A Negative Perception free essay sample

I am cocky. I am, by definition, boldly and overly self-confident. I attract crude looks, and repel shy bystanders. Often, people judge me, and make fabricated assumptions. Being cocky often gets a negative perception. Though, who is anyone to say, that it is belligerent and offensive for me to believe in myself highly? Often the offended are the non-believers. Often the offended are unsure of themselves. Often the offended are wary. I have a hop in my disapproved step. Is that a terrible thing, to believe in myself? I am a part of the baseball team, prideful and positive. I wear my baseball cap with arrogance. I am certain of our talent, and will not accept incorrect opinions with buoyancy. People blather behind our backs, â€Å"The baseball team is full of themselves†. Most would expect a denying response. We admit to this fulsomeness and are fearless in proving hesitant figures wrong. We will write a custom essay sample on A Negative Perception or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Society’s misconception is that cockiness is being overly confident, in a negative way. The Taylorsville Baseball team is a primary example of why society is mistaken. We will dominate a confident team, because we believe in ourselves on a superior level. This is perceived as our weakness, but we use it as our strength. We step on the field with assurance, ready to achieve victory. I am a politician, perky and convincing. I am a thief of minds, with my educated opinion. I am a devious man, stealing your hearts with my promising words. I am sure of my plan and unalterable on my opinion of the words of my opponent. Being proved wrong is not an option, nor is showing qualm. Uncertainty does not receive votes. Uncertainty receives a devastating loss. I am calm in time of despair, but am unsatisfied in time of celebration. I will not show my weakness, and will let my strengths overshadow any competitors. Determination is my middle name. I am forever in my prime, and will lead as long as I am viewed as a leader. I am Kobe Bryant, feared and not afraid of conflict. I put terror in my opposition, and put indisputable drive in my team. I will taunt and tease to put trepidation in my foes. I will not tremble when challenge comes my way, instead I will show grit. I plead for a trial. I plead for a test. I plead for a dare. Clash is my best friend, and defeat is my worst enemy. I will not quiver with pressure. I will knock down the shot; I will rise to the occasion. Who am I? I am the opposite of humbleness. I am the opposite of meek. I am the opposite of satisfied. I am positive. I am concrete. I am cocky.

ancient greek civilisation essays

ancient greek civilisation essays The earliest Greek civilization thrived around 4,000 years ago. Some of the things that they had that we still use today are the arts, science, math, literature, and politics. The Greeks were known for their great intelligence, military strategies, and their buildings. All Greek's spoke the same language. This made it easier to trade and to communicate between different parts of the country. All Greeks believed in the same gods and also shared some common heritage. The Greeks believed that there was a god for everything on earth. A few examples of these gods are Zeus, ruler of the gods. Posidon was the god of the ocean and Hades, god of the under world. The Greek government was not a monarchy with a king and queen. Instead the Greek government was a city-state. A city-state is when each city has its own separate The men were a very important part of the Greek civilization because they were the ones that ran the government. The men were also the ones who would plant and work the fields or would oversee them. They would also spend time sailing, hunting, or manufacturing things for trade. For fun, the men would attend drinking parties, would wrestle, and enjoyed horse back riding. When the men held drinking parties for his friends the wives and daughters were not aloud to attend. The women in the Greek civilization were very limited to what they were allowed to do. They were permitted to attend weddings, funerals, and visit female neighbors for brief periods. The main responsibility for the women were to bear children and to watch over the house and make sure it was cleaned by one of the slaves because women were rarely ever responsible for cleaning the house. Women slaves were the cooks, cleaners, and sometimes even worked in the fields. The male slaves would act as a guard and would stand at the door and protect the women when the man was away. Only other ...

Describe your decision making process in choosing physical therapy as Personal Statement

Describe your decision making process in choosing physical therapy as a career choice versus other health care careers - Personal Statement Example There are various roles that are played by the physical therapists in different fields such as healthcare and hospitals among others. A plan and a process are followed and established by a physical therapist to take care of the problems in the human body regarding the physical functions. The physical therapy as a profession has emerged after the World War II and has expanded, developed and grown its self-sufficiency. The physical therapy in the present day context possesses positive, skilled and specialized practitioners on the edge of healthcare and is determined to be one of the most preferred careers to choose. In this day and age, physical therapists are engaged in playing major roles in the field of healthcare by providing services regarding the physical functioning of the human body. I am choosing physical therapy as a profession that I have set a goal to continue to do in the years to come and to help people and take care of them regarding the physical problems of the body. I love to help and take care of the people; I feel great to see that someone is progressing and recovering from the problems relating to the physical function of the body with my help. The aspect of supportive skill which is possessed by me would certainly provide benefit while dealing with the people as in the healthcare profession it is extremely important. I also possess the aspect of care and compassion which is a valuable and pertinent characteristic that would enable me to handle the people suffering from various physical problems with empathy. Everyone should love their professional career and should enjoy working with the aim to move ahead in future. If a person is not satisfied with the career and the work he/she is engaged with, or is not enjoying the work, he/she will not make any progress in respect of the field of career he/she is working in. As I love to help people, I have opted for physical therapy as my profession. A number of my family members and

Discuss the extent to which the concept of duty of care in negligence Essay

Discuss the extent to which the concept of duty of care in negligence has developed in a manner so that both the claimant and de - Essay Example This means that tort is about a duty of care which one owed to another but failed to discharge accordingly. This is widely described in most books as negligence. This paper would examine the concept of negligence and how it affects the development of the concept of duty of care in order to ensure the fair treatment of both claimant and defendant in court cases. Concept of Neighbour In the landmark case of Donoghue V Stevenson3, the neighbourhood principle was developed. In the case, Mrs.Donoghue bought a bottle of ginger beer which was manufactured by Mr. Stevenson. After drinking it, she found that there was a snail in the bottle. Mrs. Donoghue fell ill and she sued Mr. Stevenson. The House of Lords sat on the case and held that Mr. Stevenson, being the manufacturer of the drink owed Mrs. Donoghue a duty of care. This is because it was reasonably foreseeable that failure to ensure product safety would cause another person to suffer and go through undue hardship. On the basis of this case, the concept of neighbourhood was established. Lord Atkins stated that in every action and inaction, a person must examine its implications and potentials of harming another individual who might be affected by them. Based on this, the concept of who a person's neighbour is was defined and established in law. Through the Donoghue V Stevenson case, it is established that a person owes another person a duty of care, once the neighbourhood relationship exists. This sets the parameters for the examination of tort cases. Duty of Care The neighbourhood test in the 1932 case of Donoghue V Stevenson has been modified to the basis of proximity. Proximity establishes that there was a close and sufficient relationship that made a person suffer some kind of injury from the action of another who was close enough to wield a duty of care to avoid that injury. In Caparo V Dickman4, a three fold test was developed to ascertain whether it is fair and just to impose a duty of care on a person for a given action in tort. These are: 1. The harm of the action in question must be reasonably foreseeable as in the case of Donoghue V Stevenson 2. The parties involved in the case must have a close relationship of proximity. 3. The duty of care imposed upon them must be fair, just and reasonable. Breach of Duty Once the three elements of a case are established, the court would need to establish that the duty of care was breached. And this breach is tantamount to negligence. Negligence is the failure to take reasonable care where a duty of care exists in a relationship5. Thus, the breach of a duty of care or negligence gives rise to a tortious liability and it leads to a given legal case. The breach of duty is failure to show a degree of care that a reasonable person ought to show in the same circumstances6. In other words, the breach of a duty of care creates an objective test which allows the court to measure the extent of a given act in tort. This is because, a reasonable person m ust show a certain level of basic consent for his actions. Without that, the real parameters of a case of tort cannot be defined. Thus, the test for reasonableness is important and fundamental in establishing the extent of negligence and the extent of failure. In Phillips V William Whiteley7 a woman suffered an infection as a result of her ear being pierced by a jeweller. The woman argued

People Resourcing and Development Essay Example | Topics and Well Written Essays - 1500 words

People Resourcing and Development - Essay Example ve and motivate employee performance and generally contribute to the overall output (performance) of an organization (Pilbeam&Corbridge2010, p.16).In as much as it is intended for the good of employee, manager, and overall organization, performance appraisal has become a controversial aspect of human resource functions. This is because most managers do not have clear guidelines of enacting it, and in most cases, managers have not described their ratings of the process as completely accurate or honest. In the light of this revelation, the following study text will discuss the practice of performance appraisal in an organization as being more of a curse than a blessing in improving and motivating employee performance. Performance appraisals cannot be done collectively like trainings but are conducted per individual. In short, every employee needs to have their own appraisals done by the manager. Today’s organizations on the other hand range from medium sized to large, meaning that there may be tens to hundreds or thousands of employees per organization, all under the same human resources department. This means that the manager doing the performance appraisals has to invest a lot of time into the activity (Aggarwal, Sundar, & Thakur 2013, p.617). In as much as the appraisals are done to boost the organizations, they can mean wasting a lot of precious production time especially on the part of the manager. Apart from writing the appraisals, the managers are required to meet with staff and supervisors to collect information regarding the employees. This fact portrays the curse part of performance appraisals in that managers are critical factors in organizations and if their time for important matters in diverted to lesser-deserving issues, it may result in dismalperformance due to misalignment of management duties. For instance, time for overseeing of organizational functions may reduce, therefore exposing the organization to functional problems. Managers, who are at

Evaluation Of Hrm Policies In Nestle Management Essay

Evaluation Of Hrm Policies In Nestle Management Essay Bob Kane, John Crawford and David Grant (1999) research discussed the effectiveness of HRM policies in Australian and New Zealand organizations. The authors had highlighted that HRM effectiveness could be achieved through soft and hard approaches. They had also identified the barriers to effective implementation of HRM policies. The first barriers as identified in the research paper were the low priority of top management towards HRM issues as they focused towards power and control. Second barrier as explained was the competencies of HR personnel to implement a credible HRM programs within the organization. Third barrier concerned the lack of knowledge about the long term impact of effective HRM programs. This study specifically focused on problems or barriers which had a negative impact on HRM effectiveness. For that purpose, researchers gathered responses from managers, employees and HR staff. They measured respondents perception of both hard and soft approaches which had been practiced in various organization. Researchers floated questioners that targeted managers, employees and HR personnel of organization of Australia , New Zealand, USA, UK and Canada. The questionnaire consisted of 42 questions. A total 702 respondents completed the questionnaires. The result indicated that employees and managers were not satisfied with HR personnel as their policies were not effective in order to improve the employee motivation, satisfaction and commitment. The research concludes that HRM polices can be achieved through soft and hard HRM approaches however companies have failed to successfully implement HRM policies due to lack of the support of companys top level management and inadequate and incompetent HRM staff. The researchers defined soft HRM approach as employee motivation, commitment and development. This approach plays a significant role in a business to create a work environment where employees work efficiently for the company. Employees can enhance their skills through trainings and commitment which creates a competent workforce. This workforce allows the companies to enjoy competitive advantage over its rivals. Another approach as identified in the paper is HARD HRM approach also known as strategic HRM. This approach of the view that HRM effectiveness can be achieved through implementation of cost reducing measures in human resources. Tanuja Agarwala (2002) in his research paper the author had studied the factors which had changed the trends in Human Resource Practices. Rapid change in technology had brought innovation in the human resource activities (r recruitment, selection, training, appraisals etc). The study also highlighted organizational effects and employees outcomes which were directly inclined to creative HR practices. This study focused on the growing trends of Human Resource Management. It also focused on outcomes by appling innovative HR policies within the organization. Tanuja Agarwala (2002) conducted in-depth interviews to understand the emerging trends of innovation in human resource management. A total of 21 in-depth interviews were conducted with private sector organization and public sector organizations. The entire experts believed that innovation in HRM had brought positive changes in organizations as it increased the skills and commitment of the employees. He also stated that people were organizations precious assets and innovative human resource policies would increase the skills of the employees. The variables and their relationships deduced were most significant for my research. Innovative HR practices (recruitment, selection, testing, training, appraisals) directly influences the overall organizational climate. It also has an impact on employees performance, attitude and his knowledge and skills. These practices also had an impact on the organizational productivity, employee turnover and financial performance. R.S. Dwivedi (2001) study highlighted the key competencies required for selection and training and development of key managers. The three competencies as indentified by the author were interpersonal communication skills, leadership skills and motivational skills. The research was conducted on 106 successful managers of Indian organization. This study focused to identify the interpersonal communication styles of successful managers, transformational or transactional leadership among managers and the factors which motivate people at work. It also intended to identify the key competencies required to make HRM decision in Indian organizations. The author deduced that consultative communication style was considered more feasible then despotic style. Moreover mostly managers in the sample were equipped with transformational leadership which enables the strengthening of the organization. The author also identifies that employees could be motivated by satisfying their needs and wants. Thus these competencies as identified in the paper were significant for my research and they can be sued as a key to make critical HR decisions. Marcel Van Marrewijk and Jonna Timmers(2003) in addition to human resource management introduced a new approach called Human capital management. Human capital management stressed on alignment between individual and organization as it is the key to successful management. The authors highlight that human resource management only deals with recruitment, retention and rousing the workforce. However it doesnt play an important role in order to bring motivation and commitment among the employees. On the other hand, the new approach ( HCM) embodied the features of human resource management and provides undiminished values. Human capital management aligned with employees in three domains: Human operations, corporate identity and values and human development with the goals of dedication, commitment and motivation respectively. Therefore human capital management outshines human resource management in every possible way. Mark A. Youndt, Scott A. Snell, James W. Dean, Jr. and David P. Lepak (Aug.1996) research examined two alternative views-universal and contingency- of the human resources (HR) in manufacturing industry. This study was conducted to study determine the degree to which Human resource management policies have an impact on firms overall performance. It also focused to analyze the relationship between human resource management and operational performance of the firm. It also studied the linkages between manufacturing strategies and HR policies and its impact on the overall performance of the firm. It was revealed from the research that contingency approach (human resource management on the basis of cost, quality and flexibility) was better than universal approach. Shaping HR practices according to the organizational strategies was the key for competitive advantage. The results suggested that HR practices intended to foster employees and create an egalitarian work environment positively influence operational performance when matched with quality manufacturing strategies. Thus the notion of HR practices on the basis of cost, quality and flexibility holds significant value for my research. Marianne J. Koch and Rita Gunther McGrath. (1996) deduced that positive and significant effects of labor productivity are found for organizations that utilize more sophisticated human resource planning, recruitment, and selection strategies. The hypothesis of this study were overall human resource sophistication and investment in hiring, human resource planning and employee development will have a positive effect on labor productivity. In this study, labor productivity being the dependent variable was being influenced by independent variables such as investments in human resource planning, hiring and training. Results had shown that investment in human resource management do pay off as workforce becomes more productive and works efficiently to attain the goals of the organization. Research indicated that firms that systematically train and develop their workers are more likely to enjoy the rewards of a more productive workforce than those that do not. Robert Roepke, Ritu Agarwal, Thomas W. Ferratt (2000) case study illustrated how 3M had been able to foster the competencies of IT professionals which in turn turned out to be a competitive advantage for the firm. 3M capitalized its sources and introduced innovative human resource management policies within the organization. The finding of this case study also indicated that investment in improving the leadership capabilities of the employees was essential for success of the firm. Those capabilities can be fostered through trainings and development of the employees, assistance, flexibility and interpersonal understandings. W. Hatch and Jeffrey H. Dyer (2004) also emphasized on investment in human capital in order to have a competitive advantage. It would increase the overall productivity and performance of the firms. The authors also stressed the importance of learning as it was necessary to foster the skills of employees. The hypothesis of this research were: screening tests improve learning through performance, higher human resource education increase learning, and greater investment in human resource field also increases performance. The data was collected through questionnaires and follow-up interviews in different semi-conductors industries of USA, Asia and Europe. Regression analysis was conducted on the data for findings. Results suggested that firms which had practiced proper selection, development and deployment of the employees enjoyed greater productivity and higher returns. Tests like screening tests in the selection process would enable the organization to have a skilled pool of employees as compared to the competitors. Development of the individual skills is essential in manufacturing industry as it enables the firms to achieve the excellence in operations of the firm. Michael Haid (2008) stated that proper implementation of HR practices would increase the commitment and retention of key individuals of organization. Certain HR practices such as manager support, social responsibility and performance appraisal practices would have a positive impact on employees morale as his satisfaction and overall motivation level increased. Michael Haid laid heavy emphasis on managers skills as it was necessary to increase the motivation and commitment level of the employees working under them. Trainings from mentors and coaches would enable employees to foster their competencies and allow the organization to enjoy competitive advantage. The author also stated that organization should be socially responsible as it was necessary for employees determination and commitment towards organization goals. By practicing these policies, employees would be satisfied, committed and found pride in their organization. The employers on the other hand would be able to retain their key employees. Geetanjali Pandit Gupta (2009) in his article discussed his point of view on the importance of HR practices as they played an important role in any industry particularly services. In his article, writer gave suggestion and advisees to Cineplex in order to improve its services in India. He believed that effective HR policies are critical in service sector as there was a direct interaction between customers and employees on multiple touch points. Satisfying the customers were necessary for the company. Choosing the right personnel for the job was a main duty of HR personnel in any organization. Careful recruitment and selection process were required to recruit a skilled workforce. Geetanjali Pandit Gupta (2009) also believed that training of the employees was necessary to improve the skills of the employees working in any service organization. Objectives The basic purpose of this study is to analyze and evaluate the HR programs of Nestle. To identify the strengths and weaknesses of HR programs in Nestle. To study the effectivenss of motivational techniques being used by managers. To recommend innovative HR practices in order to increase the competencies, skills and motivational level of employees. To study the impact of employees competencies on firms performance. THEORETICAL FRAMEWORK Hypothesis Testing Employee motivation H0: there is no significant impact of employee motivation on HRM programs H1: there is significant impact of employee motivation on HRM programs Employees commitment H0: there is no significant impact of employees commitment on HRM programs H1: there is significant impact of employees commitment on HRM programs Employee development H0: there is no significant impact of employee development on HRM programs H1: there is significant impact of employee development on HRM programs Technology H0: there is no significant impact of technology on HRM programs H1: there is significant impact of technology on HRM programs organizational productivity H0: there is no significant impact of organizational productivity on HRM programs H1: there is significant impact of organizational productivity on HRM programs employee turnover H0: there is no significant impact of employee turnover on HRM programs H1: there is significant impact of employee turnover on HRM programs financial performance H0: there is no significant impact of financial performance on HRM programs H1: there is significant impact of financial performance on HRM programs leadership skills H0: there is no significant impact of leadership skills on HRM programs H1: there is significant impact of leadership skills on HRM programs

bridging the gap for womens wages :: essays research papers

Bridging the Gap for Women’s Wages â€Å"Somehow, the unsexy issue of the paycheck—equal pay for the same or equivalent work—dropped off the economic agenda. But it never left the minds of women† (41). In her article entitled â€Å"A New Campaign for Pay Equity,† liberal columnist Ellen Goodman outlines the problem concerning the wage gap between men and women. By describing the present position of the wage gap, Goodman points out that there are things being done by the government for the wage gap, which include enforcing the laws that are in existence and suggesting that jobs of equal value be paid equal wages. Goodman then states that, even though laws are in place and goals have been announced, there is still a considerable slack in the government's progress. She holds that the laws are not being enforced as well as they could be and that society needs to transform the way it views the value of women's work, or just work in general. "Underlying the new campaign for pay equity,& quot; Goodman emphasizes, "are attitudes that are changing faster than wages" (41). Here, she suggests that people are beginning to ponder why women's wages are lower. Goodman explains that in order for the issue to be solved, the changes will have to begin on a state level and move up to the national level as momentum and support are gained. Goodman concludes with an astounding statistic: Because of the gender gap, women's families lose $200 billion each year. This statistic helps Goodman enforce the idea that although there are improvements afoot, "[. . .] half a cent a year just won't cut it.† I can honestly say that the first time or two I read the essay, I found it hard to formulate an opinion on the topic covered. At first, I thought that maybe Goodman was victimizing women and just complaining. But the more the class delved into the topic, the more I saw that it was truly a problem in our society. My mother has worked in the same printing factory for more than twenty years. She started at the age of eighteen, at the lowest position possible and has worked her way up to becoming the second-most powerful person in the plant. Her title is Production Supervisor and she is the only woman supervisor in the company. In fact, there are only a small number of women that are not working as temporary employees in her company.