Greatest Quotes From Sex and the City

Greatest Quotes From 'Sex and the City' The hit TV show Sex and the City has beautifully captured the turmoil of modern women stuck in a fast paced city. When you read Sex and the City quotes, your first thought may be: Is this how life in NYC is like? Read and decide for yourself. Carrie: Everywhere I looked, people were standing in twos it was like Noahs Upper West Side rent-controlled Ark.Samantha: Oh sweetie, forget about him. You are gonna be on the side of a bus. 10 million men are gonna be drooling over you every morning on their way to work. Its the best personal ad Ive ever seen in my life.Carrie: Samantha has a particular knack for turning a desperate situation into a hopeless one.Carrie: Lets be honest. Sometimes there is nothing harder in life than being happy for somebody else. Like lottery winners. Or extremely successful people who are 27. And then theres that hell on earth that only your closest friends can inflict on you the baby shower.Carrie: When Charlotte really liked a guy, she said his whole name it helped her to imagine their future monogrammed towels.Miranda: Maybe its time I stopped being so angry.Carrie: Yah, but what would you do with all your free time?Samantha: Until he says I love you, youre a free agent.Carrie: What is this? The Rules According to Samantha?Samantha: See? Im more old-fashioned than you think.Samantha: Look at his robe. So Robin and his Merry Men.Carrie: Here. Swear. Swear on Chanel.: Oh my God were gonna have to ice skate home. Hell just froze over.Carrie: I thought I had come to terms with my looks the year I turned thirty, when I realized I no longer had the energy to be completely superficial.Samantha: Normal is the halfway point between what you want and what you can get.Samantha: Heres what I think. Round up all the divorced men and keep them in a pound. That way, you get their whole history before you take one home.Miranda: I love how they say until recently, the bride worked.Carrie: Yeah, meaning she quit her job as soon as she found her soul-mate-slash-investment-banker.Charlotte: Listen to this: sometime in the ten years before menopause, you may experience symptoms including all-month long PMS, fluid retention, insomnia, depression, hot flashes or irregular periods.Carrie: On t he plus side, people start to give up their seats for you on the bus. Carrie: Our affair, like our hotels, had gone from elegant with crystal to seedy with plastic cups.Miranda, : Why would that cheer her up? Does she look like a 22-year-old frat boy? Sex and the City Quotes Miranda: Men- wait, let me rephrase that- some men... Jerry Jerrod Sex and the City Quotes Sex and the City Quotes

The History of Black Videos Aired on MTV

The History of Black Videos Aired on MTV When MTV launched in 1981, viewers struggled to find videos featuring black artists. The network so sparingly showcased African Americans in its early days that Rick James and David Bowie publicly took it to task.  Despite the channels embrace of black musicians such as Beyonce,  Jay-Z  and  Kanye West  today,  theres no denying  MTVs  rocky history with  black music. So, how did MTV shift from shutting African American musicians out in the early 1980s to routinely spotlighting their contributions decades later? A brief history of the channel’s progress regarding race helps to answer that question. Did MTV Exclude Black Videos?   When MTV debuted on Aug. 1, 1981, at least one black face on the network was a mainstay. It belonged to J.J. Jackson, the sole African American on MTVs roster of video jockeys, or VJs as they became known. Despite Jackson’s presence on MTV through 1986, the network faced allegations of racism for giving scant airtime to videos featuring people of color. MTV executives have denied that racism was at the root of the network’s â€Å"blackout,† saying that black artists received little airplay because their music didn’t fit the channel’s rock-based format. â€Å"MTV was originally designed to be a rock music channel,† said Buzz Brindle, MTV’s former director of music programming, to Jet magazine in 2006. â€Å"It was difficult for MTV to find African American artists whose music fit the channel’s format that leaned toward rock at the outset.† With so few black rockers, adding African Americans to MTV’s roster proved difficult, according to the network’s co-founder Les Garland, whom  Jet also interviewed. â€Å"We had nothing to pick from,† Garland explained. â€Å"Fifty percent of my time was spent in the early days of MTV convincing artists to make music videos and convincing record labels to put up money to make those videos†¦Ã¢â‚¬  One artist needed no convincing. He’d even made a video for â€Å"Dont Stop ’Til You Get Enough,† a cut from his 1979 album Off the Wall. But when approached by Michael Jackson’s  record label, would MTV agree to play his  music videos? How the King of Pop Changed MTV It took major prodding to get MTV to play â€Å"Billie Jean,† the second track from Jackson’s 1982 album Thriller. Released Jan. 2, 1983, the single would go on to top the Billboard 100 chart for seven weeks, but Walter Yetnikoff, president of CBS Records Group, reportedly had to threaten to remove all other CBS videos from MTV before the network agreed to air the video for â€Å"Billie Jean.†Ã‚   Garland  denied such a confrontation occurred, telling Jet that the network began playing the video on its own. â€Å"There was never any hesitation. No fret,† he said. Based on his account, MTV aired the video the same day that executives screened it. However â€Å"Billie Jean† ended up on the network, there’s little doubt that it changed the course of MTV. The first video by a black artist to receive heavy rotation on the network, â€Å"Billie Jean† opened up the door for other artists of color to be featured on MTV. â€Å"Billie Jean† also paved the way for Michael Jackson to star in the 14-minute music video â€Å"Thriller,† the most expensive music video ever made at the time. â€Å"Thriller† debuted Dec. 2, 1983. It proved so popular that it was released as a home video that  went on to become a record-breaking bestseller. Rock Music Takes a Backseat Black recording artists such as Michael Jackson, Prince and Whitney Houston dominated the pop and RB charts in the 1980s. During the same period, however, another urban art form was commanding the music industry’s attention- hip-hop. The films Beat Street  and Krush Groove  paid homage to hip-hop in the first half of the decade. By the second half, MTV had taken notice. It debuted its hip-hop-centered program â€Å"Yo! MTV Raps† on Aug. 6, 1988. According to USA Today, the show was the first ever to exclusively focus on hip-hop. (BETs Rap City premiered the following year.) â€Å"Yo! MTV Raps†Ã‚  aired on MTV for seven years. The program opened the door for â€Å"MTV Jams,† a program with an urban music focus that premiered in 1996. Although MTV began with a rock format in mind, the popularity of pop music, hip-hop, and RB among the general public left the network no choice but to diversify its playlists. By the late 1990s, rock music received increasingly less airplay on the channel as boy bands, Disney starlets, and rappers gained ground with audiences, and rock music recovered from the death of grunge. Black VJs MTV may have been criticized for failing to showcase black recording artists from the outset, but it has always included African American VJs among its staff, starting with the late J.J. Jackson. Other notable MTV VJs of color include Downtown Julie Brown, Daisy Fuentes, Idalis, Bill Bellamy, and Ananda Lewis. On shows such as the long-running â€Å"Real World,† MTV makes a point to showcase cast members from diverse backgrounds, albeit often stereotypically. Cartoon Controversy Although MTV has made considerable gains in diversity over the decades, the network has suffered race-related controversies in the 21st century. In 2006, it drew backlash for airing a cartoon that featured black women as canines - tethered, squatting on all fours, and defecating. The networks then-president, Christina Norman, defended the cartoon, calling it a parody of an appearance rapper Snoop Dogg had made with two black women wearing neck collars and chains. Black activists found this response unacceptable. But as they lobbed their accusations of racism and misogyny at the network, they had to take into account one major development at MTV: A  woman of color ran the channel. That’s right; Christina Norman is black. She served as president of MTV from 2005 to 2008. The cartoon controversy reveals that  during Norman’s tenure, MTV still had much-needed lessons to learn about race. But her rise to the top also indicated that the network accused of shutting out black recording artists now welcomed  diversity both on its airwaves and in its boardroom. Programming That Challenges Racial Bias In 2014, through a partnership with David Binder Research, MTV conducted a study of bias among the millennial generation. Soon after, it launched the website Look Different, a resource for young people wishing to fight for greater equality among marginalized peoples.  Ã‚   A year later, MTVs vice president of public affairs, Ronnie Cho, announced that MTV would create and sponsor ongoing programming designed to  change attitudes and behaviors around racial bias.  Included in that programming was MTVs July 22, 2015, premier of the documentary  White People, in which Pulitzer Prize-winning journalist Jose Antonio Vargas traveled across the country speaking to white millennials about topics like privilege and race relations.

To what extent, and in what ways, has the constant process of Essay

To what extent, and in what ways, has the constant process of enlargement, impacted on the EU politics and policy process - Essay Example The above issue is discussed in this paper; emphasis is given on the value of enlargement as a tool for strengthening the political and economic position of EU; the impact of enlargement on various EU politics and processes is also examined taking into consideration the fact that enlargement is a demanding process requiring a long period of preparation and being related to certain risks – especially because of the different political, social and economic patterns of European countries. It is proved that the enlargement processes developed in the European Union up today have all affected, more or less, the EU politics and processes; however, among them, it is the fifth enlargement process which most influenced EU politics and policies. For the above reason, the fifth enlargement, which developed in two phases, in 2004 and 2007, is extensively discussed in this paper using the literature published in the particular field. When the European Union was first established – in itially, as a European Community – in 1957 (Treaty of Rome), no term was set regarding the development of a Community regional policy (Bache 31). The reference to economic activities, which would be initiated by the entire member states –jointly – could be possibly, regarded as such policy, even not clearly. Through the decades, it was made clear that the achievement of the targets of the Union would be a challenging task. For this reason, the need for its expansion was through to be unavoidable – a practice which was proved particularly helpful towards the development and the strengthening of European Union so that to become a major force in the global market. In its initial form, the European Union had 6 states – today, its members are estimated to 27, as a result of 5 enlargements. The specific processes have been used in order to increase the power of EU within the international community but also in order to promote integration across the Euro pean Union. Among these enlargements the one which is most important is the fifth one developed into two phases: the first phase took place in 2004 and the second in 2007. Through the fifth enlargement – a process that has been characterized as the most important strategic decision of the EU in the 21st century (Europa, Enlargement 2011) – the European Union was significantly expanded acquiring 12 new members (Europa, Enlargement 2011). The criteria and the terms of enlargement – as one of the European Union’s key processes – are included in the ‘article 49 of the Treaty of the European Union’ (Europa, Enlargement 2011). In accordance with the above article, the key priority of the enlargement process is to ensure that the applicant countries are adequately prepared so that to meet their obligations – as stated by the relevant EU rules; of course, the legislative, political and social characteristics of each candidate country ar e taken into consideration when these processes are developed. However, in any case, it needs to be ensured that the candidate countries will be able to respond to their obligations – as members of the Union – and to align their policies/ rules with those of the Union (Europa, Enlargement 2011). At this point, it would be necessary to refer briefly to the history of enlargements

Mr. Smith Goes To Washington Essay Example | Topics and Well Written Essays - 1250 words

Mr. Smith Goes To Washington - Essay Example ared to the political climate within the current era; noting key similarities and differences as well as specifying issues, obstacles, and difficulties that Mr. Smith might face if in fact the movie was cast and produced within the current era and focused upon the current political climate within Washington DC. Through such a level of analysis, the intention of this student is to provide a running commentary; both on the way in which corruption is similar to the way in which it was fully 75 years ago as compared to the way it exists today. Additionally, commentary will be provided in terms of the unique differences and the growth of systemic rot and corruption within government power as they exist today in terms of how they might be related to the film. One of the first differentials that should necessarily be understood in terms of the way that the film was represented and the general sentiment of the population today is in terms of the overall level of trust that citizens have in their government. Whereas it is ultimately true that there have always been a large number of individuals that inherently distrust power and believe it to be corrupt, the overall number of people 75 years ago, and those represented within the film, or ultimately of the belief that individuals in Washington were at least attempting to do the right thing and to look out for their best interests. Whereas it is inherently true that the corruption of the governor and the prior senator were clearly noted within the film, the common people were of the opinion that a reformer and an honest man could make some difference and could ultimately change the situation as it currently existed (Corliss 4). Yet, within the modern era, people have become increasingly skept ical of the potential for anyone to change the way in which Washington operates. After electing one of the most charismatic political leaders of the past 50 years, Barack Obama, only to realize that the platform on which he campaigned

Training And Development Strategy Essay Example for Free

Training And Development Strategy Essay 1.0 Executive summary Training involves has to do with behaviour modification which is implemented in a formal and systematic manner. Organizational training and development needs to be incorporated in Fair Price. The aims and objectives of carrying out training in this store are to minimise absenteeism and equip employees with skills etc. There are various steps that are taken in employee training and development including formulation of training policy. There are poor levels of supervisory skills in this store which can be improved by mentoring and coaching. Training existing and new staff will help Fair Price store to have skilled manpower though it may be costly. Management training should include both men and women with larger percentage being women. Management development of managers in this store will help to improve their skills. There are different models which have been used including Kirkpatrick’s 4 level model. If training and development is well implemented in this store it will solve the existing problems and lead to success. 2.0 Introduction Training involves a behaviour modification which is normally carried out in a formal and systematic manner. It is as a result of planned experience, instruction and education. Training and development plays a big role in achievement of organisational goals. (Brooks, 1999)   Most of these goals are normally long term in nature. Training is part of the strategic framework of organisations.   It produces a comprehensive and coherent plan that helps in developing employees and other stakeholders in organisations. When a business incorporates training and development therein, it acquires a competitive advantage over the other businesses. This is because the intellectual capital in the business is greatly developed. In fact employees in an organisation get an opportunity to improve their skills in their areas of specialization.   This leads to great impacts on the organisation as a whole. There is usually improved team performance when training and development strategies are incorporated in a business. (CIPD 2006) Research shows that such training influences the performance of employees at personal levels. For instance employees are in a position to carry out self evaluation of their performance and implement self corrections where necessary. 2.1Justification Fare Price stores needs to incorporate organisational training and development strategy in its management system. This is because a close evaluation at Fair Price store shows that it requires training and development in many areas. For instance the previous store manager never tried to implement company appraisal scheme in the organisation. (Cherrington, 1994) The employees that continue learning never see the benefit because the management was not acknowledging it.   The previous manager did not seek qualified personnel to carry out the responsibilities therein. This has led to underperformance in this organisation. (DTI 2006)   Employees are given posts and responsibilities that they are not qualified for. The previous manager never considered Investing in People. In fact the supervisors in Fair Price store are not qualified at all. There is a lot of absenteeism in this supermarket. The supervisors therein are not concerned and they are not doing anything about it. The absenteeism is taken in form of sick leave. Even the till operators complain that no one notices their presence. This shows that there have been poor relations between management and employees in this supermarket. In fact even when they do not report to duty, no one notices. This has created a sense of irresponsibility in them. Research shows that when people are not appreciated, they never do their best. They do shoddy work. Employees in Fair Price store are really demoralised.   How can all the managers in an organisation be male only? This is what is happening in Fair Price supermarket. (Fawson, T. 1999) There is no gender equality in the management. All the managers are male despite the fact that most of the employees in this supermarket are women. Women constitute seventy five percent of the two hundred employees in this supermarket. This means that most of the issues affecting the female staff are not adequately addressed. It is only the wearer of the shoe who knows where it pinches most. There is no way that the male managers can adequately address feminine issues.   (Burgoyne, J. 1997)They simply cannot understand because they are not female. Having considered all these factors, I strongly feel that implementing a training and development strategy in this supermarket will be very beneficial both the staff and the organisation at large. 2.2 Performance appraisal management system Performance appraisal is one of the training needs in Fair Price store. This is whereby employees that are best performers are rewarded by the management. 2.3 Succession planning This need to be carried out in Fair Price store and it includes. (Brooks, 1999)There needs to be smooth transition from the old management to the new management in this store. This has not been practiced in Fair Price store. 2.4 Mentoring and coaching Fair Price store needs to put in place mentoring and coaching mechanisms. (Brooks, 1999) Management in this organization needs to mentor employees and also to coach them on various leadership and job skills. This has not been practiced in this store. 2.5 Personal development Management in this store has to consider personal development of employees. This is where they are given training on their professional skills. (Brooks, 1999)This will benefit them. Fringe benefits given to employees help in promoting personal development. All these have not been implemented in Fair Price store. 3.0 Aim and objectives The aim and objectives of carrying out training and development strategy in Fair Price store include: To recruit new staff on merit basis. To help eradicate or minimize absenteeism in Fair Price store.   Ensure gender balance in management. Introduce an Information technology system for checkouts. Implement employee appraisal schemes. To improve leadership and professional skills of employees To enhance behaviour modification among employees 4.0 Steps for employee training and development The following steps will be taken in the training and development strategy in Fair Price store. Formulation of a training policy Identification of training needs in Fair Price store Training plan development Conducting of the training program Training responsibilities Training evaluation 4.1 Formulation of training policy Training policies normally give a guideline on degree of training that should be carried out in an organisation. They direct on the employees that need to be trained. In this stage there is allocation of profits to the training. This has to be done annually. Aims of training are clearly evaluated at this stage. (CIPD 2007)All these information has to be disseminated to the employees and the entire staff in Fair Price store. This will help them to understand that the management is interested in their welfare. This is in relation to career development. Training the employees in Fair price store will greatly influence in goal achievement. In fact the employees’ personal skills will be sharpened and this is very beneficial to Fair Price supermarket in general. The training in Fair Price store can be carried out in two ways. One of them is where it is oriented to actions. The other way relates to performance of the employees. This includes meeting targets. Performance training has to do with competence of employees. (Phillips, J. 1996)This means that they are trained to be more competent in their various responsibilities. When the training is action oriented, the employees in Fair Price are trained to make things happen. For instance they can be trained in customer care skills that will influence many customers to visit and purchase from the store. 4.2 Identification of training needs in Fair Price store When implementing training and development strategy, it is very important to identify the training needs in the organisation. Fair Price store has to identify its various training needs. This will help in realizing what the employees in this store know and what they can do. (CIPD 2007) It will also help in identifying what they need to know such that services in Fair Price store are improved. This is in relation to the goals in Fair Price store. For instance one of the goals is to ensure customer satisfaction in their service provision. The training needs in Fair Price store have to be analyzed at a corporate level. After that the analysis has to be done at the departments in this store. This includes customer care, finance and sales departments. (CIPD 2007)   Later on they need to be analyzed at team levels then finally at individual level. There are various tools that can be used when carrying out this analysis. This includes administering questionnaires to the employees.   This is because employees normally have first hand information concerning what they know and what they need to know. Focus group discussion between management and employees can be used in this store in identifying the training needs. This will really work for this store.   (CIPD 2007)   These discussions should also be done between the management and the departmental heads. This information will really be beneficial to Fair Price store when carrying out their long term and short term goals on training. 4.3 Training plan development Much thought has to be done when developing a training plan. This is in relation to the outcomes of learning program. Fair Price store management has to be keen in examining any changes in behaviour of employees after training is done. Now after identifying training needs then the training program content has to be put in place. After identifying the training objectives, an analysis needs to be done such that this stores’ management knows exactly what to do. .   (CIPD 2006)     All these things have to be put in place so that Fair Price store’s objectives are met. The content will greatly determine how long the training will take place. The length of the training will be influenced by modes of delivering information. For instance lectures may need long time to accomplish all that is required unlike the use of handouts. Training can also be done by the managers by carrying out on job training of the employees in Fair Price store. They can do this by coaching the staff at low levels in Fair Price store. These employees just learn how to do their job under the managers guidance.   They just learn naturally as they interact with other employees and managers. (CIPD 2007)  Ã‚     This is done on a day to day basis. Supervisors and also other senior employees in Fair Price store should go for training which can be done externally and not necessarily internally. They can make good use of consultants who provide these services at a fee. Through this the senior employees will gain skills in leadership and technical areas which they are lacking. 4.4 Conducting the training program In this stage there is monitoring of the courses that were identified during when analysis of training needs was being done. (Parry, S. 1996)This helps in ensuring that all the activities carried out in the training are within the budgets of Fair Price store. Management in this fair Price store should evaluate the training and know whether it is effective or not. 4.5 Training responsibilities Training in Fair Price store should not be carried out on an ad-hoc basis. This is because training will help this store to achieve its corporate goals. This human resource department in Fair Price store should be concerned with all the training and development needs therein. This should not just be done by the human resource department in general but a unit in this department will be more efficient. This unit will carry out coordination of every activity that is related to training and development. This unit will be responsible for evaluating both internal and the external people responsible in facilitating the training. It will also be responsible for planning the training and development activities in Fair Price store. Managers in this store should come to knowledge that it is their responsibility to oversee all the training activities. 4.6 Training evaluation This is very important since it will help to assess how effective the program is. This helps to know whether the objectives set at the planning stage were met or not. (Easterby, 1997) For instance the performance of the employees can be greatly monitored to see whether it has improved or not. In case the objectives are not met then necessary adjustments have to be put in place. These adjustments will help in improving the training so that it is more effective. For instance managers in Fair Price store should evaluate whether the employees’ skills have improved after the training or not. (Parry, S. 1996)Behaviour change in staff should be evaluated concerning absenteeism from work. This stage is should be done thoroughly and stakeholders should be given an opportunity to give the reasons why the objectives were not achieved and factors that contributed. Evaluation should be carried out to whether employee’s supervisory skills have been improved. Evaluation can be carried out in four levels. They include the following; 4.6.1 First level In the first level, there is the measurement of the reaction of the people who participated in the training. They include employees and external trainers. In this stage the degree of satisfaction of participants is evaluated whether it was poor, fair or excellent. (Parry, S. 1996)   In this case employees in Fair Price store can be interviewed by the managers or they have an open forum. Through this managers can know whether the training was effectively carried out or not. 4.6.2 Second level The evaluation is carried out in relation to achievement of objectives. This is to know whether the objectives were attained or not. (Alliger, G. 1989) The objectives in this case were to reduce absenteeism, to ensure behaviour modification in employees and to ensure that employee’s skills are improved. This can be evaluated whether they have been achieved or not. 4.6.3 Third level In this level the degree of behaviour change is evaluated. This is to know whether the employees’ behaviour has improved or not. Mangers in Fair Price store can evaluate behaviour change in the employees by observing their behaviours when at work. (Alliger, 1989) This can be noted down and those that have improved should be acknowledged by the managers.   Those that have not improved in their behaviour can be asked the reasons why and necessary steps taken. 4.6.4 Fourth level The results of the training are evaluated at this level. The costs of the training are evaluated against the benefits achieved. Managers in Fair Price store should evaluate the results of the training needs. (Alliger, 1989)   This can help them to know whether it was worth the initiative or not. The costs that Fair Price as a store incurred should be calculated against the benefits that the store would have achieved. This needs good use of records concerning the expenses that were incurred by the organization in carrying out the entire training. 5.0 Critical evaluation of options to tackle poor level of supervisory skills There are various ways of dealing with poor supervisory skills in Fair Price store. Now having a closer look at the supervisors shows that they are not qualified for the job they are doing. (Parry, 1996)They do not have leadership skills at all and this is clearly seen in the way that they deal with absenteeism. One of the ways of dealing with this is carrying out retrenchment of these under qualified staff. While this will help eliminate untrained staff, it may create a very poor relationship between managers and some employees. Though it is worth it since the store’s structure has to be reorganised. Carrying out organisation al learning for these supervisors can be very expensive for the store. In fact some of them may not understand due to lack of basic knowledge. Instead of retrenching them, they can be demoted to responsibilities that do not require skills like sanitation duties and packing the goods. New staff can be recruited on merit basis to do supervisory work in this store. Mentoring and coaching can be carried out by the managers in this organization. This should be carried out especially in relation to supervisors in this store. This can be done by the managers in this store showing the right examples to the supervisors. Managers can also have coaching sessions with supervisors and this will help improve supervisory skills though its time consuming. 6.0 Women only management training It would not be appropriate to carry out women only management training in Fair Price store in the name of levelling the playing field. (Kaufman, R. 1996)This still would not be gender sensitive. It will still be biased. Rather management training should be carried out for both male and female employees. Women should constitute two thirds of those attending the management training while then men should be a third. This is in relation to the gender ratios of the staff in Fair Price store. This will help in addressing feminine issues affecting the female employees. On the other hand if all the managers are women, the management in this store will not be stable. The male employees will never be comfortable with this. 7.0 Critical evaluation of option of training existing and new staff On opening of the new ‘mega store’ there will be the option of recruiting one hundred and fifty extra staff in various areas of the store. This is a positive venture though it has got its own challenges. Having a large number of employees to manage means having more problems to solve. Management development courses will be beneficial to managers at this stage. One of the challenges that are posed by this venture is in the financial sector. (McNamara, C. 2001)This is because the recruitment process can be very expensive. This is because there are costs that are incurred in advertising vacancies. The entire recruitment process can be quite tedious. There are also other financial implications like paying the salaries of one hundred and fifty extra people. The new employees will have to be recruited on merit basis unlike what initially happened in Fair price store under the previous store manager. Training of existing and new employees can be done with the help of National initiatives which were introduced by the government. The government helps in provision of resource materials in staff training. These resource materials include books in various professions that help the employees in the training. (Hoberman, S. and Mailick, S. 1992)   The government plays a big role in identifying modules that assist organisations such as Fair Price store to carry out training of employees. Fair price store can really benefit from government initiatives where it will be assisted to link up with qualified personnel that can be employed in the new store. This store will greatly benefit by receiving awards and scholarships through the National initiatives introduced by the government. The government offers scholarships and training opportunities that are quite collaborative in nature. Fair Price store can also gain through research that is carried out by the government. It will get a concrete base of knowledge from National Initiatives introduced by the government. 8.0 Management Development effectiveness In management development managers skills are improved. This is usually very beneficial to the organisation and even to the managers. It gives managers knowledge on how to deal with various issues in the organisation. This always plays a great role in the success of the organisation. (Gupta, K. 1999)   In this case managers are given the chance to broaden their reasoning in the business sector while at the same time continuing with their management responsibilities in the organisation. They learn more on new methodologies of handling human as a resource. It helps managers to gain knowledge in managing themselves first. Knowledge is also gained that helps them to manage employees in the organisation. Leadership skills of managers are greatly sharpened by management development. This will be effective for Fair Price store managers basing on the following evaluation models. 8.1 Flashlight Triad Model This model involves use of technology in accomplishment of various tasks. The technology should enable accomplishment of a specific activity. (Alliger, G. 1997) Management development will help managers incorporate appropriate technology in management areas like information technology. 8.2 Connoisseurship Evaluation An expert in the study field estimates how worth the new innovation is. (Alliger, G. 1997)   The threats that exist are clearly shown. Managers will be helped to use this model in their organisation. 8.3 Adversary Evaluation In this model there is a critical look at both sides of the innovation. This includes both the negative and the positive. (Alliger, G. 1997)This is to show whether the innovation is beneficial or not. 8.4 Kirkpatrick’s 4-level model In this model, the managers are helped to evaluate the reaction of employees on training and learning. (Alliger, G. 1997)Changes in behaviour are also noted in evaluation of the training by the managers. 9.0 Conclusion It is important for every business organisation to incorporate a training and development strategy. This helps in modifying employee’s behaviours. Organisational goals are easily achieved when training and development is well implemented. There are various steps in employee training and development. All these steps are important and should be carried out by business organisations. Evaluation will help in knowing whether the set objectives were achieved or not. 10.0 Recommendation Fair Price store has to include training and development strategy in its management. This will help in solving problems that exist in this store such as unskilled personnel, lack of appraisal scheme. This will help in motivating employees and will minimise absenteeism problems. Above all it will lead to the overall success of Fair Price store to the benefit of the stakeholders therein. 11.0 References Alliger, G. (1997): A meta-analysis of the relationship among training criteria. Personnel Psychology, 50, 341-358 Alliger, G. (1989): Kirkpatricks levels of training criteria: Thirty years later. Personnel Psychology, 42, 331-342 Chartered Institute of Personnel and Development (2006): Training and development strategy; New York; Sage Chartered Institute of Personnel and Development (2007): Creating a Training and Development Strategy; New York; Sage Beard, C. and Wilson, J. (2002): The power of experiential learning: A handbook for trainers and educators. London: Kogan Brooks, H. (1999): Workshops; Designing and facilitating experiential learning; Thousand Oaks, CA: Sage Burgoyne, J. (1997): Management learning; Integrating perspectives in theory and practice; London; Sage Cherrington, R. (1994): Pinning down experiential learning. Studies in the education of adults, 26(1) Easterby, S. (1997): Research traditions in management learning; Management learning: Integrating perspectives in theory and practice. London; Sage; pp. 38-53 DTI (2006): National Training and development Strategy; New York; Macmillan Press Fawson, T.   (1999): A study of executive education programs at ATT; Measuring learning and performance. Alexandria, VA: American Society for Training and Development. Gupta, K. (1999): A Practical Guide to Needs Assessment; San Francisco; Jossey- Bass/Pfeiffer Hoberman, S. and Mailick, S. (1992): Experiential management development; From learning to practice; New York; Quorum Books Kaufman, R. (1996): What works and what doesnt: Evaluation beyond Kirkpatrick. Performance and Instruction, 35(2), 8-12 McNamara, C. (2001): Employee Training and Development: Reasons and Benefits; New York; Macmillan Press Parry, S. (1996): Measuring trainings ROI. Training Development; 49(2), pp. 72-78 Phillips, J. (1996): ROI; The search for best practices. Training Development; 50(5), pp. 42-48

The Effects of Politics on Fiscal Policy over the Last Seven Business Cycles :: Macroeconomics Research Paper

Abstract Being an election year, all you hear is the incoming presidential nominee bashing the policies of the current president. Of all of the administration policy, his economic stance, the health of the economy under his administration, and this fiscal policy are among the most prevalent. Does the possibility of losing an election affect how administration reacts to a recession? This paper shows that out of the last seven business cycles, during the last five, politics does not seem to be an issue when administrations consider what needs to be done to boost the economy. Though Kennedy and Nixon both tried to use fiscal policy to further their own position and ensure re-election, the administrations of late have understood that the economy is not a re-election tool and that what-ever need to be done to bring us out of a recession is necessary, even if it means they may risk not getting reelected. Reelection be Damned One might wonder how politics plays into fiscal policy. Does the possibility of not getting reelected affect the choices a president makes? No, in fact, the administrations of the last seven business cycles usually make fiscal policy decisions that prove to be political suicide, yet are best for the economy. Started with the farthest back, John F. Kennedy is an exception to this rule. In his campaign, he promised tax cuts, but by the time congress got around to it, the economy was obviously expanding. Seeing as this would be embarrassing to the administration, congress went ahead and approved the unnecessary tax cut. Richard Nixon, whose reelection was a non issue due to his resignation, also played the political game. Though his administration say that wage/price control would be ineffective at controlling inflation, they went ahead and implemented them with the goal of â€Å"gently tighten monetary and fiscal policy, which they thought would bring down inflation without a big incr ease in unemployment† (Hebert, 1984, 4). This proved to be detrimental anyway because wile people expected prices to stabilize, they failed to realize that this meant that the prices they charged would stop rising as well. Ronald Reagan took a huge leap of faith when his administration introduced supply-side economics. Although it didn’t work in the way that he wanted it to, it helped greatly to boost the economy. However, had it been a horrible flop, His administration would have been highly chastised for it.

This is Water Summary Essay

Wallace delivered the Kenyon College commencement address that was not the typical commencement address you would normally hear at a graduation. He starts off his speech by telling a story having the idea that even the most â€Å"important realities are often the ones that are hardest to see and talk about. † He talks about living in the adult world that these soon to be graduates will enter and how it can be ere dull at times.And how learning about how to think about the choice we make in our life, the choices we make will impact our life whether it be a good impact, or a bad impact. Wallace delivers this speech (in a way to get these graduates not necessarily discouraged) giving the former students a face of reality that life is dull when you go through the same thing every day. And that when people go through the same thing â€Å"day in and day out† people tend to forget about the others around us.When forgetting about the other people around us occurs, Wallace belie ves that makes us believe that we are the â€Å"center of the universe. † This way of thinking as Wallace states is to be our â€Å"default setting† where we tend to block everyone our except for ourselves and if anyone gets in our way, then they must the ones at fault. Wallace also states, â€Å"if you really learn to pay attention, then you will know there are other options. † We have the choice to think of those other options, but we also have he choice to not think of those other options.Choosing the option to pay attention to the others around us and not be a â€Å"prisoner of our own brain† could possibly let ourselves live happier lives. Having awareness as Wallace stated, † Is unimaginably hard to do this, to stay conscious and alive In the adult world day In and day out. But, your education really Is the Job of a lifetime. † In conclusion, Wallace believes that we have choices to be aware of and to really think of the choices we make.

Atticus Finch In Harper Lee’s To Kill A Mockingbird Essay

In Harper Lees To Kill a Mockingbird, Atticus plays a major role in his children growth and development. He is a role model to his children and to Maycomb, one of the few willing to take actions against prejudice. His actions can be summed up in one great quote of Thomas Jeffersons These truths we hold to be self-evident: that all men are created equal, that they are endowed by their creator with certain inalienable rights. Atticus does not approve of racism, and teaches his children to judge by character, not race. Atticus thinks that even black men have at least one right, the right of justice. He expresses his belief in this phrase. But there is one way in this country in which all men are created equal- there is one human institution that makes a pauper the equal of a Rockefeller, the stupid man the equal of an Einstein, the ignorant man the equal of any college president, and that, gentlemen is a court. (Lee 205) This quote shows Atticus passion for justice and equality, saying that all are equal in this court, and that you should judge a man by his economic or mental aptitude, nor by the color of his skin. He means by this statement that you should be unbiased and fair when making a decision, or even a persons fate. Atticus believes all people have their flaws and strengths, and should be judged as such, not by their gender, social standing, or color. He shows this in a moving quote, You know the truth, and the truth is this: that some Negroes are immoral; that some Negro men are not to be trusted around women – black or white. But his is a truth which applies to the human race and to no race in particular. (Lee 204) Atticus once again sets the scales of equality even with this statement, explaining his moral code of justice, and how each and every person should judge each other equally. Jems breakdown whenever the court room is mentioned is evidence of this point. Atticus believes that any man using a man of any other color is inferior even to the man he is using. He illustrates this a talk with Scout, Youll see white men cheat black men every day of your life, but let me tell you something and dont you forget it-whenever a white man does that to a black man, no matter who he is, how rich he is, or how fine a family he comes  from, that white man is trash. (Lee 220) Atticus means that if you take advantage of someone or treat them as though they were Less equal, then you, yourself, are you are a horrible, inferior person. On the other hand, if you treat everyone as your equal then they are your equal. Atticus believes in what Martin Luther King later put to words in his famous I Have a Dream speech, That men would not be judged by the color of their skin, but by the content of their character. Throughout To Kill a Mockingbird Atticus has been a role model and mentor to his children by condemning racism and all that it stands for. 1. Harper Lee’s To Kill a Mockingbird2. The Declaration of Independence, Thomas Jefferson3. I Have A Dream, Martin Luther King Jr.

The Ecological Disaster of the Aral Sea essays

The Ecological Disaster of the Aral Sea essays As a result of throwing pesticides into the sea, the great catastrophe in the area of the Aral Sea, strongly affected its residents. It is no exaggeration to say that the case of the Aral Sea is one of the greatest environmental catastrophes ever recorded. Unbelievably, the Aral Sea once was one of the biggest in-land seas on earth. Nowadays, however, as it has been covered by loads of pesticides, is now decreasing in area and volume. The shrinkage of the water actually has something to do with the former empire of Russia when Kazakhstan and Uzbekistan once belonged to the Soviet Union. However, the pesticides did not just shrink the water; it affected the human-beings health problems as well. The environment of the country is becoming worse and worse-there is not enough water and living things are dying. A catastrophe is just like this-one disaster leading to another and almost unable to stop. Even though the Aral Sea has received a lot of attention from other parts of the world in the past decade, unfortunately, however, there is not really a way to solve this problem-its rather hard to clean up all the messes and catastrophes that the pesticides had brought to the people. The Aral Sea is located in the lowlands of Turan occupying land in the Republics of Kazakhstan and Uzbekistan. From ancient times it was known as an oasis. Traders, hunters, fishers, and merchants populated this fertile site littered with lagoons and shallow straits that characterized the Aral landscape. The word Aral in Kazakh is translated island, over a thousand of which were scattered throughout this region that made up part of the Silk Road, the highway between Europe and Asia. Once the fourth largest inland body of water in the world, in the past few years the Aral Sea has gained global attention as one of the greatest man-made natural disasters in the world. Now it is the eighth largest inland body of water on account o...

Origin of Miranda Rights and Warning

Origin of Miranda Rights and Warning Ernesto Arturo Miranda was drifter and a career criminal who from age 12 was in and out of reform schools and state and federal prisons for various crimes including auto theft and burglary and sex offenses. On March 13, 1963, at age 22, Miranda was picked up for questioning by the Phoenix police after the brother of a kidnap and rape victim saw Miranda in a truck with plates that matched the description that his sister had provided. Miranda was placed in a lineup and after the police indicated to him that he had been positively identified by the victim, Miranda verbally confessed to the crime. That's the Girl He was then taken to the victim to see if his voice matched the voice of the rapist. With the victim present, the police asked Miranda if she was the victim, to which he answered, Thats the girl. After Miranda said the short sentence, the victim identified his voice as being the same as the rapist. Next, Miranda was brought to a room where he recorded his confession in writing on forms with preprinted terms that read, †¦this statement has been made voluntarily and of my own free will, with no threats, coercion or promises of immunity and with full knowledge of my legal rights, understanding any statement I make can and will be used against me.   However, at no time had Miranda been told that he had the right to remain silent or that he had the right to have an attorney present. His court assigned attorney, 73-year-old Alvin Moore, tried to get the signed confessions thrown out as evidence, but was unsuccessful. Miranda was found guilty of kidnapping and rape and was sentenced up to 30 years in prison. Moore tried to get the conviction overturned by the Arizona Supreme Court, but failed. U.S. Supreme Court In 1965, Mirandas case, along with three other cases with similar issues, went before the U.S. Supreme Court. Working pro bono, attorneys John J. Flynn and John P. Frank of the Phoenix law firm Lewis Roca, submitted the argument that Mirandas Fifth and Sixth Amendment rights had been violated. Flynns argument was that based on Miranda being emotionally disturbed at the time of his arrest and that with a limited education, he would not have knowledge of his Fifth Amendment right to not incriminate himself and that he was also not informed that he had the right to an attorney. In 1966, the U.S. Supreme Court agreed, and in a landmark ruling in the case of Miranda v. Arizona that established that a suspect has the right to remain silent and that prosecutors may not use statements made by defendants while in police custody unless the police have advised them of their rights. Miranda Warning The case changed the way police handle those arrested for crimes. Before questioning any suspect who has been arrested, police now give the suspect his Miranda rights or read them the Miranda warning. The following is the common Miranda warning used by most law enforcement agencies in the United States today: You have the right to remain silent. Anything you say can and will be used against you in a court of law. You have the right to speak to an attorney and to have an attorney present during any questioning. If you cannot afford a lawyer, one will be provided for you at government expense. Conviction Overturned When the  Supreme Court  made its landmark Miranda ruling in 1966, Ernesto Mirandas conviction was overturned. Prosecutors later retried the case, using evidence other than his confession, and he was convicted again and sentenced to 20 to 30 years. Miranda served 11 years of the sentence and was paroled in 1972. When he was out of prison he began selling Miranda cards that contained his signed autograph. He was arrested on minor driving offenses a few times and on gun possession, which was a violation of his parole. He returned to prison for another year and was again released in January 1976. Ironic End for Miranda On January 31, 1976, and just weeks after his release from prison, Ernesto Miranda, age 34, was stabbed and killed in a bar fight in Phoenix. A suspect was arrested in Mirandas stabbing, but exercised his right to remain silent. He was released without being charged.

Explain in your own words what you understand either by the term Essay - 1

Explain in your own words what you understand either by the term 'hegemony' - Essay Example Because of the use of hegemony in a variety of contexts, it extends to other disciplinary, as cultural hegemony that discusses about philosophic and sociological concept, originated by the Marxist philosopher Antonio Gramsci, that a culturally diverse society can be ruled or dominated by one of its social classes. It is the dominance of one social group over another, e.g. the ruling class over all other classes. The theory claims that the ideas of the ruling class come to be seen as the norm; they are seen as universal ideologies, perceived to benefit everyone whilst really benefiting only the ruling class. For Gramsci as a cultural hegemonist, he posits a strategic distinction, between a War of Position and a War of Maneuver. The war of position is intellectual, a culture war in which the anti-capitalist educators, agitators and organizers seek to have the dominant voice in the mass media, other mass organizations, and the schools (and actively conduct ideological subversion). Once achieved, this position will be used to increase class-consciousness each revolutionary theory and analysis, and to inspire revolutionary organization. On winning the intellectual war of position, socialist leaders would then have the necessary political power and popular support to begin the war of maneuver - the armed insurrection against capitalism (Ratna) For Imperialist, Hegemony has its own specific concept that is called as cultural imperialism  that is the domination of one culture over another by a deliberate policy or by economic or technological superiority. Cultural imperialism  can take the form of an active, formal policy or a general attitude. A metaphor of  colonialism  is employed: the cultural products of the  first world  "invade" the  third world  and "conquer" local culture. In the stronger variants of the term,  world domination  (in a cultural sense) is the explicit goal of the  nation-states  or  multinational corporations  that ex port the culture.  The term is usually used in a pejorative sense, often in conjunction with a call to reject such influence. A Perspective of Hegemony in Contemporary Power Power as one of political imperialist’s instruments has created new dynamic purposes and targets to legalize the x-interest. Here, x-interest is something hidden and can be only defined by one person who wants his or her power runs well. X-interest, which is not specifically designed under the social norms, has changed into general social norms, which is legalized by society under pressure and forces. Here, strategically mission is directed to the x-interest. Therefore, imperialist requires more than sacrifice to achieve the target. When the power has been a huge formation, it extends to other that we call as cultural imperialism. This affects all aspects in social life including way of life, ideology and life tendencies. Mr. Muammar Qadaffi, the president of Libya is one of the examples that can be fou nd in TV and becomes hot issues. To run his power, he uses many factors what I call â€Å"Regional Nationalism†. It talks about brute nationalist who defends his country from other states invasion. For years, stability had become the evidence that he can lead Libya well without any rebellion, protests or new revolutionists (Suhady). Based on the issue, the concept of hegemony, in this case, directs to the strategically mis

Emplyment Relation Essay Example | Topics and Well Written Essays - 1000 words

Emplyment Relation - Essay Example Another problem which is aggravating the situation is the arrangement of finances for the back-pays and the future wage increases by the councils. The dispute resolution process can be divided into three phases based on the types of grievances. All the three phases will be at work simultaneously with three separate HR teams working on the assignment. The first phase will address the issues of the employees who have been subjected to salary cuts. It is apparent that no employee will accede to their salary cut on the pretext of social justice. However, the financial prudence of implementing the equal pay policy requires that some financing of hike in wages be done through some salary cuts. So, the first thing that can be done is to re-evaluate the grades of those employees who have been subjected to salary cuts. This will be a time consuming exercise, however it will help in avoiding any further litigation. Some time can be saved by looking at data from previous litigations by such employees. It has been observed that some particular jobs had been upgraded after going into litigation. This data can be helpful in re-grading. A ta rget time can be set for this phase and during this time the salaries and other employment terms remain unchanged. For those whose grades are upgraded after the re-evaluation exercise, arrears can be paid at a later agreed-upon time. With this step the problems of the most aggrieved section of employees can be addressed. The time period for this re-evaluation of grades should not be more than 9 months. For those whose salaries will be upgraded after the re-grading exercise, there will be appropriate salary raise. For others whose grades still need to be revised towards the lower side, there will be no reduction in salary but only grade change. There other benefits will be downgraded but not the salary. They will be given a signing bonus in the form of 2.5% of their salary increment. These