Character of Catcher in the Rye essays

Character of Catcher in the Rye essays Holden is the protagonist and the narrator of the novel. He is a 16-year-old junior who has been expelled from Pencey Prep for academic failure. Holden is very intelligent, and sensitive, but he narrated the novel in a cynical and jaded tone. He thinks everyone is phony, and believes that he looks much older than he his. Ackley is Holdens next-door neighbor in the dormitory at Pencey Prep. Ackley often barges into Holdens room and doesnt seem to take the hint to leave. Stradlater is Holdens roommate at Pencey Prep. He is a handsome, self-satisfied, and popular, but he is in Holdens words, a secret slob. He appears well groomed, but his razor and other toiletries are disgustingly filthy. Holden spent a lot of time with Jane one summer in Maine. Jane never actually appears in the book, but Holden talks about her all the time because she is one of the few girls Holden respects and finds attractive. Phoebe is Holdens younger sister, whom he loves dearly. Although she is six years younger than Holden, she listens to what he says and understands him more than other people. Allie is Holdens younger brother who died of leukemia three years before the start of the novel. Holden describes him as a brilliant, friendly, redheaded boy. Allie was the smartest of the Caulfields and Holden is tormented by his death. D.B. is Holdens older brother who wrote a collection of short stories, which Holden loves. D.B. lives in Hollywood and prostitutes his writing talents by writing for Hollywood movies. Sally is a very attractive girl that Holden has known and dated for a long time. Holden thinks that Sally is stupid. Mr. Spencer is Holdens history teacher at Pencey Prep, who unsuccessfully tries to sh ...

How to become a substitute teacher

How to become a substitute teacher Substitute teachers are the pinch hitters of the education world: they step in when needed and help keep the game running smoothly. These educators are key to making sure that the school day continues on even when the regular classroom teacher can’t be there- whether that’s for a sick day or a longer-term absence. What does a substitute teacher do?Substitute teachers are educators who are employed by a school or school district as a kind of floater. When a full-time teacher is unavailable for any reason, the substitute teacher can take his or her place in the classroom for a period of time, continuing the lessons and plans set by the full-time teacher. They’re fully trained educators and are typically experienced in the subject for which they’re filling in.A substitute teacher’s duties may include:Teaching lessons as outlined by the full-time teacherDeveloping lesson plans for longer-term assignmentsManaging classroom behaviorMonitoring other school activities like the lunch, recess, or bus activityThe workday for a substitute teacher is typically a six- or seven-hour standard school day, though fulfilling the full-time teacher’s duties may call for the substitute to handle after-school or extracurricular activities as well. Substitutes may work during the regular school year or during special sessions like summer school or night school. Like full-time teachers, substitutes might choose to specialize in particular subject areas, particularly at the middle school or high school level.What skills do substitute teachers need?Substitute teachers need to be able to step in for full-time teachers with minimal interruption to the classroom, so they need to have essentially the same set of skills- with a bit more flexibility thrown in.Teaching Skills:Â  Whether they’re working with lesson plans set by the full-time teacher or their own plans, substitutes need to be able to teach concepts and skills to students.Organizat ional Skills:Â  Substitute teachers are responsible for keeping the classroom organized and running efficiently in the full-time teacher’s absence, so it’s crucial to be able to step into a potentially unknown situation, understand what the full-time teacher was working on, and pick up that ball and run with it. Classroom management is essential to the job.Patience:Â  Like with every educator, the substitute teacher will be faced with students of varying abilities, behavior, personality, etc. A strong sense of patience goes a long way in this career path, especially when there are students who have trouble dealing with interruptions in the classroom.Flexibility:Â  By its nature, this job calls for flexibility. Your classroom today might not be your classroom tomorrow- or it might be your classroom for the next six months. If you need a consistent routine and consistent details from day to day, this might not be the best teaching path for you. But if you love the ide a of working with different people on different projects from day to day, this flexible attitude can be a major asset.What do you need to become a substitute teacher?Each school or district has its own policies about substitute teachers. Some require substitute teachers to be fully certified by the state. Others require a four-year degree, while some require a minimum of a high school degree. It’s important to check with your target school district to see what they require and what you’ll need to have.How much do substitute teachers get paid?According to the U.S. Bureau of Labor Statistics, the median annual salary for substitute teachers is $30,900, or $14.86 per hour. This can vary depending on the teacher’s experience, as well as the type of school.What’s the outlook for substitute teachers?The education field is continually growing as local populations grow and create more students. The U.S. Bureau of Labor Statistics expects that the demand for subst itute teachers will grow about as fast as average for all jobs through 2024.

Palliative Care for Urinary Tract Infections in Elderly Patients Essay

Palliative Care for Urinary Tract Infections in Elderly Patients - Essay Example By an extension, the principles of a model of medical reflection also provide a cyclical model which will enable me to reflect upon this problem and subsequently examine my nursing practice as a founding point for further development and improvement in the nursing profession. Description In this paper I will be reflecting on an experience with a patient who was suffering from urinary tract infection, dehydration and dementia, whom I encountered during my community placement. This patient was suffering from Urinary tract infection and dehydration and had been transferred to the ward from Emergency Medical Unit (EMU). The patient was also suffering from dementia and during the handover it was mentioned that she could be both verbally and physically aggressive. It was also handed over that she had intravenous (IV) fluids prescribed and needed a cannula insertion as she had removed the one previously in place. This involved a patient who will be referred to as Mrs P, in order to maintain confidentiality and anonymity (NMC 2008). Mrs P was an elderly 79-year old woman who was suffering from dehydration and urinary tract infection. Mrs P had also been diagnosed with dementia, and was reported as being aggressive both physically and verbally. Feelings Initially when we opted to insert the cannula into the patient initially she agreed to our intentions only to turn aggressive and unmanageable, later my mentor advised the matron to insert the cannula, which she did though without the patient’s consent, as the patient shouted and almost made the whole process impossible. I was disturbed by these two related events, first, the patient’s aggressiveness and two, our forceful way to inserting the cannula into the patient. Thus these situations brought in me a need to find out more about the patient and their condition, and the consequences of the matron’s decision. When I met the patient I felt sympathetic towards her and her insistence to refusing the c annula insertion given her general condition. A mixture of thoughts crossed my mind, although I could understand why she did not want to undergo the process, but this thought was not conclusive for me as a medical student. On reflection it seemed a positive experience as it allowed me to see how people cope differently with medical conditions, and the impact it has on the patient and the entire therapeutic process. Evaluation During this experience I thought that the nursing team had built a good professional relationship with the patient and therapeutic process. The patient had plenty of time to discuss any concerns or issues that she had and any of her reasons for refusal the cannula insertion. In my mind, I had theorized that the issues that had been discussed or ought to be discussed included issues such as symptom management; how the patient is feeling is important and needs to be taken into consideration. This would also need to be discussed with her partner alone, to find out how she is feeling and to find the best medical alternative for her treatment. This is why the Visual Analogue Scale could have been helpful for monitoring the progression of the patient’s condition (Crichton 2001). Since I have used the tool before, I find it to be beneficial for effective monitoring of patient’s condition because it was a good indicator as to when we would need to adjust her analgesia using the World Health Organization (WHO)Â  analgesic ladder (WHO, 2005).

Philosophy Essay Example | Topics and Well Written Essays - 500 words - 7

Philosophy - Essay Example Modern philosophical thinking tries to explain the theory of cognition thereby trying to explain why and how the events take place and subsequent pattern of behaviour of man under certain condition involving emotional and metaphysical reaction. Philosophy can be broadly defined as an attempt to explain the sequence of events or happenings around us that directly or indirectly influence our actions and reactions in our daily life. It makes special efforts to examine and evaluate the thought processes and principles regarding truth, duty and knowledge about the things in general. Hence, philosophy is that branch of social science that tries to interpret everything and anything in the wider empirical consideration of our experiences of conscious and unconscious manifestations of our being. It therefore, can be said that each of us, follow a definite philosophy which guides our actions and our efforts to gain knowledge. Philosophy, with its wide ranging implications and its inherent tendency of examination and evaluation of ideas and events, is amalgamation of all areas of learning and encompasses all fields of social sciences. â€Å"Philosophy is the most inclusive of all branches of learning, and acts as a touchstone to all other aspects of human knowledge† (Sw. Krishnanand). Where all other branches of social sciences like biology, physics, sociology, history etc., work towards explaining and researching subjects and areas that come within its precinct, philosophy and philosophical thoughts promote learning through the application of various fields of social science as well as explaining through the metaphysical aspect of the experiences and events. Various philosophers like Aristotle, Pluto, Hume etc. have espoused philosophies regarding different aspect of our life’s ideologies and concept of living a moral and ethical life. The philosophy is part and parcel of every human being and he or she exhibit

The food Pip Essay Example for Free

The food Pip Essay Magwitch had been sent to Australia to work, and if he ever returned to Britain he would be sentenced for death. Pip did not expect a convict to be his benefactor he couldnt image such a dirty, poor, old man to give him that much amount of money. He wanted to get rid of Magwitch as soon as possible. However pip develops a real affection for Magwitch. Magwitch tell pip about Compeyson the man who made Miss Havisham the way she is. Pip gradually becomes fond of Magwitch. Pip tries to help Magwitch by smuggling him out of London by sea. As they were doing this they were being watched by Compeyson- who is terrified of Magwitch. As they are about to get on to the steamer, Magwitch fights Compeyson the two men fall in to the sea in the struggle Compeyson drowns. Pip dives in to the sea to rescue Magwitch. Once they are on dry land the escape failed and Magwitch is found guilty of returning to England. He was sentenced to death but he was dying anyway. He had caught something in the polluted sea; he swallowed the dirty water and became ill. Pip nurses Magwitch and starts to love Magwitch. Pip learns that Magwitch grew up without parents in a brutal society. Society did little for him. He blames society it forced him into becoming involved with some dodgy people. By Magwitch returning pip realises that he has mistreated those who were truly dear to him, like Joe who is always faithful towards Pip. The courts are incapable of showing compassion. Magwitch came back to Britain out of love for Pip. Eventually Pip learns that Magwitch has been generous towards him so he feels the need to return it. Pip realises that Magwitch is also human. Pip understands the true depth of the sacrifice that Magwitch has made for him. Pip is made to un-learn every thing that he has learnt to re-discover the importance of human relations. Dickens gave pip a chance to become more than he is only to have reverted back to the old kind and pleasant Pip. Pip learns that he cannot change who he is inside from Magwitch. Magwitch uses Pip as his revenge on Society. He uses pip like a doll and moulded it into a gentleman. Compeyson got a lighter sentence because of his status he wanted pip to have the same advantage. Dickens tries to tell us something about the legal system at the time in the twentieth century. However Magwitch s motives were not only revenge but also gratitude for the food Pip gave him. Pip could have turned a blind eye to Magwitch when he was in his hour of need. Magwitch develops a fatherly affection towards Pip. Magwitch relates pip to his daughter who he lost. Magwitch though that his little girl had been killed but pip told him that she was well and he was in love with her. Magwitch teaches pip that there are two meanings behind the term Gentleman 1. Is the status and class.

Being There - A Bit More Like Chance Essay -- Being There Essays

Being There - A Bit More Like Chance While watching the movie Being There, the viewer begins to notice just how different the book and the movie are. While the book appeals more to the reader's emotions, the movie gives a comical outlook on the problems faced in both the book and the movie. The contrast between the two places them into separate categories--a touching story about a man trapped in a world of which he knows nothing about and a satirical comedy about the very same man. The book interests its audience, making them hungry to know more; the movie involves its audience, feeding that hunger for more details. Jerzy Kosinski's short novel, also titled Being There, is a bit more serious than his movie version of the same story . Here, the President is shown as a dignified individual and only on a professional basis. After speaking with Chance and quoting him in his speech, the President has his staff work diligently to find out more about Chauncey Gardiner. The movie, however, actually shows, quite humorously, how Chance's mysterious past affects the President and his personal life, a subject not touched in the book. Many scenes show the President and his wife in their bedroom a nd his wife wanting more than just casual conversation. The President is so preoccupied with the lack of information he is receiving about Chance that he cannot oblige his wife. Kosinski suggests in the book that Chance is something of an exceptional individual. Cha nce sees things on an entirely different, perhaps higher, level than most people. Before his television appearance, Chance thinks to himself, "Television reflected only people's surfaces; it also kept peeling away their images fro... ...ance is almost biblical. Is this the feeling that Kosinski intends? What exactly is he trying to say? Both the book and the movie leave their audiences with many unanswered questions. Although the book and the movie are two versions of the same story, it seems, in the end, that Kosinski intends almost the opposite effect. The book leaves its readers to believe that the story is about a confused man trying to make it in a new world, by telling of both his struggles and triumphs. The movie leaves its viewers with the notion that the story is a lighthearted comedy about a man who is so aloof that he does not even sense the new world aroun d him. So it seems, in a sense, that both of Kosinski's versions of Being There leave the audience with an opinion that is bit more innocent, a bit more inquisitive, a bit more confused -- a bit more like Chance.

Compare and Contrast Gatsby’s and Myrtles Parties

At the end of Chapter 2 and at the beginning of Chapter 3, we find Nick describing two different parties, the first one Myrtle's, the second Gatsby's. The parties are very different themselves; they contain two completely contrasting settings, at opposite ends of the spectrum. Myrtle's party is at the lower end of the spectrum, and seems to be the ‘wannabe party', where most of the people there are the people who wish to become the people who attend Gatsby's party, who are the rich and famous. This contrast of attendees to the parties is very interesting, and in my view, portrays how society in 1920's America was. People wanted to be rich, and followed how the people who were rich to as close as they possibly could. Myrtle's party is a very interesting scenario, in all of its forms. Myrtles apartment even shows how she is determined to live the upper class lifestyle. The description of the apartment (â€Å"a small living room, a small dining room, a small bedroom, and a bath. â€Å") Shows how poor it really is, and may also show how poor Myrtle is. The apartment also shows Myrtle's undying desperation and need to be seen as rich, mostly shown in the items inside the apartment. † tapistried furniture entirely too large for it (the apartment) † The furniture is symbolic of Myrtle in many ways, it can be seen that she is desperate to be seen as rich, and so she buys items that are too large for her own restrictions on life. It could also be seen that the ‘furniture entirely too large for it' shows that Myrtle's desires for life are too large for what she can manage, and so they seem to become cumbersome, and become intrusive in everything that she does. ladies swinging in the gardens of Versailles† is showing the type of lifestyle Myrtle wants to have, and it is the lifestyle that Daisy and Jordan have achieved. This continues to show the desperation of Myrtle, as she is trying to gain the ‘touch of class' wherever she can, and this desperation is amplified when we see how much of a following she has on celebrities lives (â€Å"several old copies of Town Tattle†) it seems she is hoping that if she reads and learns how celebrities live, she will pick up that lifestyle and become one also. The people who go to the party help show what the party is trying to portray. Catherine, Myrtle's sister, is exactly the same as Myrtle in many ways. She is portrayed by Nick as very fake, and possibly a ‘Gold digger', but the reality is that she is just trying to gain security, and the best way to do that in the 1920's was to find a rich husband. Mr. McKee is a photographer, and we can tell by the way he asks enthusiastically to Tom about possibly photographing his family, that he also desperate and trying to ‘make it big'. This is further reinforced at the end of the chapter, where McKee is drunk, half naked and still showing his portfolio to people, in this case, Nick. This shows the perseverance people at this time had to become rich, and how much they needed to force their particular medium on people to get a chance to become rich, but also to preserve their dreams. Tom, at this time, is at the party to escape his life with Daisy, and it is interesting how differently he treats Myrtle and Daisy, but also the similarities. Tom seems to be more willing to spend on Myrtle, for example, the apartment itself and the dog. It is obvious that Tom only wishes to use Myrtle, and thus the apartment, for sex, which is why he has spent so little on it, as it only contains what he requires. However, there are similarities in how he treats Daisy and Myrtle. For example, he will not allow either of them to have their own says if they are not the same as his, and how brutally he treats them if they do not . We see this in plain view when he breaks Myrtle's nose. This shows how he believes in a patriarchal society, and shows how he can bring he back down to reality with one deft blow. Gatsby's party is so much different from Myrtle's it is unrecognizable. Gatsby's party is extremely extravagant, and everything Myrtle wants hers to be. His vastness of wealth is shown in many ways, such as â€Å"‘his Rolls Royce became an omnibus', ‘five crates of oranges and lemons', ‘enough coloured lights to make a Christmas tree', ‘pitful of oboes and trombones'† All of these show off how much wealth Gatsby has, and it is even more amplified with the knowledge that these parties are common occurrences. The descriptions given also seem to be very biblical, such as â€Å"pyramid of pulpless halves†. This imagery may show the fact that the pyramid is made of ‘pulpless halves' shows the people who go to these parties are the kind of people that are in the magazines that Myrtle reads, which are known to be very superficial. The fact that Gatsby is still mainly called â€Å"my neighbour† shows that he is still very mysterious, even though he continuously throws these large parties. This is an interesting contrast, we expect people who throw such parties to be the type of people who show off, or who are celebrities. In other words, the type of people Myrtle aspires to be like. However, Gatsby is not like this, we know he throws parties with such exuberance and enthusiasm, and yet we have only seen a glimpse of the character himself, and we have not as of yet heard a piece of dialogue from him. This is probably why Nick is so interested in him, as he does not fit into the mould that people expect him to. There is no specific people mentioned who go to Gatsby's party, apart from Catherine in the previous chapter. The other people are only described as â€Å"enthusiastic meetings between women who never knew each other's names† This description shows who the type of people go to Gatsby's parties, they seem to be very superficial, and the stereotypical ‘rich person' we can compare this with Myrtle's party, where almost everyone there, excluding Tom, wants to become rich, but they do not think about the consequences of such a thing and will possibly fall into this stereotype, or see it as the right way to be. We can see contrasts between the two parties in many areas, such as the fact Myrtle's party feels very cramped, whereas Gatsby's is very open. This shows the value of life and wealth these two people have, as well as their ambitions. Myrtle's overwhelming ambition to be rich and famous controls as to what she does, which is to do anything she can and nothing else to get her dream. Gatsby's position in life means that he can do what with his life, making his party personify his freedoms. Overall, we are shown two different sides of 1920's America. We see the Hollywood-style America, with Gatsby's party, where everyone is having a fantastic time, even if it is all very hollow. But we are also seen the underbelly of America, with all the opportunists in one place trying to use the wealthiest person there to boost themselves upwards. This, could be said, to be the reality of the American Dream. To make it big, you need to use every chance you can get and make all of the risks you can chance to make it, and if you don't, you fall down the ladder and have to start again.

Psycological Contract Essay

The psychological contract is a little difficult to define because as George (2009, pg3) states it ‘is implicit in that it is unspoken, unwritten and often only becomes apparent when it is breached, causing feelings of violation’ none the less it is extremely important part of the business and can be what ‘binds the employee and the employer together’ (Robinson and Rousseau, citied in George 2009 pg4) ‘through the mutual expectations of input and outcome’ outlined by Businessballs (2010) CIPD (2004, p5) outlines some of the things that people look for in a psychological contract: Employee attitude surveys undertaken by the CIPD since 1996 have been analysed by David Guest, Kings College London, and Neil Conway, Birkbeck College. The surveys have consistently focused on a number of key issues, including: satisfaction, motivation, fairness, trust, job security, loyalty, work–life balance, commitment. Downsizing is the process of removing layers from the company, sometimes known as retrenchment, involving potential redundancies, wage cuts and other general cut backs (Rollinson p41). In this text I will be looking at the effects downsizing can have on the psychological contract whether it can reduce the likelihood of a violation, with particular interest in what makes this ‘contract’ so important, what both the employer and employee are looking for within it and how other factors such as age and social media can have an impact. Businessballs(2010)back up the fact that ‘the psychological contract refers to the relationship between an employer and its employees’ and, in employment terms, it is about finding the balance between how the employee is treated by its employer, and what the employee puts into the job. CIPD (2004) surveys show that ‘90% of HR managers think the psychological contract is a useful concept for helping to manage the employment rel ationship’ this is brought by the, increasing, realisation that employee motivation, satisfaction and commitment can be very influential in the overall business performance, and if an employer can establish and maintain a positive psychological contract with its employee a sustainable business value is more likely to be met (CIPD 2004). So essentially it is a form of guarantee where ‘if each does his or her part, the relationship will be mutually beneficial’ (Robinson and Rousseau, citied in George 2009 pg4). This brings me to my first reason supporting the fact that Downsizing could reduce the likelihood of a psychological contract violation. In a recent survey it showed that staff given an adequate voice are more likely to be engaged and satisfied (CIPD 2009, p2). With downsizing likely to result in the removal of layers of supervision and middle management, the employee voice is more likely to be expressed as those remaining are likely to have more responsibilities and a say in day to day decisions through the process of empowerment (Rollinson 2008, p522) all things likely to strengthen the psychological contract, as if the employee is working harder the employer will be pleased and the employee will enjoy having more of a say and new responsibilities. In addition to this (CIPD 2009 p7) survey showed that ‘Direct’ channels of voice between employees and line managers/senior leaders are both more common and seen as more important than ‘indirect’ or ‘representative’ channels’ their surveys also showed one to one meetings with line managers to be ‘the most important facilitator of voice’ so again this is likely to be made easier through the process of downsizing as they will have the time to deal with less people and with the hierarchy likely to be ‘flatter†¦ and lateral rather than vertical communication is much more common.’ (Rollinson 2008, p522). However there is a lot of evidence to suggest downsizing is likely to have a negative effect on the psychological contract represented by ‘a number of rigorous empirical studies has shown that many empowerment initiatives fail to deliver their expected advantages and that employees can end up less committed than before’ (Rollinson 2008, p 522) as well as ‘a leading British survey has noted, taken overall, the combined effects of work reorganisation and downsizing have led to an extraordinary intensification of work pressure’ (Thompson and Mchugh 2002, p189). This is due to the additional work load and burden left for the employees that remain at the business and often just using a more flattering term such as empowerment will not have the desired effect (ibid.) as well as the apprehension caused by initiatives like downsizing which inevitably leads to the reduction of commitment and loyalty (Savery et al. 1998, citied in Rollinson 2008, p42). With 3 key aspe cts to the psychological contract, mentioned at the start (motivation, loyalty and commitment), likely to be lacking after downsizing the business performance could potentially take more damage ‘because headcount reductions tend to occur across the board†¦ quite frequently, the very people who will be needed to ensure future organisational success disappear as well’ (Rollinson 2008, p50) with performance slacking the employer won’t be satisfied and if the important employees leave then clearly they are not satisfied with the way things are being run and therefore there must have been some break down in the psychological contract. Downsizing can bring other negative aspects to your business in the form of ‘politicking’ which happens in all business to a certain degree, through the form of complaints, adherence to rules etc. but is more likely to happen when resources are reclining or changes are taking place (Robbins et al. 2010, p380/382). With the aim of politicking often being to ‘block or inhibit another group (or individual) from achieving goals’ (Rollinson 2008, p414). Political behaviour is more likely to happen when there is a lack of trust within the organisation (Robbins et al. 2008) and therefore is another suggestion that the psychological contract has been breached, due to downsizing. This argument if backed up in (ibid.) which states ‘there is very strong evidence that perceptions of organisational politics are negatively related to job satisfaction. The perception of politics also tends to increase job anxiety and stress’. Although this shows strong evidence that downsizing could lead to violations in the psychological contract it is not guaranteed, as business balls stress, the outcome of change relies strongly on how it is sold to whoever is concerned (2010) by sold they are referring to how well ‘the use of persuasion, influence or incentive, in causing someone or a group to do something they would probably not otherwise do’ If done properly it is likely the psychological contract will be strengthened as ideally you will meet some sort of compromise and both parties will be happy as ‘persuasion can produce mutually positive outcomes in some situations’ (ibid.). However if a lot of persuasion is involved when trying to implement change on someone it is usually because they are unlikely to accept the situation otherewise, and if pushed too hard it is possible to put off those being persuaded and is unlikely to produce a good outcome for the persuader either (business balls 2010). This is extremely relevant to the psychological contract because it involves a lot of trusted. The transition is always likely to go more smoothly, and the psychological contract can remain strong if the leader is open with his employees giving them all the information and an honest explanation ‘People need to know what lies ahead, and to be consulted and supported in dealing with it.’ (ibid.) There are many things that can affect the psychological contract at an organisation, but it is not the same for everyone. Generation diversity has a huge impact on modern business with organisations having to counter for the different age groups who are unlikely to have the same needs and expectations, for example ‘older, mid- and late career employees were more likely to believe that their psychological contracts are unreplicable’ (Ng Feldman 2008, citied in George 2009 p125) potentially making them a safer option to employ as they will have less concerns when their contract is breached. The importance in taking all the different generations into account is outlined in a recent study (CIPD 2008): The speed of communications, the pace of change to meet mass markets, economic migration and more rigorous Public sector accountability, make this a unique time in the workplace. These have all placed greater emphasis than ever before on the need for organisations to be agile and harness different capabilities. Skills in digital technology, information management and entrepreneurialism are mixed with longstanding wisdom, change management and customer service ethos. The four generations in the workplace are bringing divergent skills, learning styles and expectations around reward. These four generations consist of the veterans, baby boomers, generation x and generation z, as well as the start of generation Z which consist of 16 year olds and younger soon to be a part of modern day business. They develop their different approaches to business through social trends, education, and technology (CIPD 2008). When looking at the psychological contract it is going to be more positive if there is a common goal (George 2008, p4) and therefore it is important to look at what each generation can offer you. Studies in the United States found that ‘(65+) are hardworking, conservative and conforming†¦ mid-40 to mid-60†¦ achievement, ambition and dislike of authority. Late-20s to early 40’s value work/life balance, relationship, dislike of rules†¦ under 30s value financial success, confidence and loyalty to self and relationships’.(Robbins et al. 2008, -95) ‘By understanding what motivates its employees, an organisation can develop a compelling value proposition to engage and reward them.’ (CIPD 2008, p10). Not only does it point out the differences between the generations but it can also help employers recognise ‘generic values’ (Ibid.) with only 4% of people feeling that a competitive deal and job security was not important when being offered a job, all with the exception of a few veterans looked for personal development as well as there being a significant demand for people management skills, technology development leadership training and knowledge about their organisation. (CIPD 2008, p11) Essentially it is finding the right mix to suit each individual that makes up the psychological contract, ‘Proactively managing the organisation’s employer brand and reflecting generational differences in job design, will be fundamental drivers of attraction and engagement’ (CIPD 2008 p35) Google are an example of an organisation who have got this balance right and have been rewarded with the reputation of number 1 place for graduates to work. This is due to the combination of internal rewards, a consistent recruitment process, a variety of social and professional interest groups, a consistency globally in terms of technology and a personal recruitment process and other benefits which keep the employee happy which makes them want to keep the employer happy and thus an extremely positive psychological contract is built (CIPD 2008) In addition to keeping up with the modern generations it is also important for companies to show an interest in modern technology. However the introduction of social media sights have shown a recent concern amongst employers as CIPD 2009 survey suggest ‘most either forbade (21.1%) or discouraged it (45.5%)’ this is due to the things people might say about their company with (Robbins et al. 2010) recording that ’39 per cent of individual bloggers say they have posted comments that could be construed as harmful to their company’s reputation’ realistically this is a breach in the psychological contract and the reason employers are reluctant for their employees to use them. On balance it is clear that the psychological contract can play a key role in the success of the business and any violations to it can be extremely costly. However with reference to the question it is hard to say whether or not downsizing reduces the chances of the contract being violated, because although if managed carefully people could feel the benefits through empowerment and if the employer is fair and open with the employee it could help build a stronger relationship (business balls 2010), I feel the evidence to suggest your staff are likely to feel increased stress and pressure from the work load and as shown in (CIPD 2004, p17) list of top fifteen ways to develop a good psychological contract number one is ‘Avoid redundancies whenever possible: redundancies lower morale’ which suggests you are starting on the back foot by downsizing. Anon. (2010) The psychological contract [online][viewed 10/12/2012] http://www.businessballs.com/psychological-contracts-theory.htm#external-relative-factors CIPD. (2009) Learning and development. Annual survey report. London: Chartered Institute of Personnel and Development. CIPD (2008) Gen Up how the four generations work. London: Chartered Institute of Personnel and Development CIPD (2004). Practical Tools from CIPD research. London: chartered Institute of Personnel and Development George C. (2009). The Psychological Contract. Maidenhead: Open University Press Robbins S.P, T.A Judge, T.T Campbell. 2010. Organizational Behaviour. Harlow: Financial Times Prentice Hall Rollinson D. (2008). Organisational behaviour and analysis, an integrated approach. 4th ed. Harlow: Financial Times Prentice Hall Thompson P, Mchugh D. (2002) Work Organisation. 3rd ed. Basingstoke: Palgrave

Cover Letter Example

Cover Letter Example Here is an example cover letter written in response to an advertisement in the newspaper. Before taking a look at the letter, read through the cover letter tips and useful key phrases to use in your own cover letters. Tips for Writing Cover Letters Always refer to the exact position for which you are applying.  Refer to how you found the position.Point out those aspects of your career which you feel are especially important.Dont point out too many of your qualifications. Youve enclosed your resume for that purpose.  Refer in a positive way to a future interview. Dont be shy about stating that youll follow-up.   Referring to the Position I am writing to you in response to your advertisement for...I would like to apply for the position of ...Im interested in applying for ... Pointing Out Important Qualifications As you can see from my enclosed resume, my experience and qualifications match this positions requirements.I would like to point out... immediately upon his return.During ...., I improved (furthered, extended, etc.) my knowledge of...,I was responsible for ... Referring to Future Interview I look forward to an opportunity to speak with you in person.  I look forward to speaking with you personally.  I look forward to discussing how I can ... Cover Letter Example 2520 Vista AvenueOlympia, Washington 98501April 19, 2001 Mr. Bob Trimm, Personnel ManagerImporters Inc.587 Lilly Road Dear Mr. Trimm: I am writing to you in response to your advertisement for a Legal Assistant specializing in Port Regulatory Law, which appeared in the Seattle Times on Sunday, June 15. As you can see from my enclosed resume, my experience and qualifications match this positions requirements. I especially would like to point out that I graduated Cum Laude from The University of Tacoma and was hired directly upon graduation due to my expertise in port authority regulations. During the four years that I worked for Shoreman and Co., I further deepened my knowledge of the fast-changing regulatory laws in our state. My employer also thought highly enough of my abilities to promote me to head legal researcher after my first year of employment. I look forward to an opportunity to personally discuss the position with you. I will call you within the next five days to arrange an interview. Sincerely, Kenneth Beare Enclosure:

Tipos de visas de trabajo y casos en que aplican

Tipos de visas de trabajo y casos en que aplican Estados Unidos permite cada aà ±o que miles de extranjeros ingresen al paà ­s para trabajar legalmente en una amplà ­sima variedad de profesiones y ocupaciones. Este derecho se concede por medio de ms de una veintena de diferentes visas de trabajo, que pueden ser permanentes o temporales. En este à ºltimo caso, el titular debe renovarla, cambiar su situacià ³n migratoria o salir del paà ­s una vez que su visa expire. Visas de inmigrante: tarjeta de residencia o green card Las personas con habilidades extraordinarias puedan solicitar una visa EB-1. Aplica a deportistas, cientà ­ficos, educadores, empresarios y artistas de reconocido prestigio como, por ejemplo, los ganadores de un premio Nobel o de una medalla olà ­mpica. Estas personas pueden solicitar la visa por sà ­ mismas rellenando el formulario I-140 del Servicio de Ciudadanà ­a e Inmigracià ³n de los Estados Unidos (USCIS, por sus siglas en inglà ©s). Profesores universitarios, investigadores, ejecutivos de multinacionales, personas con estudios de doctorado finalizados o licenciados con al menos cinco aà ±os de experiencia laboral, deportistas, artistas, cientà ­ficos o empresarios con habilidades excepcionales pueden conseguir una visa de trabajo permanente EB-2. A diferencia de las EB-1, las visas EB-2 exigen que la peticià ³n sea realizada por un empleador de Estados Unidos. Es decir, requiere la existencia previa de una oferta de trabajo concreta. Adems, es necesario obtener una certificacià ³n laboral individual del Departamento de Trabajo de Estados Unidos. La à ºnica excepcià ³n a esta certificacià ³n es poder demostrar ante el USCIS que se tiene capacidad especial que puede favorecer los intereses nacionales de Estados Unidos. Asimismo, tambià ©n pueden obtener una visa permanente de trabajo, en este caso una EB-3, los profesionales con estudios universitarios, los trabajadores con conocimientos especiales con al menos dos aà ±os de experiencia o entrenamiento o, incluso, trabajadores sin habilidades especiales. En estos casos es necesario cumplir con los siguientes requisitos: que un empresario en Estados Unidos realice una oferta de trabajo permanente y a tiempo completo.que el empleador no encuentre en ese momento a una persona estadounidense o residente permanente que pueda cubrir el puesto de trabajo vacante.que el Departamento de Trabajo certifique la capacidad laboral de la persona extrajera.que el empleador presente ante el USCIS el formulario I-140 y demuestre la capacidad para pagar el salario que ofrece por el trabajo. Adems, situaciones muy diferentes como ser mà ©dico, haber trabajador en la Zona del Canal de Panam, ser monja o cura, trabajar para una organizacià ³n internacional, como la ONU o la OEA, o haber trabajador para la OTAN puede dar derecho a ser beneficiario de una visa de trabajo permanente EB-4. El formulario a rellenar es el I-360 y el cà ³nyuge e hijos solteros menores de 21 aà ±os de las personas que obtengan un visado EB-4 pueden residir legalmente en Estados Unidos. Por à ºltimo, la persona extranjera que invierta un millà ³n de dà ³lares -o medio millà ³n si la inversià ³n se hace en una determinada zona que el gobierno favorece con el objetivo de crear empleo- y genere un mà ­nimo de 10 puestos de trabajo tiene derecho a obtener la visa permanente EB-5. Visas de trabajo temporal Existen una veintena de visas temporales para trabajar en Estados Unidos y que solicitan profesionales tan distintos como modelos, ingenieros, enfermeras, trabajadores temporales del campo o personas con habilidades artà ­sticas o cientà ­ficas especiales.   Una de las visas ms populares es la H-1B. Salvo en el caso de los modelos, las personas titulares de esta visa deben poseer un tà ­tulo universitario y deben trabajar en un campo considerado por las autoridades estadounidenses como una â€Å"ocupacià ³n especial†. Entre los profesionales que pueden beneficiarse de esta visa se encuentran, entre otros, maestros, ingenieros, arquitectos, abogados y matemticos. Cada aà ±o se fija por ley el nà ºmero de visas H-1B que pueden concederse, siendo en la actualidad 65,000. Pero existen un cupo de 20,000 para las personas que hayan obtenido sus maestrà ­as o doctorados en universidades estadounidenses. Cuando el nà ºmero de solicitantes excede al cupo de visas disponible se realiza una  loterà ­a de visas. Asimismo, existen cupos especiales para los nacionales de ciertos paà ­ses como Chile, para quien se reserva un cupo de 1,400 visas. Y no estn sujetas a cupo las visas otorgadas a trabajadores de centros de investigacià ³n. Una buena alternativa para la visa H-1 son las TN para profesionales, pero sà ³lo pueden sacarla canadienses y mexicanos. Estas son las 60 profesiones que permiten aplicar por estas visas. Otras visas temporales populares son la O-1, para personas con habilidades extraordinarias en las ciencias, las artes, el deporte o el mundo de los negocios. La P-1A para deportistas reconocidos (incluidos jugadores profesionales de videojuegos, a quien Inmigracià ³n equipara a deportistas de à ©lite). Otras visas son la P-1B, P-2 y P-3 para los artistas de prestigio y la H-2A para trabajadores agrà ­colas y las H-2B para temporeros en actividades que no estn relacionadas con la agricultura o las C1/D para trabajar en cruceros para los que es necesario ingresar a Estados Unidos para embarcar en el barco en el que se va a trabajar. Los cruceros que inician sus viajes en EE.UU. contratan cada aà ±o a miles de personas en distintas calidades de trabajos, muchos son extranjeros. Frecuentemente, agencias de contratacià ³n seleccionan a los empleados para cruceros. Los sueldos que se brindan son superiores al salario mà ­nimo en Estados Unidos. Otra visa con particularidades propias en la B-1 para empleados domà ©sticos. Por à ºltimo, destacan las de la familia J-1 (visas de intercambio). Con ellas se puede trabajar temporalmente en EEUU en capacidades muy distintas, como por ejemplo: au pair (nià ±era)maestro (docente)prcticas profesionalesmà ©dicos que realizan la residencia en Estados Unidos para especializarsetrabajo en ONGs de Estados Unidos por programa J-1.Visa para universitarios extranjeros para trabajar en USA durante el veranoVisa para monitores de campamento en USA Familiares: cà ³nyuge e hijos Salvo excepciones, como en el caso de las visas L-1A y L-1B concedidas a ejecutivos y gerentes enviados por sus empresas a trabajar a sus oficinas en Estados Unidos. Otro caso es el de los supuestos de las visas tipo E otorgadas a cierto tipo de comerciantes e inversionistas, los cà ³nyuges de las personas beneficiadas por una visa de trabajo temporal podrn vivir legalmente en Estados Unidos, pero no podrn dispondrn de permiso de trabajo. Recientemente se cambià ³ esta regla pero sà ³lo para casos muy excepcionales de personas que tengan una H-4 En muchos casos se puede, adems, obtener una visa derivada para los hijos solteros menores de 21 aà ±os. Si estn estudiando la primaria o la secundaria es muy importante familiarizarse cuanto antes con las particularidades y opciones que brinda el sistema educativo de los Estados Unidos. Tramitacià ³n urgente de las visas de trabajo Por à ºltimo, destacar que varias visas de trabajo (pero no todas) permiten su tramitacià ³n por và ­a rpida, rellenando el formulario I-907 y pagando $1,225 a mayores. Asà ­ pues, la inmigracià ³n para trabajar en Estados Unidos est abierta. En algunos casos la misma persona puede optar por ms de un tipo de visa. Antes de elegir deber examinar con cuidado los requisitos de cada una, el nà ºmero de visas que se conceden anualmente en cada categorà ­a y los meses e incluso aà ±os de espera que existen en algunas de ellas. Tiempos de demora Verifica las semanas o meses (o aà ±os) que hay que esperar para diversos trmites migratorios: Corte, visas, residencia, PERM para obtener autorizacià ³n del Departamento de Trabajo o solicitudes al USCIS. De interà ©s Estas son las 30  profesiones donde ms crecer la demanda de empleo en los prà ³ximos ocho aà ±os, segà ºn el Departamento de Trabajo de los Estados Unidos. Este artà ­culo es informativo. No es asesorà ­a legal.

Design Management for the Fashion Industries Essay

Design Management for the Fashion Industries - Essay Example The essay "Design Management for the Fashion Industries" concerns the management in fashion. Over the last fifteen years, an increasing trend of investment in design areas by the business emphasizes the fact that design management adds to the value of the products and services. By this process, design established itself as a commercial business in the field of marketing communications and in the process proved its own commercial value. The investments of a business are not confined to one area. The various areas of investment for a business include the investment on procurement of raw materials, plant and machineries for manufacturing, advertising expenses, various investments on promotion of its products. The investment in design is one such area considered by businesses which supports the desire of achieving business goals. The designers play a crucial role to make their clients understand that the design of the business products are not only for the purpose of beautification but a lso has wide commercial value that helps in achieving growth of the business. The business should understand the relative importance and contribution of design in the future growth of business. The allocation of funds into design management is facilitated by the assessment of relative importance of design management as compared to other areas of investment. Thus the measurement of return on investment (ROI) for design management is extremely crucial for the business houses. Design management is not a simple calculation... Thus the measurement of return on investment (ROI) for design management is extremely crucial for the business houses. Return on Investment (ROI) for design The measurement of return on investment in the field of design management is not a simple calculation. The return on investments in design management cannot, however, be guaranteed as it depends on the acceptance of the product by the users after the design is changed or a new design is introduced. The return on investment for a business depends on various factors of which design is one among them. Thus the return on investment is an integration of the returns obtained from the effective implementation of all the factors. The factors may be investment on raw materials for the product, manufacturing, packaging and design, logistics, advertisements and other channels for marketing communication. Also there is a correlation between the areas of investments. The ROI on design is thus dependent on performance of other investment avenu es. For example a lack of performance in the advertising of the designed product may hamper the sale of products and thus it would impact the return on investment. However, the overall return on investment is measured by the increase in revenue, profitability as an impact of design. The other areas of return on investment are changes in the perception of the customers due to rebranding of the product, change in the footfall of the number of customers, development of research and innovative activities in operation, increase of market share, etc. Thus the return on investments in design is considered as an area of priority investment in the best interest of the business. Fashion Case Studies on design management The importance of