificity that is largely due to globalisation. But there have always been mechanisms of social control common to the majority of all societies. Even though New Zealand is isolated from other countries geographically, we use many of the same social me chanisms as those overseas. Bands were egalitarian societies and this is one reason why they were the simplest forms of political organisation. People that are almost equal do not need a complex control system. They were generally foraging societies that were constantly moving with the seasons. There were two types of bands - simple and composite. Simple bands were smaller than composite bands. They had an informal political system, with an older male being the leader. Males and females were both involved in the decision making process. Composite bands had a more defined leadership than simple bands. However, political organisation was still informal. The Comanche, who foraged on the southern Great Plains of the United States, are a clear example of a composite band. The Comanche were divided into a number of separate bands. Individuals and families could move amongst the bands and even form new bands, although bands rarely came together for collective...

Strategies for responsible business Assignment Example | Topics and Well Written Essays - 3750 words

Strategies for responsible business - Assignment Example For instance, employees may hold sarcastic approach towards the fact that their organization is externally engaged in social work while management is not doing the needful to improve their working conditions. Therefore, the exact definition of CSR can be explained by the overall approach of an organization. A firm that engages in sharing information with its employees regarding probable downsizing, and then helps the displaced employees with new job opportunities is essentially involved in CSR. Likewise, another firm that emphasizes on customer interest by providing them safe, reliable and innovative products is also engaged in a strategic CSR (Waldman et al., 1). The concept of CSR emerged in the aftermath of World War II, and it gained actual foothold in the business world from 1960 onwards (Carroll & Shabana, 85). CSR essentially means that a company performs its certain activities for a larger purpose of social, economic and environmental benefits over its economic and legal goals. Traditionally a business is known for its profit making strategies and its product or service innovations. In this modern age, CRS activities add brand value to an organization. In fact, many organizations promote their CSR activities so as to gain the confidence of more number of people across the globe. The essence of CSR lies in thinking above profit maximization objectives, and striving towards the goal of performing in a viable social and environmental setup. In truth, a company does not legally have any social responsibilities that are not integral part of its business objectives. The need is to put in best efforts to minimize adverse impact on society an d environment; nevertheless the trick lies in balancing such efforts with the core financial objectives. This paper has attempted to critically discuss the following statement: â€Å"Companies engage in CSR because, for a number of reasons, they think it will be good for their profit

Toy store investigation Essay Example | Topics and Well Written Essays - 500 words

Toy store investigation - Essay Example There was another aisle called â€Å"Little Mommy†, which consisted primarily of baby dolls, stroller, baby bottles and fake diapers. The final aisle was called â€Å"Princess and Meâ€Å". This was my favorite aisle, because it was so fascinating and eye catching. It was filled with princess crowns that are covered in fake jewels. It also had adorable shoes with heels, as well as fairy tale wings, tutus and ballerina shoes. There were many things I found very disturbing about this section. The first thing was the way they portrayed a woman’s role to these young girls, particularly at this age because their brains are like sponges. I feel this is just teaching them when they grow up they have to cook, clean and take care of their children while looking fabulous. I was also shocked by the career choices that are given to young girls as well. Motherhood was the number one role that was illustrated in this section. They also expect the girl to be friendlier and less viol ent because of the language used on the packages. They frequently uses words like ‘pretty‘, ‘lovely‘, ‘friends‘, and ‘together‘. These words are displayed in a round smooth lettering. The boys’ section was directly across from the girls’ section, decorated all in blue. This section was also categorized by different themes.

Managing Relationships Essay Example | Topics and Well Written Essays - 1500 words

Managing Relationships - Essay Example It all begun when I joined high school, this man came my way as I was looking for a place to print my documents. Being that I was new to this school, I asked him to show me where I could print my documents. The man gladly volunteered to deviate from his journey to where he was headed initially, just to make sure he takes me to the printing place. He directed me to a certain cybercafà ©, just by the gates of the school compound. Here, all services were offered at a student-pocket- friendly prices. I liked it, and after I was done, I asked the young boy to tell me who owns the cybercafà ©. At my surprise, the man told me he did. The man was the owner of the cybercafà © and he was a student as well. I had always thought of doing the same thing. So I told this young man my interest and he allowed me to join him in the business. It is now three years since we met and became business partners with John. Our business has expanded since we now have a wider customer base and a lot of cumulated assets. Our short-term attraction to work with each other each was dependent on interest. I was very interested and impressed with the fact that one can actually run a cybercafà © very well as they study. In addition, John did not have enough capital to expand his business, so he wanted a trusted partner to work with. On the other hand, after working for some time together, we acquired a lot of assets together with the money we jointly owned. This is a fact that made our relationship develop further and make it now to be a long-term one. We are long-term partners since we have established the business to a bigger one right now and even opened up a branch in a nearby town. Our relationship is one that is guided by several types of power. For instance, there is the use of reward power, legitimate power, expert power as well as referent power. In this case, reward power since we

Close reading Essay Example | Topics and Well Written Essays - 1250 words - 1

Close reading - Essay Example On arrival at the hotel, we were welcomed by a smartly dressed lady in a white shirt and blue nicely fitting skirt. I later learnt was a headwaiter. She welcomed us in a professional manner and showed us to an unoccupied table close to the counter. The waiter gave us the menu to go through and as if to save time, she went through it mentioning the main dishes offered as I perused with little attention to what she was saying until I heard her mention the word Balut. I paused to look at her and she went on to underscore how favorite the food was among many patrons in the hotel. I asked the waiter to tell me more about ingredients and preparation of Balut. She explained that a duck’s egg prepared in the Filipino traditional style was the core component of the food. She said the egg is boiled and served when hot or warm and that it may not be as delicious if served when cold. My friend nodded in agreement and with a suggestive smile took the menu from my hands. I was curious and wanted to know more because I did not know anything unique in a duck’s egg apart from the fact that it is usually bigger than that of a chicken. The waiter informed me that other accompaniments depend on the tastes and preferences of the customer, for example ground pepper mixed with sour milk that is not fully fermented, lemon chips or garnish. Rice can also be served together with balut. What amazed me is the simplicity with which the waiter explained to me as if I was a member of the South Asian immigrant community who know balut. The waiter also informed me that apart from being a delicacy, balut has therapeutic value, which is the feature that is mostly sought after by immigrant South East Asians. According to Cherry and Morris, balut is known to strengthen the human immune system and was cholesterol free. I felt that I had come to the right place

Support For A Person With Disability

Support For A Person With Disability The  Imbecile Passengers Act 1882, have discouraged disabled people from settling in New Zealand. They had required a bond from the person liable for a ship that disembark any person lunatic, idiotic, deaf, dumb and blind who might become a charge on public or charitable institutions. In 1899, The  Immigration Restriction Act was made and  included in its list of restricted immigrants any idiot or insane individual and those agonizing from contagious/ infectious diseases. The purpose of such policies and strategies was to discourage disabled people immigrating to New Zealand. The government believed that they will become burden to the country and they would not want to waste government funds on them. They saw people with disabilities as a liability and can no way contribute for the betterment of the country. Funding: Support for a person with disability usually came from their own families. Any financial support that they received were from charitable organisations. Attitudes/Stereotypes: Disabled persons were regarded as useless that is why the government has established and implemented laws and policies to stop them from coming to the country. People with disability were perceived as a burden or an outcast. Terminology/Barriers: People in this era called disabled people dumb, lunatic, idiot, deaf and blind. They were often regarded as crazy. Labelling them as dumb means that they lack intelligence or they are stupid. The language that they used created barrier for the person with disability to even develop relationship with other people. Knowing that they were crazy or stupid the society has avoided and treated them as if they have no feelings. 1900 Strategies and Policies: The Mental Defectives Act 1911 had made a distinction among individuals of unsound mind, mentally infirm, idiots, imbeciles, the feeble minded and epileptics.In 1916, the New Zealand Census identified people who were deaf and dumb, blind, lunatics, idiots, epileptics, paralysed, crippled and/or deformed. Devices and special apparatus were put in place to identify defective children. Standardized care was emphasized especially for mentally incapable person. Children with special needs were not allowed to go to school and they were put away in institutions.Some of the positive actions that came out during this period was the Plunket organisation. This organisation was focused on providing care and assistance to children with disabilities and their mother as well. After the world war, majority of the soldiers returning home were suffering from mental illness and physical impairments. The public challenged the government to provide services for the returning soldiers such as psychiatric treatment, physiotherapy and plastic surgery. During this era, the rehabilitation of the mentally and physically impaired into nation was given importance. The Disabled Servicemens League further developed the medical rehabilitation for ex-servicemen. In 1954, services offered by the organization became open to the public. Funding: In 1950s and 1960s,the orientation towards large institutions for disabled people began to be challenged during the. IHC has set up day care centres, occupational groups and residential care homes. At the same time it followed a more rights-based way in seeking suitable learning facilities for their children. The governments access to services for disabled people became more community and rights based during 1970s. After the 1972 Royal Commission into Psychopaedic Hospitals, the authority funds were increasingly focused into building small residential care facilities rather than large institutions. Attitudes/Stereotypes: The 19th century saw greater separation of disabled people. The workforce had to be more physically consistent to perform everyday factory operations. Disabled individuals were cast off. They were pictured as worthy poor, in contrary to work-shy unworthy poor, and was given Poor Law Relief (money from public funds. They became more dependent on the medical calling for benefits, treatments and cures. Special schools and day-centres were set up separately which denied disabled and non-disabled people the day-to-day experience of living and growing up together. Terminology/Barrier: Disabled people were called cripple, epileptics, feeble minded, paralysed and deformed. They were labelled according to their appearance or illness. This has led to harsh criticisms and they became the object of bullying. The barrier is that due to their physical deformities, they became different and made them stand out so right away people would notice them. 2000 onwards Strategies and policies In 2000/2001, the government developed the New Zealand Disability Strategy. With the implementation of the new strategy, care for the disabled people has changed dramatically. Before, medical model was used which focuses on the treatment and rehabilitation of the impairments. Nowadays, the Strategy was based on the social model of disability. The model suggests that disabilities occur due to society unable to accommodate the disabled peoples needs. The aim of New Zealand Disability Strategy is to ensure that the person with disability is able to live his life on his/her own term and that their rights are protected all the time. Office for Disability Issues was set up in year 2002. Focusing on disability across government and to lead the implementation and monitoring of the New Zealand Disability Strategy was its main goal.In 2004, the New Zealand Sign Language Bill was made and introduced into Parliament. It proposed recognising New Zealand Sign Language as the third, official language in the country. New Zealand has taken a leading role at the United Nations in the growth of the agreement making absolute rights of disabled people. Funding The Labour-Alliance Coalition Government initiated a health system reform. In 2001, 21 District Health Boards (DHBs) were formed. Primary Health Organisation (PHOs) were developed in 2002 to manage primary care, including general practitioners and their services. New Zealand Public Health and Disability Act 2000 Attitude/ stereotype For most of the 20th century, disability was thought to be a problem inherent in individuals. This is commonly known as the medical model, where disability was seen as being something wrong with a person, which could be cured or at least contained. Solutions to the problem of disability took the form of government and wider society helping to fix or accommodate the problems of those afflicted individuals. This was often by segregating people with the problem and providing a service (such as an institution) to meet their special needs. As a result, the human needs of many individuals were unmet. Terminology/ barriers During this era, the publics view on disabled people has changed. they have accepted these people on what they are now and has stopped criticizing by not calling them degrading names. Instead of calling them confined to wheelchair or wheelchair-bound, they have changed it to having an impairment with their mobility. This era has also considered disabled people in public areas. Nowadays, they are now prioritized as evidenced by accessible toilets, mobility parking and priority lanes. Service provision and Access framework There are a lot of support services available for people with disabilities which are funded by the Ministry of Health. Below are some of the services: Behaviour Support Services are for people with intellectual disabilities who pose challenging behaviours which make it difficult for them to engage in social activities and develop relationship. Talk to the local needs assessment and service coordination (NASC) for a referral. The NASC will then assess your eligibility for the Ministry-funded Disability Support Services. If accepted, they will work out which service will best meet the needs of the person, their family/whanau and other networks. Supported Living is a service that helps disabled people to live independently by providing support in those areas of their life where help is needed. This service is available to anyone aged 17 and older. He/she should also be assessed for credibility. With Supported Living, youll identify the areas where you need help. These are written in a personal plan. Areas where support may be needed could include using community facilities, shopping, budgeting or cooking and help them in dealing with agencies such as WINZ or other bank. A support worker will work with you, usually at your home, but support will be provided at times and places that are agreed. This support is provided by an organisation that is contracted to Disability Support Services at the Ministry of Health. How do I access Supported Living? Talk to a Needs Assessment and Service Coordination (NASC) organisation about getting Supported Living. Theyll assess you to make sure youre eligible and that supported living is the right service for you. The NASC will then provide information about the Supported Living providers in your area and you can choose who you would like to provide this service. You may wish to gather further information about the providers before making your choice.