Regulations And Or Laws A Business Must Follow - 1214 Words

Miranda Carpenter 17 February 2015 Mrs. Nagle Report #1 In today’s society there are many regulations and or laws a business must follow. Every day there are businesses that â€Å"cut corners† but there are also some businesses that are charged by the law, due to illegal practices. Two businesses/companies that have been charged with unethical and illegal practices within the past two years are ExxonMobil which is the world’s largest energy company and FedEx which is one of the world’s top carriers (Diaz-Shephard, 2013). In 2013, Exxon Mobil Corp. was charged with dumping more than 50,000 gallons of waste water in Pennsylvania. The waste water was coming from the Marquandt well sites waste tanks, located in Pennsylvania’s Lycoming County. As Inspectors from the States Department of Environmental Protection began their unannounced investigation, they discovered that a plug had been removed from the tank which was what allowed the waste water to exit the tank onto the ground, polluting a nearby stream. Furthermore, Exxon Mobil then was ordered to remove 3,000 tons of soil as part of the clean project (Diaz-Shephard, 2013). Pennsylvania’s attorney general website Bloomberg.com stated that â€Å"natural gas wastewater may contain a number of toxins, including chlorides, barium, strontium, and aluminum†. This company was charged with five counts of unlawful conduct under the Clean Streams Law, and also charged with three counts under the Solid Waste Management Act (Kennedy, 2013). 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Hatshepsut Free Essays

Hatshepsut Hatshepsut was one the greatest rulers of Ancient Egypt but her rise to power didn’t come without deceit and betrayal. As daughter of Thutmose I a great Ancient pharaoh and Ahmose his famous wife, Hatshepsut had a passion for power and the family blood to fulfil her dream. With Successful military campaigns, peaceful country and a thriving economy, Hatshepsut had all the components of a great Pharaoh but this did not come easy. We will write a custom essay sample on Hatshepsut or any similar topic only for you Order Now How did the first woman pharaoh rule for over 2 decades? What made her such a successful ruler and how did a woman come to power in a male driven society? Hatshepsut was a unique personality which gained her power amongst the Egyptian people. Born in the 18th dynasty to Thutmose I and Ahmose, Hatshepsut had power and authority in her blood to rule a great and influential nation. Hatshepsut acquired this authority from the rule of her father which left great expectations for her since birth. Hatshepsut was sister to Princess Neterukheb and her two brothers Wadjmose and Amennose who had both died at a young age leaving Hatshepsut as heir the Dynasty. This didn’t last long as she was married off to her half brother Thutmose II at a young adolescent age. As a child, Hatshepsut was taught how to read and write hieroglyphics by the royal scribe. Hatshepsut questioned her requirement to be educated as it hadn’t occurred to her that one day she may become pharaoh. Throughout Hatshepsut’s rise to power she obtained various titles to her name. Hatshepsut inherited the title â€Å"God’s wife of Amon† from Queen Tetisheri which was then passed down to Hatshepsut’s Daughter, Neferure. But it is clear that her greatest title she ever acquired was not only Queen of Egypt but King of Upper and Lower Egypt. Hatshepsut gained this position after the death of her Pharaoh husband Thutmose II whom which they shared the same father Thutmose I. Thutmose II only reined for about 3 years before an unknown illness took his life. This left his son to a minor wife Thutmose III the heir to the throne at a very young age. Thutmose III was too young to rein so Hatshepsut took the title or regent with the young soon to be pharaoh. She then crowned herself co-regent and finally declared herself pharaoh of Egypt. During her reign Hatshepsut had a number of people which helped her gain the power in which she held. Senenmut was a close associate of Queen Hatshepsut during and before her reign. Senenmut first entered the royal court under the reign of Thutmose II which led him to an influential associate when Hatshepsut announced herself as pharaoh. Senenmut had a close relationship with not only king Hatshepsut but also with her daughter Neferure. There were scandals of an affair between Hatshepsut and Senenmut which were recorded in graffiti by the workmen building the temple. Their close relationship resulted in Senenmut supervising the erection of Hatshepsut’s main monuments at Deir el-Bahri and Karnak. Although Senenmut played a significant role in the royal court, towards the end of Hatshepsut’s reign Senenmut disappears from view. There are many theories to explain the disappearance or death of Senenmut. These include that Senenmut decided to leave Hatshepsut and join with Thutmose III after the death of Hatshepsut’s daughter Neferure. Speculation remains high with Senenmut’s two tombs empty and unused by the royal associate. Imagery and monuments of Senenmut were attacked or desecrated soon after his disappearance leaving the question was it Hatshepsut or Thutmose III. Hatshepsut may have attempted to remove him from history as he was seeking to join Thutmose III, or did Thutmose III remove Senenmut with the expectation that Hatshepsut would soon fall. As Hatshepsut was one of peace and prosperity she had ample time to build and restore important monuments to the people. Hatshepsut repaired many temples and chapels including the Temple of the Lady Cusae and the Temple of Thoth. Many of her buildings were built for Amun-Re as he was her claimed father and Hatshepsut wanted to re-establish her connection with Amun-Re. But it is clear that her main achievements came from the new monuments at Deir el-Bahri and Karnak. The Mortuary Temple at Deir el-Bahri is one of Hatshepsut’s most recognised building projects. With its main dedication to the God Amun it also has parts dedicated to the God Anubis and Goddess Hathor. Located west of the great capital Thebes and designed and supervised by the royal associate Senenmut, Hatshepsut had created a master piece. Hatshepsut was particular about where the building was going to be placed but after numerous strategic calculations, Hatshepsut decided on Deir el-Bahri. It was positioned on the axis of the great temple at Karnak and in the sacred valley to the principal feminine goddess whom was connected with the funeral world. The most astonishing feature is that the temple stood in a straight line from the tomb which the Queen had proclaimed hers and had it excavated in the Valley of Kings. The temple consists of two ramps which lead to three layered terraces with the magnificent cliffs and the Valley of Kings as a background (See image 1). The three layered terraces reach 30m in height or 97 feet. Each of the Terraces is precisely constructed by a double colonnade of square piers and all the terraces are connected by long ramps. Hatshepsut still contained the classical Theban appearance with courts, a chapel, sun court and a sanctuary. On both sides of the entrance (See Image 2) are pillars which depict images of Hathor as the capitals. Under the roof line is in image of Wadjet who is the Goddess of Lower Egypt, Papyrus and the Protector of the Pharaoh. She is displayed as a two sided solar symbol and bordered by two long serpents. Hatshepsut often depicted herself as a male pharaoh by wearing false beards and the traditional male regalia of previous Egyptian Kings. She would often wear a Khat head cloth and false beard to show her power and to persuade the public that she was capable of performing a male role. She would wear a Shendyt kilt as depicted in many statues in the temple. Often Portrayed as a male it did not mean that she denied her female gender. Depicting herself as a male authority was a show to foreign rulers to respect her as a male and to gain acceptance among the Egyptian population. The temple at Deir el-Bahri includes an image that depicts Hatshepsut as a male pharaoh (see image 3) which shows her giving offerings to Horus the ancient sky god. Once stood statues and ornaments throughout the temple but they have since been stolen or destroyed by other pharaoh’s or robbers. It previously housed two statues of Osiris, an avenue lined by sphinxes and the many statues and sculptures of Pharaoh Hatshepsut. Hatshepsut led many expeditions but one of the most famous is the expedition to Punt. Hatshepsut took pride in announcing the departure of 5 Phoenician style ships to Punt which is now modern day Somalia. It was the first time in 500 years that the voyage had been embarked on. Punt was â€Å"God’s Land† as its terraced land was theoretically represented by the lands of gods. It is suggested that a French scholar Auguste Mariette believed that Hatshepsut’s Temple Deir el-Bahri represented the land of gods by being constructed in terraces like designs. The scenes of the expedition to Punt were carved on the walls at Deir el-Bahri on the Middle Colonnade opposite the Divine Birth Scenes representing and indicating the importance of the Expedition. The Expedition to Punt was most likely for trade with inner Africa rather than conquest of the rival civilisation. The trip was made to please her god Amun and fulfil his wishes of have a Myrrh tree in the garden of Amun. Amun had indicated that he would like to walk among them so Hatshepsut obeyed. Hatshepsut did not go on the voyage to Punt but she sent her official Nehesi and a selection of Egyptian soldiers. Sending the soldiers indicated that Hatshepsut had an army. The cargo of the ships included gold, ebony, elephant tusks, monkeys, baboons, panther skins, greyhounds and many trees. The cargo also included slaves and their young dependable family. When the fleet landed on the shores of Thebes, Hatshepsut and an elongated line of people marched the fleet. Hatshepsut was never far off making yet another dedication to Amun and she dedicated the best of the traded produce to Amun. The incense trees were planted in the open area of the central pathway at Deir el-Bahri. A stump of the tree is still able to be seen today. Hatshepsut was such a successful Pharaoh as she continued to re-establish a strong link with the god Amun which reassured the people that she was fit to be pharaoh. Hatshepsut created a thriving economy which created stability for the Egyptian people. Hatshepsut had many followers which made her rule so successful, for example Senenmut who supported throughout her reign till the unexplained disappearance shortly before she fell to Thutmose III. When Hatshepsut lost her throne and Thutmose III became Pharaoh of Upper and Lower Egypt, Thutmose III attempted to remove every written and visual piece of evidence to suggest that she was never pharaoh. In lists of the 18th dynasty pharaohs, Hatshepsut was often left off the list and her face hacked and cut out of art works depicting her as a pharaoh. Sculptures of Hatshepsut were removed and replaced with other Pharaoh statues and her name hacked out of carved writings. Thutmose III did everything in his power to remove her from history and yet she still is one of the most known Pharaohs of Egypt. Her accomplishments were triumphant making her a successful and respected Pharaoh of the 18th dynasty. Discussion-the availability of sources was ample as Hatshepsut is such a well known Pharaoh as she wasn’t just Queen she was King who ruled for over 2 decades. Different sites have different information for example one site will say that she ruled for 18 years and another will say 22 years. For the essay I had to take an opinion and use it in the essay as it was my piece of writing. Interpretations of images at various temples are different and you have to combine them to gain a complete understanding of the image. Appendix Image 1: Image 2: Image 3: | Bibliography: -NNDB tracking the entire world http://www. nndb. com/people/265/000162776/ Date accessed 6/5/2011 -Hatshepsut http://www. king-tut. org. uk/egyptian-pharaohs/hatshepsut. htm Date accessed 6/5/2011 -Hatshepsut – J. G. A. H. L. K. http://www. richeast. org/htwm/Hat/hat. html Date accessed 6/5/2011 -Hatshepsut – Caroline Seawright http://www. thekeep. rg/~kunoichi/kunoichi/themestream/hatshepsut. html Date accessed 7/5/2011 -Senenmut http://ib205. tripod. com/senenmut_2. html Date accessed 7/5/2011 – Mortuary Temple of Queen Hatshepsut http://www. bluffton. edu/~sullivanm/egypt/deirelbahri/deirelbahri. html Date accessed 9/5/2011 -Midland Travel Tours http://www. comeseeegypt. com/hatsut. htm Date accessed 13/5/2010 -Hatshepsut first great woman in history http://www. all-about-egypt. com/hatshepsut. html Date accessed 13/5/2011 -Voyage to Punt http://www. camdenh. schools. nsw. edu. au/pages/Faculties/History/ancient/Hatshepsut/Voyage%20to%20Punt. html Date accessed 19/5/2011 How to cite Hatshepsut, Papers Hatshepsut Free Essays #301 Hatshepsut Hatshepsut was the fourth female pharaoh in Egyptian history, and was considered one of the greatest rulers, male or female, of her time. As Pharaoh, she encouraged trade and sent a voyage to the land of Punt, sponsored a vast building project in Egypt, added to the temple of Amon at Karnak, and commissioned her famous mortuary temple, Deir el-Bahri, decorated with her most impressive achievements. She is renowned for being strong and assertive, whilst also fair and just. We will write a custom essay sample on Hatshepsut or any similar topic only for you Order Now The many reliefs and paintings in this temple serve as sources from which we can draw conclusions about her life and her reign. Hatshepsut was the daughter of King Thutmose I and his wife, Queen Ahmose, and married her half-brother, King Thutmose II. When King Thutmose II died after a short rule, Hatshepsut’s stepson Thutmose III inherited the throne. However, as Thutmose III was considered too young to rule, Hatshepsut served as his regent. Shortly afterwards, some sources say Hatshepsut claimed the throne for herself, whereas others say that she ruled with Thutmose III as a diarchy. The birth and coronation scenes at Deir el-Bahri show Hatshepsut’s divine birth, although they have been greatly damaged, supposedly due to a vengeful Thutmose III. According to the scenes, Amon (a prominent god in Upper Egypt) goes to a sleeping Ahmose in the form of Thutmose I and awakens her with pleasant odours. At this point Amon places the ankh, a symbol of life, to Ahmose’s nose, and Hatshepsut is conceived. From this source, historians have been able to decipher that in order to justify her leadership, Hatshepsut claimed that she’d had a divine birth. In these scenes Hatshepsut is shown as a young boy, and through her claim of divinity she won the support of the priests. To further strengthen her position, the oracle of Amon was published on the walls of her tomb, stating, â€Å"Welcome my sweet daughter, my favorite, the King of Upper and Lower Egypt, Maatkare, Hatshepsut. Thou art the Pharaoh, taking possession of the Two Lands. † She also claimed that she was her father’s intended heir and had the following commissioned on the walls of her temple: ‘Then his majesty said to them: â€Å"This daughter of mine, Khnumetamun Hatshepsut, may she live! I have appointed as my successor upon my throne†¦ he shall direct the people in every sphere of the palace; it is she indeed who shall lead you. Obey her words, unite yourselves at her command. † The royal nobles, the dignitaries, and the leaders of the people heard this proclamation of the promotion of his daughter, the King of Upper and Lower Egypt, Maatkare, may she live eternally. ’ Hatshepsut is regarded as one of the most outstanding of Egypt’s female rule rs, and was the first to assume the Godship with the Kingship. She was often portrayed wearing the double crown, indicating sovereignty over the lands of both Upper and Lower Egypt. In many representations she has been shown wearing masculine attire and a traditional false beard, although it is unlikely that the false beard was actually worn, as opposed to being strictly an artistic convention. Statues such as those at the Metropolitan Museum of Art depicting her seated wearing a tight-fitting dress and the nemes crown are a more accurate depiction of how she would have presented herself. Hatshepsut took great pride in the trading expedition she sent to Punt in around year nine of her reign. We know that she regarded it as one of her major achievements as she had it carved on the middle colonnade walls at Deir el-Bahri. Reliefs show that exotic goods such as myrrh trees, frankincense, oils, ivory, ebony and animal skins were brought back and offered to Amon-ra. Inscriptions state, â€Å"the ships were laden with the costly products of the Land of Punt and with its many valuable woods, with very much sweet-smelling resin and frankincense, with quantities of ebony and ivory†¦Ã¢â‚¬  There is another scene in which Hatshepsut is offering these products to Amon-Ra, with inscriptions showing him praising her and promising success for future expeditions. This evidence reinforces Hatshepsut’s obedience to the Gods, as well as showing her power and confidence in her officials to plan and undertake such a voyage. During her reign, Hatshepsut built a rock temple, now known as Speos Artemidos and dedicated it to the Goddess Pakhet. On the facade above the entrance there is an inscription in which she complains about the damage done during the reign of the â€Å"Asiatics of Auaris†, three generations before her reign, and reports, â€Å"I have raised up what was destroyed†. She claims full responsibility for rebuilding Egypt, and has inscribed, â€Å"My command stands firm like the mountains and the sun disk shines†. Hatshepsut also constructed four obelisks at the Temple of Karnak, one of which remains standing today at 29. 6m high, weighing 320 tonnes. It is inscribed with, â€Å"O ye people who see this monument in years to come and speak of that which I have made, beware lest you say, ‘I know not why it was done’. I did it because I wished to make a gift for my father Amun, and to gild them with electrum. Author and broadcaster Joyce Tyldesley teaches Egyptology at Manchester University, and is Honorary Research Fellow at the School of Archaeology, Classics and Egyptology, Liverpool University. She states that, â€Å"By promoting the cult of Amon, she was effectively reinforcing her own position and promoting herself. † Early on with the lack of evidence or inscriptions it appeared as though Hatshepsut was a pacifist and didn’t undertake any great battles. J. A Wilson in â€Å"The Culture of Ancient Egypt† states that, â€Å"She records no military campaigns†. However Redford in â€Å"History and Chronology of the Eighteenth Dynasty† states there were four to six campaigns. These included a campaign to Nubia, possibly by the Queen herself in the early period of her reign, a small battle in Palestine/Syria and two campaigns by Thutmose III shortly before her death invading Gaza and Nubia. Hatshepsut emphasises her military role by referring to upgrading the army and portraying herself as a traditional warrior-pharaoh sphinx. An inscription at Speos Artemidos reads, â€Å"My might causing the foreign countries to bow down, because the uraeus that is upon my forehead pacifies all the lands for me. â€Å"My army, which was unequipped, has become possessed of riches since I arose as king. † Hatshepsut died in 1458 BC during her twenty-second regal year; no record of her cause of death has survived. There were no bodies in Hatshepsut’s tomb in the Valley of the Kings when archaeologist Howard Carter unearthed it in 1903. Ho wever, an unidentified female mummy, found with Hatshepsut’s wet nurse Sitre, and with her arms posed in the traditional burial style of pharaoh, lead to the speculation of the discovery of Hatshepsut’s remains. In June 2007, a molar was found with Hatshepsut’s organs and was matched with a gap in the mummy’s teeth. DNA tests were run, which established her identity and the theory was confirmed. â€Å"We are 100 percent sure,† said Zahi Hawass, secretary general of Egypt’s Supreme Council on Antiquities, when asked about the mummy. Tests of her mummified tissue showed that Hatshepsut died of bone cancer around the age of 50. She also suffered from diabetes and was obese. Many primary sources related to Hatshepsut are most likely biased. For example sources from her temple Deir el-Bahri could be considered subjective as she was alive when they were made and she had herself portrayed as divine, as was common for Pharaohs. These sources should only be relied upon to an extent, as they are open to interpretation. Individuals’ interpretations may also be biased and influenced by personal opinions and views. Sources from this time are also quite heavily damaged due to the fact that after Hatshepsut died, Thutmose III supposedly had her name and representations chiselled away from temple walls, and replaced with those of Thutmose I, II and III. The statues and sphinxes she had built in her temple were broken to pieces and thrown away. However, as with most sources, there has been controversy in interpretation. Both Gardiner and Wilson argue that as soon as the Queen died, Thutmose III, in hatred, immediately destroyed her name and monuments so as to obliterate her name and memory forever. However, recent research by historian Nims argues that the damage was not done until the year 42, when Thutmose III replaced Hatshepsut’s cartouche with his own. This leaves us speculative, if he hated her so much, why would he wait 20 years for his revenge? All new kingdom Pharaohs altered or destroyed some buildings of their predecessors, including Hatshepsut with the Temple of Karnak. New theories suggest that by erasing the cartouche of Hatshepsut and replacing it with that of Thutmose I or II, he was merely trying to legitimise his right to the throne by emphasising his links to these previous Pharaohs. Inscriptions often refer to both Hatshepsut and Thutmose III as Pharaohs, and show that Hatshepsut gave Thutmose III important roles leading the military. These sources lead us to believe that the relationship between Hatshepsut and Thutmose III may not have been hateful, as many sources state, and they may have indeed ruled as a diarchy. They also highlight the controversy often encountered in the interpretation of sources in general. Bibliography: J. G. , A. H. and L. K. 1998, Hatshepsut, Viewed May 1 2011, http://www. richeast. org/htwm/Hat/hat. html Jane Carlson, 1998, Hatshepsut, Queen of Egypt, Viewed May 1 2011, http://www. thenagain. info/webchron/africa/Hatshepsut. html Author unknown, 2010, The Immaculate Birth of Queen Hatshepsut, Viewed May 1 2011, http://kemetichistoryofafrikabluelotus. blogspot. com/2010/04/immaculate-birth-of-queen-hatshepsut. html Author unknown, Date of publication unknown, Pharaoh Maatkare Hatshepsut, Viewed May 1 2011, http://www. rystalinks. com/egypthatshepsut. html Patricia L O’Neill, Date of publication unknown, Her Majesty The King, Viewed May 2 2011, http://hermajestytheking. com/faq. htm Author unknown, date of publication unknown, Voyage to Punt, Viewed May 2 2011, http://www. camden-h. schools. nsw. edu. au/pages/Faculties/History/ancient/Hatshepsut/Voyage%20to%20Pun t. html Sayed Z. El-Sayed, 1995, Queen Hatshepsut’s Expedition to The Land of Punt: The First Oceanographic Cruise? , Viewed May 10 2011, http://ocean. tamu. edu/Quarterdeck/QD3. 1/Elsayed/elsayedhatshepsut. tml National Geographic, 2010, Egypt’s Female Pharaoh Revealed By Chipped Tooth, Experts Say, Viewed May 10 2011, http://news. nationalgeographic. com/news/bigphotos/60526950. html Dr. Karl H. Leser, 2009, Speos Artimidos/Beni Hassan, Viewed May 25 2011, http://www. maat-ka-ra. de/english/bauwerke/speos_artemidos/speos_artemidos. htm Jimmy Dunn, date of publication unknown, Karnak in Thebes (Modern Luxor), Viewed May 25 2011, http://www. touregypt. net/karnak. htm Dr Joyce Tyldesley, 2011, Hatshepsut and Thuthmosis: A royal Feud? , Viewed June 3 2011, How to cite Hatshepsut, Papers

Poetry The Endangered Art Essay Example For Students

Poetry The Endangered Art Essay I, being born a woman and distressed Those are the beginning words of a poem wrote by one of Americas most renowned poets, Edna St. Vincent Millay. Literarily avant-guard for her time, she was the recipient of a Pulitzer Prize for her works in 1925. Yet with trend setters such as Millay, why is poetry an endangered art form? Having disappeared from the literary reviews, found in anthologies and circled among a privileged few, it seems that it is no longer available to the masses as it once was (Gioia). Edna St. Vincent Millay was born on February 22nd, 1892 in Rockland Maine. Born to a middle class family, by the age of 7 years old, Edna was being brought up by a single mother of three girls. Always encouraged by her mother to be self reliant and determined, she was introduced by her, to classical literature and music. While attending high school, where she was editor in chief of the school newspaper, her first great poem, Renascence, was published in an anthology called the Lyric Year, in 1912 (The Academy of American Poets). She was able to attend Vassar, subsequently with the help of a wealthy benefactor. Millay established her bisexuality, while at Vassar, as she had several relationships with students there. She continued to write plays as well as poems, and by her graduation, in 1917, she published Renascence and other Poems. After graduation, she moved to New York, and settled in Greenwich Village (Answers. com). She supported herself by writing short stories under the assumed name of Nancy Boyd. She also befriended many of the prominent artists of the time as well as political activists. Her second published works came in 1920, under the name A Few Twigs For Thistle, where she advocated feminism. By 1923, her fourth opus was published, The Harp Weaver, in which the poem, being born a woman and distressed was published. This literary masterpiece will confirm her as one of the most gifted writers of her time by granting the first Pulitzer Prize for poetry ever bestowed on a woman. She continued to write on till her death in 1950. Even though towards the end of her life she was more an engaged writer than the lyrical one of her beginnings, Millay left us with an indelible awareness on such themes as social consciousness, feminism and life in general (Gale). So why I ask again, is poetry an endangered art, with such tremendous legends such as Millay. We know that poetry is a literary art form but why has it become only available to a privileged few? But then one could retort, how is it so when academic writing programs, creative writing classes, subsidized magazines proliferate? Unknowingly, they have contributed to the isolation of poetry from the masses (Gioia). Having being educated in the French system, I always have been confronted to poetry. Whether in elementary school where we were taught poems by Paul Verlaine, Jacques Prevert or Jean de la Fontaine, the imagery of verse was used to enlighten our artistic knowledge. In middle school and then high school, our education of poetry was used more to teach about literature and language. Texts by Appollinaire, Charles Baudelaire, Boris Vian or Rimbaud were taught to us. No longer did we just learn and then recite them, but the meaning, influences, and themes were explored enabling us a better grasp of the art form. This not only created future creative writers but fervent and faithful poetry readers for years to come. Then it might be useful for me to rephrase my question: why is poetry an endangered art on this side of the Atlantic? .u0bc2de32a5696473f1d39f05f9599b5d , .u0bc2de32a5696473f1d39f05f9599b5d .postImageUrl , .u0bc2de32a5696473f1d39f05f9599b5d .centered-text-area { min-height: 80px; position: relative; } .u0bc2de32a5696473f1d39f05f9599b5d , .u0bc2de32a5696473f1d39f05f9599b5d:hover , .u0bc2de32a5696473f1d39f05f9599b5d:visited , .u0bc2de32a5696473f1d39f05f9599b5d:active { border:0!important; } .u0bc2de32a5696473f1d39f05f9599b5d .clearfix:after { content: ""; display: table; clear: both; } .u0bc2de32a5696473f1d39f05f9599b5d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0bc2de32a5696473f1d39f05f9599b5d:active , .u0bc2de32a5696473f1d39f05f9599b5d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0bc2de32a5696473f1d39f05f9599b5d .centered-text-area { width: 100%; position: relative ; } .u0bc2de32a5696473f1d39f05f9599b5d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0bc2de32a5696473f1d39f05f9599b5d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0bc2de32a5696473f1d39f05f9599b5d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0bc2de32a5696473f1d39f05f9599b5d:hover .ctaButton { background-color: #34495E!important; } .u0bc2de32a5696473f1d39f05f9599b5d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0bc2de32a5696473f1d39f05f9599b5d .u0bc2de32a5696473f1d39f05f9599b5d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0bc2de32a5696473f1d39f05f9599b5d:after { content: ""; display: block; clear: both; } READ: Analysis on the poem EssayWell as I indicated, changing the educational curriculum would have a positive effect. Here, in the United States, only a selected few are exposed to poetry in their high school years, and only by choice. Poetry is not part of the basic curriculum. Enlightening our young readers, early on would broaden the literary horizon. That is not to say that for those selected few who are familiar with the art form, this does not create enthusiasm and maybe career choices. But then once they are on the professional path they restrict themselves to their peers. In the 1960s, poetry was not only an art form but a movement. Poets were activists and marginalized, actively part of the social and political forefront. When going to a poetry reading, one would here works by not only the speaker, but other authors as well, the goal of the reading was to publically celebrate the art form while getting a message across. Now, these same authors are relegated to the confines of academia, and specialized peer reviews. By elevating and revering poetry, publishers, journalists, and poets themselves have isolated it to the elitists few. Bringing back the weekly reviews, publishing poems in mass media, and giving it back to the masses, would give it a new life. Poetry is certainly not dead, but like any endangered species, it is living in a small community, among its peers. And although it lives in academia, bringing it to the young malleable minds early on in school would assure its growing, continued and sustained life. Making poetry part of the educational program like math, history and social sciences would guarantee that poetry be available to all at all stages of their life.

One Flew Over The Cuckoos Nest And Fahrenheit 451 Essays

One Flew Over the Cuckoos Nest and Fahrenheit 451 The "system" is something that people are always out to change. You see people trying to change it all the time, but few are actually successful at changing the system. The system can be a variety of things. In some cases it is the government, it can be the a boss or basically anything or anyone that has some type of control or authority. For some people fighting the system is their livelihood, their mission in life. They try to change the system because of the corruption, because of unjust actions, because they were a victim of it or to seek the truth. In the novels One Flew Over the Cuckoos Nest by Ken Kesey and Fahrenheit 451 by Ray Bradbury, the main characters are out to change the system. Based on the novel by Ken Kesey, it seems that his perspective on this issue is that the system is in dire need of change. Even if you are not successful in changing the system, it is still very effective that you tried and you set an example for others to follow. Kesey also seems to believe that persistence is key when fighting the system. Kesey believes that even if you change a small aspect of the system it was well worth the fight. One Flew Over the Cuckoo's Nest, the main character, Randle Patrick McMurphy, fights to change the system in a mental hospital. McMurphy is outgoing, a leader and a rebel. There was a constant power struggle in the novel between the patient's new found savior McMurphy, and the evil Nurse Ratched who rules their wing of the hospital with an iron fist. McMurphy fights to change the system to try to win back the patients' rights and in the process gain more privileges for the patients and himself. McMurphy also seems to get pleasure out of fighting the sy stem. His motives are simple, he wants to help out his fellow patients, his friends, to make their lives better. McMurphy was successful in changing many of the rules and regulations that were imposed upon them by Nurse Ratched. McMurphy was a very inspirational speaker and during the regularly occurring meetings between the patients and the doctors he would rally the patients to fight against Nurse Ratched. Thus he was able to win back some of their rights. McMurphy also uses his cunning wit and his skills as a con man to persuade the doctors into giving the patients more rights and activities. McMurphy is able to con Dr. Spivey to get a room where he and a bunch of other patients can go to play cards without the loud music coming over the intercom. During one of the meetings between the patients and the doctors, you can see how McMurphy has played Dr. Spivey like a fiddle. "You see, McMurphy and I were talking about that age-old problem we have on this ward: the mixed population, the young and the old together. It's not the most ideal surroundings for our Therapeutic Community, but Administration says there's no helping it with the Geriatric Building overloaded the way it is...In our talk, however, McMurphy and I did happen to come up with an idea which might make things more pleasant for both age groups. McMurphy mentioned that he had noticed some of the old fellows seemed to have difficulty hearing the radio. He suggested the speaker be turned up louder so the Chronics with auditory weaknesses could hear it...But I told him I had received previous complaints from some of the younger men that the radio is already do loud it hinders conversations and reading...I agreed with him that it did seem a shame and was ready to drop the matter when I happened to think of the old tub room...We don't use the room at all...So how would a group like to have that ro om as a sort of second day room, a game room, shall we say?" (p.99) This is one of many battles between McMurphy and the system. This one he happened to win, but in real life many fights against the system are lost. Even though McMurphy loses some of his fights,

Free Essays on Hussain

Frederick Douglass: an in depth look into the life of a great man Robert B. Lewis V. Kurt Young History 112 Spring 2001 The molding of Frederick Douglass How did the early years of Frederick Douglass’ life affect the beliefs of the man he would become? Frederick Douglass’ adulthood was one of triumph and prestige. Still, he by no means gained virtue without struggle and conflict. There was great opposition and hostility towards him. To fully understand all of his thoughts and beliefs, first one must look at his childhood. Frederick Augustus Bailey was born in February of 1818 to a black field hand named Harriet. He grew up on the banks of the Tuckahoe Creek deep within the woods of Maryland. Separated from his mother at an early age, he was raised by his grandparents Betsy and Isaac Bailey. Isaac and Betsy were not thought to be of relation. Isaac was a free man and a sawyer, while Betsy was an owned slave, but she kept her own rules. Her owner trusted her to watch over and raise the children of the slaves until they were old enough to begin their labor. She was allowed to keep her own cabin, and to farm food for the children and herself. It was not an easy job. While all of the mothers were busy working in the fields of their master, Aaron Anthony, she was busy watching over their infants. Betsy Bailey was quite a woman. She was a master fisher, and spent most of her days in the river or in the field farming. She was very intelligent and physically able bodied. Most historians credit Frederick’s intelligence to his extraordinary grandmother. At the age of six, Frederick’s carefree days of running and playing in the fields came to an abrupt end. He was taken away from his grandmother to begin the toil and sweat of the field workers. Here he joined his older brother and sisters, Perry, Sarah and Eliza in the fields of Edward Lloyd. The slave head in charge of Frederick was the cruel cook, Aunt Katy. Although perhaps he deserved s... Free Essays on Hussain Free Essays on Hussain Frederick Douglass: an in depth look into the life of a great man Robert B. Lewis V. Kurt Young History 112 Spring 2001 The molding of Frederick Douglass How did the early years of Frederick Douglass’ life affect the beliefs of the man he would become? Frederick Douglass’ adulthood was one of triumph and prestige. Still, he by no means gained virtue without struggle and conflict. There was great opposition and hostility towards him. To fully understand all of his thoughts and beliefs, first one must look at his childhood. Frederick Augustus Bailey was born in February of 1818 to a black field hand named Harriet. He grew up on the banks of the Tuckahoe Creek deep within the woods of Maryland. Separated from his mother at an early age, he was raised by his grandparents Betsy and Isaac Bailey. Isaac and Betsy were not thought to be of relation. Isaac was a free man and a sawyer, while Betsy was an owned slave, but she kept her own rules. Her owner trusted her to watch over and raise the children of the slaves until they were old enough to begin their labor. She was allowed to keep her own cabin, and to farm food for the children and herself. It was not an easy job. While all of the mothers were busy working in the fields of their master, Aaron Anthony, she was busy watching over their infants. Betsy Bailey was quite a woman. She was a master fisher, and spent most of her days in the river or in the field farming. She was very intelligent and physically able bodied. Most historians credit Frederick’s intelligence to his extraordinary grandmother. At the age of six, Frederick’s carefree days of running and playing in the fields came to an abrupt end. He was taken away from his grandmother to begin the toil and sweat of the field workers. Here he joined his older brother and sisters, Perry, Sarah and Eliza in the fields of Edward Lloyd. The slave head in charge of Frederick was the cruel cook, Aunt Katy. Although perhaps he deserved s...

Spanish Words for Home

Spanish Words for Home Although the differences between the English words house and home are very roughly similar to the differences between Spanish casa and hogar, respectively, hogar is far from the only way that home can be translated. In fact, the concept of home can be translated dozens of ways into Spanish, depending (as usual) on the context. Key Takeaways: Spanish Words for Home In broad terms, the differences between hogar and casa are similar to the differences between home and house, respectively, with the latter terms putting more emphasis on the building rather than the feelings it evokes.Despite their differences, hogar and casa are often interchangeable when referring to a place where someone lives.House and home as adjectives can often be translated as casero or hogareà ±o. Hogar vs. Casa The reverse is also true, but to a much lesser extent: While hogar nearly always refers to a building in which people live, it can also refer to a fireplace (it is derived from the Latin word focus, which meant hearth or fireplace), a lobby or similar place where people gather, or to a family that lives together. When home does refer to a building where people live, usually hogar or casa can be used, with the latter sometimes placing more emphasis on the building itself: Our home is located in the heart of the Bellemont neighborhood. Nuestra casa est situada en el corazà ³n del Barrio Bellemont.Our home will be celebrating with your arrival. Con tu llegada nuestro hogar est de fiesta.We can build your home in Chile. Podemos construir tu casa en Chile.My mothers home is the perfect place for the children. La casa de mi madre es el sitio perfecto para los nià ±os.The country has prohibited there being statues in a Muslim home. El paà ­s ha prohibido que en un hogar musulmn haya estatuas. To refer to institutional residences, hogar typically is used (although casa isnt unheard of): The entry of a loved one into a home for the elderly or similar institution can be a traumatic experience. La entrada de un ser querido en un hogar de ancianos o institucià ³n semejante puede ser una experiencia traumtica.The Farmworker Youth Home is an alternative for child care. El Hogar Juvenil Campesino es una alternativa para dar atencià ³n al nià ±o. At home can usually be translated as en casa, while to go home is to go a casa: Im not at home. No estoy en casa.We are going home at 9. Vamos a casa a las nueve. Adjective Forms for 'House' and 'Home' The singular masculine adjective forms of casa and hogar are casero and hogareà ±o: Many choose to feed their pets homemade food. Muchos optan por alimentar a sus mascotas con comida casera.The nine-bedroom mansion includes a home theater with 12 seats. La mansià ³n de nueve habitaciones incluye un teatro casero con doce asientos.  His early home life was not the type that can produce a completely trustworthy person. Su vida hogareà ±a temprana no fue del tipo que pueda producir una persona completamente confiable.Nicotine is highly toxic for the most common house pets. La nicotina es altamente tà ³xica para las mascotas hogareà ±as ms comunes. Other Types of 'Home' When home refers to the center or original place, various translations can be used: Just as Hollywood is the home of movies, Nashville is the home of country music. Asà ­ como Hollywood es el centro de las pelà ­culas, Nashville es el centro de la mà ºsica country.Greetings from Idaho, home of delicious potatoes. Saludos desde Idaho, la tierra de las papas riquà ­simas.Wendys is the home of the square hamburger. Wendys es el creador de la hamburguesa cuadrada. In Internet usage, the home page is usually the pgina principal or pgina inicial. A link to the home page may be labeled Inicio, although sometimes the loanword home is used as well. In recreation, home has various meanings: A home game is typically un juego en casa, while the home team is often el equipo local.In baseball, the home plate can be la goma, el hogar, or el plato, among other terms. El jonrà ³n (obviously derived from the English phrase) is universally used for home run.In board games and some athletic contests, where reaching home is the goal of the game, it can be known as la meta or el final, among other terms. The most common term for homeless is sin hogar, although sin casa is used, as is, less rarely, sin vivienda. Homeless people can be known as los sinhogares.

CASE STUDY; CAR COSTS ARE CUT THROUGH NEW TECHNOLOGY Essay

CASE STUDY; CAR COSTS ARE CUT THROUGH NEW TECHNOLOGY - Essay Example This is the reason for fall in the price of palladium in the following months. As per the theory of economics, the price of a commodity increases when its demand increases in the market. Similarly, the price falls in the event of fall in the demand for the same. The same has happened in the case of Palladium. Though Mazda has not announced by when the new technology would be used, the market expected a downfall in the demand for the commodity if automobile industry adopts the new catalyst. Thus, the demand of palladium is changed due to change in non price factor, that is, technology. Therefore the demand curve shifts downwards with no change in supply. Subsequently the price will reduce to reach at a new equilibrium. This phenomenon can be explained using figure 1 below. Let D1 be the existing demand curve of palladium. When the news of new technology came up, the demand curve shifted to D3. This means that the quantity of Palladium that is demanded by the industry is reduced and so the price also gets reduced to adjust to the change in quantity demanded. Same can also be seen in the case of supply curve figure 2. (Webshells, 2010) When demand for palladium is reduced, there is an oversupply created in the market. Due to the oversupply the supply curve s0 is shifted to s2. Therefore the price comes down to adjust to the market. Technological breakthroughs are very much important in automobile industry. Only technology adoption can help automobile companies to reduce the cost of production. Take the case of new innovation by Mazda. As per the technology, palladium usage can be reduced by 90%. Palladium being one of the most expensive metals in the world, the cost saved by the company by adopting this technology is huge. The savings in cost will help the companies to charge less for the cars and thus companies can introduce low cost cars in the market. Tata has done a

Culture group presentation (American Indian) Essay

Culture group presentation (American Indian) - Essay Example All this contributes to the manner in which in which one would regard his or her profession and make contribution towards richness of the culture and profession. These cultural characteristics are easily observed in a day to day task is carried on by an individual as well. In a country like India, in medical profession, especially doctors are considered to be miracle workers. The trust on the medical profession is immense. Along with the medical training the doctors receive, it is expected that the doctors would be empathetic and compassionate towards the patient whom they are treating with their knowledge. Both these qualities come naturally in the Indian race. Making elderly patients feel comfortable in the dispensary, for ex: giving them a hand while they climb up and down the hospital cots, talking to them to quiet their fears, helping their relatives, will all have a basic element of treating the elders with respect and love which is taught to Indians since their childhood. This factor will be absolutely evident in the manner in which the Indian doctors will treat their patients. Another different characteristic of Indian psychology will be turning to alternative medicine rather than allopathic medicines. Indian traditional medicine also believes in the well being of a person, that is the spiritual, physical and psychological balance of a human being. The harmony in these three factors contributes to the healthy life of a human immensely. Hence the western medicine is also increasingly tilting towards meditation and yoga. Doctor scientist such as Dean Ornish has effectively used Indian therapies in his famous experiment of reversing heart disease and leading a healthy and balanced life. It is not only about homeopathic medicines but also about naturopathic or ayurvedic medicines which people have been taking without any medical consultation and trusting them. Medicinal property ingredients

Online Banking Essay Example for Free

Online Banking Essay 1. Introduction Background As the developing of the technology, the Banking had large change, it is necessary to study how to use ATM of Online Banking to keep and management our property. John Shepherd-Barron had invented the Automatic Teller Machine (ATM) in 1967s, the ATM becomes the most important equipment in people’s life after 40 years, and there are about 403,000 ATMs in the U.S (Katharine, 2009). It can say that many people are using it everyday, like save money, and draw money or some transaction money, so the how to avoid and reduce the risk of ATM become more important than others activity, recently, the crime about the ATM increase rapidly, like copy the card information to steal money at ATM, cash trapping and other ATM scam were cost  £29. 3million last year in the UK (Emma Reynolds, 2012). The second problem is the emergency about the bank system, like server shut down with out omen, which will make serious effect to human life (European ATM Security Fraud Prevention). This part provides a critique of the literature of the ATM Bank System. The Automatic Teller Machine (ATM) in 1967s and becomes the most important equipment in people’s life after 40 years, there are about 403,000 ATMs in the U.S (Katharine Gammon, 2009). I choose this topic because using bank system is very important activity in our life, we are overseas student in the UK and we must management our property safely, so I think young people is likely to contribute to this topic. 2. What are the negative effect of ATM Banking Online 2. 1 Risk of ATM In the ‘ATM Threat and Risk Mitigation’ (Frank D, N.D), the author focus on the all kinds of crimes about the ATM, for example stolen or swindle with ATM, introduce the ATM Security in detail and analysis the development of sale transactions, at last author gives some suggestion to readers how to protect own account and create some ideas for Bank how to complete the ATM Systems perfect. The literature describe how steal the information of costumers’ bank card and how to use these information to copy a card to steal the money also, in conclusion, do not use the ATM which looks suspicious and report to Bank. The literature provides very important information about how to avoid to lose money in ATM. 2. 2 Risk of Bank Online The second literature is ‘Risk Management Principles for Electronic Banking’ Electronic Banking (Basel C, 2003), this is a book which focus on the risk of online banking and this is a group work, there are many people to finish this literature together. I think this is a very good book because author use many example to explain and discuss the risk management principles. In this literature author explain and disuse the challenge of the Online Banking (E-Banking or Internet Transport). Base on the example of Electronic Banking Group (EBG) to describe the 14 risk management principles of electronic banking (Basel C. 2003). This book lists some challenge of the Online Banking: †¢ The innovation of electronic banking skill and customers sever are change rapidly. †¢ The electronic banking more deepens on information technology, so make the process more complicated. †¢ It is base on the Internet; the visitors come from all over the world, so it maybe produces many security issues of system †¢ The author lists the relevant solution: †¢ Effective management from the bank †¢ Building a comprehensive control process †¢ Investigate and supervise the process of relationships. The literature providers some good measures for Bank to reduce the risk of Online Banking (Emma R, 2012). 3. New ATM innovations Nowadays, the technology of ATM develops to a high level, it can realize many useful functions, however, the requirement always can not be content, that encourage people to create new ATM. A technology will be tested in India. ‘In the wake of increasing instances of fraudulent money withdrawals from ATMs in Chandigarh and Panchkula, the security agencies are in the process of conducting tests on the new safety equipment likely to be installed in ATMs in the near future’ said by Khushboo Sandhu (a leading Columnist associated with The Indian Express) in 2010. That means, we do not need bank card anymore, just use the scanner to affirm the costumer (Thorsten, 2012), that will reduce the process time and make process safe, because it is very hard to copy biological information. 4. Analysis and Synthesis The ATM and Banking online system were invented by human, so it must be have many regrets, it must have many risks during the processing. Frank and Basel(2003) had explained some typical risks in the bank system and gave some advise of solution, however, there are always new problems will appear in the future. These problems will become the new challenge of the bank system in Thorsten’s (2012) viewpoint. Maybe this is too professional to students, however , how to choose a suitable bank is significant for the international students.

We Should Not Reinstate the Military Draft :: Argumentative Persuasive Argument Essays

We Should Not Reinstate the Draft I never thought I would say this but I think we should reinstate the draft. It has been years since we have wanted or needed a draft, but in view of the United States being attacked on September 11, 2001, I feel our country must be ready and prepared to defend itself. If being prepared means reinstating the draft, a mandatory summons for military service, then I think we should consider this a reasonable proposal. I think the tragic events of September 11 will evoke most people to agree with me. Since September 11 we have seen a surge of patriotism in this country that seemed hidden for many years. I am so glad patriotism was not lost, and I think most Americans would be willing to defend their country in light of this attack. We are a nation and a people who believe in freedom and democracy. It tells other nations who we are and what we stand for. It is these beliefs that lead me to believe that the people of the United States will do anything to preserve our freedom and democ racy even if it means reinstating the draft. I want to prove this notion, but am unsure how to accomplish this. I have not read any recent articles in newspapers or magazines that have dealt with this issue. My textbook was not a source either. So I decided to do two things. First, I went to the Internet for any information, articles, discussions, or statements relating to this issue. Second, I decided to conduct an informal poll. This informal poll consisted of male and female respondents with an age span of eighteen to sixty two. My poll started with classmates in my Western Civilization and Studio Art classes and the professors who instruct these classes. My poll included emailing friends and family who live and work in New York, family currently serving in the Armed Forces, and a family member who is a Veteran of the Viet Nam War. Also included in this poll is a random sampling of the townspeople of Los Alamos. Medical personnel at Los Alamos Women’s Health Services, and the lunch crowd at Cafà ©Ã¢â‚¬â„¢ Allegro rounded out my poll. This cross section of Americans evoked many feelings and opinions and stimulated many conversations and critical thought. These conversations exhilarated me and the results I obtained amazed me.

Conscription During World War One Essay

There were more deaths than there were volunteers and the soldiers should not have to die in vain; therefore, conscription was the right course of action for Canada during World War 1. In the beginning of World War 1, people were excited and more than willing to volunteer to fight as soldiers in the war but as the war progressed, people realized that the war was really extremely antagonizing and muderous. Once people stopped voluteering to be in the war, there were not enough people to replace the dead on the battlefield. In law of conscription had to be enforced. Without the introduction of conscription, Canada would have run out of men much quicker. With the lack of men on the battlefield, Canadian soldiers would not have been able to hold off the German attacks so they would have lost the war. Canada owes it’s victory to conscription. Some people say that conscription was taking away people’s free will, and for that reason, it was a mistake for Canada. If conscription was not introduced, than all the hard work, effort and money that the soldiers put into the war would have gone to waste. Canada sent over 500 000 soldiers to fight in the war and spent approximately $1 665 576 000 in food, supplies, weapons and equipment. It would be dishonourable toward the soldiers if they had died for nothing. Concription was the right course of action for Canada due to the fact that there were more deaths than there were volunteers and the soldiers should not have to die in vain during World War 1.

Life Span Perspective

The process of human development starts as early as the embryonic stage and continues to progresses throughout life. These changes have been examined by leading theorist in the Psychology field who were looking to establish guiding principles and concepts. There have been a number of developmental theories that seek to explain the questions that we have related to human development. I will examine these theories, as well as, provide backgrounds for the most influential theorist for each.I will also examine the life span perspective and how heredity and the environment influence the human development. One of the most leading theories of human development is the psychoanalytic theory. Many contemporary theories of counseling or psychotherapy are extensions, variations, or responses against psychoanalytic theory. Psychoanalytic theory examines the factors that motivate behavior by focusing on the role of the unconscious. Sigmund Freud and Erik Erikson are examples of theorists who suppo rt this approach.Freud was an innovator, his psychoanalytic theory of personality and his psychosocial placement theory lead to his predecessors' development of their own philosophies. Erik Erikson expanded on Fraud's theories in many ways and created his own theory of psychosocial development. â€Å"Psychoanalytic theory's strength lies in its awareness of unconscious motivation and the importance of early experiences on development. † (Rounds, 2010) Since there is a lack of concrete evidence to support the claims of psychoanalytic theory, psychologists became increasingly interested in developing a more scientific approach.In order to do this, some researchers began to study only those things that could be measured and quantified. This led to the beginning of learning theories. Learning theories focus on how behavior is learned. Ivan Pavlov was a Russian scientist who discovered the term classic conditioning. Classic conditioning is a learning process that occurs through as sociations between an environmental stimulus and a naturally occurring stimulus. Pavlov conducted his experiment by using mammals, he observed the digestive process in dogs and the relation between salvia and food.His study was extremely influential in establishing triggers (conditioned responses) that stimulated the salvia when feeding the dogs. He name to realize that the dogs began to salivate not only when they saw food but when they saw the scientist in lab coats. The dogs associated food to the white lab coats which triggered the salvation. He also conducted an experiment with the use of a bell. He would ring a bell when it was time to eat and subsequently the same conditioned responses were stimulated and the dogs reacted in the same manner as in the lab coat experiment.His developments influenced American psychologist John Watson experiment on a nine month old baby named Albert. He wanted to prove that classic conditioning work on humans as well. His famous study for this wa s called the Little Albert Experiment in which he theorized that children have three basic emotional reactions: fear, rage, and love. He wanted to prove that these three reactions could be artificially conditioned in children. Watson used Albert to test his theory.He repeatedly presented Albert a rat in conjunction with a sudden, loud noise to classically condition fear of the rat. He went on to prove that humans can be conditioned as well. His worked formed ideas that would become a whole branch of psychology called behaviorism. (Watson, 1913) Behaviorism operates on the principle f stimulus- response, the subject whether human or mammal can have his/her behavior shaped through positive or negative reinforcements.Behaviorism conclude that any being can be trained to perform any task, subsequently internal stimulus such as; genetic background, personality traits, and internal thoughts are no- factors when considering this school of thought. Many critics of behaviorism argue that it is, a one dimensional approach to human behavior. Many say that it misses the mark when it comes to other factors such as free will and internal influences like moods, thoughts, and feelings. Lifespan perspective is in relationship with human development, and is lifelong. This study within psychology is continuous.Lifespan perspective has three developmental domains. These domains are physical domain, cognitive domain, and social domain. Physical development refers to the growth of the body, organs, physical systems, signs of aging, change in motor abilities, and all physical changes (Salesman & Rider, 2009). The next development has problem- solving, mental process, memory, perception, language, and learning from the cognitive development. The last developmental stage is psychosocial stage; this stage endless the personal and interpersonal aspect of development.The developmental aspects for psychosocial are: emotions, personality traits, interpersonal skills, motives, family roles, relationships, and society. Lifespan development also has five characteristics useful for understanding any age of human development (Berger, 2008). Multidimensional characteristics accounts for change in every direction, as change does not have to be in a straight line. Embedding in lives of humans context can include constraints, family patterns, and historical conditions this characteristic offers to multi-contextual characteristics.The last of the five developmental characteristics is plasticity, which states that every person has traits that can be altered at any point in life, and change is ongoing (Berger, 2008). In conclusion, human development is continually changing its guidelines and principles. As we evolve so does the techniques and developmental theories. The human personality can be trained and cultivated to be whatever the influencer desires. We have also learned that the impact from the environment as well as heredity plays an important role in each individual's li fespan development.

Teenage Drinking Essay

Teenage Drinking Essay Free Online Research Papers Although there has been a decrease in the percent of high school seniors that have used alcohol but still eighty percent of high school seniors have used alcohol. (The setting of adolescent alcohol and drug use. 1) Mothers Against Drunk Driving (MADD) says â€Å"During a typical weekend, an average of one teenager each hour is in a car crash. Just about fifty percent of those crashes involve alcohol (1). A study was conducted with 449 juniors and seniors attending two Midwestern high schools between the ages of sixteen to nineteen. The study came across at all the different settings where adolescents use alcohol and drugs. They also looked at the emphasis gender and peer groups had on the place where consumption of alcohol and drugs occurs and settings where it is most likely to take place (Teenage Drinking in America. 1). Does the setting affect the use of alcohol and drugs by adolescents? Is that setting determined by what kind of an individual you are (i.e. jock, outcast, preps, and geeks)? Alcohol consumption differs universally between male and female but also across different age groups and of social status (Teenage Drinking in America. 2). 81% of boys and 83% of girls admitted to ever using alcohol in their lifetime. On the other hand 46% of boys and 41% of girls admitted to ever using marijuana in their lifetime (6). Social crowd association has been extremely foretelling of drug and alcohol use in adolescence (3). As anticipated the group that they called the â€Å"toughies† was related to a greater substance use than any other group (6). Brown says crowds are â€Å"reputation based collectives of similarly stereotyped individuals who may or may not spend time together (3).† Females were found to most likely report using alcohol at family parties and to a certain extent in their homes than male alcohol users (9). Drinking while driving, before school events, and on streets were more common than at home with parents and or guardians (3). According to MADD, the vast majority of young people (79%) say that being drunk is appealing because it feels good. Amongst the many other reasons given are relaxation and escape. Some teenagers use alcohol as an outlet for all the stress and problems in their life (The setting of adolescent alcohol and drug use. 1). Even though the numbers might be decreasing, the problem still remains. The misconception that alcohol is not a risky drug is only going to continue to increase the numbers of teenagers using alcohol (2). The social morays have changed to be acceptant of teenage drinking. Possibly this is one of the main reasons why alcohol use often turns into alcohol abuse at such an early age (1). Research Papers on Teenage Drinking EssayThe Relationship Between Delinquency and Drug UseThe Effects of Illegal ImmigrationPersonal Experience with Teen PregnancyEffects of Television Violence on ChildrenUnreasonable Searches and SeizuresInfluences of Socio-Economic Status of Married MalesHarry Potter and the Deathly Hallows EssayHip-Hop is ArtStandardized TestingResearch Process Part One

Career Planning for Hospitality Students

During the global economic downturn it was predicted that India and China would not be affected as much and hospitality industry in particular would undergo minor changes. Besides this Khanna, 2008 outlined that lack of infrastructure in India would not be sufficient enough to sustain growth of hospitality industry. However the argument can be ruled out as a number of private organization both national and international are investing into Indian hospitality sector. This can be said as Carlson group of hotels are planning to open 50 new properties by the end of year 2012 across India. Many More hotel groups like Fairmont etc are entering fresh in India. It was predicted that the growth in Indian tourism would be around 8. 8% till 2013 which is closely related to hotel industry. The jobs in hospitality were also available during the period of time and are still growing. Moreover the number of hospitality graduates is still very low as compared to the demand of the industry. Hence hospitality as a career is still considered as a fair option in order to grow and make life out of it. Graduate labor market As outlined by Harvey (2001, cited by Nabi, 2000) graduates should posses certain attributes and skills in order to help them find a job and have sustainable growth in it. This would further help them build a career in the industry. However Graduate employability for the industry is still addressed by a question mark. Freed, 2010 states that hotel industry requires flexible graduates, moreover students who are willing to work with variable odd shifts with an initial entry level low salary. Though the availability of jobs is high but still the question arises that weather a hotel management should stay with the industry itself or invade other possible dimensions as well. Besides hotel industry many multinational companies offer fixed working hours and five days a week unlike hotels. Moreover hotels have long working hours as well. On top of all this Maslow (1943, cited in Green 2000) states that a person opts for a job that satisfies his/or basic or physiological needs. The wide options available in other sectors without even specializing and the existence of the concept of equal opportunity make them a more attractive option. To add upon a hotel job is India is considered as a blue color job. A fresh hotel graduate in India or anywhere else is required to have a specialization in his/her area of interest. They are also required to have a considerable work experience with internships etc by the time they graduate as well. Hotel industry also requires high grooming standards and punctuality as well which not much of a requirement. Fresh hospitality graduates are offered three options for employment in the hotel industry. †¢ Operational trainee programs in different areas like housekeeping, kitchen and service †¢ Management trainee programs which are further extended to finance, sales and marketing etc. †¢ Entry level employment as Associate, commis or executive. †¢ Certain hotel organization also offers a corporate trainee program. Management trainee programs are offered usually to fewer students comparatively. These are the students with untreated talent which can nurture in order to produce future managers. It further involves students into finances of an operation as well. On the other hand an operational trainee program is offered to the students who are not yet ready for the management positions. Further it prepares them of core operational competencies. Moreover cooperate trainee program is the highest which is offered to students with rare competencies. An organization believes them to be the future leaders of the organization. The hotel industry in India requires a number future leaders and operational employees. Human resource plays a vital role in management of these services (Jauhari, 2006). It is important from a student perspective who is seeking employment to know what is exactly expected from them by the employers. Harrera (2003) outlines 99 competencies which are required for manager’s ethical behavior. Moreover Harvey (1997, cited in Jenner, 2000) outlines 20 core competencies which are required by employers. Jauhari (2006) states that hospitality organizations seek talented graduates to recruit for their trainee programs. These programs can be considered as investments from the employer’s point of view for their employees. Nabi, 2003 outlines that hotel organizations are looking for fresh employees with not only intellectual skills but also people management skills as well. Initially to begin with one can always be confused to join the industry because of a number of factors though the odds and positives seem have a balance. Questions like how are global travel trends going to be in the future? Weather an economic meltdown affects the hotel industry or not? Certain questions were addressed during our internship which was not being arranged internationally due to the global economic downturn. Other questions like aiming for a management trainee program or a regular job was also in my mind. Moreover Drucker, 199 states that one must review and introspect their goals as per the change in situations and circumstances. This is supposed to happen as personal life and work life goes through a lot of changes as well. As per Aggarwal, 2006 the decrease of workers in industrial and manual jobs will increase the opportunities to abstract from of thought. This includes people with analytical and problem solving skills, moreover possessing the capacity for innovation. The literate population of India has gone up by 6. percent since 2001. As per the NHDC report the travel and tourism industry in India is accounted with a 6% growth in GDP and 30. 5 million jobs. In terms of travel India stands 9th in the index of relative cost of access which is ticket taxes and airport charge to international air transport services. Tourism is said to be the one of the largest net earners of foreign e xchange for the country which was contributing at 11. 747 million in 2008 with a 9. 5% growth year after year. Besides this the demand in terms of skill labor is very high in the hospitality sector with a shortage of manpower. The table underneath shows the cities and the projected demand in terms of manpower by the year 2013/14. Ministry of tourism has 21 hotel management and catering institutes which are responsible to meet the growth in the industry. Career options There have been a number of campus placement interviews and other options available as well. I have participated is a very few as I look for a position in Sales and marketing with a little scope of compromise. These have been Carlson and J. W. Marriot both for sales and marketing. Most of the hotel organizations don’t seem to offer a position for sales and marketing. Major options available are housekeeping, kitchen, Food and beverage service and front office as these are the areas which require more manpower than compared to sales division. Other areas that I am still looking at are procurement which has the same problem as sales. During my internships in various departments I have realized that I have less inclination for other operational options available. As I look forward to choose an organization and stick to it for a long period of time I cannot use any other job as a stepping stone for my area of interest. Competencies required for the Position: We are made aware of the organizations that come in for interview or we go visit at. These presentations talk about the skills and competencies that are required for the job position they offer. They outline flexibility in terms of shifts, working elsewhere rather than your hometown, culture etc. as I mentioned earlier organizations offering sales were less but during my vocational job I found out certain competencies required for a sales executive. Later during an interaction with Parivah Rustogi, director sales for J. W. Marriot I found out they are looking for outgoing personalities who are not exactly too study oriented. Taj Groups of Hotels Taj group of hotel is one of the largest hotel chains in India which is run by Indian hotel company ltd (IHCL). Taj hotels resorts and palaces were awarded the â€Å"Gallup Great Workplace 2010’ title complimenting the work environment they have created for their employees. This further included a lot many parameters like retention, training etc. (tajhotels. com) Employee engagement There are a number of factors which are responsible for employee engagement. Taj group of hotels conduct departmental briefings. They are further categorizing into mornings and evening. They discuss agenda of the day, current status and other things related to the employees. This helps boost the moral and motivate them for better work. The organization conducts a lot of analysis for employee engagement. These are factors responsible for their absenteeism etc. further there are exit interviews, retention issues, feedback analysis etc to keep a check upon the factors affecting motivation of their employees. Moreover there are a lot loyalty and reward programs which are known as STARS. These are responsible for staff motivation and improving performance. Here the employee is not rewarded through cash but points which are gained through positive acts at work. These points can be redeemed as other benefits later. Further they also concentrate upon training and development which helps an individual to build upon his skills and progress in his career. CV Analysis In order to write an appropriate CV one need to know herself/himself. The word itself Curriculum Vitae refers to â€Å"the course of life† (Jenner, 200). It helps an employer know about the professional life, performance and objective of a particular employee. It’s not just about our self but also how we fit into the organization in contrast to its policies and procedures and our strength and weaknesses. After undergoing through †¢ The cover letter was missing from my CV. A cover letter is very important in order to demonstrate past experiences. Moreover makes it convenient for the employer to retrieve information about the objective, work experience etc at a glance. †¢ Most of the information listed in terms of the contact details and certifications so far weren’t quite relevant for the employer. There was less information provided in regards to the job position that I wish to seek. There weren’t any certificates or much appreciation letters which could demonstrate my communication skills, being innovative, problem solving etc. moreover there wasn’t anything listing my achievement so far. †¢ It only mentioned the places where in I did my internships. There was no mentioning of the area I have tra ined in and how does it makes a difference with other students. So we can say that there wasn’t any kind of supporting information or document that would have interest my employer for the job position I wish to seek. Competencies Demonstrated and Implementations of Them in Job Selection Processes It is very important to know one being a fresh graduate while preparing for interviews and selection processes. In order to achieve this I undertook certain tests to find out what exactly my career goals are and the skills which are required survive in the work environment today. There was assessment center simulation which would help us rate our self on parameters upon which the employers would hire us. I did the Jung Typology test (appendix 2) which helped me figure out that I am an extrovert person. An extrovert is the one with an outgoing personality. I have also mentioned before this has helped me in my job ventures in sales and have gradually helped me develop my interest in sales division. This makes it easy for me to communicate with people and help me find leads. This further helps me identify customer problems and solve them. It also states that my feelings are moderate and less sensitive to others at times. I don’t spend much time judging how people are though I am an emotional person. Further I took a communication test to find out about my communication skills as they play a vital role (appendix 4). This also involves listening skills which requires proper understanding of what one’s saying. I found out that I can fairly interpret what other people are trying to communicate in terms of words and body language. I can empathize with other person feelings for a better understanding. I can perhaps alter my behavior accordingly to the other person comfort level of his/her understanding. The johari window (Jenner, 2000) helped me find out what others feel about me and how much does it intersect with my opinion (Appendix 10). This helped me find a blind spot. There has been a gap between my perception about myself and what others perceive of me. My peer felt that I am an outgoing person as well, one who would socialize with people and make new friends. They perceived me a little over confident with my work most of the times which has also been the feedback by my professors as well. Though I am a sociologist but yet I keep my secrets from the world keeping a wide margin in my personal space. Though I know much about myself in terms of my skills but yet there is a lot which can be discovered by new experiences. I try and take up new challenges to find out what I really like and what I would really want to take up as a career. This includes my part time job as a commis and sales at times besides my internship. This further helps me identify my strength and weaknesses. Moreover my interactions with my mentor further help me plan how my career path should be considering the test that I took for my ideal job (appendix 6). Moreover I took the Myers test to find to more insights about me (appendix 3). My interest lies in what is unknown, I think a little before my actions. I consider theories and how they relate in practical life.

Analyzed the movie Margin Call from a legal perspective Term Paper - 1

Analyzed the movie Margin Call from a legal perspective - Term Paper Example is no character featuring the film that breaks the law, gets involved in conspiracy, or does anything any reasonable person would call unquestionably illegal. Even when the film’s fictional bank CEO makes the decision to peddle all the toxic assets in company’s - the act that factually sets in motion the total collapse of the whole American financial system – this is an understandable, if challenging, choice. If he does not sell first and begin the catastrophe, someone else is there waiting to do the same. That is the core puzzle of what economists name a collective action matter. If no specific individual or firm’s actions can change things, the only reasonable thing that can be done is assuming everyone else will adopt their most selfish (and perhaps destructive) instincts. Everybody has an incentive to adopt the worst path they think others of following, and hence it becomes a self-fulfilling insight. This not only explains why the bubbles burst, but also illustrates why they build up firstly. After all, why did big investment banks begun packaging and selling big amounts of mortgage-backed securities that ultimately triggered the crisis? It is because all the other banks did it. They were seeking greater profits, obviously, but profits are the purpose of any company and its survival basis. Each bank’s employees were aware that if they did not get in on this exceptionally lucrative new business branch, they would fall behind their rivals, their share price go down, th ey would get fired. The difficult certainty is that with systemic catastrophes like the one that has lead to our current economic crisis, no one is to blame since everyone is to blame. In the end, though, this sympathetic bankers’ dilemma portrayal offers perhaps the most pejorative indictment one can make in the modern capitalist fiscal system (Bernstein 1). After all, if disaster like this can occur even when decent individual are more or less endeavoring to do their best, hence

What I learn from Analects Personal Statement Example | Topics and Well Written Essays - 1500 words

What I learn from Analects - Personal Statement Example The three major themes of the book are social philosophy, political philosophy, and education (The China Reviews 165). In this paper, the author explains what they have learned from the book as far as these themes are concerned. In the process, they relate their lessons to their personal experiences. The paper is based on Lau D. C’s 1979 translation of the book. From the book, I learn certain qualities a good leader should possess. For instance, a good leader should be disciplined, lead by example and correct their subjects with compassion (Lau 18:19) rather than by punishing them (Lau 15:5). Confucius, in arguing against punishment as a means of leading people, claimed that over time, the subjects will become contemptuous of punishments and the tool will become ineffective. If, on the other hand, they are led by a sense of virtue, a person’s conscience will convict them of their wrongdoing and they will refrain from it in the future. Whereas this is not the first time I am reading on the qualities of a good leader, Confucius’ prescription stands out: it is simple and practical. This is in spite the fact that the philosopher failed to popularize his ideas in the China of his day partly because the political leadership depended heavily on punitive laws. Indeed, from the various leadership positions I have served in, I can confirm many of Confucius’ qualities of a good leader. For instance, I have come to appreciate the importance of leading by example. This quality, for instance, demands that if as a leader I assign tasks; at the next meeting, I must be the first person to have completed my task. In addition, when I convene meetings, I must arrive punctually. On correcting people, I have learned that it is much easier for me to win the cooperation of a non-cooperative member extending small gestures of kindness. For instance, I may assign the member a simple task and promise to buy them lunch if they accomplish the task well. This

Risk Management Essay Example | Topics and Well Written Essays - 2000 words

Risk Management - Essay Example This proposal had been blocked by local bodies in the 90s, citing health hazards. To overcome strong resentment, the government was more than willing to develop partnerships with potential candidate sites. Geological disposal is a long-term waste management option involving the placement of radioactive waste in an engineered repository at between 200 and 1000 metres underground where rock structures provide a barrier against the escape of radioactivity. This process has been successful implemented in many countries in the west and the UK has also been a major beneficiary of this technique. However, there remains a core group in UK who find this hard to believe and have blocked moves by the government to implement it in many communities around UK. The UK has a history of failure of finding an acceptable site for the disposal of intermediate and high level radioactive waste (ILW and HLW). Limited space and local opposition are two factors that contribute to this problem. Under the circumstances, the largest volumes of waste are stored at the Sellafield site in West Cumbria, in addition to significant volumes of waste stored at the various nuclear power stations around the country. This is a temporary solution as, in addition to this waste, created through fifty years of nuclear operations, will be the waste produced by the decommissioning of the older generation of nuclear facilities. The current estimate of the total radioactive waste inventory after decommissioning is complete is around 238,400 m3 of ILW and 2,710 m3 of HLW. Higher activity waste from the nuclear, chemical, and biological industries, involved in military uses and academic research, is to be managed through long term geological disposal. This involves placing radioactive and other toxic wastes in facilities deep underground, where the rock structures will provide a barrier against radioactivity. The decision was in keeping with the recommendation of the Committee on Radioactive Waste Management (CoRWM) in July. Geological disposal was identified by CoRWM as being the option that would perform best in terms of security and protecting the public and the environment. In order to safeguard public interests, planning and development of geological disposal will be based on: 1. The Nuclear Decommissioning Authority with shoulder all responsibilities and accountabilities to address

HR Practices to Enhance Employee Commitment

HR Practices to Enhance Employee Commitment Introduction Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. Through best possible use and application of HR policies in the organization, commitment can be encouraged thus leading to better performance, improve staff attitude and lower labour turnover, this is the ideal aim of the human resource practices which has been argued to neglect the fact that HR specialists and line managers have a major impact on how these HR policies are implemented at the hotels and whether all the HR practices are universally applicable. Human resource management is the techniques businesses incorporate to maintain an effective workforce to meet operational requirements. It is the organizational function that deals with issues related to people such as compensation, hiring, administration, organization development, employee motivation, wellness, benefits, safety, communication, performance management, and training. Human resource practices implemented in an organisation are used for recruitment, selection; training and development, reward management, performance appraisal etc. Human Resource Management strategically manages people and work place environment and culture. Effective HRM practices enable employees to contribute effectively and productively towards the attainment of the organizations goals and objectives facilitates overall company mission. HRM practices are one of the channels of communication for an organization with its employees it consists of the actual programs, processes and techniques. It conveys as to what the organization desires as valuable and appropriate behaviors. The workers on reception of such a message build up their own distinct perceptions and through a self-assessment (evaluation) process subsequently shape their attitude and behavior. For instance, if an organization implemented a training program for their workers, it will develop workers knowledge, skills and capability, and thus cultivate better employee commitment due to contented experience with the organization; however, such correlation may at times be misleading or unpredictable i.e. even though some employees may think this training as useful and recognize the implementation of organizational HRM practices, but on the contrary, other workers may see the program as non-effective and view it as a trouble that hamper their regular work timeta ble, hence this may work in an unintended way by bringing down their satisfaction with the organization and negatively effect their commitment. This is the very reason why employees individual view plays as a vital intermediary in the association between organizational HRM practices and the real disclosure of employees outlook and behaviors. Therefore, from this point of view, one can argue that HRM practices in its dominating effect alter an employees affective commitment, by first impinging upon their perception of organizational HRM practices and consequently further alter or transform their emotional commitment towards the organization. Thats why, by the means of implementation of high-commitment HRM practices, i.e. intensive training and development, high level of compensation, promotion from within, socialization, etc. convince the employees that the organizations purpose is in conformity with their insight, and it impinges upon them to reciprocate with advanced commitment and stronger deference to devote and put in for the organization. Therefore this research will try to establish a correlation between HR practices and their effects on employee commitment. The HR practices that will be examined in the research will be Selection and Recruitment Process, Training and Development programs, Performance management, Reward management and industrial labour relations.These are some of the main HR practices followed by the hotels aiming for the more committed team. But the researcher is interested in knowing whether these HR practices really result in more committed employees. And if these HR practices really result in committed employees then is it universally applicable in all countries of the world or all types of industries. These are some of the questions that have encouraged the researcher in conducting this research. LITERATURE REVIEW Philosophy of Human Resource Management Human Resource Management is shifting its traditional stance from personnel, administration, and transactional roles, which are being increasingly outsourced. HRM is now focusing more and more towards adding quality and value to the strategic exploitation of employees and that employee development programs impact the business in tangible terms. This new approach towards revolution in HRM involves strategic direction and HRM metrics and measurements in tangible terms to gauge the effect of these practices. Some of the HRM practices studied in this project are selection, benefits, training, performance feedback, communication systems, standard operating procedures (SOPs) and employee participation. David E. Guest (1987) says â€Å"HRM is a means of achieving management objectives at least in enterprises which haverecognized, or have been compelled to recognize, the utilization of the human resource inachieving competitive edge becomes clear from an examination of four important goals ofeffective.† The primary objective of HRM is amalgamation of companys mission and goal with the HR practices acomprehensive corporate strategy is essential to continuing business success in many cases,human resource planning is not an integral part of strategic planning, but rather flows fromitDavid E. Guest (1987). This holds especially true in todays context where the accomplishment of the process of adjusting to change warrants an escalating level of individual and group participation, for the seamless integration of human resources into the strategic plans. HRM also focuses to attain employee committment, this involves classification of the type of commitment required e.g. attitudinal, behavioural. Commitment of an employee can be at different levels it could be towards the organization, to his job, for individual career advancement and numerous such like things. Commitment in an employees context can be defined as approval of enterprise mission and goals, and could be reflected in behaviour adopted by him/her that furthers these goals. David further says: The theoretical proposition is therefore that organizational commitment,  combined with job related behavioural commitment will result in high employee  satisfaction, high performance, longer tenure and willingness to accept  change. The third goal of strategic HRM is to exercise flexibility and adaptability, which basically translates into the ability to manage change and innovation and to react swiftly to transforming market demands and changes. Thus arises a need for a HRM policy which is favorable to change at all levels of the organization, an arrangement which is practical not bureaucratic, functional and adaptable, with an absence of rigid job divisions and with capable of functional flexibility i.e. flexible skills and motivation to move from one assignment to another. Promoting these is possible only according to David if employees at all levels display highorganizational commitment, high trust and high levels of intrinsic motivation. Attaining and maintaining total quality is the fourth goal of HRM. This highlights the importance of policies and practices to recruit, development and retention of skilled and flexible employees, and the formulation of established performance standards and performance procedures. This can be further subdivide into two broader goals i.e. building a integrated organizational culture and achieving and maintaining competitive advantage through the dynamic use of human resources. Guest (2002) has argued that the â€Å"Impact of HRM on performance depends upon  workers response to HRM practices, so the impact will move in direction of the  perception of HRM practices by the employee†. Wood (1999) and Guest (2002) have  stressed upon the need to build a competent, committed and highly involved work force is the one required for best implementation of business strategy. Huselid (1995) discovered that the effectiveness of employees is directly related to the impact of HRM practices on behavior of the workforce. Patterson et al (1997) while arguing about the effect of human resource management practices on business performance have said that HR practices in selection and training influence performance by providing appropriate skills. HR practices have a potent impact on performance even if it just measured in terms of overall productivity. Huselid (1995) stressed that â€Å"by adopting best practices in selection, inflow of bestquality of skill set will be inducted adding value to skills inventory of the organization.† He also highlighted the role of personnel training as a accompaniment of selection practices through which the organizational culture and employee behavior can be integrated with the organization goals to produce positive results. Cooke (2000) has included competence and effectiveness as the vital ingredients of performance apart from competitiveness and productivity. She further amplifies training as the tool to grow knowledge and skills and as way of improving individuals performance (efficiency and effectiveness). Singh (2004), whose interpretations are more pertinent in our cultural context, says that â€Å"compensation is a behavior aligningmechanism of employees with business strategy of the firm†. â€Å"Career planning is a tool that aligns strategy with future HR needs and encourag esemployee to strive for his personal development† (William et al, 1996). By encouraging employee involvement, the firm will profit from increase in efficiency of theemployee due to improved commitment of the employee. Financial participation schemes are more beneficial for the organizations than the associated cost (Summers Hyman, 2005). â€Å"Use of best HR practices shows a stronger association with firmsproductivity in high growth industry† (Datta et al, 2003). Wright et al (2003) have said that â€Å"an employee will exert discretionary effort if proper  performance management system is in place and is supported by compensation system  linked with the performance management system.† Similarly, â€Å"Job definition is combination of jobdescription and job specification. It clearly outlines duties, responsibilities, workingconditions and expected skills of an individual performing that job† (Qureshi M Tahir, 2006). Ichniowski (1995) while studying productivity of steel workers have argued that harmonizing HR practice System positively effects employees performance.Sels,2006 Collins (2005) in a study of similar character targeting small business have also argued that efficient HR practices affect employee productivity to a great extent. Meyer and Allen (1997) indicated that HRM practices have been considered to be valuable and effective tools for elevating organizational commitment, especially affective commitment. However, there are some other perspectives also on this subject; De Coninsk and Stilwell (1996) argued that what directly influences employees affective commitment is not the actual practices itself, but the employee perceptions of fairness of practices that affects organizational commitment. Ogilvie (1986) found that, even with personal and work characteristics controlled, employees perceptions of two characteristics of HRM practices, namely, the accuracy of the merit rating system and the fairness of promotions, contributed to the prediction of commitment. Gaertner and Nollen (1989) also found that employees commitment was related to the perceived HRM practices, including internal promotion, training opportunities, and employment security. Ostroff and Bowen (2000) made use of â€Å"meso† theory t o explain that the implementation of HRM practices helped to amplify workers identification with their organization through employees psychological contracts. Therefore, just as what the above mentioned scholars stated, the HRM practices itself cannot have impact on employees commitment, it is after the implementation of the HRM practices that triggered employees own perceptions and then assess whether the practice is considered fair or favorable to them and consequently influence their attitudes and behaviors. Therefore, if the HRM practices that an organization implements permit the employees to acknowledge it as highly committed, consequently, this will lead to reinforced trust and concurrently generate higher emotional attachment with his/her serviced organization. Despite several experiential studies that have established a relationship between HRM practices and organizational commitment, however, such a connection seems to be a little too straightforward (Paul Anantharaman, 2004; Ulrich, 1997; Wimalasiri, 1995). Ostroff and Bowen (2000) projected that it was the psychological bond of an individual that unified how an organizational HRM practice influenced employees mind-set and behavior. This also entails that HRM practices may conjointly manipulate employees organizational commitment obliquely, and must go through by means of individuals psychological alteration system. Guzzo and Noonan (1994) said that   â€Å"an organizations HRM practices influenced employee commitment since they are communications from the employer to the employee. How employees interpreted and made sense of their organizational HRM practices affected their psychological contract with their employer and, ultimately, their commitment to that employer.† Zucker (1983) also suppose that the organization members attitudes and behaviors are subjective and are governed by organizations official communication of ‘common understandings. Term common understandings denoting what were considered the appropriate, essential and meaningful behaviors within an organization.Basically, the official organization communication of common understandings will direct its members to alter their own personal attitudes and behaviors so that they can match organizational expectations and requirements. HR PRACTICES HRM propose that there is a universal ‘one best way to administer people. By assuming a best practice method it is argued that organizations will attain improved commitment from people leading to better organizational performance, top levels of service quality and eventually boost in efficiency and profitability, Usually couched in terms of ‘bundles, the HRM practices that are offered in support of a high commitmentand performance model are generally fairly consistent. A range of HR practices which are suggested as being important to organizational strategies aimed at securing high-quality service are:- Recruitment and Selection: One of the main and most basic HRM practice is of Recruiting and selecting staff with the correct attitudinal and behavioural characteristics. The process of choosing a candidate from a group of applicants who best meets the selection criteria for a particular position is called Selection. â€Å"In this process the right person chosen for the requisite qualifications and knowledge is placed in the appropriate job position to decrease the cost, and maximise the profits by means of their merit and talent† (Vlachos 2008). A variety of considerations in the selection process should be employed to assess the work values, interpersonal skills, personality and problem-solving capabilities of likely employees to evaluate their ‘service orientation. To maintain the high degree of competitive advantage an organisation requires capable and skillful personnel (Liao Chu 2006). Huselid (1995) has established that organisational productivity and high degree of performance is dependant upon the selection of the appropriate person, which is also a way to reduce employee turnover. Michie and Sheehan-Quinn (2001) recognized a positive link between hiring employees, and the creation of the appropriate culture for organisational growth. Cho, et al. (2006) established a positive and considerable connection between HRM practices and staffing (recruitment source, pre selection test, IQ test, structured interview, and biographical information blank of the organisation) for enhancing financial performance. Therefore, it made compulsory for the organisations to attract qualified candidates and recruit them for survival and growth. Performance Appraisal Performance appraisal has attracted a immense degree of interest. Levin (1986) identified uses of performance appraisal, like potential analysis which assesses the feedback and suggestion of employee past performance, employees training needs, financial expectations salary, employee merit appraisal, employee career development etc. Thang (2004) in his study has shown as to effect of suitable HRM related decision on how well employees are performing their jobs. Performance appraisal is a constant procedure rather than a once a year fatigue. It is the official arrangement of periodical evaluation and assessment of an individuals or teams job performance and providing feedback. Stone (2002) said that â€Å" in the competitive environment, organisations need to keep improving performance to survive†. In addition, in the fast changing surroundings, tighter finances, downsizing and demands for enhanced employee accountability result in more emphasis on performance appraisal in relation to organisational objectives. Performance related rewards target those who meet the performance requirements (Stone 2002, Cho, et al. 2006, Chand Katou 2007). Performance appraisal provides information that is dealt with employee salary, training needs, compensation, promotion as well as employee development, transfer and employee feedback by (Huber 1983). Appraisal systems have also moved away from conventional top down approaches to appraisal in more mod ern and pertinent terms such as customer evaluation, team-based performance, the appraisal of managers by subordinates and peer review. Generally, all of these performance appraisal methods should focus on the quality objectives of the organization and the behaviors of employees required for maintaining these. Performance appraisal has both administrative and individual development focus and organizations sincerity towards performance appraisal goes a long way in developing commitment and trust among people.Overall attitude towards HRM department is a significant predictor of organizational commitment. This aspect of HRM practice refers to how people see their HRM department, with respect, with disdain, with indifference and so on. It refers to the fact that the acceptance of various HRM practices depend largely on the overall image of the HR department. Hospitality industry needs to rely on the commitment of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that hotels need to adopt HRM organisational practices that enhance the motivation of employees and improve organisational effectiveness. Reward Management Huselid (1995) asserts that the compensation system is recognised as employee merit and it is widely linked with firm outcomes. Compensation by its definition means all monetary payments and all commodities used instead of financial to recompense employees. The reward system was organised to attract and motivate so as to keep employees. More so, employee influence was tailored on controlled authority and decision making. The expectancy theory (Vroom 1964) suggests that rewards, that can be comprehended as a form of direct and indirect recompense packages, have the ability to manipulate employee work enthusiasm. Thang (2004) suggests that ‘compensation and reward can be powerful tools for getting efforts from the employees to fulfill the organisational goals. On the same lines, Wan (2008) argued that compensation should be measured depending on employees performance not on the basis of position or seniority in the organization.Pay practice is one of the tools of human resources management practices which manages wage, salary, pay and benefits etc. for the employees. Reward management has got an important role in HRM. A high level of pay and remuneration in comparision to that of rivals ensures the attraction and retention of high-quality employee, however this may impact negativly on the companys overall labor expenditures. Also by connecting pay with performance, the company can educe desired standards of performace as well as specific task orientation from employee (Noe et al., 2006). Generally, pay practice is very significant for the organizations and firms which can attract employees to apply for the job as recruitment.Attractive pay practices play a major role in attracting talent and are very helpful during the recruitment process. Similarly for the employees this means that they are required to show a continuously high level of commitment and performance in order to keep their jobs. Pay packages also have a degree of connection with the job satisfaction of an employee. Ting (1997) asserts that the significance of pay is a strong determinant of job satisfaction. He further explains two different type of effect of pay practices on job satisfaction; first is the satisfaction with pay itself and second is the satisfaction with financial prospects in the future. There is a venerable interest of these two things which are correlated with job satisfaction. Thus, it is pertinent to understand the relationship between job satisfaction and pay practices which eventually materializes in terms of higher productivity. Efficiency wage theories also suggest that paying higher wages can often result in increased efficiency. There are three main channelsthat are addressed in these theories that improve productivity, as described by Katz, 1987. Firstly it means that the harder the employees of an organization work higher will be the punishment for someone who is caught shirking a nd higher will be the probability of losing job of the employee getting caught. Thus higher wages means an increased effort on part of the employee due to the enhanced probability of losing job in a high performance environment. In other words, wage and pay practice are directly responsible for employees productivity and turnover. Secondly, a higher wage translates directly into workers loyalty towards organization thus improving employees efforts. Also it is a pertinent deduction that higher wage structure plays considerable amount of restraint on the employees to turnover their jobs. Thirdly, in more tangible terms higher wages are responsible for reducing firm employee turnover and recruitment costs. Training and Development Training and development (TD) is a very important tool of HRM (Vlachos 2008). Training refers to some activities which equip employees with needed skills to perform better in their current jobs (Li, et al. 2008). In the environment of todays business an employee is needed to cope with various pressures and are required to keep their skills and knowledge current to stay competitive. Tai (2006) asserts that more adaptability, ability , flexibility, motivation, maintenance of skills and efficiency are greatly enhanced by proper training and development of employees. There is an indirect relation betweentraining and firms performance (Vlachos 2008). In most of the manufacturing industry, unstructured on the job training programmes are prevailing. Bartel (1994) in her study found a positive and significant relation between training and labour productivity. Guidetti and Mazzanti (2007) found that high performance and training activities are positively associated. Also they have a direct impact on high performance practices, work force skill level innovative labour demand features. It is also affected by labour flexibility in various directions. Apospori, et al. (2008) in their study of southern European countries have discovered the impact of training on firms performance. Equipping of service level staff enables them towards ‘service orientation. Training is the planned effort that facilitates the acquisition of job related knowledge, updation of skill sets, and impacts the behavior of an employee. In the implementation of HRM tools training is an important factor responsible for productivity. Higher productivity observed in firms are a direct outcome of training programs. â€Å"High-Involvement practices such as autonomy, team collaboration, and training are helpful in reducing employee turnover and enhance productivity. Untrained workers tend to change job more often.An increasing in high-performance work practices converts decreasing in turnover† (Bradley, Petrescu Simmons, 2004). Training programs are particularly helpfulwhen an employer is experiencing a high degree of employee turnover more so during the times of economic uncertainity. Even during the times when the business is flourishing an organization should proactively earmark their investment for on the job training and other traing programs balancing the cost of training with the perceived benefits of productivity. On the other hand, a trained worker has got the required skills and knowledge and can be a candidate for job turnover. Therefore, job satisfaction is crucial factor to retain the employee from shifting his jobs. Bradley, Petrescu and Simmons (2004) explain that creating on-going learning as well as training in workplace has a highly significant effect on job satisfaction, in addition on their study indicates that training increases the probability of work being either completely or very satisfied that enhance employee motivation and commitment. Therefore it is argued that aqusition or know ledge or training has a positive impact on job satisfaction. Traditional and Recent HR Practices in Hospitality Industry Keep and Mayhew (1999) in their study regarding the personnel problems in the tourism and hospitality industry some of them areas follow: low pay, no fixed hours and shift. poor career growth ,seasonal employment; informal recruitment methods; lack of good HR practice; high attritation rate and retaining employees.Riley et al. (2000) to recognise the reality of traditional and poor HR practices, he said that determining factor for HR policies and practices in tourism and hospitality industry is the key economics. Riley et al. says that it carries a very important meaning in tourism and hospitality industry, as in this service sector there is every thing which is intangible. According to (ILO, 2001: 6).Employers and the organizational representatives consider employee turnover in the industry as not the major issue according to them it is the part of working they have not realized that what are its causes and reasons, retaining staff is costlier than hiring new for them. When the organizations will realize that poor HR practices like low pay benefits, lack career opportunities, work life imbalance are the main reason employee turnover. That day the organizations will be successful in real terms. The inability of the businesses and the industry to recognize the most glaring issues can be attributed to the hostility and opposition from employers associations in the industry such as British Hospitality Association (BHA), to governmental initiative such as the minimum wage and working time directive. BHA is still apprehensive of these initiatives despite support from other quarters who favour these initiatives (Lucas, 2004). It is to a great extend clear from the above researches which supports the fact that tourism and hospitality industry is a poor employing sector. Kelliher and Perrett (2001), Kelliher and Johnson (1997) have clearly said that â€Å"the dominant paradigm has tended to stress thenegative aspects of working in the hospitality sector†. It is not surprising to see a long history that supports the fact that hospitality remains a poorly employing sector. Kelliher and Perrett (2001), did an analysis of a designer restaurant. These type of ventures were supposed to be implementing sophisticated HRM approaches as they aimed at building competitive advantage. Although the restaurant had adopted a more modern and sophisticated approach towards, training and development and focused on an innovative strategy ‘there was little real evidence that humanresources were seen as a source of competitive advantage (p. 434). Instead, the HRM approaches adopted by the restaurant were much more reflective of immediate environmental constraints, such as the difficulties in recruiting and retaining staff. In short, any number of reasons for poor HR practices in the tourism and hospitality industry. Economic determinism, the predominance of SMEs, a low-skills base, employer antipathy to a more progressive approach to HRM, labour market characteristics, organizations ensuring best fit HRM practices to support a high volume, low-cost strategy; all are plausible reasons for a view of HRM which is not necessarily premised on high-skills, high-wages and a high-quality route to competitive advantage. That said, it would be equally wrong to paint a wholly pessimistic picture. Hoque(2000). On his work of good practice in the hotel sector, says that the hotels have started taking the issues seriously and have come up with good HR practices for the employee commitment. He further says that argues that arguments which give a picture of the industry as backward and unstrategic isnow outdated, hotels have started taking it seriously as there main aim is customer satisfaction which is possible only through strong employee commitment. In fact, he says that the management has become very serious regarding the polices and practices of HR .The hotels have started experimenting with innovation approaches, quality enhancement of HRM polices and practices. The hotels industry has started paying well, have revised appraisal system, proper training programs for employees skills development, schemes for proper balance between work and life, special advantages to women, job rotation, employee empowerment, performance based pay, teamwork etc. the implementation of all these polices and practices helps in gaining employee commitment and customer satisfaction. The focus of hospitality industry should be on delivering quality service, it should be able to attract and retain enthusiastic, competent staff and should consistently focus on high performance. This is exactly what Pechanga Resort and Casino did two years ago with excellent results. VP of HR and Talent Management, Tony Chartrand explains: â€Å"Since implementing Halogen eAppraisal at our organization over two years ago we have been able to include all of our staff across the resort and casino as part of our strategic approach to talent management. Subsequently, weve seen real business results with lower turnover and better alignment. Every single employee has a clear picture of what is expected of them, which helps to ensure were delivering customers with the best service in the industry†. Organizational commitment refers to a force that binds an individual to a course of action that is of relevance to a particular target. Commitment could manifest in terms of three ways i.e., affective, normative and continuance and each type of commitment ties the individual to the organization in different ways and will differently affect the manner in which the employee conducts him/herself in the workplace. The roots of affective commitment can be traced to exchange principle. An organization provides rewards or punishment at its disposal i HR Practices to Enhance Employee Commitment HR Practices to Enhance Employee Commitment Introduction Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. Through best possible use and application of HR policies in the organization, commitment can be encouraged thus leading to better performance, improve staff attitude and lower labour turnover, this is the ideal aim of the human resource practices which has been argued to neglect the fact that HR specialists and line managers have a major impact on how these HR policies are implemented at the hotels and whether all the HR practices are universally applicable. Human resource management is the techniques businesses incorporate to maintain an effective workforce to meet operational requirements. It is the organizational function that deals with issues related to people such as compensation, hiring, administration, organization development, employee motivation, wellness, benefits, safety, communication, performance management, and training. Human resource practices implemented in an organisation are used for recruitment, selection; training and development, reward management, performance appraisal etc. Human Resource Management strategically manages people and work place environment and culture. Effective HRM practices enable employees to contribute effectively and productively towards the attainment of the organizations goals and objectives facilitates overall company mission. HRM practices are one of the channels of communication for an organization with its employees it consists of the actual programs, processes and techniques. It conveys as to what the organization desires as valuable and appropriate behaviors. The workers on reception of such a message build up their own distinct perceptions and through a self-assessment (evaluation) process subsequently shape their attitude and behavior. For instance, if an organization implemented a training program for their workers, it will develop workers knowledge, skills and capability, and thus cultivate better employee commitment due to contented experience with the organization; however, such correlation may at times be misleading or unpredictable i.e. even though some employees may think this training as useful and recognize the implementation of organizational HRM practices, but on the contrary, other workers may see the program as non-effective and view it as a trouble that hamper their regular work timeta ble, hence this may work in an unintended way by bringing down their satisfaction with the organization and negatively effect their commitment. This is the very reason why employees individual view plays as a vital intermediary in the association between organizational HRM practices and the real disclosure of employees outlook and behaviors. Therefore, from this point of view, one can argue that HRM practices in its dominating effect alter an employees affective commitment, by first impinging upon their perception of organizational HRM practices and consequently further alter or transform their emotional commitment towards the organization. Thats why, by the means of implementation of high-commitment HRM practices, i.e. intensive training and development, high level of compensation, promotion from within, socialization, etc. convince the employees that the organizations purpose is in conformity with their insight, and it impinges upon them to reciprocate with advanced commitment and stronger deference to devote and put in for the organization. Therefore this research will try to establish a correlation between HR practices and their effects on employee commitment. The HR practices that will be examined in the research will be Selection and Recruitment Process, Training and Development programs, Performance management, Reward management and industrial labour relations.These are some of the main HR practices followed by the hotels aiming for the more committed team. But the researcher is interested in knowing whether these HR practices really result in more committed employees. And if these HR practices really result in committed employees then is it universally applicable in all countries of the world or all types of industries. These are some of the questions that have encouraged the researcher in conducting this research. LITERATURE REVIEW Philosophy of Human Resource Management Human Resource Management is shifting its traditional stance from personnel, administration, and transactional roles, which are being increasingly outsourced. HRM is now focusing more and more towards adding quality and value to the strategic exploitation of employees and that employee development programs impact the business in tangible terms. This new approach towards revolution in HRM involves strategic direction and HRM metrics and measurements in tangible terms to gauge the effect of these practices. Some of the HRM practices studied in this project are selection, benefits, training, performance feedback, communication systems, standard operating procedures (SOPs) and employee participation. David E. Guest (1987) says â€Å"HRM is a means of achieving management objectives at least in enterprises which haverecognized, or have been compelled to recognize, the utilization of the human resource inachieving competitive edge becomes clear from an examination of four important goals ofeffective.† The primary objective of HRM is amalgamation of companys mission and goal with the HR practices acomprehensive corporate strategy is essential to continuing business success in many cases,human resource planning is not an integral part of strategic planning, but rather flows fromitDavid E. Guest (1987). This holds especially true in todays context where the accomplishment of the process of adjusting to change warrants an escalating level of individual and group participation, for the seamless integration of human resources into the strategic plans. HRM also focuses to attain employee committment, this involves classification of the type of commitment required e.g. attitudinal, behavioural. Commitment of an employee can be at different levels it could be towards the organization, to his job, for individual career advancement and numerous such like things. Commitment in an employees context can be defined as approval of enterprise mission and goals, and could be reflected in behaviour adopted by him/her that furthers these goals. David further says: The theoretical proposition is therefore that organizational commitment,  combined with job related behavioural commitment will result in high employee  satisfaction, high performance, longer tenure and willingness to accept  change. The third goal of strategic HRM is to exercise flexibility and adaptability, which basically translates into the ability to manage change and innovation and to react swiftly to transforming market demands and changes. Thus arises a need for a HRM policy which is favorable to change at all levels of the organization, an arrangement which is practical not bureaucratic, functional and adaptable, with an absence of rigid job divisions and with capable of functional flexibility i.e. flexible skills and motivation to move from one assignment to another. Promoting these is possible only according to David if employees at all levels display highorganizational commitment, high trust and high levels of intrinsic motivation. Attaining and maintaining total quality is the fourth goal of HRM. This highlights the importance of policies and practices to recruit, development and retention of skilled and flexible employees, and the formulation of established performance standards and performance procedures. This can be further subdivide into two broader goals i.e. building a integrated organizational culture and achieving and maintaining competitive advantage through the dynamic use of human resources. Guest (2002) has argued that the â€Å"Impact of HRM on performance depends upon  workers response to HRM practices, so the impact will move in direction of the  perception of HRM practices by the employee†. Wood (1999) and Guest (2002) have  stressed upon the need to build a competent, committed and highly involved work force is the one required for best implementation of business strategy. Huselid (1995) discovered that the effectiveness of employees is directly related to the impact of HRM practices on behavior of the workforce. Patterson et al (1997) while arguing about the effect of human resource management practices on business performance have said that HR practices in selection and training influence performance by providing appropriate skills. HR practices have a potent impact on performance even if it just measured in terms of overall productivity. Huselid (1995) stressed that â€Å"by adopting best practices in selection, inflow of bestquality of skill set will be inducted adding value to skills inventory of the organization.† He also highlighted the role of personnel training as a accompaniment of selection practices through which the organizational culture and employee behavior can be integrated with the organization goals to produce positive results. Cooke (2000) has included competence and effectiveness as the vital ingredients of performance apart from competitiveness and productivity. She further amplifies training as the tool to grow knowledge and skills and as way of improving individuals performance (efficiency and effectiveness). Singh (2004), whose interpretations are more pertinent in our cultural context, says that â€Å"compensation is a behavior aligningmechanism of employees with business strategy of the firm†. â€Å"Career planning is a tool that aligns strategy with future HR needs and encourag esemployee to strive for his personal development† (William et al, 1996). By encouraging employee involvement, the firm will profit from increase in efficiency of theemployee due to improved commitment of the employee. Financial participation schemes are more beneficial for the organizations than the associated cost (Summers Hyman, 2005). â€Å"Use of best HR practices shows a stronger association with firmsproductivity in high growth industry† (Datta et al, 2003). Wright et al (2003) have said that â€Å"an employee will exert discretionary effort if proper  performance management system is in place and is supported by compensation system  linked with the performance management system.† Similarly, â€Å"Job definition is combination of jobdescription and job specification. It clearly outlines duties, responsibilities, workingconditions and expected skills of an individual performing that job† (Qureshi M Tahir, 2006). Ichniowski (1995) while studying productivity of steel workers have argued that harmonizing HR practice System positively effects employees performance.Sels,2006 Collins (2005) in a study of similar character targeting small business have also argued that efficient HR practices affect employee productivity to a great extent. Meyer and Allen (1997) indicated that HRM practices have been considered to be valuable and effective tools for elevating organizational commitment, especially affective commitment. However, there are some other perspectives also on this subject; De Coninsk and Stilwell (1996) argued that what directly influences employees affective commitment is not the actual practices itself, but the employee perceptions of fairness of practices that affects organizational commitment. Ogilvie (1986) found that, even with personal and work characteristics controlled, employees perceptions of two characteristics of HRM practices, namely, the accuracy of the merit rating system and the fairness of promotions, contributed to the prediction of commitment. Gaertner and Nollen (1989) also found that employees commitment was related to the perceived HRM practices, including internal promotion, training opportunities, and employment security. Ostroff and Bowen (2000) made use of â€Å"meso† theory t o explain that the implementation of HRM practices helped to amplify workers identification with their organization through employees psychological contracts. Therefore, just as what the above mentioned scholars stated, the HRM practices itself cannot have impact on employees commitment, it is after the implementation of the HRM practices that triggered employees own perceptions and then assess whether the practice is considered fair or favorable to them and consequently influence their attitudes and behaviors. Therefore, if the HRM practices that an organization implements permit the employees to acknowledge it as highly committed, consequently, this will lead to reinforced trust and concurrently generate higher emotional attachment with his/her serviced organization. Despite several experiential studies that have established a relationship between HRM practices and organizational commitment, however, such a connection seems to be a little too straightforward (Paul Anantharaman, 2004; Ulrich, 1997; Wimalasiri, 1995). Ostroff and Bowen (2000) projected that it was the psychological bond of an individual that unified how an organizational HRM practice influenced employees mind-set and behavior. This also entails that HRM practices may conjointly manipulate employees organizational commitment obliquely, and must go through by means of individuals psychological alteration system. Guzzo and Noonan (1994) said that   â€Å"an organizations HRM practices influenced employee commitment since they are communications from the employer to the employee. How employees interpreted and made sense of their organizational HRM practices affected their psychological contract with their employer and, ultimately, their commitment to that employer.† Zucker (1983) also suppose that the organization members attitudes and behaviors are subjective and are governed by organizations official communication of ‘common understandings. Term common understandings denoting what were considered the appropriate, essential and meaningful behaviors within an organization.Basically, the official organization communication of common understandings will direct its members to alter their own personal attitudes and behaviors so that they can match organizational expectations and requirements. HR PRACTICES HRM propose that there is a universal ‘one best way to administer people. By assuming a best practice method it is argued that organizations will attain improved commitment from people leading to better organizational performance, top levels of service quality and eventually boost in efficiency and profitability, Usually couched in terms of ‘bundles, the HRM practices that are offered in support of a high commitmentand performance model are generally fairly consistent. A range of HR practices which are suggested as being important to organizational strategies aimed at securing high-quality service are:- Recruitment and Selection: One of the main and most basic HRM practice is of Recruiting and selecting staff with the correct attitudinal and behavioural characteristics. The process of choosing a candidate from a group of applicants who best meets the selection criteria for a particular position is called Selection. â€Å"In this process the right person chosen for the requisite qualifications and knowledge is placed in the appropriate job position to decrease the cost, and maximise the profits by means of their merit and talent† (Vlachos 2008). A variety of considerations in the selection process should be employed to assess the work values, interpersonal skills, personality and problem-solving capabilities of likely employees to evaluate their ‘service orientation. To maintain the high degree of competitive advantage an organisation requires capable and skillful personnel (Liao Chu 2006). Huselid (1995) has established that organisational productivity and high degree of performance is dependant upon the selection of the appropriate person, which is also a way to reduce employee turnover. Michie and Sheehan-Quinn (2001) recognized a positive link between hiring employees, and the creation of the appropriate culture for organisational growth. Cho, et al. (2006) established a positive and considerable connection between HRM practices and staffing (recruitment source, pre selection test, IQ test, structured interview, and biographical information blank of the organisation) for enhancing financial performance. Therefore, it made compulsory for the organisations to attract qualified candidates and recruit them for survival and growth. Performance Appraisal Performance appraisal has attracted a immense degree of interest. Levin (1986) identified uses of performance appraisal, like potential analysis which assesses the feedback and suggestion of employee past performance, employees training needs, financial expectations salary, employee merit appraisal, employee career development etc. Thang (2004) in his study has shown as to effect of suitable HRM related decision on how well employees are performing their jobs. Performance appraisal is a constant procedure rather than a once a year fatigue. It is the official arrangement of periodical evaluation and assessment of an individuals or teams job performance and providing feedback. Stone (2002) said that â€Å" in the competitive environment, organisations need to keep improving performance to survive†. In addition, in the fast changing surroundings, tighter finances, downsizing and demands for enhanced employee accountability result in more emphasis on performance appraisal in relation to organisational objectives. Performance related rewards target those who meet the performance requirements (Stone 2002, Cho, et al. 2006, Chand Katou 2007). Performance appraisal provides information that is dealt with employee salary, training needs, compensation, promotion as well as employee development, transfer and employee feedback by (Huber 1983). Appraisal systems have also moved away from conventional top down approaches to appraisal in more mod ern and pertinent terms such as customer evaluation, team-based performance, the appraisal of managers by subordinates and peer review. Generally, all of these performance appraisal methods should focus on the quality objectives of the organization and the behaviors of employees required for maintaining these. Performance appraisal has both administrative and individual development focus and organizations sincerity towards performance appraisal goes a long way in developing commitment and trust among people.Overall attitude towards HRM department is a significant predictor of organizational commitment. This aspect of HRM practice refers to how people see their HRM department, with respect, with disdain, with indifference and so on. It refers to the fact that the acceptance of various HRM practices depend largely on the overall image of the HR department. Hospitality industry needs to rely on the commitment of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that hotels need to adopt HRM organisational practices that enhance the motivation of employees and improve organisational effectiveness. Reward Management Huselid (1995) asserts that the compensation system is recognised as employee merit and it is widely linked with firm outcomes. Compensation by its definition means all monetary payments and all commodities used instead of financial to recompense employees. The reward system was organised to attract and motivate so as to keep employees. More so, employee influence was tailored on controlled authority and decision making. The expectancy theory (Vroom 1964) suggests that rewards, that can be comprehended as a form of direct and indirect recompense packages, have the ability to manipulate employee work enthusiasm. Thang (2004) suggests that ‘compensation and reward can be powerful tools for getting efforts from the employees to fulfill the organisational goals. On the same lines, Wan (2008) argued that compensation should be measured depending on employees performance not on the basis of position or seniority in the organization.Pay practice is one of the tools of human resources management practices which manages wage, salary, pay and benefits etc. for the employees. Reward management has got an important role in HRM. A high level of pay and remuneration in comparision to that of rivals ensures the attraction and retention of high-quality employee, however this may impact negativly on the companys overall labor expenditures. Also by connecting pay with performance, the company can educe desired standards of performace as well as specific task orientation from employee (Noe et al., 2006). Generally, pay practice is very significant for the organizations and firms which can attract employees to apply for the job as recruitment.Attractive pay practices play a major role in attracting talent and are very helpful during the recruitment process. Similarly for the employees this means that they are required to show a continuously high level of commitment and performance in order to keep their jobs. Pay packages also have a degree of connection with the job satisfaction of an employee. Ting (1997) asserts that the significance of pay is a strong determinant of job satisfaction. He further explains two different type of effect of pay practices on job satisfaction; first is the satisfaction with pay itself and second is the satisfaction with financial prospects in the future. There is a venerable interest of these two things which are correlated with job satisfaction. Thus, it is pertinent to understand the relationship between job satisfaction and pay practices which eventually materializes in terms of higher productivity. Efficiency wage theories also suggest that paying higher wages can often result in increased efficiency. There are three main channelsthat are addressed in these theories that improve productivity, as described by Katz, 1987. Firstly it means that the harder the employees of an organization work higher will be the punishment for someone who is caught shirking a nd higher will be the probability of losing job of the employee getting caught. Thus higher wages means an increased effort on part of the employee due to the enhanced probability of losing job in a high performance environment. In other words, wage and pay practice are directly responsible for employees productivity and turnover. Secondly, a higher wage translates directly into workers loyalty towards organization thus improving employees efforts. Also it is a pertinent deduction that higher wage structure plays considerable amount of restraint on the employees to turnover their jobs. Thirdly, in more tangible terms higher wages are responsible for reducing firm employee turnover and recruitment costs. Training and Development Training and development (TD) is a very important tool of HRM (Vlachos 2008). Training refers to some activities which equip employees with needed skills to perform better in their current jobs (Li, et al. 2008). In the environment of todays business an employee is needed to cope with various pressures and are required to keep their skills and knowledge current to stay competitive. Tai (2006) asserts that more adaptability, ability , flexibility, motivation, maintenance of skills and efficiency are greatly enhanced by proper training and development of employees. There is an indirect relation betweentraining and firms performance (Vlachos 2008). In most of the manufacturing industry, unstructured on the job training programmes are prevailing. Bartel (1994) in her study found a positive and significant relation between training and labour productivity. Guidetti and Mazzanti (2007) found that high performance and training activities are positively associated. Also they have a direct impact on high performance practices, work force skill level innovative labour demand features. It is also affected by labour flexibility in various directions. Apospori, et al. (2008) in their study of southern European countries have discovered the impact of training on firms performance. Equipping of service level staff enables them towards ‘service orientation. Training is the planned effort that facilitates the acquisition of job related knowledge, updation of skill sets, and impacts the behavior of an employee. In the implementation of HRM tools training is an important factor responsible for productivity. Higher productivity observed in firms are a direct outcome of training programs. â€Å"High-Involvement practices such as autonomy, team collaboration, and training are helpful in reducing employee turnover and enhance productivity. Untrained workers tend to change job more often.An increasing in high-performance work practices converts decreasing in turnover† (Bradley, Petrescu Simmons, 2004). Training programs are particularly helpfulwhen an employer is experiencing a high degree of employee turnover more so during the times of economic uncertainity. Even during the times when the business is flourishing an organization should proactively earmark their investment for on the job training and other traing programs balancing the cost of training with the perceived benefits of productivity. On the other hand, a trained worker has got the required skills and knowledge and can be a candidate for job turnover. Therefore, job satisfaction is crucial factor to retain the employee from shifting his jobs. Bradley, Petrescu and Simmons (2004) explain that creating on-going learning as well as training in workplace has a highly significant effect on job satisfaction, in addition on their study indicates that training increases the probability of work being either completely or very satisfied that enhance employee motivation and commitment. Therefore it is argued that aqusition or know ledge or training has a positive impact on job satisfaction. Traditional and Recent HR Practices in Hospitality Industry Keep and Mayhew (1999) in their study regarding the personnel problems in the tourism and hospitality industry some of them areas follow: low pay, no fixed hours and shift. poor career growth ,seasonal employment; informal recruitment methods; lack of good HR practice; high attritation rate and retaining employees.Riley et al. (2000) to recognise the reality of traditional and poor HR practices, he said that determining factor for HR policies and practices in tourism and hospitality industry is the key economics. Riley et al. says that it carries a very important meaning in tourism and hospitality industry, as in this service sector there is every thing which is intangible. According to (ILO, 2001: 6).Employers and the organizational representatives consider employee turnover in the industry as not the major issue according to them it is the part of working they have not realized that what are its causes and reasons, retaining staff is costlier than hiring new for them. When the organizations will realize that poor HR practices like low pay benefits, lack career opportunities, work life imbalance are the main reason employee turnover. That day the organizations will be successful in real terms. The inability of the businesses and the industry to recognize the most glaring issues can be attributed to the hostility and opposition from employers associations in the industry such as British Hospitality Association (BHA), to governmental initiative such as the minimum wage and working time directive. BHA is still apprehensive of these initiatives despite support from other quarters who favour these initiatives (Lucas, 2004). It is to a great extend clear from the above researches which supports the fact that tourism and hospitality industry is a poor employing sector. Kelliher and Perrett (2001), Kelliher and Johnson (1997) have clearly said that â€Å"the dominant paradigm has tended to stress thenegative aspects of working in the hospitality sector†. It is not surprising to see a long history that supports the fact that hospitality remains a poorly employing sector. Kelliher and Perrett (2001), did an analysis of a designer restaurant. These type of ventures were supposed to be implementing sophisticated HRM approaches as they aimed at building competitive advantage. Although the restaurant had adopted a more modern and sophisticated approach towards, training and development and focused on an innovative strategy ‘there was little real evidence that humanresources were seen as a source of competitive advantage (p. 434). Instead, the HRM approaches adopted by the restaurant were much more reflective of immediate environmental constraints, such as the difficulties in recruiting and retaining staff. In short, any number of reasons for poor HR practices in the tourism and hospitality industry. Economic determinism, the predominance of SMEs, a low-skills base, employer antipathy to a more progressive approach to HRM, labour market characteristics, organizations ensuring best fit HRM practices to support a high volume, low-cost strategy; all are plausible reasons for a view of HRM which is not necessarily premised on high-skills, high-wages and a high-quality route to competitive advantage. That said, it would be equally wrong to paint a wholly pessimistic picture. Hoque(2000). On his work of good practice in the hotel sector, says that the hotels have started taking the issues seriously and have come up with good HR practices for the employee commitment. He further says that argues that arguments which give a picture of the industry as backward and unstrategic isnow outdated, hotels have started taking it seriously as there main aim is customer satisfaction which is possible only through strong employee commitment. In fact, he says that the management has become very serious regarding the polices and practices of HR .The hotels have started experimenting with innovation approaches, quality enhancement of HRM polices and practices. The hotels industry has started paying well, have revised appraisal system, proper training programs for employees skills development, schemes for proper balance between work and life, special advantages to women, job rotation, employee empowerment, performance based pay, teamwork etc. the implementation of all these polices and practices helps in gaining employee commitment and customer satisfaction. The focus of hospitality industry should be on delivering quality service, it should be able to attract and retain enthusiastic, competent staff and should consistently focus on high performance. This is exactly what Pechanga Resort and Casino did two years ago with excellent results. VP of HR and Talent Management, Tony Chartrand explains: â€Å"Since implementing Halogen eAppraisal at our organization over two years ago we have been able to include all of our staff across the resort and casino as part of our strategic approach to talent management. Subsequently, weve seen real business results with lower turnover and better alignment. Every single employee has a clear picture of what is expected of them, which helps to ensure were delivering customers with the best service in the industry†. Organizational commitment refers to a force that binds an individual to a course of action that is of relevance to a particular target. Commitment could manifest in terms of three ways i.e., affective, normative and continuance and each type of commitment ties the individual to the organization in different ways and will differently affect the manner in which the employee conducts him/herself in the workplace. The roots of affective commitment can be traced to exchange principle. An organization provides rewards or punishment at its disposal i