Philosophy - Socrates Essays - Dialogues Of Plato,

Philosophy - Socrates Philosophy is a vast field. It examines and probes many different fields. Virtue, morality, immortality, death, and the difference between the psyche (soul) and the soma (body) are just a few of the many different topics which can be covered under the umbrella of philosophy. Philosophers are supposed to be experts on all these subjects. The have well thought out opinions, and they are very learned people. Among the most revered philosophers of all time was Socrates. Living around the 5th century B.C., Socrates was among the first philosophers who wasn't a sophist, meaning that he never felt that he was wise for he was always in the pursuit of knowledge. Unfortunately, Socrates was put to death late in his life. One of his best students, Plato, however, recorded what had occurred on that last day of Socrates' life. On that last day of his life, Socrates made a quite powerful claim. He claimed that philosophy was merely practice for getting used to death and dying. At first, the connection between philosophy and death is not clear. However, as we unravel Socrates' argument backing up his claim, the statement makes a lot of sense. In order for Philosophers to examine their world accurately and learn the truth accurately, they must remove them selves of all distractions. These not only include physical distractions, but they include mental distractions and bodily distractions as well. Philosophers must get used to viewing and examining the world with out any senses. Senses merely hinder and obscure the truth. Sight for example can be fooled easily with optical illusions which occur normally in nature. Sound can be very distracting as well when a philosopher is trying to concentrate. All of these cloud the judgement, and must therefore be detached from the soul. Socrates argues that philosophers must view the world around them with their souls in order to accurately learn about it. However, by detaching their souls from all bodily functions, philosophers may as well be in an induced state of death. In mortem, the soul wanders free and there are no bodily hindrances. Socrates also believed that philosophers look upon death with good cheer and hope. This I find hard to believe because if this were true, the philosopher would not be able to love life, and without the love of life, there is no life to examine and learn about. It is understandable however from another point of view to understand why the philosopher would look forward to death with good cheer. Once the philosopher is dead, his soul is free to roam around without hindrances forever, and all the worlds secrets shall be revealed to him. In fact, Socrates' sees his death as a liberation from the shackles of life for his last wish was for Crito to sacrifice a rooster to Asclepius. This god was normally given sacrifices to free the sickly from the grips of a virus or illness. Perhaps Socrates saw the body as a sickness that fed upon the soul. If this were the case, then indeed Socrates would be happy to leave the bonds of life, for then he could have an eternity to seek out his answers, all without the diversions and distractions of a body. Socrates believed that it was this search that was important, even more so than the answers them selves. Socrates believed that the journey toward the answers is where most of the learning takes place, and it is this journey that truly integrates the answers as part of your very own being. --===--

Informative Abstract Example Essays

Informative Abstract Example Essays Informative Abstract Example Paper Informative Abstract Example Paper Essay Topic: Informative Ronnie Green Informative Abstract June 28, 2011 Image gap is the difference between how a person wants to look and sound compared to how they are actually viewed by others. Projecting your desired image can build trust and is critical to successful communication. Projecting an inappropriate image, however, can erode trust and cause others to doubt your abilities. Four components of your overall image are your projected first impression, your depth of knowledge, your breadth of knowledge, and your enthusiasm. Your projected first impression is the initial impact you make on another person due to your dress, voice, grooming, handshake, eye contact, and body language. First impressions tend to be long lasting and difficult to overcome. To create a positive first impression, you should have a firm but not overpowering handshake. Sit and walk in a straight yet relaxed manner. Maintain high standards of personal hygiene and grooming. Speak clearly while naturally varying your tone and volume. Finally, dress appropriately for your job responsibilities and work environment since skillful dressing can evoke positive responses to your personality. Depth of knowledge refers to how well you know your area of expertise. Demonstrating your depth of knowledge can project credibility and demand respect. You can develop depth of knowledge by studying company policies and industry standards. You can also take advantage of training programs offered by your company. Breadth of knowledge reflects your ability to communicate with others on topics outside your area of expertise. Breadth of knowledge allows you to more easily develop rapport with others. It will also allow you to increase your circle of influence with various types of people. You can increase your breadth of knowledge by reading a variety of books and magazines, watching and listening to a diverse selection of television and radio programs, and interacting with a wide array of individuals. If you encounter a person whose interests you are not familiar with, you can quickly gain knowledge and show interest by asking questions. An appropriate level of enthusiasm demonstrates your sincere interest in a subject and desire to accomplish a task. Enthusiastic people tend to work harder, longer, and more accurately than those who are not enthusiastic. Additionally, your enthusiasm, positive or negative, will spread to those around you. These elements help dictate the response you receive from others in everyday interactions. A positive response demonstrates successful interpersonal relations. It will also foster open, honest, and trusting communications.

Constructions of childhood and western ideologies of street children Literature review

Constructions of childhood and western ideologies of street children - Literature review Example Being a child on and of the streets may be different in one aspect, but long term results of the situation is equally harmful as it touches issues on child labor and children’s health. Childhood for Street Children Before identifying the possible consequences of being one of the street children, it is important to internalize the meaning of childhood as a phase and the expected characteristics of ‘normal’ children. According to Glasper and Richardson (2006, p. 298), childhood refers to the earlier phase of a person’s life under 18 years or before reaching young adulthood. Aside from underdeveloped physical qualities which are subject to change as they grow older, children are expected to love play as a usual activity. According to Ginsburg (2007, p. 183), play is important in childhood development because it allows children â€Å"to use their creativity while developing their imagination, dexterity, and physical, cognitive, and emotional strength.† I n other words, play would develop a child’s cognitive skills and tolerance towards unexpected events such as losing in a game and being sport about it. In the United Kingdom, The Children’s Act of 1989 serves as guidelines in which the rights of the child are protected and sustained through the regulations promoted by the Parliament. The legislation encompassed the responsibilities of both the authorities and the parents or guardians. It is ensured that the act â€Å"protect[s] children from the harm which arises from family breakdown or abuse within the family,† however still respecting family lives and avoids â€Å"unnecessary intervention† (The Children's Act 1989. (c.1)). How ever the law protects the children, it is still indefinite if it can really protect their absolute population. Deprivation of basic needs would force underprivileged children to see the public street as a new place in which they can sustain themselves. The history of the lives of the street children can be traced from the nineteenth century onwards, since the growth of the industrial market. Especially in Britain's northern and midland counties, â€Å"child cruelty† was at its peak which gave inspiration to the formation of legislations protecting children’s rights (Shore, 2009, p. 563). The difficulty of their parents to provide them with proper nourishment encouraged these children to be on the streets to start looking for meager amount of money. Lemba (2002, p. 1) of the United Nation Children’s Emergency Fund (UNICEF) reported that most street children are found in the â€Å"market, bars, shopping centers, bus stations, and parks.† Most of these children have minimal or no contact at all with their family. Such descriptions would lead to the definition of street children as: â€Å"children less than 18 years old, males or females, who spend all or most of their time on the streets who maintain minimal contact with their fami lies resulting to lack of supervision, protection or guidance which makes them vulnerable to hazards.† (Ali, n.d., p. 7) Wernham (2004) cited two categories of street children of which she called as children on the street and children of the street. The slight difference of the two phrases is significant in developing further the definition of

Personal Development Plan Essay Example | Topics and Well Written Essays - 1000 words

Personal Development Plan - Essay Example This article gives an answer why getting into a Masters Degree in the University College of London program entails a different set of skills and abilities. Author gives an example of her skills and abilities demanded for this program. The University College of London (UCL) is known to be one of the world’s best universities. This is the ultimate reason why I have decided to apply for a master’s degree program with UCL. Its academic programs are known to be one of the best in UK. UCL, being a public research university, offers affordable education without sacrificing quality. This is another reason for choosing UCL. I can comfortably attend to my studies without worrying about the costs. Furthermore, this university is also proximal to my area of residence. In the Chinese history, Liu Bang was the founder and first emperor of the Han Dynasty, and Xiang Yu was a political figure during the same period with Liu. There was a famous battle between them, which is known as Chu-Han Contention. Xiang got 400,000 very strong soldiers. However, he failed in the war by fighting with only Gao's 100,000 soldiers. The reason of Gao's success was because he put the right people in the right place from this ancient example, we can know how important the enterprise management would be. In 2011 and 2012, I took the internship in CITIC Securities Ltd and PWC respectively. In these two periods, I further my understanding about the significance of enterprise management since I was connected closely with the staff within management from the first day I came in to the last day I left. In the very beginning, the representative of enterprise management provided all the interns with primary training for a half day in order to familiarize all the routines during our work. In the preceding time, I needed to frequently contact with them, not only handing in my time sheet but also reporting them any particular personal issues such as a sick leave. From ancient example and my personal experience, I see that enterprise management has played and will continue to play an essential role in a company or even a nation. Without it, the enterprise would never survive especially in present society with such an intensive competition. Essentially, Enterprise Management develops in a person the skill to look into business management from a holistic and integrated perspective. That is why I have been intrigued by enterprise management. To me, it is a higher level of understanding business

Staffing Shortage in the nursing profession Research Paper

Staffing Shortage in the nursing profession - Research Paper Example Exploring the problem of the nursing shortage is essential in order to come up with structured and long term solutions. Some of the factors known to have contributed to this problem include the aging of the registered nurses and the impact of educators in the nursing field. Negative perception of the nursing perception of the nursing procession has a profound effect on the enrollment rates. The negative impact of some of these factors has been felt in both nursing profession and the quality of patient care. Nurses are supposed to provide adequate safe care in a critical care setting. The problem is linked to the high turnover rates of registered nurses in the profession. The problem has been compounded by the incompetent leadership with is hand-off and laisser fair. The shortage of the nurses is a multicultural set up can only be addressed through a balanced approach. The leadership style used by the nurse manager is essential. This is because it can be a source of inspiration, or reduce the morale among nurses (Bland, 2008). The leadership style of the manager was easy going but keen of getting the job completed. During the clinical experience, the clinical nursing management was evidently approachable, trustworthy and naturally quiet. The quality of nurse education depends on the clinical experience. Both professors and hospitals play a crucial role. However, management and leadership can affect the effectiveness in the profession. Research shows that effective students placement given rise to confident professional nurses (Peter & David, 2009). The experiences are central to student nurse preparation before entering the workforce. Clinical experiences expose nurses to role models and develop their problem solving skills. It becomes easy to incorporate the theoretical skills into practical experiences in a clinical environment (Buchan, 2006). Pa tient care is a priority. When nurses are subjected to strenuous professional conditions, patient care tends to falter. Studies show that staff shortage and strenuous jobs cause the nurses to have emotional exhaustion and excellent job dissatisfaction. This can result to avoidable deaths. Nursing shortage is said to affect the work-life of nurses, and the time spent with patients. A survey indicated that 75 percent of the registered nurses believe staff shortage increases stress among nurses. 93 percent indicated that nurse shortage lower the quality of patient care and 93 percent also believed this resulted in high rates of turnover. Therefore, the clinical experience indicated that increasing the staff leads to a reduction in hospital mortalities. However, it is increasingly becoming clear that hospitals lack the required supply of nurses to cater for the increased workloads. The staff mix depicted a multicultural set up with 60 percent Philippines, 30 percent whites and a minorit y of 10 percent blacks. This called to an inclusive culture where negative ethnicity or racism was highly discouraged. The attribute of cultural diversity was viewed as strength. Multilingual skills were a strong advantage in the hospital when it came to overcoming

Theory And Practice Of Supervision

Theory And Practice Of Supervision Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender Safranske, 2004). More recent models of supervision have integrated theories from psychology and other disciplines, for one-to-one, peer and group supervision. As supervision has become more focused, different types of models emerged, such as developmental models, integrated models, and agency models. As a result, these models have to some extent replaced the original counselling theory models of supervision, and supervisors may utilise several different models to qualify and simplify the complexities of supervision (Powell, 1993). This paper will briefly look at a definition of supervision, and an outline of two different models agency and developmental. What is Supervision? Supervision is the process where by a counsellor can speak to someone who is trained to identify any psychological or behavioural changes in the counsellor that could be due to an inability to cope with issues of one or more clients. A supervisor is also responsible for challenging practices and procedures, developing improved or different techniques, and informing clients of alternative theories and/or new practices, as well as industry changes. The supportive and educative process of supervision is aimed toward assisting supervisees in the application of counselling theory and techniques to client concerns (Bernard Goodyear, 2009). The supervisor is responsible for monitoring the mental health of their supervisee, in turn protecting the public from unhealthy counsellors. Counsellors can face issues such as transference and burn out without any recognition of the symptoms. A supervisor should notice the symptoms before the counsellor (Australian Counsellors Association, 2009). Supervision is a formal arrangement for counsellors to discuss their work regularly with someone who is experienced in counselling and supervision. The task is to work together to ensure and develop the efficiency of the counsellor/client relationship, maintain adequate standards of counselling and a method of consultancy to widen the horizons of an experienced practitioner (ACA, 2009). The supervisors primary role is to ensure that their clients are receiving appropriate therapeutic counselling. By ensuring the counsellor continually develops their professional practice in all areas, the supervisor ensures a counsellor remains psychologically healthy. The supervisor is also responsible for detecting any symptoms of burn out, transference or hidden agendas in the supervisee. The Australian Counsellors Association (2009) recommends that supervisors cover the following as a matter of course: Evaluation Supervisees counselling; Developing process of self-review; Quality assurance; Best practice; Service outcomes of service delivery; Identifying risk for supervisee and clients; Referrals; Follow up on client progress; Helping the counsellor assess strengths and weaknesses. Education Establishing clear goals for further sessions; Providing resources; Modelling; Explaining the rationale behind a suggested intervention and visa versa; Professional development; Interpreting significant events in the therapy session; Convergent and divergent thinking; Use of self; Topping up; Facilitating peer connection; Duty of care; Legal responsibilities. Administration Procedures; Paperwork; Links; Accounting; Case planning; Record keeping; Insurance. Support Advocate; Challenge; Confront; Empower; Affirm; Availability; Empowering; Use of self. A range of different models have evolved to provide a framework for these topics within which supervisors of can organize their approaches to supervision, and act as an aid to understanding reality (Powell, 1993). Agency Model of Supervision Kadushin Kadushin describes a supervisor as someone to whom authority is delegated to direct, coordinate, enhance, and evaluate on-the-job performance of the supervisees for whose work he/she is held accountable. In implementing this responsibility, the supervisor performs administrative, educational, and supportive functions in interaction with the supervisee in the context of a positive relationship (Powell, 1993). In educational supervision the primary issue for Kadushin is the counsellor knowing how to perform their job well and to be accountable for work performed, and developing skills through learning and feedback. The object is to increase understanding and improve skill levels by encouraging reflection on, and exploration of the work (Tsui, 2005). In supportive supervision the primary issue is counsellor morale and job satisfaction, as well as dealing with stress. The stresses and pressures of the coaching role can affect work performance and take its toll psychologically and physically. In extreme and prolonged situations these may ultimately lead to burnout. The supervisors role is to help the counsellor manage that stress more effectively and provide re-assurance and emotional support (Tsui, 2005). The administrative function is the promotion and maintenance of good standards of work and adherence to organisational policies and good practice. This includes reviews and assessments. The interpretation here is that the supervisor inducts the counsellor into the norms, values and best practices. It is the community of practice dimension ensuring that standards are maintained (Tsui, 2005. Not every supervision session will involve all three areas or functions, and at different times there may be more of a focus on one area rather than another. The supervisor cannot avoid the pressure that arises from their responsibility to the workplace, other staff, and to clients. No simple model of supervision is to be expected to be practical in every situation. Supervisors are expected to adapt approaches to the developmental level of supervisees, and both must adapt to the varying demands of any professional situation (Powell, 1993). For this model, the focus of supervision is as a prompt for behavioural change and skill acquisition. The emphasis is on persuading staff to learn how to use oneself in counselling to promote behavioural change in the client (Powell, 1993). The supervisors attention should be on the activities of the supervisee rather than on study of the supervisee themselves. With a focus on the activity, rather than the worker, it allows the supervisee to listen to constructive criticism rather than feeling compelled to defend themselves from a personal attack (Tsui, 2005). This model has several strengths in that it is very flexible, and open to exploration and experimentation. It is also more challenging for both the supervisor and supervisee. This style of supervision can be tailored to meet different needs and variables. This model may prove unsatisfactory when the supervisor has insufficient experience to be able to provide proper direction and support, and where supervisor skills do not allow for appropriate evaluation of the supervisee (Powell, 1993). Developmental Models of Supervision Erskine Underlying developmental models of supervision is the notion that as people and counsellors we are continuously growing and maturing; like all people we develop over time, and this development and is a process with stages or phases that are predictable. In general, developmental models of supervision define progressive stages of supervisee development from novice to expert, each stage consisting of discrete characteristics and skills (Bradley Ladany, 2000). For example, supervisees at the beginning or novice stage would be expected to have limited skills and lack confidence as counsellors, while middle stage supervisees might have more skill and confidence and have conflicting feelings about perceived independence/dependence on the supervisor. A supervisee in a later developmental stage is expected to employ good problem-solving skills and be reflective about the counselling and supervisory process (Haynes, Corey, Moulton, 2003). Erskine (1982) identifies three stages in the development of the skills of a therapist, each of which represents specific characteristics and responds to specific training needs. In the beginning stage of training, therapists have operational needs as they are developing professional skills, a sound theoretical reference system, and intervention techniques. They also have emotional needs: to feel comfortable in their professional role, to be reassured of their ability to do the work, and to feel adequate to act in this new undertaking. This is the stage at which trainees most need positive motivations centred on their skills so that they can know their strengths and on which they can build their skills. Erskine (1982) suggests temporarily ignoring what the trainee does not do well so as to reduce any feelings of inadequacy and to support self esteem, provided this does not cause harm to the trainee or clients. During the intermediate stage of training, Erskine proposes that trainees need to reinforce their personal identity as therapists, learn to define the direction of treatment, and draw up a treatment plan. At the personal level, their goal is to integrate their sense of self and to work on their emotions in order to understand and solve any personal difficulties that might create obstacles to their contact with clients. According to Erskine, in this second phase, trainees personal therapy is of highest importance (Bradley Ladany, 2000). During the advanced stage of training, trainees need to learn various approaches and to integrate theoretical frameworks, to recognise alternative interventions, and to choose among them so as to encourage flexibility. Trainees must also practise self-supervision and learn to differentiate between observations of behaviour, and theorising about observations (Stoltenberg Delworth, 1987). One of the potential drawbacks of developmental models is that not only do people learn in different ways but they also develop at diverse speeds, in varied areas. The development model does not show how the supervisee develops and moves from one stage to the next, and how this progress is connected to the supervision process (Bradley Ladany, 2000). For this model, it is necessary to modify the relationship to meet the supervisees needs based on their current developmental level. Supervisors employing a development approach to supervision need to be able to accurately identify the supervisees current stage of development and provide feedback and support appropriate to that developmental stage, while at the same time assisting the supervisees advancement to the next stage (Stoltenberg Delworth, 1987) Commonalities Regardless of the model used or theoretical background, any model or theory of supervision should cover some common fundamental principles. Supervisors are responsible for the professional developmental of those under supervision. These responsibilities involve issues such as informed consent, confidentiality, and dual relationships (ACA, 2009). Ethical and legal concerns are central to supervision. The balance between a supervisory relationship and a therapeutic one only becomes a problem when the supervisor discovers that personal problems hold back the supervisee. The supervisory relationship becomes a dual relationship if the supervisor tries to become the students therapist. A dual relationship is considered unethical (Powell, 1993). Dual relationships can occur in different ways. A supervisory relationship can develop into a close, emotional relationship between supervisor and supervisee. The supervisory relationship will in this situation be less effective and supervision should not continue. In consensual relationships the emotional relationship can continue; however, the professional relationship has to end. The supervisory relationship needs to be governed by the same ethical principle as is the therapeutic process (Powell, 1993). Different ways of evaluating the supervisory process are important both for the supervisor and the supervisee. Establishing a contract for the supervisory relationship makes evaluation easier. The contract should include the students developmental needs, the supervisors competencies, and supervisory goals and methods (Stoltenberg Delworth, 1987). Throughout the supervision process, the supervisor is responsible for evaluating the quality of the supervisory relationship (Powell, 1993). This responsibility especially comes to bear when a conflict arises or an impasse develops. Investigating problems and challenges often begins with asking questions about various aspects of the supervisory relationship. When asking these questions, it is important to consider not only how the counsellor may be contributing to a problem but also how the supervisor may be contributing. The supervisor has a responsibility to ensure that confidentiality is maintained, and any information obtained in a clinical or consulting relationship is discussed only for professional purposes and only with persons clearly concerned with the case (ACA, 2009). Conclusion Supervision is not a senior counsellor watching over the shoulder of a new or junior counsellor. Nor is it a conversation between two practitioners, or a dialogue of personal matters with a counsellor. It is a distinct intervention, to enhance professional functioning and monitor the quality of counselling services being provided (Bernard Goodyear, 2009). Clinical supervision is a complex activity; it can be education or support, assists with confidence or doubts, it can process through different levels or stages. The competent clinical supervisor must embrace not only the domain of psychological science, but also the domains of client service and trainee development. The competent supervisor must not only comprehend how these various knowledge bases are connected, but also apply them to the individual case (Bradley Ladany, 2000). The purpose is to help identify obstacles that prevent the supervisee from learning, growing and ultimately helping their client. No matter what theoretical framework is used, supervision can be used as a means to develop professionally. Like any other relationship in life it is not perfect, nor is it an answer to every problem. Like any other relationship, it is necessary to be honest, consistent, and dependable, and work hard to build trust. Supervisors and supervisees have to work together to make it successful. Powell (1993) theorised that the emphasis should not be on why a counsellor feels a certain way, but on being able to put a end to behaviours that inhibit change. Powell advises professionals to develop their own model of supervision in order to understand what one is doing and why. Whatever model of supervision if employed, a supervisor should seek to encourage ongoing professional education, challenge the supervisee to improve their skills and techniques A supervisor should intervene where client welfare is at risk, and ensure that ethical guidelines and professional standards are maintained. A supervisee should endeavour to uphold ethical guidelines and professional standards, be open to change and alternative methods of practice, maintain a commitment to continuing education and consult the supervisor in cases of emergency. Supervision, regardless of any model used, should enable counsellors to acquire new professional and personal insights through their own experiences. REFERENCES Australian Counsellors Association (2009). Professional Supervision. Accessed 2nd February 2010. http://www.theaca.net.au/docs/Supervision_Complete.pdf Bernard, J. M., Goodyear, R. K. (2009). Fundamentals of clinical supervision (4th ed.). Needham Heights, MA: Allyn Bacon. Bradley, L.J., Ladany, N. (2000). Counsellor Supervision: Principles, Process and Practice. Philadelphia, PA: Brunner-Routlege. Erskine, R. G. (1982). Supervision for psychotherapy: Models for professional development. Transactional Analysis Journal, 12, 314-321. Falender, C. A., Shafranske, E. P. (2004). Clinical supervision: A competency-based approach. Washington, DC: American Psychological Association. Haynes, R., Corey, G., Moulton, P. (2003). Clinical supervision in the helping professions: A practical guide. Pacific Grove, CA: Brooks/Cole. Powell, D. (1993). A developmental approach to supervision. In Clinical supervision in alcohol and drug abuse counselling. (p. 58-84). New York, NY: Lexington Books. Stoltenberg, C. D., Delworth, U. (1987). Supervising counsellors and therapists. San Francisco, CA: Jossey-Bass. Tsui, Ming-Sum (2005). Social work supervision: contexts and concepts. Thousand Oaks, CA: Sage Publications.

William Faulkner’s The Sound and the Fury Essay -- Faulkner Sound Fury

William Faulkner’s The Sound and the Fury In William Faulkner’s The Sound and the Fury, the image of honeysuckle is used repeatedly to reflect Quentin’s preoccupation with Caddy’s sexuality. Throughout the Quentin section of Faulkner’s work, the image of honeysuckle arises in conjunction with the loss of Caddy’s virginity and Quentin’s anxiety over this loss. The particular construction of this image is unique and important to the work in that Quentin himself understands that the honeysuckle is a symbol for Caddy’s sexuality. The stream of consciousness technique, with its attempt at rendering the complex flow of human consciousness, is used by Faulkner to realistically show how symbols are imposed upon the mind when experiences and sense perceptions coalesce. Working with this modernist technique, Faulkner is able to examine the creation function of symbols in human consciousness. The occurrences of honeysuckle in the Quentin section suggest that Quentin came to view this plant as a symbol for Caddy’s sexuality involuntarily. When Quentin attempts to convince his father that he was the one who impregnated Caddy, he connects honeysuckle with his sister’s loss of virginity: â€Å"I fooled you all the time I was in the house where that damn honeysuckle trying not to think the swing the cedars the secret surges the breathing locked drinking the wild breath the yes Yes Yes yes† (94). In Quentin’s memory of the night Caddy lost her virginity, he recalls honeysuckle as a significant element of the event. In addition, he is hostile towards the plants and its meaning, which can be seen in his damning of it. This connection to the sexual act and the hostility, which is ascribed to it, suggests the internal conflict in his anger... ... of our deepest memories, rather they are active forces in our life, capable of controlling the mind of the individual. Works Cited Bauer, Margaret D. Southern Literary Journal. â€Å"`I Have Sinned in That I Have Betrayed the Innocent Blood': Quentin's Recognition of His Guilt.† 2000: 32.2 70-90. Bockting, Ineke. Style. â€Å"The impossible world of the `schizophrenic': William Faulkner's Quentin Compson.† 1990:24.3 484-498. Kartiganer, Donald M. â€Å"The Meaning of Form in The Sound and the Fury.† The Sound and the Fury. Ed. David Minter. New York: W.W. Norton and Company, 1994. 333. Vickery, Olga W. â€Å"The Sound and the Fury: A Study in Perspectives.† The Sound and the Fury. Ed. David Minter. New York: W.W. Norton and Company, 1994. 285. Zender, Karl F. American Literature. â€Å"Faulkner and the Politics of Incest.† 1998: 70.4 739-766.

Analysis of Current Accounting System Essay

1. Terms of reference 1.1.1 This report has been prepared to cover the requirements of the learning and assessment area Principles of Internal Control and Evaluating Accounting Systems at Level 4 of the Association of Accounting Technicians (AAT) Diploma in Accounting qualification. 1.1.2 This report forms an evaluation of the Accounting System of the Inkwell Limited. 1.1.3 The main purpose of the report is: To evaluate the accounting system and procedures that are currently in place at IWL To identify weaknesses within the system, suggest possible improvements and make recommendations for improvement. To analyse cost benefit for suggested improvements. 2. Executive summary 3. Methodology 3.1.1 This report has been prepared using information provided by AAT case study text and study materials from Home Learning College. 3.1.2 Research for the recommendations has been made using internet. A list of websites used can be found in Appendix 1. 3.1.3 In developing the report support and assistance from my Home Learning College tutor was provided. 4. Introduction 4.1. Inkwell Ltd (IWL) was formed seven years ago. IWL is the medium-sized company that supplies a complete range of re-manufactured inkjet and laser toner cartridges that are fully compatible with all major printers. Since its launch IWL has grown steadily and now has revenue of over  £16 million. The company employs around 180 full-time employees. 4.2. IWL has adopted the functional structure system with three departments i.e. finance, sales and purchases. The BODs comprised of Managing Director, Sales Director and Finance Director is responsible for all decision-making activities in the company. The management structure chart can be found in Appendix 2. 4.3. The main purpose of accounting function of the IWL is to collect and process information from other departments in order to prepare statutory and management accounts as well as to determine the price of cartridges the company can pay for in order to achieve required profit margin (management accounting). The Finance Departme nt is also responsible for making sure that inventory levels meet IWL’s policy, the company’s credit rating is kept strong, management accounts are prepared every month, orders from suppliers are monitored and supplier payments are arranged for. 4.2 To make an effective use of the accounting systems and procedures in place the finance department has been divided into two main areas of accounting i.e. financial accounting and management accounting (cost accounting). The area of financial accounting has been further sub-divided into the sections of general ledger and inventory, purchase ledger, sales  ledger, payroll and personnel database. The chart showing the structure of The Accounts Department is provided in Appendix 3. 4.2.1 Sections within the finance department interact and maintain a relationship with other departments. The information flows to general ledger from the sales ledger, purchase ledger and payroll, personnel section and shops. The general ledger provides information to the Company Accountant for the purpose of preparing monthly management accounts and approving supplier payments, to The Finance Director for the purpose of preparing financial statements and to the Sales Director for the purpose of costing IWL’s products. The Purchase Ledger section has a direct relationship with the General Ledger and the IWL’s suppliers. The Sales Ledger section maintains a close relationship with the sales department as well as with the General Ledger. The Payroll and Personnel Database section is working closely with shop managers from whom it collects the information to prepare payroll for employees. The department also co-operates with external users such as HMRC in order to comply with statutory requirements. The Costing Section is working closely with The Sales Director. 4.3 The objective of financial statements is to provide information about the financial position, performance and changes in financial position of an enterprise that is useful to a wide range of users such as suppliers, customers, government agencies or financial institutions in making economic decisions, for instance, whether to grant a loan or to give credit to the company. At the financial year end the Finance Director at IWL prepares the following financial statements: 4.3.1 Income Statement: this statement provides information about the financial performance of the company in terms of revenue from sales, costs and expenses incurred to generate the profit. It also provides information about gross and net profit generated for past financial periods. It is also referred to as the Profit and Loss Account. 4.3.2 Statement of Financial Position: this statement shows the financial position of the company at the end of each financial year. It provides the information about the company’s assets, liabilities and the equity claim of its shareholders. It is also referred to as the Balance Sheet. 4.3.3 The Statement of Cash Flow: this statement provides a link between the Income Statement and Statement of Financial Position as at the year end of the  previous and current financial years. Its main purpose is to reconcile liquid funds to profit by providing an analysis of cash inflows and outflows from operating, investing and financing activities. 4.4 A stakeholder is an entity that can be affected by the results of a company in which they are said to be stakeholders, i.e. that in which they have a stake. The critical external stakeholders for IWL have been identified as follows: 4.4.1 The financial institutions- IWL has a strong relationship with its bank. Through producing a series of convincing annual business plans, the company directors have been able to raise sufficient finance to grow IWL into a significant player in the cartridge supplies sector. Without this co-operation it would be much harder to expand the Company to its current position. They are IWL’s stakeholders because they lent money to The Business and they would be affected in case The Company becomes insolvent. 4.4.2 Customers- the IWL has a base of around 120 large trade customers. These customers account for 20% of IWL’s revenue. It is imperative to maintain good relationship with customers in order to remain competitive and have high customer satisfaction level. Customers are categorised as stakeholders because the company’s actions can affect their financial position. 4.4.3 Government- The government is interested in businesses as they set out the regulations and need the businesses to do well to keep the economy healthy. Economic policies introduced by The Government through taxation, and the ability of The Government to influence interest rates, impact on the business through prices and costs. The company needs to make sure that it is paying the right amount of tax and VAT and that it complies with all government’s policies and accounting standards. 4.5 IWL is the medium-sized, centralized, manufacturing company operating nationwide. For a small sole trader or partnership type organisation, like off-licence shop, there are likely to be few transactions to process. As a result the basic single entry record system, with detailed cash book, would most likely be used. A simple structure where the owner or partners make all the decisions related to the business would also be adopted. However, the single entry system lacks controls necessary to verify the accuracy of the postings and therefore would not be practical in circumstances where a high  volume of business transactions had to be processed. Medium and large sized companies will most likely use more sophisticated, double entry bookkeeping system. Higher amount of transactions would require more people to operate it and therefore the structure would be more sophisticated too, with either divisional or matrix structure adopted. The IWL uses double entry system. 5 Analysis of the Current Accounting System 5.1 The main external regulations the IWL has to comply with has been identified as: 5.1.1 The Company Law- compulsory legislation that governs the formation and registration of limited companies. It sets out the responsibilities of companies, their directors and secretaries and also determines the requirements relating to the preparation of Financial Statements of a company. It is legally binding on all limited companies in UK. In case of any changes in The Company LAW, staff training may be required to ensure compliance which will affect The IWL’s cash flow and availability of resources i.e. staff released for training. 5.1.2 The Pay As You Earn (PAYE) Regulations- this regulation apply when a business organisation employs individuals and sets out the requirements for deducting PAYE income tax and National Insurance Contributions (NIC’s) from payments made to employees. The regulation also stipulates rules for sending PAYE income tax and employees’ NIC’s to HMRC and identify the forms and returns that must be kept and submitted when administering the scheme. Any changes to the regulations i.e. change of the company tax rate or the National Insurance Contribution (NIC) has a direct effect on IWL because these are statutory requirements and The BODs need to make sure the staffs are appropriately trained and that they comply with the regulations. This may require substantial cash outlay as well as additional labour to provide cover for absent staff so these sorts of changes may significantly affect the Company’s finances. Accounting Standards-these are the regulations and codes of practice which have been developed to try to reduce the number of different interpretations and treatments used by accountants in preparing and presenting the Financial Statements for limited companies. This regulation have a direct impact on the company’s actions, as IWL is a limited company and have to prepare Financial Statements each year. The  Finance Director, being ACCA qualified, is applying accounting standards while preparing the financial statements. Changes made to the standards may require the Finance Director to undertake additional training which again will affect the company’s finances and the availability of staff. 5.1.4 The Data Protection Act 1998- the act lays down the principles by which the personal data should be managed by ‘data controllers’. Business organisations that keep personal data in respect of living and identifiable person are data controllers. The IWL has Payrol l and Database section in the Accounts Department therefore is obliged to comply with the regulation. Only authorised members of staff are to use IWL’s computers. In case of any changes in the Data Protection Act 1998, the Company may be required to, for example, purchase new safe for keeping the records in safe and secure way or to purchase new database software to meet the requirements of the regulation as well as train staff and review and implement changes in company’s policies. 5.2 Fraud is an intentional act by management or employees in order to obtain an unfair or illegal advantage. The most common causes of fraud in a business can be identified as a lack of operational internal control procedures within the business, lack of internal anti-fraud controls, especially risk management, as well as a lack of internal audit. In order to improve fraud and theft detection, the BODs needs to regularly review company’s fraud policies and procedures to ensure that they effectively reduce risk, improve processes and are in compliance with prevailing laws and regulations. This involves identifying the company’s specific fraud risks and then developing and implementing controls, procedures and operational changes to mitigate those risks. 5.3 The most common types of fraud can be identified as the theft of assets and corruption. The effects of the fraud activities can devastate the company in various ways, for instance, financial loss, external confidence , company morale or increased audit costs. Theft- this is probably the most common method of fraud, usually carried out because staff are presented with opportunities due to lack of physical controls and little or no segregation of duties with individual members of staff being given too much personal control over procedures. Impact of the theft can be fairly easy quantified. If, for  example, the manager overstates the hours worked by an employee, these can be easily calculated by multiplying the rate per hour by hours worked. In fact this is stealing the company’s time and subsequently money. There is a high risk of such an activity occurring within IWL shops as the company has no procedure in place for sales, warehouse or administrative staff to sing in or out when they arrive or leave work. This type of fraud often happens without knowledge of the management. 5.3.2 Corruption- this form of fraud usually involves a dishonest member of staff working in collusion with others to commit acts of fraud. The example of su ch an activity is changing contract terms and conditions after it have been awarded in favour of the supplier. There is a great possibility of this type of fraud occurring in the IWL’s due to lack of internal control procedures for purchasing inventory. This results in loses to the company because, the company is paying more for the product therefore reducing the Company’s revenue. 5.4 The accounting system can support internal control by means of setting the standards and using of control systems. 5.4.1 Standards allow the organisation to define its expectation of how things should be achieved. They allow the management to monitor the performance of the employees. These standards can be based on what the organisation expects from the staff, for example, implementing of company’s procedures. The organisation will generally outline to the staff what it expects in relation to performance levels, like cost of ensuring work is carried out effectively and that the deadlines are met, as well as in relation to the error allowance. Standards should be set in relation to the organisation’s objectives and goals. A tool commonly used for the purpose of measuring performance is that of standard costing. A main feature of standard costing is variance analysis, where differences between budgeted and actual figures are monitored. This allows the organisation to identify where changes may be required. 5.4.2 Use of control in systems is aimed at ensuring that the plans of organisation are being met. Deviations found by the control monitors should be investigated and if they negatively affect organisation then corrective action should be taken. An internal control system includes all the policies and procedures adopted by the organisation to achieve the objectives of: Effective conduct of the business, Implementation of internal policies and procedures, Safeguarding the assets of the organisation, Detecting and preventing incidences of fraud and error, The accuracy and completeness of the financial records, The timely preparation of reliable financial information. Regardless of the size of the organisation the accounting system must be reliable, cost effective and capable of being used effectively by the person(s) operating it. An accounting system of the IWL is a collection of computerized and manual accounting processes, procedures and controls created to collect, record, classify, summarize and interpret financial data for decision making by management. The record keeping systems of IWL meet organisation’s requirements for financial information. The Strengths, Weaknesses, Opportunities and Threads (SWOT) analysis has been prepared to identify those areas of the current accounting system that do not operate satisfactory and can be found in appendix 4. The analysis showed that the work is going through the correct sequence of events and processes and that there is good segregation of duties within the department. However, there are areas where the systems could be improved. These have been identified as better staff training and introd uction of audit trail. Better trained staff would become specialised in the area they operate which would enable them to complete tasks more efficiently and effectively and therefore reduce costs. The audit trail would minimise potential for error and would act as a control tool for staff activity. Weaknesses Identified Within The Accounting System The weaknesses that rise potential for error and possible exposure to fraud within The Accounting System of the IWL have been identified as insufficient staff training and lack of audit trail procedures. 6.2 Insufficient staff training caused many problems during the last six months period. There was not enough cover in the sales ledger section when the clerk was off sick or on holiday leave which caused accumulation of work that affected other departments as the financial information was not presented in the timely manner. The fact that no one was able to provide cover was evident proof of staff training needs. Another area where problems  occurred due to lack of training is that of the payroll and database section. The clerk was provided with only one day in-house training of how to operate payroll software and this resulted in mistakes with the staff salaries calculations. This is the example of error that occurred because of the lack of training. Some of them have been underpaid what may result in lower staff morale and de-motivate them which will result in worse productivity or alternatively may give a reason to commit fraud. Work could be delegated to different persons what would also act as an anti-fraudulent control because the person providing cover could spot any unauthorised or suspicious activities and report it to the management. It is recommended that all staff should be sent for training in order to become multi skilled. 6.3 Another weakness identified is the lack of internal audit procedures within the accounts department of the IWL. The impact on the organisation may be significant to the company in terms of money and reputation, should the fraud activities took place. Internal audit has proved to be the most successful method of detecting fraud. It would be advantageous to any organisationif its internal audit function were able to advise management on identifying and assessing the risks associated with fraud co uld review and monitor the internal control procedures in place to minimise the risk of fraud and also actively engage in detection of fraud within the accounts function. Internal controls are also successful as means not only of deterring or preventing fraud, but also of exposing acts of fraud. Many of the causes of fraud can be guarded against and, together with analysis of reports and trends and the investigation of errors and anomalies, fraudulent activities are often expose. The typical measures introduced in practice to help deter and prevent fraud has been identified as: Educating staff and raising awareness of the possible types of fraud and the likely impact of fraud on the organisation and its stakeholders. Whilst there is a belief that that such education could not only alert staff to types of fraud but could also encourage staff to indulge in fraudulent activities, research shows that money spent on educating staff and promoting staff awareness does in fact deter fraud and in the long run benefits outweigh costs. 6.4.2 Monitoring performance and making sure that accounting procedures are being followed. One member of staff, for instance accounting technician when his review and recommendation process is  completed, could be delegated to perform this task with all the discrepancies and suspicious activities reported to the management and appropriate action taken to mitigate risks. 6.5 The company can support individuals who operate accounting sys tems using training, manuals and written information and help menus. 6.5.1 Training- well trained staffs operate their accountancy systems more effectively than the untrained staffs. A review of the training needs of the company and its accounting staff has been undertaken, these have been identified as follows: General ledger and inventory clerk- appropriate training in the work of the Sales Clerk would relieve pressure from the Sales clerk who has no accounting or credit control qualification and who has a heavy workload during busy periods. 6.5.1.2 Purchase ledger clerk- this member of staff is already familiar with the work of the sales ledger section and an update of skills in this area is worth considering. The Purchase Ledger clerk is part AAT qualified and expressed an interest in studying for intermediate level 3 exams. 6.5.1.3 Sales ledger clerk and credit controller- this staff member has experience of the purchase ledger having worked as a Purchase Ledger Clerk before joining IWL. Some further training in this area would give a greater degree of flexibility. The clerk has expressed an interest in professional accountancy training and this should be encouraged. 6.5.1.4 Payroll and Personnel Database clerk- this staff member is working on a recently installed system has a heavy workload and is in need of additional training. Further training by a company who sold IWL new system is recommended. The clerk has an accounting qualification but further training should be discussed. 6.5.1.5 Costing technician- this is the only member of staff that has the experience to operate costing system. This member of staff shows reluctance to gain accounting qualification. The issue needs to be reso lved to the benefit of the company. 6.5.2 Manuals are files containing documents which provide the user with detailed information relating to procedures and operating activities. An example of the manual is handbook created by the Finance Director of the IWL relating to the IT systems. 6.5.3 Help menus- are aimed at providing assistance to the system user by allowing them to query items relevant to their effective use of the system. It provides the information on how to use the software in the correct manner. Sage payroll has such a facility in place. 6.5.4 Written information- the example may be company policy handbook issued by the Finance Director. 6.6 Every member of accounting staff is required to comply with statutory and organisational requirements. The types of controls that can be put in place to ensure compliance may include: data security controls and administrative controls. 6.6.1 Data security controls are put in place to ensure that the organisation’s data files are not subject to unauthorised access, change, disclosure to unauthorised persons, loss, damage or destruction. The IWL has a data security controls in place, however these are not being adhered to properly. It is recommended that staff should be informed about requirements of changing the password regularly and that unauthorised person should not be given access to the company’s computers. 6.6.2 Administrative controls can be categorised as segregation of duties, written policies and procedures and supervision. Due to lack of staff training, it is not possible to segregate and share duties between workers as they are not multi-skilled. This rise a possibility of error occurring as well as fraudulent manipulation of the system. Written policies are in place however, accountability and responsibility for implementing should be clearly defined. Every member should be informed about the consequences in case the procedures are not followed. Supervision of individuals or groups involved in the processing, checking and use of information within the system is essential. It is recommended that the activities of staff should be controlled by either member of the BODs or the Company Accountant. 6.7 The potential areas of fraud arising from lack of control within the accounting system have been identified as inventory control section and the purchase ledger section. Inventory control system would benefit from acquiring the Purchase Order Processing module which would improve the accuracy and reliability of the inventory control and would minimise risk of fraud. The Purchase Ledger section need more supervision as the Purchase Manager seems to be the most unreliable and suspicious person.

Cadmium Facts - Periodic Table

Cadmium Facts - Periodic Table Cadmium Atomic Number 48 Cadmium Symbol Cd Cadmium Atomic Weight 112.411 Cadmium Discovery Fredrich Stromeyer 1817 (Germany) Electron Configuration [Kr] 4d10 5s2 Word Origin Latin cadmia, Greek kadmeia - ancient name for calamine, zinc carbonate. Cadmium was first discovered by Stromeyer as an impurity in zinc carbonate. Properties admium has a melting point of 320.9Â °C, boiling point of 765Â °C, spcific gravity of 8.65 (20Â °C), and a valence of 2. Cadmium is a blue-white metal soft enough to be easily cut with a knife. Uses Cadmium is used in alloys with low melting points. It is a component of bearing alloys to given them a low coefficient of friction and resistance to fatigue. Most cadium is used for electroplating. It is also used for many types of solder, for NiCd batteries, and to control atomic fission reactions. Cadmium compounds are used for black and white television phosphors and in the green and blue phosphors for color television tubes. Cadmium salts have wide application. Cadmium sulfide is used as a yellow pigment. Cadmium and its compounds are toxic. Sources Cadmium is most commonly found in small quantities associated with zinc ores (e.g., sphalerite ZnS). The mineral greenockite (CdS) is another source of cadmium. Cadmium is obtained as a by-product during treatment of zinc, lead, and copper ores. Element Classification Transition Metal Density (g/cc) 8.65 Melting Point (K) 594.1 Boiling Point (K) 1038 Appearance soft, malleable, blue-white metal Atomic Radius (pm) 154 Atomic Volume (cc/mol) 13.1 Covalent Radius (pm) 148 Ionic Radius 97 (2e) Specific Heat (20Â °C J/g mol) 0.232 Fusion Heat (kJ/mol) 6.11 Evaporation Heat (kJ/mol) 59.1 Debye Temperature (K) 120.00 Pauling Negativity Number 1.69 First Ionizing Energy (kJ/mol) 867.2 Oxidation States 2 Lattice Structure Hexagonal Lattice Constant (Ã…) 2.980 Lattice C/A Ratio 1.886 References: Los Alamos National Laboratory (2001), Crescent Chemical Company (2001), Langes Handbook of Chemistry (1952), CRC Handbook of Chemistry Physics (18th Ed.) Return to the Periodic Table Chemistry Encyclopedia

Take in Stride

Take in Stride Take in Stride Take in Stride By Maeve Maddox A reader is curious about the expression â€Å"to take in stride†: What exactly does it mean and where does the expression come from? The verb stride is one of those lovely old words to survive from Old English. As an intransitive verb, stride means to walk with long or extended steps. The word connotes confidence and purpose. The past tense is strode; the past participle is stridden. The word is frequent in tales of knighthood: From out of the forest strides Merlin, dramatic, cape flowing When [the Green Knight] came to the water he would not wade it, but sprang over with the pole of his axe and strode boldly over the brent that was white with snow. The White Knight had stridden  confidently forward, armor glinting in the sun Stride is alive and well in contemporary contexts: From the start there was something about Woods’ air of invincibility that rubbed me the wrong way as I  watched him stride  down a fairway. It was a case of playing for pride when The Reds strode out onto the field for the final metro of the spring season. The verb bestride is not much used by modern writers, but can be found in literature. It means â€Å"to straddle or to step across.† For example, one bestrides a horse. A victor bestrides his enemy as he stands above him with a foot at each side of the prostrate body. Cassius vividly describes the ambitious Caesar as a giant standing high above ordinary people: Why, man, he doth bestride the narrow world Like a Colossus, and we petty men Walk under his huge legs and peep about To find ourselves dishonorable graves. As a noun, stride refers to a long step taken in walking: Having a longer stride can give you the edge you need when it comes to competing in a race.   In late 2007, the crossing [of Ladd Creek] was simply a long stride from one large rock to another. Idioms like â€Å"take in stride† are based on the noun. Here are the most common: to take in stride: to accept advances or setbacks as normal, to be dealt with as they arise. The image is of a person walking along without stopping for distractions. Examples: Successful traders take losses in stride. There was a time when Americans  took political  cartoons  in stride Paul Ryan  takes  fame and hecklers  in stride. to get into stride/to hit one’s stride: to reach a comfortable and efficient pace. Runners use this idiom in a literal sense to refer to getting into stride before reaching their optimum pace. Figuratively, it refers to the process of settling into a new job or situation. Examples: But Higuain is not the only striker who has struggled to get into his stride in front of goal in this tournament. How Long Did It Take To Hit Your Stride? to make strides: to make progress Lauvao making  strides  as he adjusts  to  Washingtons offense Future MBAs  Make Career Strides to break stride: to deviate from a steady pace while walking, running, or marching. This is another sports term that may be used literally. Figuratively, â€Å"to break stride† would be to pause or stop whatever one is doing. Paper blowing across the track can cause a horse to break stride. Rocco followed with a spiel that I clocked at five minutes and that never broke stride or, to my ear, approached coherence. to put off stride: to cause someone to deviate from a steady stride or movement in sports; to interfere with someone’s expected progress; to disconcert. The horse left his feet and was thrown  off stride  for a brief time. We like people who can laugh at themselves, who can find something risible in the news, and who may put an opponent off stride with some anecdotal jibes. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:50 Handy Expressions About HandsSocial vs. Societal20 Names of Body Parts and Elements and Their Figurative Meanings

Human Resource Management, Performance Management Assignment

Human Resource Management, Performance Management - Assignment Example An efficient reward system is linked with the system of performance development, which relies on the performance related pay and also offers sufficient role in encouraging the performance of teams, groups, and individuals. Variable pay also plays an important part in boosting performance basically of star performers rather than fixed pay packages. Not many award practices may take the shape of bonuses, gain sharing, team-based motivation, ESOP’s, profit sharing, and also equity-based incentive rewards. 1 An effective management of award system may be advantageous for the performance of employees in many ways. First of all, it will instill an ownership sense amongst all the employees and may also give long-term focus with continual enhancement, lessens service operating costs, highlights teamwork, and reduces the dissatisfaction among employees and improved employee interest in company’s financial position. Only some organizations award their employees for achieving new skills which may adjoin value to the performance of employees and therefore facilitate the process of cross training, job rotation, and self managed work teams. Some organizations also recognize the additional performance by giving recognition rewards and also huge merit rewards for the employee commitment and achieving long-term advantageous outcomes.2 Performance management is a systematic process through which any organization involves its people as individuals and also as members of group, in enhancing the effectiveness of organization in achievement of the firm’s goals and mission. The performance of employee management includes consistently monitoring the performance, planning setting and work expectations, developing performance capacity, and also occasionally rating the performance in a summary fashion. It also considers rewards for good performance. In 1955, there were revisions made by the Government for performance appraisal and also for rewards regulations to bolster the sound management principles.

The Downfall of the Tokugawa Shogunate Essay Example | Topics and Well Written Essays - 2000 words

The Downfall of the Tokugawa Shogunate - Essay Example This can be pointed to the changes in research methods and analysis that are becoming more and more professional, and better equipped. With these kinds of tools, various historical researchers find different evidence that they support as to how the empire fell. Some historians argue that the empire fell due to the social problems that the Tokugawa Shogunate faced during this time amongst them. Other scholars however insist that the empire fell due to the economic problems that the Tokugawa Shogunate empire faced in their last moments. This paper is a critical review of some of the historian’s view of the reason as to why the kingdom fell. The paper does not focus more on the reasons why the empire fell but looks at the conditions that surrounded the fall and how historians have been changing their views over the past years regarding the fall of the Tokugawa Empire. Other historians have criticized some of these historical interpretations. However, a keen look at some of the ar guments that led to the fall of the empire reveals that most historians have a similar view as to why the empire fell with slight differences. From most of their interpretations, the downfall of the Tokugawa Shogunate is attributed to their obsolete methods in economical, political and foreign affairs, other than the civil wars and battles over various positions in the colony among the Samurai. During the reign of the Tokugawa, there was a hierarchy of living. Politicians and those in government were considered to be at the top of the hierarchy while farmer’s carpenters and other laborers were considered to be at the bottom of the hierarchy. Due to this, the Samurai soldiers were fond of numerous killings and would be found cutting off people lower in the hierarchy without any reason1. Due to this, some of the people in the lower hierarchy would resists and come to war with the people in the upper and centre of the hierarchy. This was a common phenomenon since the early perio ds of the empire. Some early Japanese historians attributed this to the fall of the Tokugawa Empire. However, to Sir George Sansom, this is completely wrong. He points out that the oppressions of the Samurai people had been there since the beginning and that this did not point out to the fall of the empire. Published in 1932, Sir George’s history of the Japanese people has been widely used in the US to teach history students. Even though he disagree that the empire fell due to the oppressions felt on the people, he is fast in pointing out that the Tokugawa period was characterized by oppression and feudal rule. He clearly points out that people considered lower in the hierarchy were highly mistreated and some of them killed without mercy. He however points that soldiers solved such disputes and that it had nothing to do with the fall of the empire2. George points out that the Tokugawa government kept to themselves and never opened up to the west that was bringing change to th e rest of the world. Because of this, the government was left alone and continued to practice the old methods of governance, which had poor financial knowledge. Due to this, the economy of the empire did poorly as compared to that of its neighbors who had agreed to accept the west. There was therefore a cultural arrest of the Samurai people due to poor governance. Sir George therefore points out that poor governance led to the downfall of the Tokugawa Empire. This was depicted in many films and plays that was done on japans