Breaking Social Norms Exploring Sobriety in College Essay

One day while hanging out with my sister, she brought up an interesting question; â€Å"why do people always question why you don’t drink, but they never question why you do drink?† I began to contemplate this question. As a sober college student I have constantly been asked, â€Å"why don’t you drink?† and I have always tried to avoid answering it. I wondered why this was. I know I am not the only sober college student, but so few other students know this. I never even realized how many other students were living a sober life style until I came to the University of Nevada Reno and joined an organization dedicated to supporting sober students. So, why is it that the sober community is so unfamiliar to the overall college community? When asked†¦show more content†¦The number of students who are in recovery is growing with a 141.3% increase between 1999-2009 of sober students, ages 18-24, who are being admitted into colleges (Psychologytoday.com). With only a handful of colleges with sober communities, students in recovery, who are looking for a support group, are flocking to these schools that might not have enough room for them. With a growing number of sober college students but a dearth of sober communities (Campus Life 101: Staying Sober), it seems evident that, our college campuses are in need of more sober college communities. If there were more colleges with sober communities, students in recovery would not have to worry as much about getting into a college that supports their needs. Each year it is estimated that 1,825 college students, between the ages of 18 and 24 die from alcohol related incidents (collegedrinkingprevention.gov). With more sober college communities theses types of incidents can help be prevented by providing safe sober alternatives to drinking and partying for college students, whether they be in recovery or not. Sober communities can also help students who are in recovery avoid the temptations of alcohol and other drugs, by allowing them to hang out in a temptation free

The Article Terror Of Little Saigon By A.c. Thompson

The article â€Å"Terror in Little Saigon† written by A.C. Thompson, who works with the media ProPublica and Frontline from PBS television system in two years to implement the report about the assassination of journalist of Vietnamese origin in the US. The article is very popular on ProPublica because many Vietnamese want to know the truth from â€Å"Terror in Little Saigon†, and they hope that they can get more information from ProPublica as well as comment their thought about â€Å"Terror in Little Saigon†. From 1981 to 1990, five journalists Vietnamese Americans in cities across the US have been assassinated, and many others in the community were threatened and terrorism. The journalists were assassinated because they work for the Vietnamese newspaper with circulation of small communities served Vietnam refugees in the United States after the fall of Saigon in late April, 1975. Frontline and ProPublica were investigating, exploring and finding the evidence to give a general point of the murderous event. Many Vietnamese newspapers that have criticized a famous anti-communist organization called the National United Front for the Liberation of Vietnam that wants to restart the war in Vietnam. As the article provides, â€Å"Those U.S. chapters, it seems, had already opened what amounted to a second front, this one in America: Front members used violence to silence Vietnamese Americans who dared question the group’s politics or aims. Calling for normalized relations with the Communist victors

Procedure Incorporate Proprietary Company †Myassignmenthelp.Com

Question: Discuss About The Procedure Incorporate Proprietary Company? Answer: Introducation It is considered that incorporating a small proprietary company there are many formalities which have to be complied by promoters. Here are some following steps to incorporate a company with the ministry of government. Firstly, promoters need to decide which type of company need to be incorporated. After that business structure of the desire company need to be decided. The company must desire to do a legal business throughout Australia. Therefore, taking care of corporate taxes or limited liability should be done. There is a huge difference between registering a company and registering a business name (Brimble Blue, 2013). There are different types of companies which we can be applied for registration. Not profit or charitable trust. Special Purpose Company. Registered Australian bodies. In this, promoters need to choose the name of the company. There are few things which should be considered while making application for availability for the name of the company. A company cannot be incorporated with the name which is unwished or which is tantamount with or resembles with the name of any existing company. For the availability of the name of the company we have to apply to the same to the name availability. If anyone is the holder of the identical name then such person may able to incorporate with the name in some circumstances. There are only some characters which can be used with the name of the company. There are also some words and phrases which can be used only after the permission of the ministry of government. Some of them are (Rahman, 2013). Bank Royal Trust Incorporated Some words are also cannot be used while incorporating company which may mislead people about companys business. It may involve the Royal family, association with government or any ex-servicemens organization. A company can reserve its name by giving application whether such company yet not started its business. Such name can be reserve only for a period of two months and if a company wants to reserve such name for a period of more than two months then company needs to apply again for that. Ministry cannot reserve name for a long period of time it may prevent other people to use of such name. The name of the company cannot be similar with the registered Trade Mark or a Trade Mark which applied before the ministry. The name of the company must end with the word Proprietary Limited or Proprietary. In case the liability of the member of the company is limited to the unpaid amount then it is end its name with Proprietary Limited and if members liability is unlimited then its name must en d with Proprietary. There are also some abbreviations which can also be used with the name of the company (Butlin, 2013). Before incorporation promoters need to decide how company will be governed. A company can be administered by three ways: Replaceable Rules Own Constitution, or Combination of both. Replaceable rules are provided in Corporation Act. These are the established rules which can manage the company. If any company does not want create its business constitution then it can use the replaceable rules. Having replaceable rules means a company is not required to write their constitution and do not need to update them time to time. A company can also choose the option of having written constitution for that company is required to write its business constitution and copy of that constitution must keep in companys record every time. In case when a proprietary company has only one officeholder then company is not require to adhere replaceable rule or written constitution. But when the company appoints another member or director then it is require adopting replaceable rule but later on it can be converted to a constitution (Gunningham Sinclair, 2017). Proprietary company can only invite investments from members, employees or subsidiaries of the company and cannot regulate any business activity which requires divulgation to investors. A written consent must be given from the following persons: Director (Above 18 of age) Secretary (Above 18 of age) Member (there must be at least one member in the company) One director or secretary must be resident of Australia. A company must have its registered office. If there is no registered office then written permission for concerned address must be taken. Company doesnt need to send written consent copy instead of that keep it on to register record (Popova, et al.2013). There are two way to registered a company A company can contact to a private service provider which may help to register your company. They uses such software which directly access to ASICs systems. Private Service provider may take some particular amount for registering the company. A company can directly registered with the ASIC by filling Form 201 Application for registration as an Australian company and mail such form to Role of the Australian securities exchange in society With the ramified economic changes and increasing complexity of capital market, Australian securities exchange in society engaged in generating confidence in operations of ASX is reinforced across all trading venues and clearing settlement facilities with the collaboration of Reserve Bank of Australias oversight of financial system (Hartnett Romcke, 2015). In addition to this, the main role of Australian securities exchange in society is related to controlling several negative acts such as insider trading, destruction of capital market, putting cap on the market capitalization, market making. However, compliance of listing agreement and issuing the new rules and regulation is done by Australian securities exchange for the betterment of the society (Ali, et al. 2014). It is evaluated that when big companies wants to enter into cartel or some business combination in the market then it is for mostly controlled by the Australian securities exchange in society in the market. Furthermore, interest rate of the market is controlled and fixed by the reserve bank of Australia with the collaboration of Australian securities exchange in society. This level of process system not only put cap on the inflation but also controls the flow of cash in financial and capital market. Legal compliance of ethical business functioning of companies in Australia, is highly depends upon the rules and regulations issued by Australian securities exchange in Australian. However, some of the ill-intentioned persons enter into market making process with a view to create unwanted profit in market (Harris, Hargovan Adams, 2013). This Australian securities exchange in society put surveillance on the market to save investors from the all the risk. However, listing rules, regulations and compliance of the same by the listed companies are assessed by Australian securities exchange in market. When the company is registered with ASIC make sure that the name of the company must be displayed whenever conducting the business. Every document must be displayed its ACN/ABN number on the documents. All the documents and details are updated time to time to Australian Securities Exchange. In addition to this, the present and future directions of the entity must be responsible and directed by the instructions given by Australian Security exchange for the betterment of society. Moreover, the trading policies and other issued rules are used by Australian Stock Exchange to regulate the market. It is observed that society is accompanied by the shareholders and investors and it is the prime duty of Australian Security exchange to control the fluctuation in market. However, it is considered that all the investment made by investors is subject to market risk (Agnew, 2013). Investigation of listing rules and regulation To apply their security to be listed with ASX listing an entity is required to satisfy following conditions- Fabrication and operations of the company is appropriate for listing requirements. Their shall be a written constitution or appendix 15A or 15B included (as required) and prospectus of security or PDS lodged with the ASIC and consent of ASX must be taken. For foreign entity that must be registered with corporation Act. If an entity is a Trust then it must be registered or an exemption is taken from ASIC for registration. Exemption holding entity must be an Australian company or any foreign company registered in Corporation Act (Rahman, 2013). Admission of free float at the time in its official list must be not less than 20%. There shall be not less than 300 nonaffiliated security holders and not less than the value of $2000 If the entity is avail assets from promoters or from relatives, 2 years preceding the date of application than consideration must be restricted to some grounds. The entity has option to choose exercise price for the security not less than 20% in cash. An authorize persons should be appointed who is authorize and communicate with ASX for listing the security. The documents in writing which is agreed by the entity and any other documents send to ASX electronically. An entity is required to provide all its area on which it may operate and to what extend it will go. ASX will provide recommendation to follow and if such recommendation is not followed by the entity then suitable reason must be given for that. An audit committee must be stabiles for those who are covered in S P all ordinaries Index. All the recommendation given by the ASX corporate governance council must be followed regarding audit committee and composition if covered in S P/ ASX 300 Index. S P/ASX 300 Index covered entities are require constituting remuneration committee consisting of non- executive directors. The entity is the going concern business and doing same business during the last 3 preceding financial years (Farrar, 2008). Accounts must be audited of last 3 years. From the audited accounts of the financial years entity should apply within 90 days. Audited accounts of the entity must be given for the last half year if entity goes for admission before 75 days or more than 6 months when accounts of last financial year send it to ASX. A current financial position status of the company must be provided by the registered auditor firm or by the individual accountant. Profit of the company for consistent period of last three financial not less than $1 million. The company has not less than $4 million after deducting costs of fund rising as its Net tangible assets and market capitalization not less than $15 million. (Entity must not an investment entity) Total tangible assets of the entity must not be more than half as a cash or easily convertible to cash. If entity has its tangible assets half or more than half then entity has to make commitments that excess portion should spend to business objects. Business objects of the entity must clearly state (Rahman, 2013). Role played by Australian Security Investment commission in regulating companys behavior Australian security investment commission is an independent Australian government body that act as Australian corporate regulators. This commission indulged in controlling the investment market such as capital and financial market with a view to reduce the complexity and cumbersome process of Australian stock market (McQueen, 2016). There are several companies who indulged in market making or insider trading with a view to increase their share price. Therefore, Australian security investment commission prepares investment policies and regulates compliance of companies related to the listing rules and regulations. It is observed that if company wants to increase the overall effectiveness in market then they have to comply with all the listing rules and corporation laws. It is observed that Australian security investment commission regulate the investment market and ethical business functioning of companies in market for the betterment of investors (Butlin, 2013). Australian security i nvestment commission keep surviliance on the merger, amalgamation and disclosure requirement of companies and regulating trading system of Australian market in capital and financial market. In addition to this, other acts are also done by Australian security investment commission with a view to comply with the incorporation acts of companies. It is evaluated that after processing the application Australian security investment commission provides ACN and which can be used by companies to apply for ABN. Afterward, Australian security investment commission sends the certificate of Incorporation. ASIC also send a corporate key. It is a unique number which helps to create online account and for updating details. It is also observed that all the companies listed needs to get permission for quotation of its security for its main class of security. This level of process system is implemented by Australian security investment commission to strengthen the legal compliance and saving investors from the scams and other negative business functioning of organization. Furthermore, Australian security investment commission also regulates the corporate behavior of foreign entity. This foreign entity after entering into joint venture with the domestic company must be registered under corporation Act. If an entity is a trust then it must be registered or an exemption is taken from ASIC for registration. This has shown that Australian security investment commission has made more strengthen rules and regulations for foreign companies while taping the Australian market for the business purpose. It is also evaluated that Australian security investment commission has developed software which directly access to ASICs systems. All the companies listed will report to Australian security investment commission through this ASIC system. References Agnew, J. (2013). Australias retirement system: Strengths, weaknesses, and reforms.Center for Retirement Research Issue Brief, 13-5. Ali, P., Anderson, M. E., McRae, C. H., Ramsay, I. (2014). The financial literacy of young Australians: An empirical study and implications for consumer protection and ASIC's National Financial Literacy Strategy. Brimble, M., Blue, L. (2013). Tailored financial literacy education: An indigenous perspective.Journal of Financial Services Marketing,18(3), 207-219. Butlin, N. G. (2013).Investment in Australian economic development, 1861-1900. Cambridge University Press. Butlin, N. G. (2013).Investment in Australian economic development, 1861-1900. Cambridge University Press. Butlin, N. G. (2013).Investment in Australian economic development, 1861-1900. Cambridge University Press. Farrar, J. (2008).Corporate governance: Theories, principles and practice. Oxford University Press. Gunningham, N., Sinclair, D. (2017).Leaders and laggards: next-generation environmental regulation. Routledge. Harris, J., Hargovan, A., Adams, M. A. (2013).Australian corporate law(Vol. 2). LexisNexis Butterworths. Hartnett, N., Romcke, J. (2015). The predictability of management forecast error: A study of Australian IPO disclosures. McQueen, R. (2016).A Social History of Company Law: Great Britain and the Australian Colonies 18541920. Routledge. Popova, T. T., Georgakopoulos, G., Sotiropoulos, I., Vasileiou, K. Z. (2013). Mandatory disclosure and its impact on the company value.International business research,6(5), 1. Rahman, A. R. (2013).The Australian Accounting Standards Review Board (RLE Accounting): The Establishment of Its Participative Review Process. Routledge. Rahman, A. R. (2013).The Australian Accounting Standards Review Board (RLE Accounting): The Establishment of Its Participative Review Process. Routledge.

Australias forward defence policy free essay sample

?Interact with History Question: The Australian policy of forward defence was based on the notion that it was better to fight potential enemies in Asia rather than wait and have to fight them on Australian soil. Write a letter to the Sydney Morning Herald in which you either support or oppose the concept of forward defence'. Dear Sydney Morning Herald, Im writing to you today in order to discuss the main reasons in which I support the concept of forward defence. During the 1950s and 1960s the fear of communism remained the political issue that gripped Australia. The governments defence policy was dominated by the idea that sending troops overseas to fight against possible enemies was the best way to prevent a war from being fought on Australian soil and I agree with this idea. Like the war in Korea, the outbreak of war in Vietnam was seen as the result of communist aggression. We will write a custom essay sample on Australias forward defence policy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Australia extremely feared the domino effect which was believed to mean that if one nation fell under communist domination, its neighbours would fall like a line of dominos. So the decision to send Australian troops to fight in Vietnam war was at the time a smart strategic idea and not at all surprising given the belief that the takeover of South Vietnam would be a direct military threat to Australia. On April 19th 1965 Prime Minister Robert Menzies announced Australian involvement in Vietnam and stated We do not and must not overlook the point that our alliances, as well as providing guarantees and assuring for our security, make demands upon us. I believe Australia needed to continue the fight against Communism far from our soil because it would connote the most disastrous defeats abroad and the most incredible difficulties for its friends and allies desiring to help them. Defence alliances were so important because with Australias vast territory and small population it would not of been able to survive a surging communist challenge abroad without the cooperation of powerful friends including in particular U. K and U. S. A. The forward defence policy was a brilliant policy, Australia showed a sign of loyalty to a powerful ally the U. S. A which was a diplomatic gesture aimed at ensuring that Australia could call on her allies for protection in the event of a Communist attack on Australian soil. This strategy was based on the belief that Australia could be most effectively defended if any threat was met and fought before it reached Australian shores. I support this policy one hundred percent and am glad Australia ensured it.

Germanic Runes Essay Example

Germanic Runes Essay The Germanic peoples are usually portrayed as illiterate barbarians. Most people believe the Germanic peoples were more interested in plundering than anything else. The truth is that the Germanic peoples left behind a great number of written things. The Germanic peoples used Runes on everything from leaving a reminder for a person to common household items to stone monuments. They also used Runes to cast spells, provide protection, and tell fortunes. The Futhark is what the runic alphabet is commonly called. Futhark gets its name from thefirst six runes: f, u, th, a, r, k.Each rune represents a phonetic sound. Each rune also has a distinct meaning. Most of the meanings are derived from Germanic Mythology. No one knows exactly when Germanic Runes werefirst used, many scholars believe they were created in thefirst century AD. This was around the time when the Germanic people pushed the Romans out of Germanic areas. The Germanic Myth of the creation of the runes said that Odin hung hims elf from a tree and impaled himself with a spear. He was hung from the Tree of Life (Yggdrasil) for nine days and nine nights. He hung himself as a sacrifice to himself, thus giving him the occult of knowledge.Odin was said to have dispersed the knowledge of the runes to the various entities that inhabit the universe, among them mankind and the gods. The Germanic peoples often took the magical powers of the runes very seriously. The Rune Master was a person who could harness the supernatural powers of the runes. Rune Masters also used the runes to answer a persons question.Germanic warriors also harnessed the powers of the runes for war. Warriors would inscribe certain runes into their swords to the gods to either protect the owner of the sword, or bring pain to the sword owners enemy.

Take Home Questions essays

Take Home Questions essays 1. Ethnic stratification is a rank order of groups, each made up of people with presumed common cultural or physical characteristics interacting in patterns of dominance and subordination. To begin with, all systems of ethnic stratification are products of the contact of previously separated groups. Initial contact may be in the form of conquest, annexation, voluntary immigration, or involuntary immigration. Following contact, groups engage in competition, view one another ethnocentrically, and, ultimately, one imposes its superior power over the others, emerging as the dominant group. Ethnic stratification systems are created by the movement of people across national boundaries, usually bringing with them different languages and cultural systems, or by the establishment of new political boundaries. Multiethnic societies are formed through one or a combination of several contact patterns. The first factor critical to the emergence of ethnic stratification or inequality is Conquest. Conquest is a form of contact in which people of one society subdue all or part of another society and take on the role of the dominant group. European colonialism of the eighteenth and nineteenth centuries best exemplifies this pattern. The next factor to the emergence of ethnic stratification is Annexation. It is a political occurrence in which a part or possibly all of one society is incorporated into another. If a gathered society has a dominant group, then the ethnic groups within that society become subordinate at the point that sovereignty is transferred. Such annexation may occur in a peaceful or a violent manner. Following annexation, the most common patterns by which ethnic groups come into contact involve immigration. The immigration of peoples from one society to another may be either voluntary or involuntary. The chief source of ethnic heterogeneity in the United States, Canada, Australia...

Qualitative social research Essay Example | Topics and Well Written Essays - 500 words

Qualitative social research - Essay Example Observations techniques, an example of a qualitative data gathering tool, can yield more candid results which can be more reliable than survey questionnaires in this kind of study. Creswell (2003) lists a number of qualitative procedures and also presents a number of characteristics of the said method. He describes qualitative research as taking place in the natural setting, in the home, office, community etc. of the participant. In such manner, the participant or the subject is more comfortable and is acting more naturally than when he is kept in a holding room for observation. The methods used to determine the conditions and situations of the participant or subject being researched is multiple. An observation method is usually coupled with an interview such that the observations of the researcher will be validated to remove researcher bias. It is also more flexible in as much as human nature is also flexible. And to top it all, the view rendered by a qualitative research is holistic, taking to consideration not only the individual or subject being researched but also the other things and factors that affect it. The March 2009 issue of the Tamara Journal of Critical Organisation Inquiry contains several articles discussing new and emerging issues in qualitative research. Among the issues discussed are reflexivity, role of the researcher, flexibility of the qualitative research process, voyeurism and ethical considerations. The transformational leader as pedagogue, physician, architect, commander, and saint: Five root metaphors in Jack Welchs letters to stockholders of General Electric. By: Amernic, Craig and Tourish Dec 2007 This article discusses how the letters of Welch has contributed to the understanding of his type of leadership. This is an example of a content analysis with the goal of determining the behavior of a

Animals are Friends, not Scientific Experiments Assignment

Animals are Friends, not Scientific Experiments - Assignment Example They are funded by big companies and sometimes by research agencies. These experiments have however, more often than not, been counter-productive as they fail to understand the basic fact that humans and animals have very different bodies. Drugs may thus not be safe for humans while they are safe for animals and vice-versa. This leads to disastrous consequences where both animal and human lives are lost due to the side-effects on the bodies of both. The basic purpose of the experiments remains unfulfilled and many lives are lost in the process. The issue has also been dealt from the angle of the ethical treatment of animals, in the article. It argues against the use of animals in scientific and medical experiments. Instead, it proposes the use of other techniques that would be able to predict the effects of drugs on human beings. The loss of animal and human lives can thus be minimized, leading to a more harmonious existence for the whole of mankind. This would lead man to treat anim als as friends and not as objects for scientific research (Killing Animals and Humans). Animals are Friends, not Scientific Experiments â€Å"Killing Animals and Humans†, an article that appears on the website of the organization Animal Aid talks about how the entire process of killing animals for the benefit of human beings is a futile exercise. ... The reason that is provided for the insensitive slaughter of these animals is the development of drugs that may be used for the treatment of diseases in human beings. The article hints that the humanitarian side of the debate is often overshadowed by the financial aspect of it. The reason for this may be that these experiments are often funded by big firms and research institutions that have their own lobbies. The article reveals in great detail, the different methods that are used to torture animals and the inhumanity of such an approach. The article also exposes the flaws in the legislative structures of nations across the world where atrocities against animals are often not taken very seriously. The essay also busts the myth about the utility of these experiments to the human race. It cites examples of lives that have been lost as a result of these experiments. As opposed to the common perception that these experiments lead to the loss of only animal lives, it also leads to the lo ss of human lives. These experiments often overlook the fact that animals and humans may not react in the same manner to the same drugs. The different effects that these drugs produce have led to many mistakes in the field of medicine, something that is the public is often not aware of. The essay talks of how medicines that have worked on animals that are as close to the human race as chimpanzees has failed completely on humans. An administration of these drugs to humans without proper research into the human anatomy would always lead to disaster, according to the article. As a result of these mindless experiments, thus, no purpose is fulfilled except the deaths of many humans and animals. The article, as a means of a solution, proposes a paradigm shift in the way experiments

In the Time of the Butterflies - the Main Ideas Movie Review

In the Time of the Butterflies - the Main Ideas - Movie Review Example Minerva, played by Salma Hayek in the movie In the Time of the Butterflies, was invited to dance with Trujillo. During their dance, Trujillo elicited an indecent proposal to Minerva, which she declined by slapping Trujillo in the middle of the crowd, and she then walked out. The next morning, her father sent a letter of apology to Trujillo, but it was not accepted, and her father was imprisoned along with the killings of their relatives. Minerva wanted to take revenge, and in the course, she met Lio, played by Mark Anthony, who was studying law. However, Trujillo did not stop pursuing Minerva, and when she decided to study law, Trujillo made her entrance to schools difficult. With this on hand, Minerva created a deal with Trujillo, and in the long run, she was able to graduate from law school. Even so, she was not able to get her license and practice. In the wake of her desperation, she was offered by Trujillo to sleep with him, and in return, he will leave her family at peace. Howev er, Minerva declined the offer, and she and her sisters decided to fight alongside the anti-Trujillo group where they were known as the Butterflies. After tiring himself from pursuing Minerva, Trujillo ordered for the death of the Mirabal sisters and covered it as a car accident. The Dominican Republic was once governed by Trujillo, who is an authoritarian dictator from 1930 to 1947. He was able to control and train the police and the army during his regime in order to exercise power over those who resisted his dictatorship. For this reason, many of those who were against Trujillo went underground in order to escape the hunt by Trujillo’s army. This is one of the themes of the movie, the cruelty, and the resistance during the time of Trujillo.

Effective Performance Appraisal System

Effective Performance Appraisal System This paper aims to critically assess an effective appraisal system in relation to employee and employer. One of the major key importances of this study is the satisfaction and acceptance of organisational appraisal system by both employee and the employers, while emphasizing the need of an effective performance appraisal system to function well in terms of satisfying all stakeholders needs including the employees. Some employees and employers view performance appraisal negatively, suggesting that its only a waste of time, resources and energy. A literature review capturing various understanding of knowledgeable aspects of these study shall be undertaken and various views shall be put into consideration. This study intends to shed light on the performance management and its relation with performance appraisal; guiding us through the reasons for some major rifts in performance appraisal systems continuously affecting employees and employers, while also highlighting some accepted purpos e of performance appraisal and its system. This study would give a theoretical background of what organisations should consider in creating an effective performance appraisal system; including understanding the appraisal purpose, description and specification for the appraiser i.e. appropriate and adequate training should disbursed to employee and the employer, and the design and implementation of an effective performance appraisal take employee involvement to consideration. This study draws its conclusion from Hunt N. (2007), who argues that an effective performance appraisal should take the satisfaction of its employees and employers (organization) as a great concern; as a satisfied employee works more efficiently and a profitable company also makes employers or organizational managers happier. Performance Management A suitable analysis of performance appraisal without stating its origin in performance management would not give a true and fair view of performance appraisal in theory. Performance management and performance appraisal are two related aspects that should not be seen identically. In simple terms, we can describe performance management to be a strategic part of human resource management; which is an all-inclusive process that aims to bring together various aspects including performance appraisal. Performance management is viewed as a wider strategic aspects that focus on organizational, team or individual focus rather than performance appraisal which operationally focused on individuals performance and development. Noticeably, an important aspect of performance appraisal is enhancing performance, which is a key element of organizational life and performance management (CIPD 2005, a Performance management and performance appraisal). Research has identified a gap amongst the managers and employees by research between their perception about performance management theory and its actual practice (Bratton J. and Gold J. 1999). Nevertheless, the general acknowledgment that performance management is a tool used to promote employee understanding of its contribution to organisations strategic goals; while also ensuring that the right talent and skills are centered on the things of importance. Even though in practice, it has been regarded as just a documentation phase that is used to fulfill basic organizational and statutory requirements (CIPD Performance mgt in action). Performance appraisal is a large and vital process of performance management. INTRODUCTION/the Concept of Performance Appraisal For decades, performance appraisal has been a significant issue and topic of importance. It has been given considerable attention in various literatures, from both researchers and practitioners alike (Roslyn 1996). Past and recent scholars have regarded performance appraisals are often regarded as a strategic and integral part of the organization (Goff 1992 and U.S Dept of Interior 2004). In acceptance of these suggestions, it can be inferred that the management of human capital is an important aspect of organization that has an intense effect in all the activities of the organization. Pettijohn L. (2001) cites performance appraisal from Longenecker (1997), describing performance appraisal as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when mutually used together. He further argue that most organizations of the world according to irrespective of its size, type and product distinction employ the use of performance appraisal; but with different level of accomplishment as an instrument used to drive a mixture of human resource management purpose. However, further literatures suggests performance appraisal existed based on several rationales such as a basis for making provision for selection decisions, a yardstick for salary increment, a medium for providing feed-back among managers and employees and facilitation of employee development. Recently, research are been focused toward establishing systems for improving the psychometric properties of performance ratin gs (Mount 1984, Fombrun and Laud 1983). Nevertheless, Tom Redman (2006) attributes development changes in recent performance appraisal to large scale organisations rather than advances in theory. Numerous definitions as been given to performance appraisal by numerous scholars, researchers and practitioners. According to Flippo (1984), performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. Flippo described performance appraisal as a systematic way of evaluating and appraising the performance of an employee/subordinate within a specified period of time, while also planning his future career. However, a short and concise definition of performance appraisal by CIPD (2010) was referred as an operational short to medium term tool used to assess individual performance and development. In summary, Performance appraisal is a dominant tool to evaluate, assess and compensate the performance of employee/subordinate. It should help create goal congruence between the organization and it employees. Past and recent scholars have argued that the lack of a generally acceptable purpose served by performance appraisal system process has raised questions for the degree to which its various function conflicts with the employee and employer (Beer, 1981). This may suggest that a key generally acceptable purpose of an effective performance appraisal process is still a major rift in research. Purpose Hunt N. (2007) in his book Conducting Staff Appraisal cited past scholars in his literature arguing that organizations purpose they claim is not appraisal inclined but rather to make money and generate profit or in the case of public corporations, provide social amenities i.e. good service. He argued that the view that appraisal does not have a direct connection with production is a fallacious statement and suggested that the purpose of a well structure appraisal system should be promoting satisfaction for both employee and employers (organization), as employees become satisfied knowing that employers or its organization are after its needs and not just the profit objective. However, research by some major proponents suggests that performance appraisals in practice surface to be aimed at four purposes, which are: making distinctions among employees, differentiation of a persons strength from its weakness, execute and assess organizations human resource systems, and the documentation of personnel assessment (Cleveland, Mohammed, Skattebo, Sin, 2003; Cleveland, Murphy, Williams, 1989). Nevertheless, further aims and purpose of performance appraisals may in due course arise and enhance performance at the employee and, subsequently, the employer or organizational level (see DeNisi Gonzalez, 2000; Meyer, Kay, French, 1965). Traditional Performance appraisal Past approach to performance appraisal referred to as traditional, viewed performance appraisal as a method for justification employee salaries, rewarding and punishing employee for organizational performance. Traditional approach seems to be a judgmental process rather than a developmental process that focus only on historical performance of employees as a basis of their appraisal (http://appraisals.naukrihub.com/performance-appraisal-approaches.html). Performance appraisal methods rate employees using the quantitative tools and employ numerical or scalar ratings orientation. The combination of these methods with logical decision will provide sufficient procedure of performance; nevertheless as the complexity of employment increase, the orientation to figures makes it more challenging because the reduction of individual contributions complexity and competency to a figure results from a mix of inadequate reasons (Murphy T. and Margulies J. 2004). Modern Performance appraisal A more collaborative technique approach to an effective performance appraisal is the modern performance appraisal, which has developed the appraisal system of organizations over the years to a more formal and structured system. This appraisal approach is viewed as a tool for identifying performing employee; identifying training needs of employees; developing employee career paths; promoting rewards, bonus and promotion amongst other development aims. (http://appraisals.naukrihub.com/performance-appraisal-approaches.html). Modern appraisal approach includes; management-by-objectives (MBO), work planning and review, 360Â ° appraisals, peer review, etc. (Murphy T. and Margulies J. 2004). Here, the promotion of employee and employer relationship in the organization is strengthened; while communication is also improved through its feedback process. This approach is developmental in nature and future oriented, identifying employees as individuals. Theoretically, the formal appraisal process merits are numerous and striking to any organization allowing for their use. However in practice, various shortcomings associated with the formal performance appraisal systems design and implementation are well known and continue to raise issues with both practitioners and academics (Goff 1992 and Bernardin Klatt 1985). According to Nick (1996), the formal role of performance appraisal process has been given common concentration in the recent years and a make believe that an organizations effective design and well structured implementation appraisal system will provide the employee, the supervisor and the employee/organization with multiple of positive benefits. Objectives of Performance appraisal Major objectives of an effective performance appraisal can be perceived from two approaches: the traditional and the system approach. The traditional approach was concerned with attributing guiding values to individuals; the primary goal of this approach was aimed at providing control and documenting employee historical performance. The appraisal was performed occasionally and the leadership practices were estimated and directional in nature. This approach emphasized an individual orientation reward practice with high degree of formality process. On the other hand, the system approach is primarily aimed at developing and creating a problem solving environment for employees; and promotes a leadership style that is facilitative and tutoring in nature. The objective of this system has its guiding value attributed to the performance appraisal system, and employs a more frequent (periodic and continuous activity) appraisal system for employees. This system has a low degree of formality an d practice a group or team orientation reward practice. The result of this system approach promotes HR decisions such as reward, promotions, training and development, transfers and demotions. However, the system approach might have emerged from the lapse or the gaps posed by the traditional approach. Bratton and Gold (1999) however, concluded that the tension between the judgemental (Traditional) and developmental (Modern system) process of appraisal systems has never been resolved and is likely to continue in its nearest future. Drawing from a past literature for performance appraisals, it was suggested that an effective appraisal system should enhance employee motivation and efficiency; ensure concrete basis for wage and salary management; help discuss employee concerns for growth and development; provide adequate information for management decisions; and provision of useful communication tool to carry out employee goal setting and performance planning for managers (Morhman, Resnick-west and Lawler 1989). Appraisal System Landahl (2010) suggests that an effective performance appraisal is a significant vehicle for improving performance and productivity by organizations to improve the performance of its employees and organizations well designed and implemented appraisal system, which helps to improve company operations. In support of these, Journal of Applied Psychology argues that a, poorly designed or implemented performance appraisals may lead to employee frustration, resentment and withdrawal. Different performance appraisal instrument is been employed by a number organizations with conflicting mixture of goals and objective, and this have frequently resulted in stemming up confusion has to what the accurate meaning of performance appraisal systems. Notwithstanding, Wiese and Buckley (1998) highlighted that the core of performance appraisal process enables an organization to appraise and assess an individual employees activities and performance over a scheduled point in time. In addition, Coutts and Schneider (2004) described performance appraisal as a fundamental factor of a more refined position of human resource practices; viewing it has machinery for assessing the level of employees performance on a daily basis in line with the organizational set goals and objectives. Review of Literature Hunt N. (2007) argues that most employers or large organisations do have performance appraisal policies in existence but the practical implementation of these policies are inefficient and ineffective in reality and this has lead most employees not to take the performance appraisal as a serious tool but a managerial procedure. One of the most common fear or worries of performance appraisal by employees is the raters subjectivity. The human bias nature and favouritism is a loom affecting employee acceptance of performance appraisal system and its outcome. Many scholars have also ascribed the shortcoming of performance appraisal system to the unwarranted focus on alleviating signs of reduced performance rather than emphasizing the cause of the problem in itself. A major problem of performance appraisal system is the criteria for its implementation. A bad designed system would not generate a good performance appraisal objective, most recent appraisal focus more on the formal application rather than the substance satisfying objective. Perspectives Effective performance appraisal has so far been considered in different perspectives. The exploration of significant areas such as results of effectiveness of performance appraisal and recognition of negative factors that can affect the effectiveness of performance appraisal in both the perspective of employee and employer. The highlighted gap in the perspective of performance appraisal is what this paper is set to discuss. For one thing, WPR interviews are strictly man-to-man in character, rather than having a father-and-son flavor, as did so many of the traditional performance appraisals. This seems to be due to the fact that it is much more natural under the WPR program for the subordinate to take the initiative when his performance on past goals is being reviewed. Thus, in listening to the subordinates review of performance, problems and failings, the manager is automatically cast in the role of counselor. This role for the manager, in turn, results naturally in a problem-solving discussion. In the traditional performance appraisal interview, on the other hand, the manager is automatically cast in the role of judge. The subordinates natural reaction is to assume a defensive posture, and thus all the necessary ingredients for an argument are present. Performance appraisal effectiveness refers to the accuracy of performance observations and ratings as well as the ability of the performance appraisal process to improve the ratees future performance (Lee C. 1985). EMPLOYEE AND EMPLOYERS PERSPECTIVE As highlighted above, that the word performance appraisals evoke immediate and sometimes negative response from the managers and employees in the appraisal process of organizational life (Longenecker 1997). Yet, every manager recognizes that, like it or not, performance appraisals are here to stay. Longenecker (1989) argues that politics has its stake in an organizations performance appraisal process and that it takes only the deliberate effort of the manager and those partaking in training employees on appraisal techniques to make the performance appraisal process free from what he called Mired political game. Politics has been indicated as a critical determinant in organizations for reward distribution and this however still remains an untapped research (Sogra et al 2009). For decades, employee evaluations have been used for a variety of different organizational purposes. Previously, the appraisal process was generally considered to be one of the more difficult and yet routine and narrow management practices. In contrast, it is now widely recognized as a significant vehicle for improving performance and productivity of both employees and organizations. To this end, many organizations and managers are currently reexamining their appraisal procedures and practices. Why performance evaluation currently is viewed in such an expanded light after its rather difficult and humble past? Discrepancies with performance appraisal in relation to employee and employer Consequently the review of the literature drawing from Crook and Crossman (2004) and Mounts (1984) research on an effective performance appraisal system, it was discovered that major difference exist in the perception of appraisal system between employees and managers. These differences were however attributed to the roles employees and managers perform during the appraisal process; Managers are givers of information and feedbacks, whereas employees are mere receivers. Bretz et al. (1992) suggests that major discrepancies arising from performance appraisal system may be traced to the lack of adequate training given to people for their role as an appraisee. The author argues that training to make adequate assessments and oversee an effective performance appraisal system is been given to managers and other principal, while training for analyzing and acting on constructive performance evaluations are not given to the appraisees. He further suggests that those without any appraisal role within the organization do not often receive training in the performance appraisal system, both in efficient utilization of its output and its method of working (Crook and Crossman 2004). CROOK AND CROSSMAN (2004) based on his findings, asked a fundamental question in solving these discrepancies is a difference in satisfaction with a PAS linked to a persons role in an organization a desirable outcome? He argued that it is advantageous for participants of appraisal alone to be more pleased with the performance appraisal system rather than participants who act both as appraisee and appraisers. The authors further argue participants that fill both roles will encounter problems from both perspectives and therefore ensure a fairly and time-framed appraisal considering their experience. Organizational managers should identify the significance of employee involvement in establishing performance values at the launch of the appraisal phase and provide performance feedback through the appraisal phase (Inderrieden et al. 1988). AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM In order to build up an effective performance appraisal system, two major criteria and goal need to be accomplished. Firstly, the relevance and its applicability of performance appraisal to everyday work practice in organizations (both large corporation and small business enterprise) and secondly, the satisfaction and acceptability of the performance appraisal system by employees and employers appraisers and workers (Duraisingham V. And Skinner N. 2005). Past and recent research have argued that a firms objective should be able to focus on how their employee will improve its knowledge and skills in order to have high increase productivity, sustained competitive improvement. Both employee and employers require adequate training in order to participate fairly in the performance appraisal system in ensuring that realistic expectations and feedbacks are received and acted on. An effective work plan (goal setting) for managers was also considered suitable and the consideration of employees via discussing their career plans in the appraisal process, which enhance goal congruence between the employee and employer (Crook and Crossman 2004, Mount 1984 and Inderrieden et al. 1988). Bretz et al (1992) also advocated the need for training to be an ongoing process in order to attain utmost efficiency and effectiveness. Crook and Crossman (2004) states that an effective appraisal system can be achieved by increasing interactional justice by promoting employee involvement in the appraisal system. The joint involvement of both the employee and employer in the performance appraisal system will effectively ensure a more conducive working environment and targeted agreement between both parties; through the use of feedback, training, frequent reviews for development and many more. Systems that focus only on examining performance without any personal benefit would not attract employees (Hunt N. 2007). An effective performance appraisal system should be as simple as possible without been over-bureaucratic. The operation of the performance appraisal system would however not be effective without the fairness and consistentency in operation by the participants. This will lead to enhanced satisfaction for both employees and employers (Crook and Crossman 2004 and Hunt N. 2007). Hunt N. (2007) suggests that employers and organizations should also eliminate political mentally in order to have a successful and effective performance appraisal as this promotes unfairness and would tamper productivity in the long run The present paper suggests that utilizing performance appraisal formats and designing training programs without considering the nature of the task may explain unsuccessful attempts in devising more accurate and efficient performance appraisal systems. Appraising performance according to the nature of the task, matching task nature with performance appraisal format, and designing training programs to increase observational accuracy may improve performance appraisal systems as well as contribute to successful organizational placement and promotion decisions. Future research should examine other factors that may contribute to performance appraisal effectiveness (Lee C. 1985). Whatever system is used, a good measure of success is how those appraised and compensated perceive the accuracy and fairness of the program. A program that is seen as fair and personalized, regardless of sophistication, will likely be motivational. A good first step in deciding whether changes are needed in a performance appraisal system may be a survey of management and employee attitudes about appraisal practices and compensation. Biased and malicious deliberate appraisers should be eliminated in constructing an effective performance appraisal system. However, it is not feasible for employee employer relationship to remain good all the time, but the system must be designed in a way that it does not ensure systematic partiality; which might warrant the use of external appraiser (even though this can also lead to rifts). In establishing an effective and efficient performance appraisal system, it would be imperative put into consideration not only the employee but also the employers, who will act as the appraiser rather than the appraised. Employers and managers would also have anxieties and apprehension about the appraisal systems effectiveness, whether training would be adequate for employees, whether employees are aware of the opportunities for training and development available within the organization. In order to have an effective performance appraisal, both participants of the process should be sort during the designing process of the system to the implementation stage. BENEFITS OF PERFORMANCE APPRAISAL conclusion Performance appraisal is a formal exercise carried out for all executives and workers/ staff with respect to their contributions made towards the growth of the organization. The benefits of a successful appraisal system can be summed up as follows. a. For the Appraisal 1. Better understanding of this role in the organization. What is expected and what needs to be done in meet those expectations. 2. Clear understanding of his strengths and weakness so as to develop himself into a better performer in future. b. For the Management 1. Identification of performer non-performers and their development towards better performance. 2. Identification of training development needs. 3. Generation of ideas for improvement. c. For the Organization 1. Improved performance throughout the organization. 2. Creation of culture of continuous improvement and success. Conclusion There are many benefits to implementing a regular and systematic performance appraisal system within an AOD organisation. In order to gain the most benefit from performance appraisals it is recommended that a system is developed in consultation with workers and managers, and clear links are established between appraisals and valued rewards and outcomes (Duraisingham V. And Skinner N. 2005). Read more: http://www.bukisa.com/articles/351690_introduction-to-performance-appraisal#ixzz15gqd81Gd Hunt N. (2007) Conducting Staff Appraisals; How to Books Ltd, United Kingdom. Chapter 1 11. Redman T. and Wilkinson A. (2006); Contemporary Human Resource Management (Text and Cases): Performance Appraisal: Chapter 6 pg 153 187; Pearson Education Limited: England. Bratton J. and Gold J. (1999): Human Resource Management (Theory and Practice): Performance Appraisal: Chapter 8 pg 214 236: Palgrave publishers Ltd: Houndmills Fletcher, C. (1994). Performance appraisal in context: Organizational changes and their impact on practice. In N. Anderson P. Herriot (Eds.), Assessment and selection in organizations: Methods and practice for recruitment and appraisal (pp. 41-56). Chichester, England: John Wiley Sons. Duraisingham V. And Skinner N. (2005): Workforce development TIPS Theory in Practices strategies resource kits: performance Appraisal: Chapter 8: www.nceta.flinders.edu.au (Cleveland, Mohammed, Skattebo, Sin, 2003; Cleveland, Murphy, Williams, 1989) DeNisi Gonzalez, 2000; Meyer, Kay, French, 1965).

I Have Limitations :: Personal Narrative, Autobiographical Essay

I Have Limitations As I sat in the grass of Burke County's football field that fateful day in May, my brain was cluttered with questions and thoughts. I was busy making mental notes. Stay low, snap your trail leg, and run when you hit the ground, my mind nagged. Instinctively, I put on my running spikes, removed my warm-ups, and stretched my muscles. My concentration was interrupted as the speakers boomed, "Third and final call for all 100-meter low hurdles." In a blur I was on the starting line, staring down a horizon filled with hurdles. Beat them to the first hurdle with a quick start, and you have a chance to win. CRACK! The startling noise the gun made brought me back to reality. Clearing the first hurdle in perfect form, I ran with all my might. I lunged toward the finish line after I soared over the final hurdle. Looking ahead of me, I saw only one other runner. I had qualified for the regional finals! My coach's smile said everything I wanted to hear. Walking off the rubber track, my heart was at the same time both light and heavy. I was thrilled by my qualification, but I knew the next day would be horrid. Coach Gaddy firmly said, "You know what you have to do to advance." Finally, following what seemed like an eternity, Friday arrived. After dwelling on the race, I had butterflies the size of pelicans waiting for the opportunity to take me away. While running a warm-up lap, I realized I had let my tension get the best of me. My leg muscles felt like rocks. All you need to do is focus and put things in place. Just then, coach tapped me on the shoulder. He had been informed that I had the third fastest time in my heat, and I would be running in lane five. "Run the best race of your life, and you have a great chance at going to state," he said. I was relieved to know I only needed to recover one place to advance. My fears slowly and gently began to subside, and my confidence started to build. While I was engrossed in my wind sprints, I heard, "Second call, all 100-meter low hurdles.

Communication Styles Worksheet Essay

You spent the past few days exploring the resources available to students at University of Phoenix, and you want to share what you learned with a friend who is interested in enrolling. Write a 150- to 200-word e-mail to your friend summarizing the resources available to students. Hi,  I would like to continue with our conversation from earlier today on your interests in attending the â€Å"University of Phoenix†. This university has many resources to lend you a hand in reaching your goals. The Center for Writing Excellence has an abundance of information and guides to help you with your punctuations and grammar in your writing. There is also the program Riverpoint Writer. This program is designed to take your information and properly format your document. It will even assist with quotes and references and cite them correctly for you. The University also has the plagiarism checker. The checker will analyze your papers and tell you what your percentage of plagiarism you may have in your paper which allows you to go back and fix your mistakes to avoid plagiarism. The final program I want to introduce to you is WritePoint. Before you submit your papers, you can send your papers to WritePoint and they will proofread and check your papers for you at any time. Giving ideas or suggestions and making changes to improve your paper are some out of many skills that this program has to offer. Once you enroll into the â€Å"University of Phoenix† you have complete access to all of these magnificently helpful programs. I am anxious to hear your thoughts and maybe even your decision on becoming a Phoenix yourself! You asked your facilitator to review your e-mail draft. She liked what you wrote and asked you to write a summary to post in the class forum for the other students to read. Write a 150- to 200-word summary for your class of the resources available to students. Remember to write using an academic tone. The â€Å"University of Phoenix† has numerous resources accessible to students attending and furthering their education. For example, in the University’s online library you can find the Center for Writing Excellence or CWE. For those who want to improve their writing or become better writers then this is the tool for you. The Plagarisism Checker is another program that evaluates your paper to make sure you have not plagiarized and ensures that you turn in a clean and unique paper of your own. WritePoint and RiverPoint are two different types of programs so be sure not to get mixed up. WritePoint is used to assess your paper and gives you ideas, suggestions, or comments to aid in improving your paper. Riverpoint writer, on the other hand, properly formats your papers in the APA format which is the style used at this University. For those who have trouble in the math area, the Center for Mathematics Excellence is your destination. This program is also found in the University’s online library. It has helpful tutorials, step-by-step problems that you can use for practice and videos when you need them. Starting your first math class after months or even years without going through it can be quite scary but luckily for you, this university has a program to help you. The building mathematics confidence is an amazing program that helps you get over that first initial scare of getting back into your mathematics class.

Motivation and Determination in the Film The Replacements

Motivation and Determination in the Film The Replacements Introduction The film, â€Å"The Replacements† depicts the dedication and devotion of the Washington Sentinels football players to succeed. It starts with a strike by the team’s professional players, technical bench and even the cheerleaders at a critical point of the season forcing the team’s owner, Edward O’Neil, to hire a retired coach, Jimmy McGinty, who hurriedly assembles a new team.Advertising We will write a custom research paper sample on Motivation and Determination in the Film â€Å"The Replacements† specifically for you for only $16.05 $11/page Learn More The players of the new team happen to be former players with diverse interests making it hard for them to cooperate. Despite the perceived incompatible individual interests, motivation allows the team to succeed. The players include Shane Falco, a former player for Ohio State football team, a player from Wales, gangster rapper brothers and a deaf player. Despit e weak teamwork spirit at the beginning and opposition from former players, the team manages to reach the final playoffs. The team learns to cooperate and with support from cheerleaders headed by Annabelle Farrell, who is romantically involved with Shane, the team is able to advance into the final playoffs. In the finals, mistreatment of other players by the quarterback, Eddie Martell, causes the team to play poorly almost losing the game; however, help from a motivated Shaun, who returns in the second half, enables the team to win the finals. Motivation and Determination Motivation is important in organizations as â€Å"it builds willingness by the players or staff to work in order for the organization to achieve its goals (Goldratt and Cox 77). It bridges the gap between the ability or competence possessed by an employee and the willingness to work. Motivation also helps in building friendly interpersonal relationships amongst workers. The management should strive to keep the sta ff informed regarding the events of an organization. In addition, motivation boosts the spirit of teamwork and morale making the workers to perform more effectively. Motivation also creates a sense of belonging to an organization, which helps to build teamwork spirit and morale. Teamwork encourages â€Å"team members to strive hard to achieve common goals adding to the success of the organization† (Kotter 112). Additionally, motivation helps to improve individual performance of the workers leading to improved organizational performance as each individual strives to give his or her best. Furthermore, motivation allows the subordinates to develop self-confidence in what they do, which encourages them also to do their best on top of encouraging them to develop a sense of responsibility, which leads to employee developing initiatives to better their performance and develop cooperation towards team activities.Advertising Looking for research paper on business economics? L et's see if we can help you! Get your first paper with 15% OFF Learn More Motivation is an important factor in enhancing employee satisfaction. Motivation through incentives provides a good working relationship between employees and the management as the employee unrest and industrial disputes reduce. Additionally, motivated employees would be less resistant to organizational changes that improve productivity of the organization. Improved productivity is the main goal of most organizations. Determination and dedication are other important elements that contribute success. Determination facilitates the achievement of organizational goals because it encourages Cooperation and coordination of the work force. Employee’s determination and dedication contributes to the stability of the work force. Good management that emphasizes on motivating its employees helps to increase the employee loyalty and determination in their work that in turn promotes retention of skill ed and efficient employees who help curve a good public image of the enterprise. The Replacements In the movie, ‘The Replacements†, lack of motivation among the players is most evident. When the newly appointed coach, Jimmy McGinty, visits Shane with a requisition to join the team, he is reluctant to accept the offer. He at first lacks the motivation to play, the reason being, he had suffered a major defeat as a player in the Sugar Bowl some years earlier and suffered ridicule later on. The coach advises him to ‘chase his dreams or take the red bill’. He however accepts the request and joins the team. Lack of dedication to the team made the pro football team to go on strike demanding a pay hike from five million dollars a year to seven million. They make a line in the stadium singing â€Å"solidarity forever† and refusing to participate in matches, which in turn forces the Sentinel’s owner to recruit the retired coach. The former pros lack of d edication makes them to resort to industrial action to resolve the dispute. However, new replacements are hired to complete the season, an act that angers the pros who try to disrupt the first game involving the new players. The script is not clear whether the cheerleaders strike is to support the striking Sentinel players; nevertheless, one thing is evident; they end up replacing the cheerleaders with strippers from a local club, which shows the lack of professionalism in the replacement team. In addition, the conduct of the striking team is wanting. They throw eggs at the bus of the replacement team and even overturn Shane’s truck.Advertising We will write a custom research paper sample on Motivation and Determination in the Film â€Å"The Replacements† specifically for you for only $16.05 $11/page Learn More In the makeup team, the players are losers and predictably, the team is not expected to perform. However, the team proves critics wron g when it emerges winners at the end of the film, an unexpected result as the team players do not like each other on top of disagreeing openly in the field. Additionally, there is lack of teamwork and cooperation as John Favreau, a replacement player who is a trained SWAT member tackles his own teammate, Shaun, rendering him ineffective throughout the remainder of the first game. In the build up to the final game, the owner of the Washington Sentinels team instructs the coach to play Eddie Martel despite having promised to give full autonomy to the coach. The team’s owner instructs the coach to field Eddie Martel in the final game and this tall order frustrates the coach who tells his favorite quarterback, Falco, of the decision. Consequently, the two (the coach and the player) are left unmotivated and even Falco takes Anabelle, the captain cheerleader on a date as a way of dealing with his depression. Approaches to Motivation The theory of motivation explains how motivation takes place in individuals and how it helps them to achieve their goals. The expectancy theory explains, â€Å"The desire to achieve a certain goal and the chances of success gives rise to motivation† (Miner 48). This theory gives the necessary conditions in achieving motivation; that is, the effort-to-performance expectancy and the performance-to-outcome expectancy should be more than zero. In the film, to achieve high motivation among the players, the coach should have determined the outcomes that each player wanted before making sure that the desired performances were met. Motivation is derived from satisfaction of the outcomes of a performance. To achieve satisfaction, change of perception regarding the assigned task is necessary. The replacement players’ perceptions regarding their own inadequacies deterred them from achieving greater success. The other theory that explains how team motivation can be achieved is the equity theory. According to this theory develope d by Stacy Adams, the individual evaluates whether a treatment is fair compared to the treatment given to others before choosing to participate in a given task. If the individual feels not rewarded equitably, he or she strives to reduce the inequity. In the film, scenes such as the owner’s insistence that the coach allows Eddie Martel to play instead of Falco, makes Falco feel under rewarded for his efforts. In addition, towards the end of the film, the coach tells the audience that even after winning their last game that allowed them to advance into the final playoffs, the players left the game with no endorsement deals or cheers from fans. The players, having achieved great success, which many did not expect, deserved to be cheered to motivate them and enhance their morale.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Attribution theory describes the importance of attributing one’s successes or failures to internal or external factors. Attributions â€Å"determine an individual’s motivational drive† (Beck 98). Self-serving attributions entails blaming others for a misfortune. The pros of Washington Sentinels attributed their team’s failure to the management resulting to a strike. Additionally, replacement players had odd characters and the opportunity to play for the Sentinels was a welcome chance to escape from aspects of their personal characters that they did not like. The players sought to escape uncomfortable realities about their lives and this constitutes escape theory. Conclusion Motivation is important in achieving employee satisfaction and determination in an organization. It also enhances improved performance of the employees, which contributes greatly to the increase in productivity of an organization. Motivation also promotes the willingness of the workers to strive for improved performance. In the film, ‘The Replacements’, the professional players were not motivated and showed this by staging a successful strike that led to the creation of makeup team to complete the season, which also lacked motivation. No common goals were set for the replacement players and as a result, they could not endeavor to be successful. Motivational theories describe the motivational drive in individuals that allows them to achieve higher performance. Beck, Robert. â€Å"Motivation: Theories and Principles.† New Jersey: Prentice-Hall Inc., 2000. Goldratt, Eliyahau, and Cox, Jeff. Self-Theories: Their Role in Motivation, Personality And Development; (Essays in Social Psychology). Philadelphia: Psychology Press, 2000. Kotter, John. Leading Change. Boston: Harvard Business School Press, 1996. Miner, John. Role Motivation Theories: People and Organizations. New York: Routledge, 1993.

Biblical Perspectives of Worship Essays

Biblical Perspectives of Worship Essays Biblical Perspectives of Worship Essay Biblical Perspectives of Worship Essay Introduction Every religion in the world has each of its own worship service. Worship service is one of the most important principles in Christianity. In religious world the term worship is used for the reverent devotion, service, or honor paid to God, whether public or individual. A study of the words associated with worship shows that, while certain concepts like bowing the knee or obeisance are concerned with the human aspects the roots of Biblical worship are to be found, not in human emotions, but in the divinely established relationship of God to man. This paper is focus on worship and it theology from a Myanmar perspective. In this paper, I would like to discuss some of the following subheadings about worship: definition of worship, biblical perspective on worship, some theological aspects of Christian worship and the culture and Christians worship in Myanmar. 1. Definition of Worship The worship is derived from Anglo-Saxon weorthcipe, honor. In older English usage ‘worship’ can be rendered to men of excellence. Except in archaic forms or in extravagant speech, the word is nowadays use only in religious language. In the Bible God alone is supremely the object of worship and adoration. Worship is normal usage refers to the expression in corporate gatherings of adoration, praise and thanksgiving to God through Christ.1 While no one Hebrew term is an equivalent for worship, many Hebraic define the activity of worship in the OT. The verb abad means â€Å"serve,† the corresponding noun means â€Å"service adoration.† Histahawa is another verb in liturgical vocabulary that means â€Å"prostrate oneself†. The Hebrew terms that are used synonymously for the word worship are verbs that indicate some type of activity.2 The Geek word proskyneo is probably the term most closely related to the English word â€Å"worship.† This word depicts the posture of kissing the ground, a reverent act used mainly in reference to worship of a deity. The

Entrepreneurship Assignment Example | Topics and Well Written Essays - 2750 words

Entrepreneurship - Assignment Example The literature reviewed includes the common myths regarding entrepreneurship, common characteristics associated with entrepreneurs, how entrepreneurial behaviour affects business, and Anita Roddick's (of The Body Shop) view on entrepreneurial qualities. Next, a guideline for the research process for candidate selection is presented. The findings from published literature and questionnaire are then used to analyse the entrepreneur's business and background. There is much literature and beliefs about what makes a successful entrepreneur. In order to deconstruct this process, this essay will examine the common myths regarding entrepreneurship and the common characteristics associated with entrepreneurs. In addition, a study done in Central London examining how entrepreneurial behaviour affects business cements the earlier two literature reviews. Lastly, the essay will look into the beliefs of an established entrepreneur, Anita Roddick of The Body Shop and understand what she thinks are important entrepreneurial qualities. (1) It is about starting and running a small... (3) It is an "either/or" thing: Entrepreneurship is not a fixed concept and the key is to recognize that it is a variable phenomenon. (4) It is about taking wild risks: Risks are assumed and taken, but they are calculated risks where the underlying risk factors are identified. (5) Entrepreneurs are born: Environment plays a big part in the development and realization of potential where the accumulation of activities, skills, and knowledge over time is crucial. (6) It is about greed: The real motivator behind entrepreneurial behaviour is not money, power or position but the desire to achieve and make a difference. (7) It is about individuals: The existence and quality of a team is critical as no one individual has the ability, time or talent to bring a concept to reality. (8) There is only one type of entrepreneur: Entrepreneurs come from all walks of life and represent a diverse mix of age groups, races, religions, cultures, genders, and occupational backgrounds. (9) It requires a lo t of money: Entrepreneurial individuals are opportunity, not resource driven and do not limit the scope of their vision by their resources owned but by leveraging their resources. (10) It is about luck: It is about hard work, creative insight, in-depth analysis, adaptability, and openness to an opportunity. (11) It starts with a new product or service: It is about determining whether a need exists, how extensive that need is, how satisfied customers are with their current products, what the switching costs will be, and whether there is meaningful advantages in the product or service. (12) It is unstructured and chaotic: When dealing with the unknown, it is important

Volunteer Essay Example | Topics and Well Written Essays - 1000 words - 1

Volunteer - Essay Example Therefore the workplace if full of aged workers who believe that they should be the ones in leadership positions since they have many years of experience. As a result, young managers get a difficult time supervising employees who are unhappy with the leadership structures in the firm. Hence, by choosing to clean an old person’s home, I expected I would learn a few skills on how to work with the aged. The day of the volunteering experience was quite eventful. We were a small group of five students. At first, I thought we were too many for a simple task. However, the house was quite big with a sizable yard. We assembled outside the house until everyone had arrived. When everyone was present, we knocked on the door and an elderly woman, Natalie, welcomed us in. The couple took us round the house and orientated us to the place after exchanging pleasantries. Even though they were specific about the areas to clean, we ended up identifying many other dirty places to clean. After the orientation, we sat down and planned the activities of the day. We divided ourselves into three groups of two members each. Some of us would clean the roof and repair the fence. Some would mow the lawn and help the first group when done. The remaining two would work in the house with Natalie, to clean the shelves, counters, sinks, and the washroom. Peter, one of the other volunteers, and I remained indoors to clean the house. We took a half an hour break after cleaning for three hours nonstop. During the break, Natalie was kind enough and served us coffee. After the break, we embarked on cleaning the house. Peter and I started by cleaning the sinks. Later, we moved to the shelves, and lastly we worked on the counters. We also dusted the chairs though it was not on the schedule. By the time we were finishing, the yard group had also completed their work. I managed to meet all my three learning objectives for the

External Sources of Finance Essay Example | Topics and Well Written Essays - 1000 words

External Sources of Finance - Essay Example Financing decisions are normally very fundamental considerations to be made by any multinational corporation like Acme which seeks to venture into large scale operations. As such, the whole prerogative clearly rests on the finance managers to appropriately select the best financing method out of the myriad option available in the world today. The various option of finance that Acme can opt for are lucidly outlined below. The corporation can opt for the issuance of preference or ordinary shares in order to raise sufficient capital for the foreign expansion. This is a major source of finance for most organizations across the world. Its advantage lies in the fact that it is â€Å"non-redeemable†. As such, it is an existing and permanent source of finance that is not to be repaid like other sources of fund. The repayment process only occurs upon the winding up of the company. On the contrary, it can be argued that this form of financing has the disadvantage of diluting the ownership strength of the company since it involves the addition of new shareholders into the company (Steffens 45-9). In the same vein, as the number of shareholders increases, the control of the company becomes very difficult as decision making becomes very procedural and bureaucratic due to the wide consultation needed before any major decisions are made. Bank loans Loans from banks and other financial institutions are usually good sources of finance for business organizations. Obtaining such loans is always simple for most large organizations that are known to have wide capital bases. The use of loans as a source of financing has the advantage that it never leads to a loss of direction for the business as in the case of issuance of new shares. Bank loans are normally long-term sources of finance and can always be obtained in large sums unlike other sources. In most cases, loans are used to buy fixed assets such as vehicles and machinery. The major disadvantage of using loans as sources of finance revolves around the huge interests paid (Gopalan 67). Most banks charge very high interest rates and it therefore becomes unprofitable to acquire loans without the assurance that the business will raise sufficient profits to cover for the high interest rates. Short term loans can also be obtained in form of overdrafts in which case most banks need no collateral. However, bank overdrafts are always charged at very high interest rates than other loans. Debentures The issuance of debentures is also another source of capital that Acme can adopt for its expansion program. Debentures are usually units of loan which a company issues to the debenture holders and are usually traded like shares. The advantages and limitations of using debe ntures are basically similar to those of most bank loans. The loans are usually obtained from other companies, individuals or financial institutions. In that regard, Acme will then be prepared to repay the debenture holders the interest accrued. One striking characteristic of a debenture is that it is only backed by the company without any form of collateral like other loans. It therefore leaves the company’s assets free which can then be used to obtain further financing in the future. Leasing Leasing is one of the most common sources of financing in the increasingly competitive business environment. In essence, a business cannot purchase all the fixed assets it requires to set up operation in a foreign land. Leasing enables companies to

Ethnic Groups in Pakistan Essay Example for Free

Ethnic Groups in Pakistan Essay Recommended Citation Khan, Adeel, Ethnic nationalism and the state in Pakistan, Doctor of Philosophy thesis, Faculty of Arts, University of Wollongong, 2001. http://ro. uow. edu. au/theses/1736 Research Online is the open access institutional repository for the University of Wollongong. For further information contact the UOW Library: [emailprotected] edu. au Ethnic Nationalism and the State in Pakistan A thesis submitted in fulfilment of the requirements for the award of the degree of Doctor of Philosophy from University of Woilongong by Adeel Khan Sociology Program, Faculty of Arts February 2001 Declaration I, Adeel Khan, declare that this thesis, submitted in fulfilment of the requirements for the award of Doctor of Philosophy, in the Sociology Program of Faculty of Arts, University of Woilongong, is wholly my own work unless otherwise referenced or acknowledged. The document has not been submitted for qualifications at any other academic institution. Adeel Khan 26 February 2001 11 Aknowledgements I would like to thank the Sociology Program and the School of Critical Enquiry at the University of Woilongong for helping me to travel to Pakistan twice to do my fieldwork. In Pakistan there are too many people who have helped me in many different ways. I am grateful to all those academics, journalists, politicians, lawyers and activists who spared their time to speak to me. I would like to especially thank Mazhar Abbas who not only provided me with very useful information and contacts but also arranged meetings with the MQM leaders. I am indebted to Ahmed Shah and Ayub Shiekh for organising one of the most entertaining as well as productive trips to Hyderabad where they arranged meetings with Ibrahim Joyo and Rasul Bux Palejo and other Sindhi nationalists. In Lahore I had the pleasure of Khawar Malik and Imtiaz Alams company in one of the most dramatic months in Pakistans history when the chief justice and the prime minister were caught in a bizarre battle of ego that had created a serious political crisis. In Quetta, Abdul Sami Kakar, a former Pukhtim Student Federation activist, who was introduced to me by Tahir Mohammad Khan, was a wonderful company and great help in organising interviews with Baloch and Pukhtun nationalists. In Islamabad I shall always miss late Eqbal Ahmed with whom I had some of the most stimulating discussions. My supervisor, Stephen Castles, has been an unrelenting source of encouragement and inspiration. He not only encouraged me to think as deeply and as critically as possible but also, at times, forced me to explore different aspects of the argument whenever he felt I could do better. I have particularly benefited from Stephens knowledge of European history. What impressed me the most about Stephen, however, is that he is one of those people who are so comfortable with themselves that they hardly care what others think of them, and therefore they are unassuming and full of humility. I wish I could learn that from him, too. My wife, Rafat, deserves more than a few words of gratitude for she is the one who had to put up with my anxiety, self-doubt, writers block, mood swings, and all the other hazards that come with a person who agrees with Adomo that (o)nly those thoughts are frue which fail to understand themselves. I stand obliged to her for bearing with me. As is customary, and in legal terms, too, I must admit that only I am responsible for the mistakes and weaknesses in my work, but as I have made it obvious that I would not have been able to produce this work without the help of all those mentioned above, and therefore, morally at least, they cannot escape the responsibility. The only consolation I can offer to them is that I apologise for the mistakes and weaknesses and promise to try harder, next time, to fail better. Ill Abstract Nationalism is a way of dealing with a world where everything melts into thin air. It is a form of self-love in which individuals celebrate their collective identity. And like all forms of self-love it gets its strength more from the hatred of others than its love for the self Here lies the secret behind some of the most intractable conflicts in the world. Nationalism is, probably, the only form of self-love that gets its life-blood from an institution, the modem state. Had the state not been behind the self-love of the Germans, they would not have been able to torture and murder so many Jews in such a short period of time. Likewise, had the west not helped the Jews to establish their own state in Palestine, the Jews would never have been able to displace and kill so many Palestinians. Nationalism is not the pathology of the modem world, but is, as a sentiment and as a doctrine, only a pathetic way to deal with a pathetic world. But nationalism as a game of power, as a politics, is lethal and destructive. As a sentiment and as a doctrine nationalism may be the child of an unstable and fast changing world but as a politics it is the child of the nation state. This thesis explores the relationship between the nation-state and the nationalisms of four ethnic groups, namely, Pukhtun, Sindhi, Baloch and Mohajir, who have, at various points in time, contested the legitimacy of the administrative structure of the Pakistani state. It starts with identifying the issue of ethnic conflicts, goes on to review the available literature and then outlines a framework for studying ethnic IV nationalism. As the emphasis here is on the role of the modem state in provoking ethnic discontent and resistance the second chapter discusses the interventionist role of the state and tries to highlight its relationship with nationalism. The second section of the chapter looks at various approaches to nationalism and explains as to which approach is more suitable and why for dealing with ethnic nationalism. The third chapter endeavours to explicate the difference between pre-colonial and colonial state in India as well as the way the colonial state despite being modem was different from the modem state system in the west. The fourth chapter discusses the state system in Pakistan and argues that the postcolonial state is a replica of the colonial state. The next four chapters examine the emergence of four ethnic movements and their varying strategies for dealing with the centralising and homogenising policies of the state. Throughout, the focus remains on the ethnic groups distance from and proximity to the state system as the major factor in determining their relationships. Table of Contents Declaration Acknowledgments Abstract 11 iii iv Chapter 1 Chapter 2 Chapter 3 Chapter 4 Chapter 5 Chapter 6 Introduction Nationalism and the State Colonisation of the State in India Nationalisation of the Colonial State in Pakistan Pukhtun Ethnic Nationalism: From Separatism to Integrationism Baloch Ethnic Nationalism: From Guerilla War to Nowhere? Sindhi Ethnic Nationalism: Migration, Marginalisation, and the Threat of Indianisation Mohajir Ethnic Nationalism: El Dorado gone Sour! At a Crossroads as Ever Before! 1 24 45 67 99 133 Chapter 7 158 Chapter 8 Chapter 9 201 238 References Appendix A Interviews 244 259 VI The whole is the false Adomo Inversion of Hegels famous dictum, the whole is the true (1978:50) Vll Please see print copy for image Source: 1998 Census (Statistical Pocket Book of Pakistan, 2000) PAKISTAN.

Random Essays :: essays research papers

31) After the attack on Pearl Harbor, the feelings of animosity in America against Japan increased. By late 1945, the Allied leaders met in Germany with news of a secret new weapon, called the atomic bomb, created by American scientists, that was powerful enough to destroy an entire city. However, there were some feelings that the bomb was too powerful, and the leaders chose instead to send the Potsdam Declaration to Japan warning them to surrender. The Japanese military did not know about the atomic bomb and ignored the warning, so on August 6th 1945, an American bomber called the Enola Gay was dropped on Hiroshima, Japan. This blast killed an approximated 70,000 people and destroyed more than eighty percent of the city, but the Japanese still did not surrender. The US dropped a second atomic bomb, and after a furious debate in the Japanese cabinet, the emperor of Japan announced a surrender. This day on the 14th of August became known as V-J Day, for Victory over Japan. 32) a & b) The approach to bring discrimination cases before the courts that I would have disagreed with most would have been using violence to gain attention. This approach only caused an uproar that required law enforcement and resulted in injuries of many people. Although it did bring attention, it brought the wrong sort of attention that they were seeking. The courts possibly would have been less eager to see their cases after acts of violence, since it only demonstrated rebellion. 33) a & b) President Lyndon Johnson proposed the development of a plan called the Great Society, which was a plan with an ambitious goal to improve the standard of living of every American. One of these important Great Society programs was Medicare. This plan helped to pay the hospital bills of citizens over the age of 65. Similar to this program, Medicaid gave states money to help poor people of all ages with medical bills. Along with this, he fought to help Americans who lived below the poverty line. The Economic Opportunity Act was passed in 1964 to set up job-training programs for the poor. It also gave loans to businesses poor sections of the cities and offered loans to poor farmers. 34) Among the recent advances in science and technology, the development of computers has become a part of everyday life in American culture. Random Essays :: essays research papers 31) After the attack on Pearl Harbor, the feelings of animosity in America against Japan increased. By late 1945, the Allied leaders met in Germany with news of a secret new weapon, called the atomic bomb, created by American scientists, that was powerful enough to destroy an entire city. However, there were some feelings that the bomb was too powerful, and the leaders chose instead to send the Potsdam Declaration to Japan warning them to surrender. The Japanese military did not know about the atomic bomb and ignored the warning, so on August 6th 1945, an American bomber called the Enola Gay was dropped on Hiroshima, Japan. This blast killed an approximated 70,000 people and destroyed more than eighty percent of the city, but the Japanese still did not surrender. The US dropped a second atomic bomb, and after a furious debate in the Japanese cabinet, the emperor of Japan announced a surrender. This day on the 14th of August became known as V-J Day, for Victory over Japan. 32) a & b) The approach to bring discrimination cases before the courts that I would have disagreed with most would have been using violence to gain attention. This approach only caused an uproar that required law enforcement and resulted in injuries of many people. Although it did bring attention, it brought the wrong sort of attention that they were seeking. The courts possibly would have been less eager to see their cases after acts of violence, since it only demonstrated rebellion. 33) a & b) President Lyndon Johnson proposed the development of a plan called the Great Society, which was a plan with an ambitious goal to improve the standard of living of every American. One of these important Great Society programs was Medicare. This plan helped to pay the hospital bills of citizens over the age of 65. Similar to this program, Medicaid gave states money to help poor people of all ages with medical bills. Along with this, he fought to help Americans who lived below the poverty line. The Economic Opportunity Act was passed in 1964 to set up job-training programs for the poor. It also gave loans to businesses poor sections of the cities and offered loans to poor farmers. 34) Among the recent advances in science and technology, the development of computers has become a part of everyday life in American culture.

Do you think murmurin judges is a hopless play? Essay

David Hares aim to paint a portrait on some of the chronic wrongs within the dysfunctional, corrupt Justice system has definitely shown. As throughout this play we start to come to realise critical issues, and situations that often occur in real life such a prejudice, racism, sexism and stereotypes. However the ending of the play gives us a blurry light at the tunnel because although Sandra gives us a glimpse of hope as she says, ‘I want the chief Superintendant. I wonder. Could I have a word?’, some people would have predicted the ending to of had a larger impact of justice. This can be distressing and slightly worrying as it causes the reader to feel unsafe as we have to rely on the odd moral characters such as Irina, and Sandra. If Hares intensions were to reveal what goes on in the system, then he definitely portrayed that, but if his intentions were to reassure the audience that there is always hope then he didn’t for fill that as it only made us feel worse. Hare also underlines the issues that the system were facing in England in the 8o’s and early 90’s such as the increased levels of immigration and terror of the (IRA), and highlights the prejudge situations against the Irish within the system. Such as when Barry’s showing a slight hatred towards the Irish which he says to Sandra, ‘He was kind of Irish as well. He may happen to Hail form the north, but he did stand with a load of Micks outside the pub on Clampham Common every evening. I think we can guess his primary allegiance’. Barry also threatened Travis and Fielding which the semtex plantation, here Hare is showing elements of the terror attacks of the 80’s and 90’s. The play is not hopeless in the respect that is has taught us not to automatically believe the high status of the people in the high courts, as we have been blinded by there qualifications, there wealthy life’s and there high hierarchy in this world. We have learnt to respect and believe the image of powerful authority through social learning and we all forced to believe that there right. But most of these judges and barristers have never seen the real world, and have never considered the backgrounds of there clients, they think they know everything. Such as when Sir Peter makes up his own language towards criminals as ‘the sub-average human’, and says ‘I have represented dozens of people like him. He’s an ordinary, slightly sub-average human being who has landed himself in a dam stupid mess’. In this play Irina also says, ‘A lawyer should never be emotionally involved’, this makes the audience feel that maybe there should be some sort of relationship between the lawyer and the client, because otherwise why would the client trust the lawyer with there problems or the truth? The lawyer will never be able to find justice if they never know the truth behind there clients. An allegory of the justice system being portrayed as a factory of workers, as in each section of the justice system everything is everything is being passed on up the chain. Such as a manufactory chain from the prison (primary work), the police force (secondary work) then the judiciary (tertiary work).  I think the overall message is not hopeful as there is still a innocent man (Gerrard) as he reminds in prison and only to people Irina and Sandra trying to revolutionising the system against a whole battery of lawyers, police and prison officers.