Manyoshu and Kokinshu Interpretive Essay Essay Example

Manyoshu and Kokinshu Interpretive Essay Paper In his renowned Kana Preface to the Kokinshu, Ki no Tsurayuki, one of the editors of the collection, presents the tasteful worth and center elements of Japanese verse. As the seed that develops into a blossom, Japanese melodies, or waka, accept human heart and thrive as horde leaves of words. (Shirane 148) As the ace writer, Tsurayuki encourages his replacements to value the magnificence of life, instead of getting it. One of the elements of waka, Tsurayuki attests, lies in supporting the hearts of the withdrew and the living, as the magnificence of the melody has the puzzling capacity to mitigate even the upset spirits of wild warriors. Regardless of the lexical stinginess of waka, the ace artists of old Japan have respected this heritage and strived to offer lovely magnificence even to the subject of death. In the Manyoshu and Kokinshu, leaving behind the friends and family is compared with puzzling patterns of nature to intervene the passionate weight of misfortune. In any case, the poeticization of death in two compilations differentiates in idyllic liberation just as in story structure, as the Manyoshu artist centers around the graceful redemption of the protagonist’s feelings, while the Kokishu sonnet individually centers around the short life and vacancy of life. The poeticization of death in Manyoshu is portrayed by the protagonist’s passionate admission of kept aching and powerlessness to give up the left. Upon his wife’s passing, the ace writer Kakinomoto no Hitomaro makes the accompanying sonnet, â€Å"crying tears of blood in his grief.† After remembering his nostalgic sentiment with his better half in the openning lines, Hitomaro sings, Like the sky-crossing sun sets at night We will compose a custom article test on Manyoshu and Kokinshu Interpretive Essay explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Manyoshu and Kokinshu Interpretive Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Manyoshu and Kokinshu Interpretive Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Like the light of the moon is darkened by the mists, My young lady, who like the profound ocean growth had rested close to me, Had died like the harvest time leaves†¦ †¦and everything I could do was get out her name As I waved my sleeves. I scanned for my young lady who has lost her direction In the thick yellow leaves of the harvest time slope In any case, don't have the foggiest idea about the mountain way. (84-85) By permeating his wife’s â€Å"passing away† with the rich symbolisms of recurrent nature, Hitomaro stays away from the unrefined declaration of death and raises their leaving behind polish and excellence. Never do words meaning demise, for example, shinu, show up in the first content or the interpretation of the sonnet. Like the sun, the moon, and the seasons, his better half, who has now become a texture of nature, dies (sugite) from him. Subsequent lines with makurakotoba, catalpa diamond and catalpa bow, permit the perusers to additionally identify with and vicariously experience his feelings, enhancing the transport of sadness. It is likewise imperative to take note of that juxtaposition of the misfortune and symbolisms of repeating nature reflects Hitomaro’s trust in his better half to return, as sun rises again and the fall restores each year. Later in his short sonnet, the spouse is portrayed as having â€Å"lost her way† in the mountain. Notwithstanding the mountain representing the impossible and incredible partition between the two darlings, Hitomaro still longs for her arrival accepting that he can bring her back if just he had known the mountain way (yamaji shirazu mo). However as he can't wander over the mountain into the taboo domain, he mourns that he can just get out her name and wave his sleeves (sode so furitsuru), a custom to gather the withdrew back to life. An obscure writer of Kokinshu likewise utilizes nature as a mechanism for poeticizing passing and passing on feelings of misfortune. After the Horikawa chancellor passed on and his remaining parts were buried close to Mount Fukakusa, the writer makes in Heian style out of lexical stinginess, Sonnet #832 In the event that cherry trees undoubtedly Have emotions, may those Of the fields of Fukakusa This year, in any event, Shround themselves in dark blooms. (162) Not at all like Hitomaro, the Kokinshu artist neither admits his waiting sentiments nor seeks after the left to return. Be that as it may, through a straightforward symbolism of dark, grieving blooms, rather than a passionate account, the artist exquisitely passes on the weight of his despondency. The waka is nearly routed to the cherry blooms, as the last line finishes in volitional structure. Moreover, the substance of the sonnet is exemplified in the word sumizome of the cherry blooms. As though to set them up for the entombment, the writer summons the cherry blooms to sprout in â€Å"dyed dark (sumizome ni sake).† The word additionally reminds the peruser the word sumu, which means â€Å"to live.† The prosopopoeia is additionally escalated by the utilization of the word, kokoro. Despite the fact that it is interpreted as â€Å"feelings† in the content, it might likewise be perused as â€Å"heart†or â€Å"soul.† The poet’s outlandish inter est for the cherry blooms mirrors his regret, yet additionally advises the peruser regarding the short life and void of life. As one can't smother the guaranteed magnificence of the cherry blooms, one can never get away from the death of life. As Tsurayuki opined in his Kana Preface, the considerations and deeds of people are unending. However there is a conclusion to every single man and lady and the old Japanese writers kept on discovering excellence in death through their bunch leaves of words. Despite the fact that the harvest time leaves will without a doubt fall, the guaranteed fogs of spring will come and the reasonable slopes of Yoshino will be enhanced, by and by, with cherry blooms. In like manner, however the withdrew will go over the â€Å"mountain path† and the living will be in â€Å"dyed black,† the melodies will live on until the cows come home, revealing insight into the Japanese heart of kokoro.

Business Environment Essay

Presentation: In this task I will clarify how the two organizations that I have looked over my past task P3, how they present the hierarchical structure and how vital arranging causes them accomplish its motivations and points. This task will incorporate the accompanying * The points of Coca-Cola and Nike * How the key arranging encourages them both to accomplish these points * How the authoritative structure assists with accomplishing the points of the two associations The points and motivations behind Coca Cola: The mains point of Coca cola is to restore the world as a main priority, body and soul. Coca Cola Company is to give to guarantee this the organization guarantee that all representatives are attempting to their best expectations test item that they can to people in general, and make consumer loyalty. o make the best item, in the speediest conceivable time to ensure that there is a capacity for snappy dispersion. The primary objectives and goals of Coca-Cola are to be the best refreshment deals and client care Company. This implies being the first or second brand in each gathering where at that point can challenge, being the clients most refreshing provider and setting up a triumphant and comprehensive culture. They likewise intend to never let their exclusive requirements of value come up short. To do this, there are severe assessments at each phase of the assembling of all items at Coca Cola creation plants, for the duration of the day. While dispersing any items, Coca Cola mastermind with the conveyance organizations what norms Coca Cola anticipate from them. This implies the client will consistently be to make a worth and have any kind of effect wherever they connect with and to motivate snapshots of good faith through their brands and activities The points and reasons for Nike: Nikes fundamental target is to create items that help competitors of each degree of capacity arrive at their latent capacity, to make business openings that set Nike apart from the opposition and to offer some benefit for its investors. As they are in the private segment the primary target is make a benefit. Anyway with all associations this would be encircled with different points and targets that their association may have set up toward the start of their battle. For instance Nike has an intend to be the biggest brandishing association for a long time to come, which they are as of now accomplishing. Different points and targets that Nike may set out is improve the working states of the industrial facilities in the Less Economically Developed Countries. How vital arranging helps Coca-Cola accomplish its points: Coca-Cola is an easily recognized name the organization can control soda pop market. Their prosperity can be credited to their general system to create and advance their items. Coca-Cola chose to assemble worldwide brands to bottlers all through the world. Also, a segment of the returns goes toward publicizing to construct and keep up brand mindfulness. Coca-Cola is liable for creating and disseminating to candy machines, general stores, eateries, and other retail outlets. Be that as it may, the publicizing is surrendered over to Coca-Cola. Also, they should consent to an arrangement that restricts them from circulating contending cola brands. Their methodology is basic, yet powerful. It powers bottlers to go into restrictive understandings, which makes a high boundary to passage into the business. Any potential contender must make their conveyance organize instead of utilization the current one. What's more, the a lot of cash spent on promoting assists with building up a worldwide b rand name and separate their items. How key arranging assists Nike with accomplishing its points: The key arrangement plans to center Nikes vision and needs in light of a changing domain and to guarantee that individuals from the Nike are progressing in the direction of similar objectives. Vital administration tackles the maximum capacity of a Nike by incorporating day by day operational choices into the key procedure. Vital administration is an undertaking for the entire organization constantly. It is a perspective and a manual for activity, and ought to oversee the conduct of everyone concerned. It empowers Nike to thoroughly consider and archive what they are doing, for whom they are doing it, and why. How hierarchical structure causes Coca-Cola to accomplish its points: The Coca-Cola Company, have constructed adaptable structures which, at every possible opportunity, empower collaboration. For instance, at Coca-Cola Great Britain any new item advancement (for example Coca-Cola Vanilla) unites groups of workers with various specialisms. At such group gatherings, promoting masters explain the aftereffects of their statistical surveying and testing, food technologists portray what changes to an item are attainable, budgetary expert’s provides details regarding the cost ramifications of progress. How hierarchical structure causes Nike to accomplish its points: The authoritative structure of a Nike helps influence a work environment culture, worker inspiration, execution and participation. Choosing the right structure that praises Nike’s objectives and destinations can decidedly influence employee’s practices and mentalities, just as a lead to increasingly successful collaboration and systems administration openings that manufacture more grounded specialist connections all through the Nike industry’s. Arranging and actualizing a hierarchical structure will help decide the fundamental workforce ability to construct a fruitful efficient Nike. End: What I have discovered is that how they style of association causes them to satisfy their motivations through there points and purposes for instance, They have assembled adaptable structures which support extraordinary collaboration for the two associations. Likewise and through their key getting ready for instance Strategic administration is an errand for the entire organization constantly so they have to sort out the organization so as to an accomplish the best fruitful composed business.

7003 Example

7003 Example 7003 â€" Essay Example > April 23, 2012.IntroductionMagnetic resonance imaging (MRI) has become a very common and reliable way of diagnosing patients. Due to advance in technology and detailed information about the diagnosis in question, many people have relied on this procedure for the detailed and quality images. However it has not been without challenges and some of the challenges are the burns that result from these procedures. RF burn is damage caused to the skin or other tissues and they are mostly caused by ionizing radiation or exposure to energy from radio frequency. During medical imaging high exposure to X rays can result to these burns. Body cells are damaged by ionizing radiation when they interact as this result to damage. The body reacts to this and what results is an erythema (Diaz, et. al, 2010 pp 413). This is redness around the affected area. In most cases radio burns are associated to cancer because of the ability of ionizing radiation to cause damage to DNA thus making the cell cancer ous. Radio frequency burns can be of first, second or third degree. Some of the burns are usually treated by plastic surgery. CausesMagnetic resonance imaging (MRI) is considered a safe diagnostic procedure. However excessive heating can result to injuries to the person who is undergoing the MR procedures. Some of the causes of these burns include: physiologic monitors, objects that are made from conductive materials, damaged coils and electronically activated devices. Heating of implants can sometimes be problematic if the devices are made from conductive materials whose shape is elongated or those that form loops with a certain diameter (ECRI Institute, 2008 pp 379). Excess MRI heating has been witnessed for particular types of catheters that have thermistors, guide wires, leads and also certain cervical fixation devices. The degree and nature of the health effects that result from overexposure to radio frequency is dependent on the intensity, frequency and exposure duration. Th e distance from the source of the radio frequency is also a determinant of the effect it causes. Shielding of these frequencies can also determine the effect they cause. One of the main effects of exposure to radio frequencies causes heating of body tissues because the body absorbs energy from the radio frequency fields. If a person is exposed to this kind of energy for long their body temperatures increases and they develop symptoms similar to those of somebody who have been involved in a physical exercise (Hardy Weil, 2010 pp 607). In rare cases or even the body is exposed to other heat sources at the same time a person’s body system may find it hard to cool due to the heat load and this ends up to heat exhaustion or stroke (Haik, et al, 2009 pp 295). Heat of specific positions for long which is also known as localized heating can be disastrous as it result to damage of the internal tissues. Non uniform fields are responsible of forming hot spots due to refraction of the radi o frequency fields within the body. This may also be caused by interaction between the radio frequency fields and the metallic implants in the body like aneurism clips and cardiac pace makers. Those body organs that have poor heat control are at a higher risk of damage resulting from heat. These organs include eye lens and the testes. Burns and shock result from flow of electric currents between the person and the conducting object when they are exposed to these fields (Jacob, et al. 2010 pp 848). There have been laboratory researches that have identified very low heating that result to tissue heating.

What Is A Symbol - 1827 Words

Nedum Aniemeka SOSC 12100 February 17th 2014 Collective Thought vs. Individual Thought: Discussing the Categories of Understanding When discussing the use of symbols in both Durkheim and Strauss’ works, it is important for us to look at how both thinkers talk about the categories of understanding. In Elementary Forms, Durkheim believes the categories of understanding are grounded in the social, using Australian totemism to explain how the primitive mind used symbols derived from collective thought to create the ways in which we categorize ideas in society today. In saying this, he was adopting both an empiricist and a priori approach in explaining the categories. He states that the categories are inherent to human nature, but only†¦show more content†¦In the hunt at a distance it is the reverse† (Pg. 52). The use of menstruating woman in hunting eagles is an illustration of how symbols are only meaningful when understood in relationship to other symbols. While in most rites, a menstruating woman is usually regarded as harmful, when used in eagle hunting she is a powerful tool. To put it sim ply, while in one system she is considered one thing, in another system she is considered something completely different. This is how Strauss believes we form categories and classifications. Though Durkheim does not have such an in depth look at how humans understand relationships within categories, he does discuss what he believes are the origins of classifications in his work. As Durkheim highlights in his analysis of Australian totemism, the most important part of the religion is the feelings of kinship you feel with fellow members of your clan. Because of these strong connections you feel to your totemic group, there is an internal bond that consequently places you into a certain â€Å"category†. According to Durkheim, this is the same kind of logic that results in a genus –the way that we sort humans into totemic groups is the same way that we try to find similarities between things in nature and then classify them accordingly. Furthermore, he writes â€Å"the only groupings of that kind with which experience acquaintsShow MoreRelatedWhat Makes A Durable Wheelset Is Symbol Of A Good Buddy1549 Words   |  7 PagesA durable wheelset is symbol of a goo d buddy If you are exploring around for wheelsets to buy for your bike, you will find out that numerous different types are accessible for you to decide from. The type of wheelset you pick relies on what your competitive riding or every day riding requirements is. Carbon fiber bike wheels offer a very pleasant riding familiarity to you. There are a number of aspects for this. This type of wheels offers you better stability and performance. These sorts of wheelsetsRead MoreLiterary And Social Law : What Makes A Symbol Of The Human Experience?1514 Words   |  7 Pageswhen an author decides to defy literary and social law by employing the use of a nameless protagonist, they do so with the intent to make an impact. Namelessness strips the character of the idea of individuality and makes them more of the likes of a symbol of the human experience. The lack of a name intensifies the character s quest to find an identity in a world that has denied them of one or that has tried to control who they are. Without a name the character is presented to us as nobody or lessRead MoreSymbols And Images Of The Catcher Rye : What s The Holden s Head? 1758 Words   |  8 PagesThe Catcher in the Rye, many symbols and images relate to the main character, Holden. Many of these symbols represent how Holden sees the life around him and what kind of person is Holden Caulfield. 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Symbolism is a common occurrence in literary works and many books use symbolism to express mystical ideas, emotions, and states of mind. As in most literary works, symbolism also appears in The Scarlet Letter. There is lots of symbolism used in The Scarlet Letter to convey multiple things and to express many ideas. Symbolism can be found everywhere in The Scarlet Letter and many of the symbols that appear play very importantRead MoreHow Does Read Literature Like A Professor1557 Words   |  7 Pagesmetaphor or as a device to move and build upon the plot. Foster writes that â€Å"Violence in real life just is†¦Violence in literature, though, while it is literal, is usually also means something else† (95). I agree that violence can be used as a symbol, depending on what the act of violence is, and I agree that violence will further the plot to the novel. While reading this chapter, I built on the author’s thoughts, and I also think that violence is so present in literature because violence is abundant in

Greed And Money In The Great Gatsby - Free Essay Example

Sample details Pages: 3 Words: 750 Downloads: 2 Date added: 2019/03/26 Category Literature Essay Level High school Tags: The Great Gatsby Essay Did you like this example? We sometimes think we want to disappear, but all we really want is to be found. In the novel Gatsby wanted to get with his dream lover but he never got the chance with her because she was too shallow and stuck up. The Great Gatsby was written by F. Don’t waste time! Our writers will create an original "Greed And Money In The Great Gatsby" essay for you Create order Scott Fitzerald in the 1920’s. Fitzerald was the only son of and â€Å"aristocratic father† and â€Å"energetic mother, he attended college at Princeton leading figure in dramatic society. The author his self has been lonely because his parents didn’t accept his decision when he stopped going to school. The Great Gatsby is mostly about greed and money everyone wants one thing to themselves but don’t get those things. A primary may Fitzerald illustrates the theme of loneliness is through his setting, In the novel it states that Gatsby never accepted his parents for who they were so this shows that he already started as a loner. The war was also a major part of loneliness because these men could not see their wives if they had one. Also, the war has showed that the men at the time was lonely because they were surrounded by death. Gatsby has always been lonely ever since he was a young child. Even at parties Gatsby was by himself he never really gained any friends. Its like he never wanted to be bothered with anyone. All these little things show how loneliness took part in the novel most of the characters faced loneliness throughout the whole entire novel. The characters in the novel all show a hint of loneliness from the choice of words the author has used. One character by the name of Nick Carraway says, â€Å"Life is much more successfully looked at from a single window after all† This show that nick was already feels like he is an outsider and doesn’t belong. Daisy was also caught at a lonely point in the novel she stated â€Å"I woke up out of ether with an utterly abandoned feeling I turned my head and wept† she felt this way because she discovered that her husband was cheating on her. This shows that not only Gatsby was at a down point and felt lonely because all the character has faced this so-called loneliness. All these characters find and lose people just to realize that they are right next to them, all them are mostly alone throughout the novel. Loneliness was a big part of the book because the characters really have all faced this. The Green light show Gatsbys hope and dreams for his future with daisy. In the book Gatsby bought a house across the lake just to see the green light on daisy dock every night. The green light also symbolized that for Gatsby him and Daisy are on the same level and they might someday end up getting together. The color of the light seems to be a sign of hope, rebirth, or sickness, greed, and death. All those things are the signs of the green-light which all have a way on the characters in the novel they all deal with each and every one of those things. It Gatsby says â€Å"she seemed to be the representation of what he yearned for† this means that he really loved daisy but can’t exactly get to her. The green light basically is a symbol to show they love for one another in the book. Although Gatsby spent his life looking to love Daisy, he never got the chance to be with her before dying. The great Gatsby was a book based on people with hopeless and lonely lives even though they had all the money they wanted. All these things stated in my essay proves that the â€Å"American dream† is not really what people that live here make it seem. In this life everything will not be as perfect as you may want it to be, so you have to get through it all. You may feel alone but you should at least try to let people help you through the pain and loneliness. Life may not always be the exact way you want it to go but you still have to push through and make it the best it can be. â€Å"The most beautiful things in the world cannot be seen but can be touched they must be felt with the heart† this quote means that your life can be touched with just one experience of something great in life.

Analysis of “The Author to Her Book” Free Essays

string(60) " support material to address the different learning styles\." What is the most useful thing you have learned about the teaching process? What would be your ‘top tips’ to others? [Responses from 70 school librarians surveyed by Netskills in 2007] To introduce an element of fun into training. Happy people are more likely to learn plan your activities be flexible – if it doesn’t work ditch it try not to do too much in one session review your session and adapt it some classes respond differently to others learners need to be involved and engaged with the learning process 1. Make the skill you are trying to teach relevant to the students at their point of need. We will write a custom essay sample on Analysis of â€Å"The Author to Her Book† or any similar topic only for you Order Now . Don’t underestimate the power of â€Å"†modelling†Ã¢â‚¬  a process. keep trying – don’t give up be strong be assertive stay calm be helpful and work as part of a team It’s not as difficult as some teachers make it look! Manageable bites – do not attempt to serve the whole in one ‘IT’. Fairness honesty – sounds woolly but children spot a phony immediately. Also – we are here to educate not be their next best friend. Consistency – links with the above. Sense of humour! Teaching starts with the learner – they need to be engaged and understand what they are being offered is relevant and useful. Sessions need to be clearly structured in small steps so the learner can succeed and build confidence. Don’t try to pack too much into one session – it’s much better to cover the information carefully and allow time to recap at the end. Be well prepared Know your subject matter inside out Be able to ad lib if necessary Look at the broader aspects of the Curriculum including assessment. Education is our market so get involved with academic staff and what they do. With young people activities always take much longer to deliver than you expect. You need to be able to make learning available in different ways – some people will respond to a hands on approach – others want everything in handouts to be able to refer back to – and others want demonstrations. Being flexible and not making people feel unsuccessful if they take a long time to learn something new or need to repeat activities is very important in helping people to learn. – not to try to do / teach too much at any time – that children have different ways of leaning so to make any input as varied as possible. Willingness to learn, make mistakes, review and revise, collaborate well with school staff and sustain motivation and a professional image seem to be very important. That people learn in different ways, and that you need to think about this when presenting materials – sometimes you can present the most important details more than once, using approaches to suit different learning styles (eg in a presentation, in a quiz, and in a handout) Try to forget how you might be teaching and to concentrate on what they are learning. Focus on 1 thing at a time, just because you don’t get them for long, don’t try to cram in everything possible. Have your 2/3 learning objectives spelled out at beginning (tell them what they are going to learn, teach it and then check understanding) Make sure that the information is accurate and appropriate to the level of the learner Try to make it as multi-sensory as possible to stop them getting bored – keep it short and useful Give handouts to assist further development Always check your timing is realistic and plan the lesson well Be aware of different styles of learning. Use the same structure for planning lessons as the teaching staff. Have a plan B in case of IT failure, over/underrunning time. Make it as relevant as you can, spend as much time as possible with the students so you know exactly what they are trying to research and what their strengths and weaknesses are. Try to meet as many learning styles as you can. Observe and learn from teachers in the classroom and follow same strategies and techniques e. g Starter activities Main body Clear aims and objectives Plenary Take account of different learning styles Mindmapping Differentiated work Listen. Don’t expect everyone to understand first time. Pace yourself Change the way you present information eg practical, etc The different ways in which children learn and the necessity to pitch lessons across a range of abilities. To listen and respond positively, encouraging rather than demoralising. Different people learn in different ways. Include a variety of strategies in each lesson. Make the content relevant to the context. Plan what you’re going to do but be flexible enough to go with the flow. You need to understand your audience. Keep it SMARTER make it fun! Develop your own style of presentation and learn behaviour management â€Å"Remember that the members of any class will have a mixture of preferred learning styles-make sure there is variety. Do not be too dominated by your own preferred style Be well prepared, lack of organisation will show Have more material than you need: make sure there are extension activities available Make sure your audience think you are prepared to listen to them as well as teach them I used to be very concerned not to appear to patronise HE students and at first, tended to expect too much from them-then I discovered that actually they respond well to simple presentations with graphics etc, So, my advice would be: ‘Pitch your lesson to be simple and accessible, then differentiate the assessment challenge to the level(s) of ability/student expectation’. This works in school just as it did in HE Skills that have proved most useful have been to vary pace and delivery style. I would offer these ideas as top tips: Use the three part lesson – a clear opening giving objectives, body of what you want to convey and then a plenary to ensure the main points have been absorbed. Vary your delivery method and types of support material to address the different learning styles. You read "Analysis of â€Å"The Author to Her Book†" in category "Papers" Encourage student questioning at higher levels to improve their learning processes. Allow peer teaching to take place between the students – great way to cascade new knowledge. Use student evaluation to improve the lessons. Ask teachers for advice on planning activities, try and get to meetings on secondary strategy, etc Be flexible – what works with one class may not work with another. It is a waste of time telling students what they don’t need to know at that time. You need to consider the different ways in which people learn and structure your teaching accordingly in order to ensure that as many people as possible benefit from your session. Students need to ‘have a go’ themselves to make learning more relevant. Teaching is a two way process. planning is key ind out what students know beforehand/build on prior knowledge connect the learning cater for variety of learning styles focus on process as much if not more than content develop learner attributes allow time for practice/reflection on learning teach skills in relevant context offer extension activities for G and differentiate carefully for individual learning needs look con fident even if you’re not! You never stop learning. More teachers should know this, but they don’t. Be aware of the level of work involved in teaching, especially creating classwork and assessment. Aim low – whoever you are teaching. Keep calm Be well prepared Keep it simple Try out any worksheets yourself to make sure they can be completed in the time available. Have extension activities ready for the more able who will finish early. Keep instructions/worksheets simple – too much text is a turn-off. Be aware of different learning styles – you’ll naturally write things to suit your own style but not everyone learns the way you do! † Listen. Be well prepared. Continually assess if the pupils are understanding as you deliver the lesson. Preparation of materials [sometimes differentiated] is key and the willingness to be flexible and adapt materials as necessary. Be aware of your timing Match the activity/material(s) to the ability/age of the students† Keep it informal and use their individual interests to garner enthusiasm Different presentation styles for different audiences Don’t talk too much Active participation of audience Know your audience’s ability – don’t use jargon they can’t understand, don’t patronise Think about different styles of presenting information – don’t overuse PowerPoint. Be prepared to repeat yourself and back up the information you give in many different formats and on many occasions. Be passionate about what you are doing – students soon pick up if you are bored with the subject yourself. Be prepared to adapt to change within your organisation. Keep an open mind and be prepared to adapt the ways you can teach library inductions, information literacy and support whole school literacy in line with your school’s priorities. Creativity is key! Be well prepared. It’ll always take longer than you think. Never show fear! I have found observing, associating and learning from teachers (and sometimes their mistakes! ) has been the key element in the growth of my own understanding of teaching. It’s an ongoing learning process! Ask for help/ advice/ support from sympathetic teaching colleagues / or Staff Development Coordinator. Starting in a new school – ask to shadow a form for a day ask to follow up with occasional lesson observations of teachers with different teaching styles ( different year groups). Planning and preparation are key. Ensure you know what equipment you need before the lesson starts and that it works; arrange furniture in a way that you want it. Ensure that you know what outcomes you want from your lesson and how you are going to achieve them. Make sure that all pupils are involved. Don’t just talk but make sure that each lesson has variety within it – questions and answers, worksheets etc. Ensure that you sum-up what you have covered at the end of the lesson. Make everything that you talk about relevant to the pupils. Teaching comes in a variety of formats and styles differ enormously among teachers. It is more difficult than we think and easier than teachers make us believe. Teaching is changing constantly. Listen to and learn from the children you teach. Teachers are learners themselves and good teachers know this. With their unique set of skills, most librarians would be very able to complete an equivalent to a PGCE. Be confident, assertive and fair. Be well prepared – plan effectively. Relax – pupils smell fear. Include variety in the lesson, don’t talk for too long – pupil attention spans are limited. Liaise with teaching staff. be ahead of all requests – if possible. Be concise, but pertinent. patience! I was totally thrown in at the deep end in my first job as I was expected to teach with no training what-so-ever AND my teaching was OFSTED inspected that year (although I did point out to the inspector that I wasn’t a teacher. Over the last 9 years I have taught myself by reading and watching other staff. I have written my own lesson plans and schemes of work. In my current role I am teaching a lot of IT and would like to train to be an IT teacher but can’t afford to have the time off work to do the teaching practice. It would be nice to have some teaching qualification for school librarians taking this into consideration. Find an ally on the teaching staff and ask for help. Be prepared to ask for and accept guidance. Have a number of areas in the curriculum where you think teaching of research skills can be integrated and explain with a lesson plan. Have to be flexible. Teachers think on their feet! Need to have various ways of explaining- not all pupils learn in the same way. Use the same methods as teachers in your school: class line up outside, take register, require silence before speaking, students seated boy-girl. Adapt to how your school does these things. Vary methods – do not expect students to be able to sit still for a long time. Use music, get students to move around, use competition between groups of students, engage children with controlled use of ICT and encourage multi-media. Act like a member of teaching staff using school behaviour policy. Have high expectations of students in terms of their learning and behaviour. Get feedback from students and teachers and use this to improve your sessions for the next time. Learn from other librarians and share things that work. To teach something pupils actually want to learn, or show them how useful it will be to know more about the topic. With regards to library skills it should be within a course that teaches information skills, as that is essential. Adapting material to individual needs. Also using a variety of methods, particularly ‘hands-on’ or kinaesthetic activities. How to cite Analysis of â€Å"The Author to Her Book†, Papers

Analysis of “The Author to Her Book” Free Essays

string(60) " support material to address the different learning styles\." What is the most useful thing you have learned about the teaching process? What would be your ‘top tips’ to others? [Responses from 70 school librarians surveyed by Netskills in 2007] To introduce an element of fun into training. Happy people are more likely to learn plan your activities be flexible – if it doesn’t work ditch it try not to do too much in one session review your session and adapt it some classes respond differently to others learners need to be involved and engaged with the learning process 1. Make the skill you are trying to teach relevant to the students at their point of need. We will write a custom essay sample on Analysis of â€Å"The Author to Her Book† or any similar topic only for you Order Now . Don’t underestimate the power of â€Å"†modelling†Ã¢â‚¬  a process. keep trying – don’t give up be strong be assertive stay calm be helpful and work as part of a team It’s not as difficult as some teachers make it look! Manageable bites – do not attempt to serve the whole in one ‘IT’. Fairness honesty – sounds woolly but children spot a phony immediately. Also – we are here to educate not be their next best friend. Consistency – links with the above. Sense of humour! Teaching starts with the learner – they need to be engaged and understand what they are being offered is relevant and useful. Sessions need to be clearly structured in small steps so the learner can succeed and build confidence. Don’t try to pack too much into one session – it’s much better to cover the information carefully and allow time to recap at the end. Be well prepared Know your subject matter inside out Be able to ad lib if necessary Look at the broader aspects of the Curriculum including assessment. Education is our market so get involved with academic staff and what they do. With young people activities always take much longer to deliver than you expect. You need to be able to make learning available in different ways – some people will respond to a hands on approach – others want everything in handouts to be able to refer back to – and others want demonstrations. Being flexible and not making people feel unsuccessful if they take a long time to learn something new or need to repeat activities is very important in helping people to learn. – not to try to do / teach too much at any time – that children have different ways of leaning so to make any input as varied as possible. Willingness to learn, make mistakes, review and revise, collaborate well with school staff and sustain motivation and a professional image seem to be very important. That people learn in different ways, and that you need to think about this when presenting materials – sometimes you can present the most important details more than once, using approaches to suit different learning styles (eg in a presentation, in a quiz, and in a handout) Try to forget how you might be teaching and to concentrate on what they are learning. Focus on 1 thing at a time, just because you don’t get them for long, don’t try to cram in everything possible. Have your 2/3 learning objectives spelled out at beginning (tell them what they are going to learn, teach it and then check understanding) Make sure that the information is accurate and appropriate to the level of the learner Try to make it as multi-sensory as possible to stop them getting bored – keep it short and useful Give handouts to assist further development Always check your timing is realistic and plan the lesson well Be aware of different styles of learning. Use the same structure for planning lessons as the teaching staff. Have a plan B in case of IT failure, over/underrunning time. Make it as relevant as you can, spend as much time as possible with the students so you know exactly what they are trying to research and what their strengths and weaknesses are. Try to meet as many learning styles as you can. Observe and learn from teachers in the classroom and follow same strategies and techniques e. g Starter activities Main body Clear aims and objectives Plenary Take account of different learning styles Mindmapping Differentiated work Listen. Don’t expect everyone to understand first time. Pace yourself Change the way you present information eg practical, etc The different ways in which children learn and the necessity to pitch lessons across a range of abilities. To listen and respond positively, encouraging rather than demoralising. Different people learn in different ways. Include a variety of strategies in each lesson. Make the content relevant to the context. Plan what you’re going to do but be flexible enough to go with the flow. You need to understand your audience. Keep it SMARTER make it fun! Develop your own style of presentation and learn behaviour management â€Å"Remember that the members of any class will have a mixture of preferred learning styles-make sure there is variety. Do not be too dominated by your own preferred style Be well prepared, lack of organisation will show Have more material than you need: make sure there are extension activities available Make sure your audience think you are prepared to listen to them as well as teach them I used to be very concerned not to appear to patronise HE students and at first, tended to expect too much from them-then I discovered that actually they respond well to simple presentations with graphics etc, So, my advice would be: ‘Pitch your lesson to be simple and accessible, then differentiate the assessment challenge to the level(s) of ability/student expectation’. This works in school just as it did in HE Skills that have proved most useful have been to vary pace and delivery style. I would offer these ideas as top tips: Use the three part lesson – a clear opening giving objectives, body of what you want to convey and then a plenary to ensure the main points have been absorbed. Vary your delivery method and types of support material to address the different learning styles. You read "Analysis of â€Å"The Author to Her Book†" in category "Papers" Encourage student questioning at higher levels to improve their learning processes. Allow peer teaching to take place between the students – great way to cascade new knowledge. Use student evaluation to improve the lessons. Ask teachers for advice on planning activities, try and get to meetings on secondary strategy, etc Be flexible – what works with one class may not work with another. It is a waste of time telling students what they don’t need to know at that time. You need to consider the different ways in which people learn and structure your teaching accordingly in order to ensure that as many people as possible benefit from your session. Students need to ‘have a go’ themselves to make learning more relevant. Teaching is a two way process. planning is key ind out what students know beforehand/build on prior knowledge connect the learning cater for variety of learning styles focus on process as much if not more than content develop learner attributes allow time for practice/reflection on learning teach skills in relevant context offer extension activities for G and differentiate carefully for individual learning needs look con fident even if you’re not! You never stop learning. More teachers should know this, but they don’t. Be aware of the level of work involved in teaching, especially creating classwork and assessment. Aim low – whoever you are teaching. Keep calm Be well prepared Keep it simple Try out any worksheets yourself to make sure they can be completed in the time available. Have extension activities ready for the more able who will finish early. Keep instructions/worksheets simple – too much text is a turn-off. Be aware of different learning styles – you’ll naturally write things to suit your own style but not everyone learns the way you do! † Listen. Be well prepared. Continually assess if the pupils are understanding as you deliver the lesson. Preparation of materials [sometimes differentiated] is key and the willingness to be flexible and adapt materials as necessary. Be aware of your timing Match the activity/material(s) to the ability/age of the students† Keep it informal and use their individual interests to garner enthusiasm Different presentation styles for different audiences Don’t talk too much Active participation of audience Know your audience’s ability – don’t use jargon they can’t understand, don’t patronise Think about different styles of presenting information – don’t overuse PowerPoint. Be prepared to repeat yourself and back up the information you give in many different formats and on many occasions. Be passionate about what you are doing – students soon pick up if you are bored with the subject yourself. Be prepared to adapt to change within your organisation. Keep an open mind and be prepared to adapt the ways you can teach library inductions, information literacy and support whole school literacy in line with your school’s priorities. Creativity is key! Be well prepared. It’ll always take longer than you think. Never show fear! I have found observing, associating and learning from teachers (and sometimes their mistakes! ) has been the key element in the growth of my own understanding of teaching. It’s an ongoing learning process! Ask for help/ advice/ support from sympathetic teaching colleagues / or Staff Development Coordinator. Starting in a new school – ask to shadow a form for a day ask to follow up with occasional lesson observations of teachers with different teaching styles ( different year groups). Planning and preparation are key. Ensure you know what equipment you need before the lesson starts and that it works; arrange furniture in a way that you want it. Ensure that you know what outcomes you want from your lesson and how you are going to achieve them. Make sure that all pupils are involved. Don’t just talk but make sure that each lesson has variety within it – questions and answers, worksheets etc. Ensure that you sum-up what you have covered at the end of the lesson. Make everything that you talk about relevant to the pupils. Teaching comes in a variety of formats and styles differ enormously among teachers. It is more difficult than we think and easier than teachers make us believe. Teaching is changing constantly. Listen to and learn from the children you teach. Teachers are learners themselves and good teachers know this. With their unique set of skills, most librarians would be very able to complete an equivalent to a PGCE. Be confident, assertive and fair. Be well prepared – plan effectively. Relax – pupils smell fear. Include variety in the lesson, don’t talk for too long – pupil attention spans are limited. Liaise with teaching staff. be ahead of all requests – if possible. Be concise, but pertinent. patience! I was totally thrown in at the deep end in my first job as I was expected to teach with no training what-so-ever AND my teaching was OFSTED inspected that year (although I did point out to the inspector that I wasn’t a teacher. Over the last 9 years I have taught myself by reading and watching other staff. I have written my own lesson plans and schemes of work. In my current role I am teaching a lot of IT and would like to train to be an IT teacher but can’t afford to have the time off work to do the teaching practice. It would be nice to have some teaching qualification for school librarians taking this into consideration. Find an ally on the teaching staff and ask for help. Be prepared to ask for and accept guidance. Have a number of areas in the curriculum where you think teaching of research skills can be integrated and explain with a lesson plan. Have to be flexible. Teachers think on their feet! Need to have various ways of explaining- not all pupils learn in the same way. Use the same methods as teachers in your school: class line up outside, take register, require silence before speaking, students seated boy-girl. Adapt to how your school does these things. Vary methods – do not expect students to be able to sit still for a long time. Use music, get students to move around, use competition between groups of students, engage children with controlled use of ICT and encourage multi-media. Act like a member of teaching staff using school behaviour policy. Have high expectations of students in terms of their learning and behaviour. Get feedback from students and teachers and use this to improve your sessions for the next time. Learn from other librarians and share things that work. To teach something pupils actually want to learn, or show them how useful it will be to know more about the topic. With regards to library skills it should be within a course that teaches information skills, as that is essential. Adapting material to individual needs. Also using a variety of methods, particularly ‘hands-on’ or kinaesthetic activities. How to cite Analysis of â€Å"The Author to Her Book†, Papers

Walmart ecommerce ops Essay Example For Students

Walmart ecommerce ops Essay What is Wal-Mart dong that seems to fit a definition of successful e-commerce operations? What cold they do better? How does shopping on-line compare to your experience looking for a similar type of item at a bricks-and-mortar store? How does this site compare to other experiences youve had with e-commerce When you talk about Wal-Mart the first thing that you have to remember is that they are the largest retailer in the world. Wal-Mart employs more people in the United States than any other company and is second only to the federal government in the number of employees that they have on the payroll. These are important facts to consider in that due to their tremendous size, Wal-Mart has an enormous effect on the economy and the way that business is conducted. In many instances, if a company wants to continue to do business they have to either follow what Wal-Mart is doing or attempt to compete against Wal-Mart in some other fashion. It is not unreasonable to state that Wal-Mart is the reason why many businesses are in business today. We will write a custom essay on Walmart ecommerce ops specifically for you for only $16.38 $13.9/page Order now They were forced out by the sheer size of Wal-Mart. So, with this in mind it is interesting to note that Wal-Mart ranks only third on the e-commerce scale behind Dell computers and Amazon. (Sullivan 2004) What is the reason for this? Its hard to say and point to one specific reason why Wal-Mart doesnt lead this list but maybe looking at the criteria outlined in the background reading will help to answer this question. (Wollan 2003) In the background reading a list of criteria is given that outlines the advantages of e-commerce as it relates to operations management. The companies that are able to capitalize on these are the ones that will be successful. Wal-Mart is able to capitalize and continues to do so as it improves and expands into the e-commerce environment. Some of these advantages are: Better availability of service Cost reduction in information processing Better of timeliness of service Better access to customer markets Initial cost of operations less expensive Operating costs of operations less expensive Better purchasing prices from suppliers Improved product development Improved scheduling Better supplier quality Some of these might not be as clear unless you take the time to understand how Wal-Mart operates. (Wal-Mart, 2005) Wal-Mart treats each of its different divisions as separate companies. The Wal-Mart Corporation consists of Wal-Mart stores, Sams Club, Wal-Mart International, and Walmart.com. Each of these entities is a separate company that is not dependent on the other. As such the success of the initial start up of the companies is not based on how well or poorly the corporation is doing. Further in the background readings, Dr. Wollan outlines eight areas that can be linked as critical success factors for the operations of e-commerce. Supply Chain Management Product and Process Design Management Purchasing Management Forecasting and Scheduling Management Inventory Management Quality Management Human Resource Management Reengineering and Consulting Management In my opinion the most important of these factors is the Supply Chain Management. If the customer is not able to get the product when they want it or the product is always sold out, they will go somewhere else. Wal-Mart has taken the role of leader in how suppliers will do business with companies. In August 2002, Wal-Mart told its suppliers they would have to start sending and receiving electronic data over the Internet. As a result, more than 98% of Wal-Marts Electronic Data Information (EDI) exchanges are done over the Internet using AS2 software. (Zimmerman 2003) This leads me back to my first point in that what Wal-Mart does others will do also. The suppliers began to get their AS2 infrastructures up and running in anticipation of other retailers that would follow suit. Lowes and Home Depot are now also using the AS2 software platform to conduct their business as well. Since Wal-Mart made their announcement, the company responsible for the development of the AS2 software, Isoft Corporation, has seen a 900% increase in their sales and have more than 1,0000 customers. There is not really a lot of room for improvement when talking about Walmart. .u102acc82dd5dbde67bd0ccdf707a23e8 , .u102acc82dd5dbde67bd0ccdf707a23e8 .postImageUrl , .u102acc82dd5dbde67bd0ccdf707a23e8 .centered-text-area { min-height: 80px; position: relative; } .u102acc82dd5dbde67bd0ccdf707a23e8 , .u102acc82dd5dbde67bd0ccdf707a23e8:hover , .u102acc82dd5dbde67bd0ccdf707a23e8:visited , .u102acc82dd5dbde67bd0ccdf707a23e8:active { border:0!important; } .u102acc82dd5dbde67bd0ccdf707a23e8 .clearfix:after { content: ""; display: table; clear: both; } .u102acc82dd5dbde67bd0ccdf707a23e8 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u102acc82dd5dbde67bd0ccdf707a23e8:active , .u102acc82dd5dbde67bd0ccdf707a23e8:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u102acc82dd5dbde67bd0ccdf707a23e8 .centered-text-area { width: 100%; position: relative ; } .u102acc82dd5dbde67bd0ccdf707a23e8 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u102acc82dd5dbde67bd0ccdf707a23e8 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u102acc82dd5dbde67bd0ccdf707a23e8 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u102acc82dd5dbde67bd0ccdf707a23e8:hover .ctaButton { background-color: #34495E!important; } .u102acc82dd5dbde67bd0ccdf707a23e8 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u102acc82dd5dbde67bd0ccdf707a23e8 .u102acc82dd5dbde67bd0ccdf707a23e8-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u102acc82dd5dbde67bd0ccdf707a23e8:after { content: ""; display: block; clear: both; } READ: Fashion Of 16th Century Essaycom. The site is simple and easy to use. Perhaps the only downfall of Wal-Mart .com is that with the number of brick-and-mortar stores available to a customer why would they want to wait .

5 Reasons Why Selling to Libraries is a Top Priority

5 Reasons Why Selling to Libraries is a Top Priority 5 Reasons Why Selling to Libraries Needs to be a Top Priority Amy Collins is a publishing industry expert, author of The Write Way, and founder of New Shelves Books, one of the fastest growing book distribution, sales, and marketing companies in North America. As a former sales director for a large book and magazine publisher, she has sold to Barnes Noble, Target, Costco, and many other major chains.If you are looking for a new source of income from your self-published book, libraries are something you really should consider. Libraries in the US are experiencing a huge surge in foot traffic. Public librarians are seeing a LOT more patrons, and their check out rates are skyrocketing. The good news? Â  Their budgets are going up too. In many cities, the annual budget for libraries is increasing - new locations are opening, and old ones are reopening at historical rates.US libraries spend over 3 billion dollars each year on materials (books, magazines, e-journals), so you should consider using some of your sales and marketing time to present yo ur book to librarians. US Libraries spend over $3b a year on materials. How can #selfpub authors get a piece of the pie? 1. Fiction and Children’s books are the top categories, but non-fiction is catching upAccording to the ALA Materials Survey published in March 2015, the most popular categories in public libraries were Children’s picture books, general fiction, mystery/thrillers, cookbooks and memoir/bio. The complete list is here.2. Librarians want more books that drive traffic into their libraries.When more people come to a library, it demonstrates the need for that library in the community. Â  As a result, budgets will go up; they will hire more staff, and everyone is happy. For independent authors, this is also great news: 92% of librarians surveyed between May 2016 – July 2016 by New Shelves stated that they regularly buy books from self-published authors and small presses. 3. eBooks and audiobooks are the fastest growing type of book purchases.Ebook and audiobooks are a terrific way to get your book into the hands of avid readers. Â  Libraries spend over 25% of their budgets on ebooks and audiobook downloads. These types of books cost you far less to sell because there are no printing costs. Focus on your ebook and audiobook sales to libraries and make even MORE money.To learn more about how to get your ebooks into libraries, read our master guide on ebook distribution!4. Sell to one library, sell to manyOnce one library has your book and the check-out rates start showing up on reports, other librarians will start ordering your book. The growth and spread of your book’s sales and popularity will start happening while you are not even looking! Get your book into a few libraries within a system and watch out for your new sales.5. You can do this with just a few simple materials.There are materials that Librarians can use to decide if your book is something they want to buy. These items are:a one-page sales sheet with your book’s details and description,a one-page sheet about the author that showcases what a great person you are,a marketing plan and an outline showing all the ways you are going to promote the book,a list of things you are willing to do to help the library promote the book and your topic.Create an email that focuses on the librarian's goals instead of on how great your book is. The proper attitude, the right tone, and appropriate submission materials will get you much further than your belief that your book should be a best-seller.Have you ever considered selling your book to a library, or does it seem like too much effort for too little return? Let us know your thoughts and questions in the comments below.

Definition and Examples of Parrhesia

Definition and Examples of Parrhesia In classical rhetoric, parrhesia is free, frank, and fearless speech. In ancient Greek thought, speaking with parrhesia meant saying everything or speaking ones mind. An intolerance of parrhesia, notes S. Sara Monoson, marked tyranny of both the Hellenic and Persian varieties in the Athenian view. . . . The coupling of freedom and parrhesia in the democratic self-image . . . functioned to assert two things: the critical attitude appropriate to a democratic citizen, and the open life promised by democracy (Platos Democratic Entanglements, 2000). Examples and Observations The author of [Rhetorica] ad Herennium discussed a figure of thought called parrhesia (frankness of speech). This figure occurs when, talking before those to whom we owe reverence or fear, we yet exercise our right to speak out, because we seem justified in reprehending them, or persons dear to them, for some fault (IV xxxvi 48). For example: The university administration has tolerated hate speech on this campus, and so to some extent they are responsible for its widespread use. An opposing figure is litotes(understatement), where a rhetor diminishes some feature of the situation that is obvious to all.(Sharon Crowley and Debra Hawhee, Ancient Rhetorics for Contemporary Students. Pearson, 2004)To best reflect the meanings in its own context, parrhesia should be thought of as true speech: the parrhesiastes is the one who speaks the truth. Parrhesia required that the speaker use the most direct words and expressions possible in order to make it clear that whatever he might be saying wa s his own opinion. As a speech activity, parrhesia was largely limited to male citizens.(Kyle Grayson, Chasing Dragons. University of Toronto Press, 2008) What is basically at stake in parrhesia is what could be called, somewhat impressionistically, the frankness, freedom, and openness, that leads one to say what one has to say, as one wishes to say it, when one wishes to say it, and in the form one thinks is necessary for saying it. The term parrhesia is so bound up with the choice, decision, and attitude of the person speaking that the Latins translated it by, precisely, libertas [speaking freely].(Michel Foucault, The Hermeneutics of the Subject: Lectures at the College de France 19811982. Macmillan, 2005)The Fearless Speech of Malcolm XMalcolm X is the great example of parrhesia in the black prophetic tradition. The term goes back to line 24A of Platos Apology, where Socrates says, the cause of my unpopularity was my parrhesia, my fearless speech, my frank speech, my plain speech, my unintimidated speech. The hip hop generation talks about keeping it real. Malcolm was as real as it gets. James Brown talked about make it funky. Malc olm was always. Bring in the funk, bring in the truth, bring in the reality. . . .When Malcom looked at black life in America, he saw wasted potential; he saw unrealized aims. This kind of prophetic witness can never be crushed. There was no one like him in terms of having the courage to risk life and limb to speak such painful truths about America.(Cornel West, Firebrand. Smithsonian, February 2015) Eisenhower on the Military-Industrial ComplexWe annually spend on military security alone more than the net income of all United States corporations.Now this conjunction of an immense military establishment and a large arms industry is new in the American experience. The total influenceeconomic, political, even spiritualis felt in every city, every Statehouse, every office of the Federal government. We recognize the imperative need for this development. Yet, we must not fail to comprehend its grave implications. Our toil, resources, and livelihood are all involved. So is the very structure of our society.In the councils of government, we must guard against the acquisition of unwarranted influence, whether sought or unsought, by the military-industrial complex. The potential for the disastrous rise of misplaced power exists and will persist. We must never let the weight of this combination endanger our liberties or democratic processes. We should take nothing for granted. Only an aler t and knowledgeable citizenry can compel the proper meshing of the huge industrial and military machinery of defense with our peaceful methods and goals, so that security and liberty may prosper together. . . .Disarmament, with mutual honor and confidence, is a continuing imperative. Together we must learn how to compose differences, not with arms, but with intellect and decent purpose. Because this need is so sharp and apparent, I confess that I lay down my official responsibilities in this field with a definite sense of disappointment. As one who has witnessed the horror and the lingering sadness of war, as one who knows that another war could utterly destroy this civilization which has been so slowly and painfully built over thousands of years, I wish I could say tonight that a lasting peace is in sight.Happily, I can say that war has been avoided. Steady progress toward our ultimate goal has been made. But so much remains to be done.(President Dwight Eisenhower, Farewell Address , January 17, 1961) Straight Talk as a Rhetorical TropeI read S. Sara Monosons excellent work on parrhesia (frank speech) in ancient Athens. I thought, this is itwe can use this ethic of parrhesia as our own democratic ideal! But then I began to notice that our popular culture in fact already praised something like parrhesia: straight talk. Political theorists also have a similar ethic: sincerity. But the problem was that a lot of straight-talkers seemed deeply undemocratic: straight talk seemed to have become a trope, another tool of crafty politicians and smart advertising executives.(Elizabeth Markovits, The Politics of Sincerity: Plato, Frank Speech, and Democratic Judgment. The Pennsylvania State University Press, 2008)

The Role Of Financial Management In Successful Business Acquisitions Essay

The Role Of Financial Management In Successful Business Acquisitions - Essay Example Therefore in the light of all these considerations in order to ensure that my presentation is a success my aim will be to educate the audience into becoming more informed users of financial statements pertaining to mergers and acquisitions.I will emphasize upon the intricacies of financial accounting in this regard particularly with regard to goodwill, acquisition provisions and tax. Another consideration will be the use of acquisitions concluded by contract, rather than by exchange of equity interests. This is will also involve an explanation of how the GAAP (Generally Accepted Accounting Principles) have coped with the variances in different systems in order achieve successful financial reporting objectives.The presentation will highlight the fact that corporate financial statements serve as information givers about the portfolio of the firm pertaining to its performance and prospects.My presentation will demonstrate the link between the economic atmosphere and how its reflects ont o a financial statement.Also included in the presentation will be how the organizational manager of a firm can communicate to the financial users the views of the financial issues thus taking on the role of a financial intermediary. Of prime importance will be an understanding and communication of financial statements and what should or should not be disclosed in line with the regulation and strategy.  This would help the acquirer recognize many intangible assets  separately from goodwill.... ng to its performance and prospects.My presentation will demonstrate the link between the economic atmosphere and how its reflects onto a financial statement.Also included in the presentation will be how the organisational manager of a firm can communicate to the financial users the views of the financial issuers thus taking on the role of a financial intermediary. Of prime importance will be an understanding and communication of financial statements and what should or should not disclosed in line with the regulation and strategy. The Balance Sheet The pith and substance of reviewing a financial statement prior to concluding a merger/acquisition contract pertains to the underlying economics of the economic events highlighted.The relevant information would include the figures which reflect the current value of the assets which are to be acquired and the liabilities assumed.This would allow a potential buyer to recognise the assets acquired and liabilities assumed at their acquisition date fair values and this should be reviewed regardless of the fact how these assets were acquired (that is by merger or contribution or even purchase).This would help the acquirer recognise many intangible assets separately from goodwill. The diagram above1 shows how the financial information and its disclosures will finally lead to the closing of a merger deal. Before concluding a merger or acquisition the experience accountant will scrutinise the pension and tax liabilities which will arise subsequently and how will they be computed post acquisition.Also relevant is the extent to which the buyer will be held responsible for the company's individual assets acquired and liabilities assumed . It has to observed from the balance sheet and agreed from the start how the liability for the

Global Operations Management IP II Essay Example | Topics and Well Written Essays - 1000 words

Global Operations Management IP II - Essay Example These strategies will enable the company realize better performance and gain competitive advantage in the global market. Introduction A PPQ part is a manufacturing company that deals with the manufacture of Sport Utility Vehicles in the United States with 5000 number of employees and controls 5% of the world market share. The company intends to reorganize its operations beyond the boarders of United States in which the company intends to expand its employee base to 10000. However, the company has experienced high turnover rates of 28% which is above the market average. The company therefore intends to increase its employee retention through reduction of annual turnover from 28% to 17%. PPQ Parts also intends to increase its profit margin from 6% to 13% in 4 years in order to improve its performance in the stock market from the current $10 per share to $22 per share. The company through its corporate values contributes 0.5% of its profits to charity work and would like to raise it to 5% in 4 years time. Strategic Management Plan Employment Rebranding Strategy The ability of PPQ parts to attract and retain customers is one of the big challenges the company faces. Moreover, ability to attract and retain customers in the new global market that the company intends to venture will be even more challenging. According to McLaughlin & Fitzsimmons (1996), attracting and retaining talent is becoming the main competitive differentiator for companies around the world. While PPQ parts intend to cast a wider net across the globe, it will be imperative for the top management of the company to manage its internal HR systems. Employment branding is therefore the best approach that will guarantee long term talent development and retention thus reducing employee turnover (Kuruvilla, 2008). Major Goal: To increase employee retention by lowering annual turnover from 28% to 17% while increasing the number of employees from 5000 to 10000. Objective: Reduce the annual employee turnover from 28% to 17% through implementation of key HR strategies necessary to motivate employees and improve performance. Responsible Parties: PPQ Parts Board, and Senior Management staff Key Strategies: 1. Training and career development by coming up with a career development plan that will include systems for assessing employee performance and recommendation of training needs. 2. Performance Management by developing employee appraisal system that would keep employees focused to organizational direction and ensures employees are involved in the process of decision making with respect to training needs and career development. 3. Developing a HR function through implementing logical connections, that connects the renewal and integration capabilities, practical interventions and dynamic behaviors. 4. Develop HR operational procedures and enhance communication system within the organization. 5. Conduct a survey on the areas of employees’ satisfaction and implement the recommendation s. Expected Outcomes: Increased employee referrals, retention rates improve, enhance employee motivation, develop a stronger corporate culture, reduce corporate negatives, ammunition for employees and managers and gain a competitive advantage Timeline: Implementation of these strategies is expected to take 6 months followed by evaluation process and finally addressing the

Recruitment And Selection Policies For Companies Management Essay

Recruitment And Selection Policies For Companies Management Essay In order to compete successfully in a global market, more companies are beginning to focus on the role of human resources, most importantly on recruitment and selection as a critical part of their core competence and a source of competitive advantage. A good recruitment is very essential for an effective human resource management. According to Sparrow and Hiltrop (1994), the effectiveness of many other human resource activities, such as selection and training, depends largely on the quality of new employees attracted through the recruitment process. Also, Sparrow (2006) pointed out that the challenges for HR business partners in handling recruitment for an international organisation vary in each country, but a common need is the question of how to ensure rigour and consistency across operations in very different cultures, business markets and labour markets. 1.1 BACKGROUND TO THE STUDY Hiring competent individuals has always been and will always be of paramount importance to business organisations, which is highly dependent on the recruitment and selection, which aims to attract and retain high-quality individuals in order to achieve continued success within the organisations. The importance of recruitment and selection should never be ignored. One of the earliest management writers, Taylor F.W (1911) complained about the typical way individuals were selected based on who you knew or who was first in the queue. Taylor introduced the idea that people should be selected for their skills and abilities, which should be tested before the selection decision. Due to the increase in internalisation, HR departments of multinational companies have put so much importance on the recruitment and selection of their staff, primarily because recruitment and selection is involved in making future predictions about future behaviour, so that decisions can be made about who will be most suitable for a particular job. 1.2 AIMS/OBJECTIVES OF THE STUDY I aim to analyse the recruitment and selection policies of Ernst Young (EY) and KPMG in their different subsidiaries which are Nigeria and Sierra Leone, and to build the concepts on human resource management literature, which will help me to analyse what these companies did well? What these companies did badly? How these companies can be improved? What lessons we can learn from these companies? Would the recruitment and selection methods change overtime for Ernst Young Nigeria and KPMG Sierra Leone in the likely future?. 1.3 SIGNIFICANCE OF THE STUDY The importance of this study/paper is to explain and persuade my readers on the importance of an effective recruitment and selection policies from my analysis of Ernst Young Nigeria and KPMG Sierra Leone. 1.4 RESEARCH METHODOLOGY According to Lee (1989) research is a systematic quest for undiscovered knowledge. The result of the pursuit of this knowledge is known as research. I would be carrying out a case study on Ernst Young and KPMG in their foreign subsidiaries; which are Nigeria and Sierra Leone and to carry out an analysis on the recruitment and selection policies used. CHAPTER 2 LITERATURE REVIEW There are many previous studies and literature concerning recruitment and selection, this review will aim to expand on these and use the concepts of human resource management literature to offer a diverse understanding. Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs. Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular jobs. With that said, every organisation has to recruit workers, select them, pay them, and also motivate them and in the long run eventually arrange for their retirement or departure. However, things are done differently in different countries; not only do they have different cultures (the foreign subsidiaries am analysing are Nigeria and Sierra Leone which are Wes-African countries), they also operate with different educated and skilled workforces, and in different economic situations, with different labour laws, government support or control and so on. Recruitment and selection vary across different countries, in HRM there are the concepts of international and comparative human resource management, and there is a distinction between Comparative HRM and International HRM which was made clear by Boxall (1995). Comparative human resource management explores the extent to which HRM differs between different countries or between different areas within a country or different regions of the world (Brewster and Larsen, 2000). Comparative human resource management is telling us that employment systems differ noticeably between countries and that managing human resources has to vary from country to country. 2.1 INTERNATIONAL HRM In international HRM, which is the basis of this paper, primarily because it seeks to understand the approaches used in the management of employees by multinational companies in their subsidiaries. For these international organisations, human resource management is a key to success. International HRM examines the way organisations manage their human resources across these different national contexts. According to Brewster and Lee (2006), international organisations have employees who work across national borders. In international HRM, there are staffing issues that internationalizing companies encounter that are either not present in a domestic environment, or are complicated by the international context in which these human resource activities take place and how subsidiaries respond. There are four (4) main approaches in which multinational companies deal with the management of employees in their foreign subsidiaries, these approaches were developed in the international business strategy literature which focused on human resource management and was carried out by Perlmutter (1969) and Heenan Perlmutter (1979) these approaches are; Ethnocentric, Polycentric, Regiocentric and Geocentric approaches. In the Ethnocentric Approach; in this approach the strategic decisions are made at headquarters, few foreign subsidiaries have any autonomy. Key positions at the foreign operations are held by headquarters management personnel, this type of approach is common at the early stages of internationalisation because of the need to maintain good communication, co-ordination, and control links with corporate headquarters, subsidiaries are usually managed by expatriates from the parent country (PCNs). A common disadvantage to this approach is that the workers of the host country nationals (HCNs) feel inferior or cheated to the workers of the parent country nationals (PCNs) when salaries, compensation packages, company bonuses are compared. In the Polycentric Approach; in this approach the multinational company treats each subsidiary as a distinct national entity with some decision-making autonomy. Subsidiaries are usually managed by local nationals (HCNs) who are rarely promoted to positions at headquarters. Likewise parent country nationals (PCNs) are rarely transferred to foreign subsidiary operation. In this approach, there is continuity to the management of foreign subsidiaries, which avoids the turnover of key managers that, by its very nature results from an ethnocentric approach. However, the major difficulty with this approach is that of bridging the gap between the host country national (HCN) subsidiary managers and parent country national (PCN) managers at corporate headquarters. This approach will be further analysed in chapter 3. In the Regiocentric Approach; this approach is a reflection of the geographic strategy and structure of the multinational. Personnel may move outside their countries but generally only within a particular geographic region (e.g. Europe or Asia Pacific). In this approach, regional managers may not be promoted to headquarters position but enjoy a degree of regional autonomy in decision-making. In the Geocentric Approach; the multinational companies takes a worldwide stance in respect of its operations, it recognises that each part makes a unique contribution with its overall competence. It is usually accompanied by a worldwide integrated business, and nationality is ignored in favour of ability. Here, parent country nationals (PCNs), host country nationals (HCNs) and third country nationals (TCNs) can be found in key positions anywhere of the multinational, including those at the senior management level at headquarters, subsidiaries and on the board of directors. A common disadvantage to this approach is that it can be expensive to implement because it leads to an increase in training of workers and also the issue of relocation costs. The above literature illustrates the four (4) different approaches used by multinationals in the management of their employees in foreign subsidiaries, some authors believe the polycentric approach to be very global, in that, subsidiary managers are responsible for their own strategy and co-ordination is needed across multiple dimensions. However, there are critics such as Mayrhofer and Brewster (1996) who argue that the vast majority of firms are ethnocentric. These four (4) approaches provide an understanding of international human resource management (IHRM) within an organisation. 2.2 COMPARATIVE HRM There are also two (2) approaches to research and thinking in the field of HRM; due to the issue regarding whether HR practices can be transferred, these approaches are; the Universalist and the Contextual or in the terms of this chapter, the comparative (Brewster, 1999). These two (2) approaches are also reflected in the debate between the two (2) schools of thought that contest the notion of convergence. Some researchers argue that even when there are differences, they are reducing as the notion of globalisation becomes more established and societies are moving towards each other in the way they do things, also including the way they manage their human resources. Other researchers argue that there is little evidence of such a moving together and that, in fact, societies remain steadfastly different and even unique. The Universalist approach is very dominant in the USA but is widely used elsewhere. The main aim of the Universalist approach is to improve organisational performance and to achieve organisational goals in HRM, and in particular strategic human resource management (SHRM). The major problem with this approach, is that it operates only at the level of organisation, ignoring policy at the national or international level and because is dominant in the USA it therefore, pertains more to the USA and in reality, it fails to provide insights to different countries in their practice of HRM. In contrast, the Contextual approach or comparative searches for an overall understanding of what is contextually unique and why. It is more focused on understanding what is different between and within HRM in various contexts and what led to those differences. Most researchers working in this paradigm believe that it is the explanation that matters, any link to firm performance is secondary. Contextualist researchers study the importance of such factors as culture, ownership structures, labour market and so on which are the aspects of the subject rather than external influences upon it. At this point, is important to know that neither approach is right nor wrong, both approaches, and the others that exist in other parts of the world, have a contribution to make. However, in practice there are often debates between the different approaches used to understand the nature of human resource management. 2.3 DUNNING ECLECTIC THEORY From the concept of international HRM literature, we understand the four (4) approaches in which multinational companies manage their employees in foreign subsidiaries, however, to understand why these multinational companies decided to set up in foreign subsidiaries, can be better understood with the Dunnings Eclectic theory (Dunning, 1992) which usually involves an arising need to establish a corporate culture in their subsidiaries and also most importantly, to transfer knowledge from the parent country national (PCNs) to the host country national (HCNs) and third country national (TCNs) which involves the need for expatriates (number of people who are sent by multinational companies on foreign assignments on a short or long period of time). The Dunnings Eclectic theory explains the roles of expatriates, which are: à ¢Ã¢â€š ¬Ã‚ ¢ To secure transfer of technology positions, as companies send the expatriates abroad in order to transfer their technology to the foreign subsidiary i.e. in countries where qualified people are not available, companies send the parent country nationals (PCNs) to fill out the positions. à ¢Ã¢â€š ¬Ã‚ ¢ To secure the headquarter control, where the multinational companies can exercise this control by using the parent country nationals (PCNs) in their foreign subsidiaries. In such situations firms try to incorporate the headquarters culture into the foreign operations, which in some cases may create cultural problems. Especially when multinationals tend to demand administrative and financial control in their foreign operations. à ¢Ã¢â€š ¬Ã‚ ¢ It leads to an opportunity for international experience or management development, several firms find international experience highly important before promoting their employees. Foreign transfers are here important in order to learn foreign cultures and environments. In such situations qualified host country nationals (HCNs) are available but managers are still transferred to foreign subsidiaries to acquire knowledge and skills. à ¢Ã¢â€š ¬Ã‚ ¢ To help in organizational development, this could be called the Geocentric approach. This role is performed only by the best people at the best places without nationality barriers. Transfers can take place from headquarters to subsidiaries, from subsidiaries to headquarters, or from subsidiaries to subsidiaries. Nationality of employees does not matter in this situation, as the objective of this staffing strategy is to get to know about different cultures, create international networks, decentralization, and interaction between managers of different nationalities. In general, this strategy is mostly followed by larger global companies. However, multinational companies are increasingly adopting a strong global mindset and reducing the number of expatriates that are usually sent on foreign operations, which is usually costly for the multinational companies. Interestingly, multinational companies are beginning to recruit and select more of the local talents in their foreign subsidiaries and also ensuring that the top management in their foreign subsidiaries understand the headquarters desires and corporate vision and making sure it conforms in line with the headquarters. CHAPTER 3 ANALYTICAL THEORY In order to ensure successful business management, leading companies and organizations are implementing new policies, standards, procedures, ensuring space for new organisational cultures, business models, new projects and products. Yet, managing human resources is more challenging than we may even expect or even imagine and also, most importantly recruiting and selecting the right quantity and quality of staff into an organisation. The following analysis shall focus on the recruitment and selection of Ernst Young and KPMG in their foreign subsidiaries which are Nigeria and Sierra Leone. 3.1 ERNST YOUNG IN FOREIGN SUBSIDIARY- NIGERIA Ernst Young (EY) Quality In Everything We do is ranked as one of the largest professional services in the world and one of the big four (4) auditors. Ernst Young which was founded in 1989 due to a global merger between Ernst Whinney and Arthur Young, however, its individual components can be traced back to 1849. Its global headquarters is located in London, United Kingdom in the region of Europe, furthermore, Ernst Young is a global industry which offers these professional services; audit, tax, financial advisory and consultancy to their clients. Ernst Young (EY) Nigeria was set up in the year 1991, and has been in Nigeria for twenty-one (21) years. Ernst Young is one of the largest firms of chartered accountants and business advisers in Nigeria. Their clients include many multinational companies from all sectors of business. The firm also serves an impressive array of middle market and privately held companies, this structure allows Ernst Young Nigeria to be very responsive to both established businesses and emerging and developing businesses. Ernst Young Nigeria provides four (4) principal services to their clients; Advisory, Audit, Tax and Transaction services. As at time of writing this paper, Ernst Young Nigeria has a staff of 260 people including sixteen (16) partners, these partners are both Nigerians and Expatriates, the firm is administered by the Partners who occupy key positions in the firm and are responsible for making decisions on the strategic direction of the firm. The objective of the recruitment and selection policies of Ernst Young Nigeria is: To recruit and select people according to merit (quality of being particularly good or worthy) so as to ensure efficiency and effectiveness and also that the right people (in terms of qualification and experience) occupy the right positions at Ernst Young Nigeria. This objective has helped Ernst Young Nigeria recruit and select the best type of applicants into their organisation. The reasons for recruiting at Ernst Young Nigeria is either to fill a vacancy i.e. replace a member of staff who has resigned or to bring in a new member of staff to ease the workload in the team. There are various factors which usually affect the design and implementation of recruitment and selection policies of any organisation. As expected the problems encountered during the design and implementation of the recruitment and selection policies of Ernst Young Nigeria is not for public knowledge. However, I am very certain Ernst Young Nigeria faced some challenges in the design and implementation of their recruitment and selection policies at the initial stage such as total lack of knowledge of the labour market and also an important issue of corruption which seems to be crippling the Nigerian economy. 3.2 RECRUITMENT AND SELECTION POLICIES OF ERNST YOUNG IN NIGERIA This is carried out differently depending on the category of staff required, which are: à ¢Ã¢â€š ¬Ã‚ ¢ Professionals These categories of staff are recruited either into the Audit, Advisory or Tax Departments. The three (3) different departments have different skill requirements. Application letters and CVs are lodged by applicants and are reviewed based on the different qualifications required by each department. The minimum qualification for this category is a first degree in any field, also, professional qualifications such as ACCA, CIMA or a Masters degree is usually an added advantage. After the recruitment process is carried out, the selection is carried out which is in form of an interview, an interview is conducted by either a Business Unit leader or Manager and the HR Head of Ernst Young Nigeria, to find out more about the individual and their experience, the chosen applicants are assessed during the interview to know if they have excellent communications skills. Depending on the position being interviewed for, applicants may be asked to answer a written test. If the candidate is found sui table, a second interview is arranged with the prospective Partner during which a discussion on the salary and terms of conditions of service for the position are also discussed. à ¢Ã¢â€š ¬Ã‚ ¢ Trainees Prospective Trainee Accountants send their applications and CVs throughout the year to the company. These application letters are reviewed by members of the Human Resource department and applicants are short-listed if they meet Ernst Young (Nigeria) requirements which are as follows: i. Applicants must be aged a maximum of 25 if they are yet to start the professional examinations. ii. Applicants should preferably be graduates with good degrees; non-graduates are considered if they have started the professional exams already with good results. Applications are short-listed based on the above-mentioned criteria. Short-listed applicants are invited for a two (2) hour psychometric test. Those applicants who pass the test, are then selected and invited for an interview, this interview is conducted by a minimum of two (2) people including the HR Head and an Audit Manager. Applicants are expected to portray a commitment to the professional course they are pursuing with the intention of qualifying within the shortest possible time. This interview assesses the candidates communication skills, intelligence, and confidence. The interviewers must also be convinced that the candidate has the personality to fit into the Ernst Young Nigerias structure. Thereafter, a training program is run for Trainee Accountants by three (3) Audit professionals to get them familiarized with Ernst Young Audit methodology. à ¢Ã¢â€š ¬Ã‚ ¢ Interns As part of Ernst Young Nigerias co-operate responsibilities, they offer internships/placement for graduates from recognized universities and polytechnics within Nigeria. This program should be over within three (3) months. To be eligible for the Internship Program, candidates must be in their third (3) year and possess a good predicated grade in their undergraduate degree with plans to pursue a career in audit, tax or advisory services. à ¢Ã¢â€š ¬Ã‚ ¢ Administrators à ¢Ã¢â€š ¬Ã‚ ¢ Secretaries For the administrative staff and secretaries at Ernst Young Nigeria, an informal method of recruitment is usually used through the form of personal recommendation, often referred to as word of mouth. Those applicants who are suitable are then interviewed by the HR head, which is a very common form of selection. Thereafter, an appointment letter is sent to the suitable candidate detailing the terms and conditions of service and the salary attached to the position. The employee is required to return a signed copy of this agreement on commencement of work. 3.3 RESULTS FROM ANALYSIS From the overall framework, structure and organisation of Ernst Young Nigeria, I would say the management and staffing of employees in this subsidiary is using the Geocentric approach due to the fact that key positions at the subsidiary (EY Nigeria) are occupied by nationals of the host country (HCNs) and nationals of the Parent country (PCNs) who are all highly competent employees. The Regiocentric approach is also used by Ernst Young Nigeria reasons being that some staff are transferred within the same geographic region; some of the staff at Ernst Young Nigeria are from other African countries specifically from Ghana, South Africa all within the same geographic region. Ernst Young Nigeria commonly uses the internet method of recruitment; this method ensures a large pool of applicants, from which the best applicants are selected from. However, I disagree with this method of recruitment for a country like Nigeria, because Nigeria does not yet have a truly web coverage, therefore, people dont usually have access to the internet to apply for these jobs, and sometimes come across these jobs after the closing dates. For the recruitment of the Trainee Accountants into Ernst Young Nigeria, one of the criteria is that applicants should be a maximum of 25years; I frown upon this criterion because it is indirect age discrimination and should not be practiced, this cannot be present in Ernst Youngs headquarters due to the government legislation which frowns against any form of age discrimination. 3.4 KPMG IN FOREIGN SUBSIDIARY- SIERRA LEONE KPMG (cutting through complexity) is ranked as one of the largest professional services in the world and one of the big four (4) auditors. KPMG is a merger of Peat Marwick International and Klynveld Main Goerdeler this merger was established in 1987, in consonance with a decision of the international council to have all affiliate firms adapt the name to underscore the advisory functions of this world-wide firm. Its global headquarters is located in Amstelveen; Netherland in the region of Europe, KPMG is a global industry which offers these professional services; audit, tax and advisory. Its advisory services are further divided into three service groups- Management Consulting, Risk Consulting, and Transaction Restructuring. KPMG Sierra Leone was established in the 1930s by Edward Casselton Elliot but was not known as KPMG. It was called Peat Marwick Casselton Elliot and CO and has been in Sierra Leone for about 80 years. KPMG is the largest firm of chartered accountants and business advisers in Sierra Leone. Their clients include many multinational companies from all sectors of business. The firm also serves an impressive array of middle market and privately held companies, this structure allows KPMG Sierra Leone to be very responsive to both established businesses and emerging and developing businesses. KPMG Sierra Leone provides three (3) principal services to their clients; Audit, Taxation and Advisory services. As at time of writing this paper, KPMG Sierra Leone has a staff of 120 people including three (3) partners namely; Vidal T.O. Decker (Senior Managing Partner), Claudius Williams-Tucker (Tax Peoples partner) and Derrick Kawaley (Audit partner) all nationals of Sierra Leone, the firm is admin istered by the Partners who occupy key positions in the firm and are responsible for making decisions on the strategic direction of the firm. The objective of the recruitment and selection policies of KPMG Sierra Leone is: To recruit and select people according to set competencies, competencies are defined as a combination of behaviours, knowledge, skills and personality attributes. This objective has helped KPMG Sierra Leone recruit and select the best type of applicants into their organisation. The reason for recruiting at KPMG Sierra Leone is either to fill a vacancy i.e. replace a member of staff who has resigned or to bring in a new member of staff to ease the workload in the team. There are various factors which usually affect the design and implementation of recruitment and selection policies of any organisation. As expected the problems encountered during the design and implementation of the recruitment and selection policies of KPMG Sierra Leone is not for public knowledge. However, I am very certain KPMG Sierra Leone faced some challenges in the design and implementation of their recruitment and selection policies at the initial stage such as total lack of knowledge of the labour market. 3.5 RECRUITMENT AND SELECTION POLICIES OF KPMG IN SIERRA LEONE This is carried out differently depending on the category of staff required, which are: Professionals These categories of staff are recruited either into the Audit, Advisory or Tax Departments. The three (3) different departments have different skill requirements. Application letters and CVs are lodged by applicants and are reviewed based on the different qualifications required by each department. The minimum qualification for this category is a first degree in any field, also, professional qualifications such as ACCA, CIMA or a Masters degree is usually an added advantage. After the recruitment process is carried out, the selection is carried out which is in form of an interview, an interview is conducted by either a Business Unit leader or Manager and the HR Head of KPMG Sierra Leone, to find out more about the individual and their experience, roles in KPMG have required competencies based on personal and technical skills. These are assessed during the interview together with communications skills. Depending on the position being interviewed for, applicants may be asked to answer a written test. If the candidate is found suitable, a second interview is arranged with the prospective Partner during which a discussion on the salary and terms of conditions of service for the position are also discussed. Trainees Prospective Trainee Accountants send their applications and CVs throughout the year to the firm. These application letters are reviewed by members of the Human Resource department and applicants are short-listed if they meet KPMG Sierra Leone requirements which are as follows: Applicants must be aged a maximum of 27 if they are yet to start the professional examinations. Applicants should preferably be graduates with good degrees; non-graduates are considered if they have started the professional exams already with good results. Applications are short-listed based on the above-mentioned criteria. Short-listed applicants are invited for a three (3) hour psychometric test. Those applicants who pass the test, are then selected and invited for an interview, this interview is conducted by a minimum of two (2) people including the HR Head and an Audit Manager. Applicants are expected to portray a commitment to the professional course they are pursuing with the intention of qualifying within the shortest possible time. This interview assesses the candidates communication skills, intelligence, and confidence. The interviewers must also be convinced that the candidate has the personality to fit into the KPMG Sierra Leone structure. Thereafter, a training program is run for Trainee Accountants by three (3) Audit professionals to get them familiarized with KPMG Audit methodology. Interns As part of KPMG Sierra Leones co-operate responsibilities, they offer internships/placement for graduates from recognized universities and polytechnics. This program should be over within three (3) months. To be eligible for the Internship Program, candidates must be in their third (3) year and possess a good predicated grade in their undergraduate degree with plans to pursue a career in audit, tax or advisory services. Administrators Secretaries For the administrative staff and secretaries at KPMG Sierra Leone, an informal method of recruitment is usually used through the form of personal recommendation, often referred to as word of mouth. Those applicants who are suitable are then interviewed by the HR head and the partner, which is a very common form of selection. Thereafter, an appointment letter is sent to the suitable candidate detailing the terms and conditions of service and the salary attached to the position. The employee is required to return a signed copy of this agreement on commencement of work. 3.6 RESULTS FROM ANALYSIS From the overall framework, structure and organisation of KPMG Sierra Leone I would say the management and staffing of employees in this subsidiary is using the Polycentric approach, due to the fact that top management staff consists of host country nationals (HCNs) who are nationals of Sierra Leone and who are recruited and selected to manage the subsidiary, as at time of writing this paper, there are no expatriates working at KPMG Sierra Leone, the company is administered by the partners (nationals of Sierra Leone) who are responsible for strategic decisions of KPMG Sierra Leone, which implies that the top management at KPMG Sierra Leone i.e. partners understands the desires and corporate vision of KPMG headquarters. The Regiocentric approach is also used by KPMG Sierra Leone, because some staff are transferred within the same geographic region, som