Sundiata An Epic of Old Mali Vs. The Odyssey - 971 Words

Sundiata: An Epic of Old Mali Vs. The Odyssey The definition of an epic hero can be defined as one who is triumphant in some manner that reflects the idea of his/her culture. â€Å"Heroes have always dominated mythology, fairy tales, nursery rhymes, history, and literature. No culture seems to lack tales of human, superhuman, or god-like heroes who save the innocent from the wicked, conquer evil, and deliver the threatened and oppressed† (Shunnaq). Sundiata: An Epic of Old Mali and The Odyssey can be compared and contrasted in different ways. Both of these literary pieces are epics that contain heroes who precisely mirror the values of their respective ethnicities. While some values displayed in the epics are similar to each other, there†¦show more content†¦From this action, one can infer that the African culture believed in taking necessary precautions to obtain power, but do not believe in killing others for their pleasure. After reading The Odyssey, one can conclude that the Greek culture values stinginess , spontaneity and stinginess highly. In the epic, Odysseus was trapped on an island with the goddess, Calypso. Instead of him remaining faithful to his wife, Odysseus slept with Calypso. His actions proved that the Greek culture believed in getting what they wanted right away; they do not know what it is like to be patient. Odysseus is also known to be a very stingy character. After he invaded the cyclops’ cave, he and his shipmen, began to raid all of the cyclops’ belongings. The Cyclops eventually arrived angry, and Odysseus being bold told them, â€Å"We’re at your knees in hopes of a warm welcome, even a guest-gift†¦That’s the custom (9. 300-302).† Odysseus displayed revenge after returning to Ithaca and having a battle at his house. He killed all of the suitors who had been feasting at his estate while he was away. Mercilessly, he tortures one of the suitors, Melanthius by ripping his genitals from his body then feeding them to the dogs. That was just a personal enjoyment for him because he already planned on killing Melanthius. One easily concluded from this epic that the Greek culture does not see anything wrong with using revenge as a way of personal gain. Sundiata: An Epic of Old Mali and The Odyssey

Information Literacy and Adult Learners †Free Samples to Students

Question: Discuss about the Information Literacy and Adult Learners. Answer: Evidence based HRM Human resource management is an important concept that focuses on the management of employees and maximizes the performances in respect of the service of an employers strategic goals and objectives. At CERA, human resource management functions include staffing, compensation and benefits for the employees along with designing work and defining the roles and responsibilities of the employees to ensure that the strategic goals and objectives are met properly. According to Sheehan (2014), With the high complexity and need for making decisions at a faster rate, it has become important to make critical choices and decisions for gaining success in the future as well as ensure that the management of human resources in done properly (Sheehan, 2018). According to Marler Fisher (2013), the evidence based HRM has brought several benefits including the combining of managerial judgment with the validated rest results to select the most skilled new employees within the company (cera.org.au, 2018). It could also allow the incompetent individuals benefit more than the highly competent individuals while the task related conflicts would be reduced; thereby improve the work group performance as well. The EBHR would not only facilitate the decision making process for CERA, but would also create a positive impact on the organization as well as its employees (Marler Fisher, 2013). The evidences should be based on researches done on the HR domains including the motivation, coordination of work, organization and individual learning along with innovation and change management. Strategic value of HR function in CERA The strategic human resource management is an important concept that creates a good relationship between the high performance Human resource practices and the firm level financial and market outcomes. The strategic HRM determines the perception of employees at CERA regarding the outcomes generated based on the high performance HR practices that can create a positive impact on the HR practice and performance relationship. The strategic HR practices include managing the human resources and studying the performance of the employees along with the level of absenteeism, organizational citizenship behavior and even the commitment of the organization itself (Kehoe Wright, 2013). From the case study, it could be understood that Israel Tobin should influence Mark French by stating him about the strategic value of the HR functions and its importance at CERA. As a senior HR manager of the company. Israel Tobin could relate to the various issues that were experienced until now and how with the strategic HRM functions, it would be easy to deal with those. He analyzed the previous business scenarios and identified the gaps to check whether it could affect the organization negatively or not. The strategic value of HR function could help in focusing on the strategies and ensure improvement in the HR standardization and automation process too (Marchington et al., 2016). At CERA, there were several issues that could be overcome by the strategic value of HR functions and Mark French should understand this properly. Israel Tobin must implement the HR strategies for higher engagement of employees and enhancing the employee productivity too. The technological advancements and integrated systems could improve the HR functions efficiency as well as transform the entire value of the strategy implemented. Therefore, this is how accurate strategic value of HR function could be obtained at CERA and Mark French would be influenced as well (Jackson, Schuler Jiang, 2014). The CRAP test could be used as an effective tool for deciding whether the website or information sources were valid and credible or not. It would assess the four major areas including the currency, reliability, authority and purpose to check whether the two sources are effective or not during the process of evaluation. It would also check whether the information obtained from the sources are reliable and authentic enough or not to analyze the actual scenarios with much ease (Lengnick-Hall, Lengnick-Hall Rigsbee, 2013). The most important factor that should be considered while conducting the CRAP test could be the information currency and purpose. The credibility of the information is also important for understanding whether the sources and information to address the outcomes are reliable or not (Kramar, 2013). To evaluate the information sources accuracy, various things are needed to be considered such as accessibility to data and information and whether the information are kept upd ated or not. The collected data and information must be suitable to meet the needs of the individual wanting the information and must also be inclined with the current business scenarios. The sources of information must be able to determine the clarity and reliability so that it could enable critical and scientific thinking and at the same time, ensure successful management of human resources at CERA (Perkins, 2016). The Evidence based Human resource management allows the organization to combine the scientific evidences and critical thinking skills with the consideration of various information for managing the human resource functions with ease and effectiveness. CRAP test 1: https://journals.sagepub.com/doi/abs/10.1177/0266242612465454 Components Description Currency The journal articles are kept updated, because of which the information and data are relevant enough concerned with the human resource management. The article was introduced in 2013 and it is often updated for keeping the data and information inclined with the research objectives (Rapchak et al., 2014). Reliability The articles assessed are related to the actual scenario concerned with the management of human resources at CERA. The content is well balanced and proper references have been provided as well, which has improved the accuracy. Authority The author of the article is Maura Sheehan and the source of information is a reliable online website. It contains all the necessary information that are needed and information about the author can also be found along with his other works. There are not many advertisements, which makes it easy to collect the revenant data and information with ease. Purpose The purpose of performing the CRAP test on this article is to conduct future researches and provide the students with relevant information to know about the various aspects of human resource management (Alfes et al., 2013). Table 1: CRAP test 1 (Composed by author) CRAP test 2: https://www.tandfonline.com/doi/abs/10.1080/09585192.2013.816863 Components Description Currency The journal article was published in the year 2013 and it was updated consistently. It consisted of information regarding the HRM as well as something more, which could be essential for research conduction. Reliability The reference are provided properly along with accurate data and information about the sustainable and strategic HRM. Authority Robin Kramar is the author of the article who has provided the best quality information that are required to analyze various business scenarios and understand the importance of sustainable HRM (Kramar, 2013). There are very few advertisements, due to which information accessibility is easy and convenient. Purpose The purpose of obtaining these information and data is to conduct researches and derive positive outcomes all throughout. Table 2: CRAP test 2 Conclusions From the analysis of the above section, it could be understood that the EBHR involved making decisions as well as critically evaluated the importance of information based on critical thinking for enabling continuous learning. This could further strengthen the connection between effective HRM practices and enhance the scopes of research to allow for better decision making. There were various factors that influenced the HR practices and decision-making process and the various HR departments could also enable standardization of policies and manage the evidences properly to promote flexibility as well as benefit the people working at CERA. To influence Mark French, the assessment and monitoring of the employee performances and other related attributes were done, which would create ease in managing the human resources and ensure that the organization function properly within the business environment. Not only the HR functions efficiency would improve, but also the organization would obtai n the relevant skills and knowledge to sustain within the competitive business environment with ease. The CERA test for the two websites consisting of the journal articles was done for understanding the reliability and accuracy of the data and information required to conduct the research and understand its relevance with the concepts of human resource management too. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. cera.org.au. (2018). Cera.org.au. Retrieved 18 March 2018, from https://www.cera.org.au/ Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kramar, R. (2013). Beyond strategic human resource management: is sustainable human resource management the next approach?. Retrieved 18 March 2018, from https://www.tandfonline.com/doi/abs/10.1080/09585192.2013.816863 Lengnick-Hall, M. L., Lengnick-Hall, C. A., Rigsbee, C. M. (2013). Strategic human resource management and supply chain orientation.Human Resource Management Review,23(4), 366-377. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Perkins, K. (2016). The CRAAP Test: An Easy Fun Way to Evaluate Research Sources.RefME Guest Blogger [Internet]. Rapchak, M. E., Lewis, L. A., Motyka, J. K., Balmert, M. (2015). Information literacy and adult learners: Using authentic assessment to determine skill gaps.Adult Learning,26(4), 135-142. Sheehan, M. (2018).Human resource management and performance: Evidence from small and medium-sized firms.SAGE Publications. Retrieved 18 March 2018, from https://journals.sagepub.com/doi/abs/10.1177/0266242612465454

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Multicultural Awareness Paper Essays - Psychotherapy, Free Essays

Multicultural Awareness Paper Essays - Psychotherapy, Free Essays Multicultural Awareness Paper Joan Lesley, Will Darden, Susan Scott, Sarah Pherigo, Laura Rubio BSHS/335 March 30, 2015 Stephanie Chupein Multicultural Awareness Paper As a therapist becomes aware of clients values and beliefs, they have to consider their sets of values and beliefs as well. Good ethical practice begins when a therapist can respect the way others view life, although it differs from the others view. The therapist has to accept the variation of culturally learned assumptions in order to establish an effective therapeutic relationship. If a therapist chooses to practice good ethics, they must become aware of the personal issues of clients in diverse cultures if they want to be effective in their work. Therapists have to learn as much about diversity of cultures so they can build a relationship where the client feels comfortable enough. The client may want to open up and begin working on deep rooted issues which some of those issues may have come from the beliefs, values and system of their culture. References: Schneider, C., Callanan, P., & Corey, G. (2011). Issues and Ethics in the Helping Professions (8th ed.). Retrieved from 9780495812418.

Wharton-XiaYun-essay2,3,4-0920-ec Essay Example | Topics and Well Written Essays - 1750 words

Wharton-XiaYun-essay2,3,4-0920-ec - Essay Example Our conventional approach seemed to break down as we struggled with a series of unique processes and requirements. For supply chain management, an important function in any enterprise, I found not even one division that could act as a stakeholder to initiate the change in the organization. How to overcome this challenge? It seemed impossible to change the culture, mindset, and management of a firm of this magnitude in such a short time. We had to go back to the drawing board to the rethink our approach. I needed to act fast, but without taking any drastic step that would disrupt the situation and jeopardize the progress of the project itself. I needed to â€Å"reset the execution context†. I realized that it was a large community of people with different backgrounds and I should be cautious about the impact of a major cultural change on these people. Keeping that in mind, I decided that instead of trying to sweep changes into divisions as a whole, we needed to take it from the grass root level upwards and take the people into our confidence. We analyzed the firm’s processes further, drilling down to basic elements that could be benchmarked, and broke best practices into smaller solutions that could be executed quickly without major disruption. These small positive results created a confidence for the client in our team. Then we began to implement more advanced supply chain practices, setting forth a path away from the traditional logistics-based thinking. Although we could not yet reform the organizational structure, we could gather support to change the prevailing mindset and that helped accelerate the progress of the project. Then we met the client’s mid-level management and had much less trouble, creating consensus, as â€Å"change† now seemed less threatening. The impressive results we delivered, won their confidence. With the newfound enthusiasm in the decision makers, I had little trouble presenting and convincing them,

Unites States current macroeconomic status Research Paper

Unites States current macroeconomic status - Research Paper Example to zero and in effect risk inflation or raise interest rates in the near future to increase the economys productive capacity (productivity) but at the risk of furthering its recessionary tendencies or forces. The Fed has tried all the monetary tools at its disposal but the economy simply would not budge. The high unemployment rate fell from a high of 9.5% (14 million jobless) to about 9.0% (12.8 million out of work) in December of last year. It further improved to only 8.3% unemployed in February this year, with 227,000 non-farm payroll jobs added (Bureau of Labor Statistics, 2012, p. 1). Most of the new jobs were in professional and business services, health care, hospitality, mining, leisure and manufacturing. A fiscal policy the government is pursuing right now is the signing into law the JOBS Act (or Jumpstart our Business Startups) which is a fancy name for incentives intended for small businesses to more easily raise capital through crowdsourcing (Futrelle, 2012, p. 1) as it en deavors to clear away red tape and hopefully create more new jobs in the process. The Fed is a bit apprehensive about stoking inflationary pressures but the threat of a double-dip recession is a much more real risk and so the Fed is embarking on third-part installment of its quantitative ease program (QE1 & QE2) and dubbed as â€Å"Operation Twist† to bring long-term interest rates lower, but downside is it might again lead to a moral hazard and a financial bubble (Curtin, 2011, p. 1). This monetary policy of the Fed to increase the money supply is consonant with all the other pump-priming activities of the government through its fiscal policies of reducing taxes and increased government spending for certain public infrastructure projects. However, those chronic budget deficits of state governments had nullified most of the benefits of this program, as they in effect struggled to contain their deficits from large expenditures and lowered tax revenues. This was shown in August of 2011

Hrm Interventions Essay Example for Free

Hrm Interventions Essay It is also an important and comprehensive approach to manage employees in the workplace environment. HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. If the HRM continues to practice this way it will lead to the success of the organization and also the organization will start utilizing its employee capabilities completely. Human resources are the most difficult resources to manage in an organization. HRM is responsible for effective designing and implementation of various policies, programs and also about developing and managing knowledge, skills, creativity and talent. HRM focuses on managing physical and emotional capacity of employees. As a result of this the range of HRM is developing day-by-day. Hence, HRM manages harmonious relationships in an organization along with maintaining a balance between organizational goals and individual goals. There are three human resource management interventions: Performance management, Career planning and development and work force diversity. Organization’s human resource specialists perform these change processes. Performance management is an integrated process in which an organizational employees are involved either individually or within a team to achieve its goals and policies. Employee performance management includes: 1)Planning 2)Monitoring 3)Developing 4)Rating 5)Rewarding 1)Planning: It means setting performance expectations and goals for groups and individuals to use their abilities to achieve organization objectives. Employees should be involved in the planning process to understand the goals of the organization. Performance appraisal plans are developed to evaluate the performance of a team or an individual by a manager or a supervisor. Performance appraisal plans should be official working documents that are put into effect. 2) Monitoring:In this stage the performance of employees is monitored and feedback is provided to the employees about their performance. Monitoring continually will help the organization to check the standards of the employees and also help them to make changes to meet the standards of the organization. This can be done by conducting status meeting and submitting reports about their progress. Any unacceptable performance can be identified at any time with the help of continuous monitoring. 3)Developing: In this phase of the process the organization helps the employees to develop their skills by providing training. Training helps the employees to improve their performance, boost their job-related skills and to withstand the changes in the workplace such as the introduction of new technology. Lack of performance of the employees can be developed in this stage and help them to achieve more goals of the organization. )Rating:In this stage the organization evaluates the performance of the employees against the standards of the organization’s performance plan. By rating the organization will come to know about its best employees. This can be done by maintaining rating record which compares the performance of the employees from time to time . The rating of record is assigned according to procedures included in the organizations appraisal program. It is based on work perfo rmed during an entire appraisal period. 5)Rewarding: Rewarding means appreciating employeesfor their performance. It can be done in different ways such as saying simple words like thank you and rewarding employees with awards based on their performance. Rewards can either be formal or informal. Therefore, all the five components in the performance management process work and support each other for effective development of the organization. Second and most important HRM intervention is Career planning and development. Nowadays most of the organizations have adopted career planning and development to increase communication and healthy environment among the employees which will result in the effective growth of their organizations. Career development programs are required to the people irrespective of age and gender for the development of the organizations. Career is the progress and actions of a person related to occupation throughout a lifetime. Different stages are present in a person’s career. There are five stages in a person’s career-Growth, exploration, establishment, maintenance and disengagement/withdrawal. Growth (4-13 years of age) is the initial stage in a person’s career where the person thinks about his/her future. Second stage is exploration (early teens to mid-twenties) where the person becomes definite about occupational choice. They do many trial jobs before deciding on their appropriate field to work. Third stage is establishment (mid-twenties to mid-forties) where the person establishes in a long-term in their chosen field. Maintenance (mid-forties to mid-sixties) is the fourth stage in which the person achieves successes in their career. They also tend to help their subordinates as they are more experienced. They try to maintain stability in their job. Last and final stage in career is disengagement/withdrawal (mid-sixties) in which the person takes retirement and try to explore new jobs. Career development helps people to achieve their career objectives. It can be linked to career planning at different stages. It includes managing a person’s career between different organizations. Career development interventions can be used for many goals. These interventions are mainly designed for young employees rather than managers. Some of the interventions which are related to career stages are as follows: realistic job preview is related to establishment which helps the person to know the work requirements. Developmental training helps the person to gain knowledge to reach their goals. This intervention is related to establishment and maintenance stages in career planning. Performance feedback and coaching comes under establishment stage which helps the person to know about their performance. Work life balance planning helps the person to maintain balance between personal and professional life. It comes under establishment and maintenance stages . Challenging assignments keeps the person engaged with interesting and creates an enthusiasm towards work. This comes under maintenance stage. Dual-career accommodations comes nder maintenance stage and it helps the person to find satisfying work projects. Phased retirement falls under withdrawal stage of a person’s career where the person retires from the job. All these interventions will result in various desired consequences such as increases job satisfaction and commitment, monitors human resources development, strengthens organizational capability, improves quality of life, maintains member motivation, increase s productivity ,decreases stress in later stages of life and also reduce turnover and training costs for the organization. Work force diversity interventions are the third type of HRM interventions. Organizations should develop their human resources in such a way that it should maintain diversity in an efficient manner. People from various regions may work together in an organization. They may differ in various ways like age, gender, marital status, social status, disability, sexual orientation, religion, personality traits, ethnicity and culture. An organization with diverse workforce can better achieve its goals. Employees from diverse workforce can learn more and achieve more experience as they work in a mixed environment. Other than the employees of the organization, clients can also gain profit from it as the organization which encourages diverse workforce will be more open and flexible. As people come from various cultures and backgrounds in diverse work force they can learn more business practices. Employees can develop their knowledge, communication skills, problem-solving capabilities through diverse workforce. All the employees need to be trained to work either individually or as a part of a team.