An Analysis Of The Poem If You free essay sample

An Analysis Of The Poem? In the event that You Should Travel? By Countee Cullen Essay, Research Paper In the stanza structure? In the event that You Should Travel? , Countee Cullen stresses on the dread of human delights and distresses. The significance of bliss is indicated using various outlines of euphoria, for example, love and dream. The two verses incorporate a people feeling or responses towards delight during the cheerful minutes each piece great as the emotions after the upbeat moment is finished. In this stanza structure, Cullen passes on a few distinct messages. One of the subjects of the stanza structure is that one neer acknowledges what one have until it is lost. In this occasion it alludes to glad minutes. The second verse the artist other than tells the peruser that delight makes a long perpetual memory in 1s head which is found in the person? s character or? the shine on the [ people ] face? ( 2. 7-8 ) . In spite of the fact that, Cullen does non advert whom the adoration is towards in the primary refrain and what the fantasy is about in the second verse the peruser can translate that each piece is said in a positive mode. We will compose a custom exposition test on An Analysis Of The Poem If You or then again any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Utilizing a definitive delineation of representation, love is contrasted with the noticeable radiation that lights up a twenty-four hours simply the way where delights lights up individuals? s lives. The delicately going of the twenty-four hours without author perceiving its going demonstrates to us that the delight is non given a lot of significance in the person? s life. The subject, an individual neer acknowledges what he has until it is lost, can obviously observed when the writer says, ? We would non cognize, however for the dim, When [ the delight ] has sneaked off? ( 1. 3-4 ) . The writer pass on the message that individuals regularly would non experience the delight until the delight is sneaked off and the individual is struck by the dimness of the distress. In the second verse euphoria is given a considerably more positive reaction. Bliss in this verse is alluded to as a wonderful dream. The non acknowledgment of the death of the delights is said in this refrain. Here the writer says the delight does non go forward a physical result on the individual and that the fantasy has just left a gleam over the visionaries face. This shows the second subject of the section structure that satisfaction makes a long lasting memory in 1s head when alluded to the sparkle on the visionaries face. This stanza structure causes the peruser to perceive the significance of delight before it is no more. The stanza structure other than intellectually readies the peruser to the distresses that are struck after the cheerful minutes are finished. The tone of the section structure is sure. Such a temper this stanza structure makes is neither dejecting nor truly energizing. This section structure may strike a peruser as extremely idle because of the utilization of expressions like? The delicately go throughing twenty-four hours? ( 1. 2 ) or? Go delicately ; a fantasy? ( 2. 5 ) . The rhyme technique of the section structure is a B a B. The section structure? On the off chance that You Should Travel? is a grandly lyriced stanza structure about an anxiety of human delights and distresses. The positive purpose of position of the writer is an or more alongside the great utilization of creative mind like love and dream. By and large, the subject, the rime system, the lovely creative mind, the tone, and the temper all work together in the stanza structure.

Characters' Multiple Narrative Subjectivities on Conflicting Views of Essay

Characters' Multiple Narrative Subjectivities on Conflicting Views of Postmodernism - Essay Example In The Yellow Wallpaper, John who happens to be the woman’s doctor spouse limits her in isolation, telling their companions and family members that she is experiencing transitory apprehensive wretchedness. Since he is of high remaining, there was no chance to get of her demonstrating reality since her sibling additionally a doctor of high notoriety offers backing to her significant other John’s guarantee (Gilman 30). She is given drug as phosphates and any excursions, exercise or tonics are prohibited to her. To ‘work’ is likewise prohibited until she turns out to be well once more. This incorporates her composing propensity. John is a down to earth man who puts stock in just things felt and seen with which figures would best portray. He has serious aversion of strange notion with no tolerance in conviction or confidence. This draws out the steady skirmish of prevalence among male and female in the public arena. The subject of reluctant detainment is brough t around here (Gilman 34). John had made sure about a provincial chateau that had been unattended to for quite a while. It is all around arranged, rough terrain with an extraordinary green nursery. She thinks there may be issues identified with the responsibility for house because of its unkempt nature. He lets her never really rest, which she gripes to wretchedly without any result. His answer is that the excursion to the chateau was exclusively for the good of she so she could rest well. The statement: - Your activity relies upon your quality, my dear†¦. also, your food to some degree on your craving; yet air you can assimilate constantly. (Gilman 58) best represents her husband’s demeanor towards her feelings by treating her like a powerless casualty. Her control drives her to being appended to the backdrop that secured the dividers. It has incredible fixes all finished and a blur look of unclean yellow blurred by the extraordinary daylight that hits it every day. It is very remarkable dissimilar to anything she has ever observed with the statement: - â€Å"It is sufficiently dull to befuddle the eye in following, sufficiently articulated to continually aggravate and incite study, and when you follow the weak unsure bends for a little separation they unexpectedly end it all - plunge off at silly edges, crush themselves in incomprehensible contradictions† (Gilman 79) drawing out the picture depicted by the backdrop. This conflicts with reasonable depiction of backdrop as being something excellent and ladylike with the scotching sun depicting the manly persecution of the female sexual orientation (Gilman 80). She expressly states this done distinctly for her significant other to show up, thusly stopping her composition. The control inconveniences her yet her significant other considers no to be with this as exemplified by the statement: - â€Å"John doesn't have a clue the amount I truly endure. He knows there is no REASON to endure, and t hat fulfills him.† (Gilman 114) indicating the various perspectives which the two of them have of the circumstance. She needs to be up, helping her significant other as a spouse ought to do yet John would hear none of it. The statement: - â€Å"I intended to be such an assistance to John, such a genuine rest and comfort, and here I am a similar weight already!† demonstrates her eagerness to going on with a typical life. Her imprisonment draws out her disdain of the stay with its backdrop with the statement: - You realize the spot is benefiting you †¦.and extremely, dear, I couldn't care less to revamp the house only for a three months' rental,†

Malden Mills

The instance of the Malden Mills fire suggests numerous significant conversation starters identified with morals. From the outset look, a CEO paying his representatives ceaselessly after his plant torched is by all accounts the model for moral conduct. Be that as it may, when one looks further into the case and poses inquiries it isn't so self-evident. The principal question that should be addressed is the thing that the accurate conditions of the case are. Malden Mills was a manufacturing plant situated in Lawrence, Massachusetts that had practical experience in making an innovative downy called Polartec.The organization was generally effective in its industry until the production line was devastated by a fire in 1995. After the fire, the company’s CEO Aaron Feuerstein pronounced that he would keep on paying his representatives their ordinary wages for at any rate one month.In the end he paid the workers for longer than that and spent around 15 million dollars paying the work ers while the new plant was being manufactured. Feuerstein manufactured the new factory for an expense of 400 million. He bet that the cash from the insurance agency and extended Polartec business would cover this cost.However, Malden Mills just got 300 million from the insurance agency and the Polartec deals didn't ascend as Feuerstein had anticipated. The organization had to guarantee chapter 11 of every 2001 and Feuerstein lost control of the organization to GE Capital in 2003. A second significant issue identified with this case is the thing that the moral issues are. On account of Malden Mills, the primary moral difficulty was whether to continue paying the company’s workers or have a huge cutback. This issue was a blend of individual and business problems.Part of the issue was close to home in light of the fact that the organization was situated in a humble community where a larger part of the inhabitants worked at the factory. Since the greater part of the individuals in the town worked there, the organization had the sentiment of a privately-run company and the laborers really felt like family to Feuerstein.The family climate settled on it an extreme choice for Feuerstein when it came to settling on a choice after the fire. He realized that keeping his representatives on the finance could prompt a terrible result for the business, however he had an inclination that he owed it to his laborers to keep them utilized. The other piece of the issue for Feuerstein was business related.Rebuilding the organization after the fire would have been a troublesome suggestion and that would possibly be made increasingly troublesome if Malden Mills needed to continue paying its laborers. At long last, Feuerstein needed to choose if it merited taking a chance with the fate of his organization to ensure that the laborers he saw as family were paid as he attempted to revamp Malden Mills.In request to perceive any reason why the case created all things considered, i t is critical to investigate who the essential partners and choices creators were for the situation. When these individuals have been recognized, one must gander at their moral point of view and see why they would settle on the choice that they did.In this case, there are three primary partners. They are Feuerstein, The Board of Directors and the Employees. Of these partners, Feuerstein is the one in particular who is confronted with a moral difficulty for the situation that influences the other stakeholders.Feuerstein was an ardent Orthodox jew, and this helped structure his moral point of view. He accepted that individuals would be decided on something beyond how fruitful they were. He accepted that individuals would be decided on how well they treated others and that he by and by would be decided on the decency that he brought to the world and not the cash that his organization made.One can perceive how his convictions could lead him to settle on a choice that would be best to be nefit his workers and not really as useful for different partners. All through the case, there are two or three moral guidelines being applied.The two measures are ideals morals and Utilitarianism. Feuerstein applies righteousness morals when he concludes that he needs to do what is acceptable and directly for his workers. This fits in with the upright thought of character characteristics that speak to a decent and important life, which is the thing that Feuerstein is attempting to accomplish.Feuerstein isn't just attempting to regard his representatives, he is attempting to do what could wind up being best for the entirety of the partners. Feuerstein was applying the possibility of Utilitarianism by attempting to achieve the best result for all gatherings when he bet that a bigger plant would be useful for the company.Of these two moral norms, Feuerstein’s main goal was ethicalness morals and second need was Utilitarianism. The last moral decision that was settled on by Feue rstein was to continue paying his laborers while the plant was shut and to attempt to manufacture a greater production line so his laborers may have a superior future.Feuerstein settled on this choice since he really accepted that his first obligation as CEO was to go acceptable by his laborers regardless of whether that implied a chance of disappointment. This methodology was famous with the laborers and in the network, which depended on cash from the plant to thrive.The creator of this case has two or three inquiries of her own. One of the inquiries was whether is was misfortune that the Polartec business went downhill as a result of a warm winter or in the event that it was a slip-up to assemble such a bigger plant in any case. The response to this inquiry is both.In hindsight it was a mix-up to fabricate a huge plant that couldn't endure a drop and business, however without that warm winter it is conceivable that the Polartec business could proceed to develop and that the bigger industrial facility would have been a decent idea.Another question that the creator presents is whether Feuerstein’s liberality to his workers after the fire at last prompted the insolvency of the organization. For this situation, the appropriate response is by all accounts no. The 15 million dollars that was paid to the workers is little contrasted with the 100 million dollar hole between the expense of the new manufacturing plant and the protection installment received.The bet to construct a bigger plant is the thing that truly messed up the organization since it was always unable to take care of the expense of the plant when the Polartec business went downhill. At long last, Feuerstein will be recollected by a great many people as a highminded man who put his representatives before making a profit.The question despite everything remains on the off chance that he truly settled on the best decisions for his workers. Different decisions may have kept the plant from chapter 1 1 and given the workers progressively secure future. Feuerstein did what he accepted was correct and at last it didn't work out for Malden Mills.

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Hiv/Aids in Africa Essay - 842 Words

Sub-Saharan Africa is the region of the world that is most affected by HIV/AIDS. The United Nations reports that an estimated 25.4 million people are living with HIV and that approximately 3.1 million new infections occurred in 2004. To put these figures in context, more than 60 percent of the people living with the infection reside in Africa. Even these staggering figures do not quite capture the true extent and impact that this disease causes on the continent. In 1998, about 200,000 Africans died as a result of various wars taking place on the continent. In that same year, more than 2 million succumbed to HIV/AIDS (Botchwey, 2000). The pandemic can be likened very much to the Bubonic Plague of the fourteenth century in terms of its†¦show more content†¦The impact of AIDS may be felt as an immediate shock, as when a family loses a breadwinner, or in the case of a firm, an important employer leaves. However, at the national level the impact is felt as the gradual accrual of losses. The toll of HIV/AIDS on households can be very severe. Many families lose their bread winners. Many of those dying have surviving partners who are themselves infected and are in need of care. They leave behind children grieving and struggling to survive without the care of the parents. The disease strips the family assets further impoverishing the poor. In many cases, the presence of AIDS means that the household eventually dissolves, as the parents die and children are sent to relatives for care and upbringing. The gravity of the impact depends not only on the numbers infected and directly affected by the pandemic, but also o n the resources available to manage the situation. This may be resources accessible at family, community or national level. The pandemic also has dire impacts on the demographics of a country. This impact is usually more difficult to assess as it is largely dependent on data from birth and death certificates, and health records, all of which are poor or almost non-existent in that part of the world. Due to this, life expectancy at birth has fallen, dramatically, and the population structure has changed shape eroding years of progress made by many African countries. This obviouslyShow MoreRelatedThe HIV-AIDS Epidemic in Africa631 Words   |  3 Pages HIV/AIDS is a significant public health concern and a leading cause of death in many parts of Africa. Although Africa is home to about approximately 15 percent of the worlds population, the same region is the worlds epicenter of HIV/AIDS. The numbers are overwhelming as adult HIV occurrence is 1.2 percent around the world but it is approximately 9.0 percent in sub-Saharan Africa. UNAIDS (The Joint United Nations Program on HIV/AIDS) estimated that at the end of the year 2001, there were 39Read MoreHiv/Aids South Africa5278 Words   |  22 PagesThe HIV/AIDS Epidemic In South Africa Acquired Immune Deficiency Syndrome (AIDS) caused by the Human Immunodeficiency Virus (HIV) is one of many infectious diseases that plague the world today. According to the 2007 AIDS epidemic update put out by The United Nations Joint Program on HIV/AIDS (UNIADS) there were approximately 2.1 million AIDS related deaths and 33.2 million people infected with HIV world wide (UNAIDS/WHO Working Group, 2007). Despite its abundant resources and its well-developedRead MoreThe Effects Of Hiv And Aids On South Africa1279 Words   |  6 Pageshistory in how HIV and AIDS in South Africa occurred is one of the most controversial of any country. 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The numbers indicate maternal death due to complications duringRead MoreHiv / Aids Throughout Sub Saharan Africa Essay2196 Words   |  9 PagesAccording to the Centers for Disease Control and Prevention, the majority of people in the world living with HIV/AIDS reside in Sub-Saharan Africa. Since there is currently no vaccine to prevent the spread of the infection, there have been countless attempts in the past to control the spread of HIV/AIDS in Sub-Saharan Africa. There are multiple ways of infection spread in Sub-Saharan Africa. People are contracting the disease through, drug use, sexual relations, giving birth, and blood-to-blood contactRe ad MoreThe High HIV / AIDS Rate In South Africa1776 Words   |  8 PagesAbstract In a recent article that was done by (James Thurlow, 2009) shows that South Africa has one of the highest HIV/AIDS rate with KwaZulu-Natal (KZN) being the worst affected area with the results estimate that almost 26.4% of the working class in the area of (KZN) are affected with HIV which is in comparison with the 15.9% in the rest of the country. The article done by, (James Thurlow, 2009)show that the HIV/AIDS rate has a significant impact on the economic grow as well as the poverty rate. ItRead More HIV/AIDS Public Health Policies: A Comparison Between South Africa and Cuba 1340 Words   |  6 PagesHIV/AIDS is still a current public health concern for all countries of the world. Research has helped progress the education and treatment of the virus, but some areas of the world still have difficulty with this public health concern. Out of all developing countries, South Africa has one of the highest percentages of their population living with HIV/AIDS while Cuba has one of the lowest percentages of their population living with the virus. In this paper, the public health policies of South AfricaRead MoreWhat Social Factors Have Driven the Spread of Hiv/Aids in Sub-Saharan Africa?3708 Words   |  15 PagesWhat social factors have driven the spread of HIV/AIDS in Sub-Saharan Africa? The Acquired Immunodeficiency Syndrome (AIDS) is a disease of the immune system caused by the Human Immunodeficiency Virus (HIV). HIV is transmitted via unprotected sexual intercourse, contaminated blood transfusion, contaminated hypodermic needles, and from an infected mother to child during pregnancy, delivery or breastfeeding. There is currently no cure for HIV/AIDS. 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Carmichael Organization Date: January 19, 2017 RE: AIDS Prevention Treatment The Human Immunodeficiency Virus or HIV as it is commonly known was first seen in the United States about thirty years ago before

Dolphin Logistics Company Goals and Objectives

Question: Discuss about the Dolphin Logistics Company for goals and objectives. Answer: Introduction Dolphin Logistics Company is preparing to enter the Singapore and Hong Kong logistics market by 2018. The company is keen to chalk out some efficient performance management plans to ensure that the management teams and the employees would contribute their best towards the fulfilment of the companys goals and objectives. Performance management is an approach which helps an organisation in measuring the performances of the individuals, groups and the organisation on the whole so that they can meet their goals and objectives (U.S. Office of Personnel Management, 2016). Performance management has been adopted by many organisations as a continuous system where they follow a three step approach i.e. plan, monitor and review the performance of the organisation by taking a closer look into the work objectives and the overall contribution to the organisation (Hrcouncil.ca, 2016). The stages that would be involved in the implementation of performance management system are given below: Importance And Strategic Purposes Of A Performance Management System In the present day world of global competition, the only resource upon which a company can rely to gain competencies is the human resource. Human resource has been rightly termed as the lifeblood of every organisation and to survive the global competition in the modern day world, organisations must have the right people at the right place to achieve the desired goals and objectives. To improve the overall performance of the companies, in such a scenario, it is important that there should a system of performance management which helps in determining the gaps between the actual performance and the desired performance so that the organisation can take up necessary steps to bridge the gap between them. Let us now discuss some of the advantages and strategic purposes of a performance management plan: Clarity of goals and objectives in order to increase the performance of the employees and the organisation on the whole, it is important that the employees have clarity of goals and objectives in their mind. They should be aware of the expectations that the company has from them and how their efforts would contribute towards the success of the company. Performance management helps in the determination of goals and objectives, which are realistic, achievable and measurable. Once the employees are aware of the goals or the objectives that they have to meet, they can work harder towards their fulfilment (Puckett, 2015). Management and coaching another important benefit of performance management is that it helps in identifying the gaps that exist in the skillsets of the employees. Sometimes, the employees might now have the required skills to achieve a certain goal or an objective, which can be identified using performance management. Once the lacking skillsets are identified, the management can provide coaching or training to the employees so that they can attain those skills and can perform better towards the fulfilment of the organisations goals and objectives (Puckett, 2015). Rewards and recognition recognition and rewards are the best ways to keep the employees motivated to perform well. Performance management acts as an approach where the employees can be judged on the basis of their performances and can be accordingly rewarded. It helps in reinforcing the right behaviour and leverages social engagement. Development planning the human resource of a company has a continuous requirement of being judged on the basis of their performances. It helps in the identification of the skills that the employees lack and further helps in deciding the ways in which the skills can be attained. It acts as an approach that helps the employees in developing their career paths and making continuous progress by assessing their performances. It has been found that the organisations that undertake training and development programs on the basis of performance management systems have a 38% higher employee engagement rate and 61% of more positions with a ready and willing successor identified (Morebusiness.com, 2016). Employee motivation and retention one of the most critical issues that face the modern day business organisations is the increasing turnover rates of the employees and difficulty in keeping them motivated for higher performance and productivity. Performance management can benefit a company as it helps in retaining the employees and motivating them because of the possibilities of promotions, increments, rewards and incentives. Performance Management and Competitive Advantage Performance management has been considered to be one of the most essential and important element of the whole concept of human resource management. It has been found that most of the successful and winning organisations have shaped their success by implementing efficient performance management systems that help in increasing the employees job commitment, motivation, productivity and efficiency. Performance management provides an approach that fosters a culture where incentives, opportunities and rewards are provided to those who show exceptional and continuous performance throughout the period for which the performance is being assessed (performance management and competitive advantage, 2014). Watson Wyatt Worldwide, a giant human resource consulting firm, conducted a survey where only three respondents said that there companys performance management system was efficient enough to measure what it was intended to measure. Further surveys have shown that only 40% of the employees feel that the company they work for had been able to clearly convey their performance expectations and generated honest feedback and without any doubt, the companies with efficient and effective performance management systems have been able to perform better than the competitive firms in the longer run. They have been able to retain and recruit better talent in the organisations and have experienced better financial results over the period of time (Anon, 2016). Performance management has been widely implemented by almost each and every company but not all companies have been able to design performance management programs that could actually bring them some kind of benefits. There are a million of examples where some of the top companies in the world have lost their competitive advantages due to the implementation of inefficient performance management systems while there are millions of companies that have sailed to the top positions due to their effective performance management systems. Performance management system can bring in competitive advantages for the company in the following ways: Better talent acquisition and retention companies that have efficient and effective performance management systems are able to foster a great positive image in the market. Freshers as well as experienced or talented employees tend to work with such companies that have better performance management systems rather than working with companies that have unrealistic or poor performance management systems. Thus, the companies with better performance management systems are able to acquire and retain better talent. Increased job commitment, performance and motivation amongst the employees when the employees realize that the scope of their promotions, incentives, rewards, etc. are dependent upon the performance that they show during the measurement period, they tend to perform better. The system of performance management provides them with an opportunity to develop their career and they become more committed towards the job and the company on the whole. Therefore, the overall performance and the productivity increases, which obviously is an added advantage to any company. Fosters a competitive environment a system of performance management can actually foster a feeling of competition amongst the employees who try to outperform their peers to gain appreciation, recognition, opportunities, promotions, incentives, etc. Such an environment prevents the workplace from becoming boring and monotonous and a competitive environment would obviously increase the productivity and performance of the employees, which would ultimately benefit the company to a great extent. Better work environment and human resource management performance management is one of the best approaches that can help in improving the work conditions and the conditions of the human resources. By measuring the performance of the employees, the management can identify the skills that the employees lack, which hinders their performance. Consequently, the management can take up necessary steps to ensure that the employees acquire the lacking skills and can contribute more towards the success of the organisation. Action Plan For Performance Management System In this part of the assignment, we will prepare an action plan for the implementation of a performance management system in the Singapore and Hong Kong subsidiary of the Dolphin Logistics Company. First of all, let us discuss some important characteristics of a good performance management system: Measureable goals and objectives it is very important that the goals and objectives that are being developed are measureable using some metrics. If the goals and objectives are easily measurable, the process of performance management becomes much easier (Synergita Blogosphere, 2013). Key Performance Indicators the management should decide a number of key performance indicators that it would use to judge the performance of the employees. Appropriate key performance indicators would ensure that the performance management system measures the right things or the things that it is intended to measure (Smallbusiness.chron.com, 2016). Should be unbiased and transparent one of the most important characteristics of a good performance management system is that it should be totally unbiased and transparent. It should award only the deserving while the performances of the employees should be rated clearly and based on proper performance indicators. It has been found that biased performance management systems can have a great number of negative impacts on the reputation and the workforce of the company (Rollins, 2015). Rewards and incentives A performance management system is incomplete until and unless it has certain rewards or incentives to offer to the star performers of the year. Rewards and incentives are the things that the employees care about and that motivate them to perform better. Therefore, the rewards should be realistic and should be based upon the needs of the employees. Who should be involved? Designing a performance management system is not easy and cannot be designed by a single department in the organisation. It takes a lot of time, resource and efforts from various people in the organisation to design a good performance management system. Let us discuss the people who should be included in designing of the action plan: Departmental heads it is important to include the departmental heads from the entire organisation as it is important to include all the employees in the performance management system. The departmental heads would be able to share knowledge about their respective departments, performance metrics, employee expectations, etc. Human resource managers human resource managers have the maximum knowledge about the human resource planning and expectations of the company. Therefore, it is important to include them in the planning phase too. Front line managers front line managers are the people who the employees follow and as the implementation of a new performance management system would involve certain changes to be introduced, it is important that the front line managers are involved in the planning phase as they would act as change facilitators at a later stage. Stages of Implementation Implementation of a performance management system involves a great effort from each and every department and hierarchical level of the organisation. It requires careful design, execution and introduction of the plan so that the plan is well communicated and the resistance to change can be minimised. The implementation should be carefully done as it involves investment of a lot of resources and efforts from the management, which must not go in vain. The various stages and the steps involved in the implementation of the performance management system are: Design stage this is the first stage in the implementation process where the performance management system is defined by the people involved in the designing phase. The design stage would consist of approximately 2 months where the management will take important decisions about the performance management system. The design process should be completed before the start of the new financial year as it would become easier for the company to measure performances annually or semi-annually. The various steps involved in the designing stage of performance management system are: Ensuring support from senior management Creation of implementation teams Preparing the organisational gaols and objectives Preparing a draft performance model Identifying the critical success factor Identifying the key performance indicators Development of scoreboards (Imanet.org, 2016) Execution stage in this stage, the management executes the plans or the designs that it has prepared in the first stage. The implementation of the performance management system requires a lot changes to be introduced in the organisation. The front line managers would be appointed as the change facilitators and they would be given the responsibility of bringing about the change using the Kurt Lewins Three Phase Change Model. The execution stage will take almost a month so that the new performance management system is clearly communicated to the employees. The employees should be well aware about the criterion being used for performance management so that they know what they have to do. Monitoring once the system of performance management has been implemented in the organisation, the management would start to monitor the performance of the employees on a weekly, monthly, half-yearly or annual basis and keep a constant record of it. It would note down the performance of the employees according to the key performance indicators identified in the planning stage. From this stage onwards, all the steps in implementation are to be continuously carried out throughout the year to achieve the best results. Analyse the management would analyse the performance data collected in the third stage. One of the best ways to analyse the performances of the employees is through a 360 degree feedback. 360 degree feedback is a system where the employees receive confidential and anonymous feedback from the people who work around them, such as seniors, peers and direct reports. 360 degree feedback can provide a detailed and unbiased feedback on the performances of the employees and can help the management in accurately appraising the employees according to their performances (Custominsight.com, 2016). Adapting to survive the management would semi-annually or annually hold meetings or functions where it would discuss the performance shown by the employees and would announce the rewards, promotions or opportunities being given to them because of their performances. It is important to include rewards and opportunities for the star performers of the year as it would help in reinforcing the right behaviour within the organisation. The management would also discuss the gaps or the skills that the employees lack, which have been identified with the help of the performance management plan and how it plans to train or develop the employees so that they can acquire the lacking skills. Rewards Involved In Performance Management One of the most important components of a performance management system is the rewards that are given to the employees on the basis of their performance. The rewards in a performance management system should be correctly linked with the performances of the employees. Let us discuss some rewards for different category of employees: For corporate leaders employee stock ownership or profit sharing are the best possible rewards Business Unit Leaders for this category of employees, results sharing is the best possible reward Functional leaders this category of employees can be rewarded with milestone rewards based on their performances General employees for general employees, profit sharing, bonus or promotions are the best type of rewards (Managementstudyguide.com, 2016). Conclusion Performance management is one of the best concepts provided by the human resource management subjects even though some managers tend to take it lightly. Most of the managements find it difficult to continuously assess the performance of the employees while the others are not able to implement performance management systems that are efficient enough to foster a positive work environment. It is a proven fact that performance management can increase the results for a company that is able to implement properly. Therefore, it is important for all the companies to implement efficient and effective performance management systems that can foster a positive work environment in the workplace. References Synergita Blogosphere. (2013). 5 characteristics of an effective performance appraisal system?. [online] Available at: https://blog.synergita.com/2013/10/what-are-the-characteristics-of-effective-performance-appraisal-system/ [Accessed 5 Jul. 2016]. Smart Church Management. (2015). Advantages and Disadvantages of Performance Management. [online] Available at: https://smartchurchmanagement.com/advantages-and-disadvantages-of-performance-management/ [Accessed 5 Jul. 2016]. Imanet.org. (2016). 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[online] Available at: https://smallbusiness.chron.com/characteristics-ideal-performance-management-system-53409.html [Accessed 5 Jul. 2016]. Anon, (2016). Effective Performance Management Systems Are A Competitive Advantage. [online] Available at: https://www.mckenziehr.com/enews/January2005.htm [Accessed 5 Jul. 2016]. Evans, M. (2016). Design of Performance Measurement Systems. [online] Exinfm.com. Available at: https://www.exinfm.com/board/design_performance_measurement_system.htm [Accessed 5 Jul. 2016]. Madjoski, D. (2014). How to Implement a Performance Management System (A to Z process). [online] Available at: https://www.linkedin.com/pulse/how-implement-performance-management-system-z-process-dejan-madjoski [Accessed 5 Jul. 2016]. Managementstudyguide.com. (2016). Need for an Effective Performance Management System. [online] Available at: https://www.managementstudyguide.com/need-for-performance-management-system.htm [Accessed 4 Jul. 2016]. U.S. Office of Personnel Management. (2016). Overview History. [online] Available at: https://www.opm.gov/policy-data-oversight/performance-management/overview-history/ [Accessed 4 Jul. 2016]. Managementparadise.com. (2016). PERFORMANCE APPRAISAL AND COMPETITIVE ADVANTAGE - Management Paradise. [online] Available at: https://www.managementparadise.com/forums/human-resources-management/226757-performance-appraisal-competitive-advantage.html [Accessed 5 Jul. 2016]. Managementstudyguide.com. (n.d.). Performance Management - Meaning, System and Process. [online] Available at: https://www.managementstudyguide.com/performance-management.htm [Accessed 5 Jul. 2016]. Hrcouncil.ca. (2016). Performance Management | Keeping the Right People | HR Toolkit | hrcouncil.ca. [online] Available at: https://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm [Accessed 4 Jul. 2016]. Performance Management And Competitive Advantage. (2014). 1st ed. [ebook] pp.2-4. Available at: https://www.iimahd.ernet.in/assets/upload/mdp/1832556138PMCA%20Brochure_2014.pdf [Accessed 5 Jul. 2016]. Tbs-sct.gc.ca. (2015). Performance management program for employees. [online] Available at: https://www.tbs-sct.gc.ca/psm-fpfm/learning-apprentissage/ptm-grt/pmc-dgr/index-eng.asp [Accessed 5 Jul. 2016]. Managementstudyguide.com. (2016). Performance Management and Reward Practices. [online] Available at: https://www.managementstudyguide.com/performance-management-and-reward-practices.htm [Accessed 6 Jul. 2016]. Puckett, J. (2015). Benefits and Importance of Performance Management. [online] TechnologyAdvice. Available at: https://technologyadvice.com/blog/human-resources/importance-of-performance-management/ [Accessed 4 Jul. 2016]. Rollins, J. (2015). 4 Characteristics of an Effective Performance Management System. [online] Available at: https://www.linkedin.com/pulse/4-characteristics-effective-performance-management-system-rollins [Accessed 5 Jul. 2016]. Home.iatspayments.com. (2016). The five stages of performance management | iATS Payments. [online] Available at: https://home.iatspayments.com/industry-news/online-donations/five-stages-performance-management [Accessed 4 Jul. 2016]. Morebusiness.com. (2016). The Importance of Performance Management in Business | MoreBusiness.com. [online] Available at: https://www.morebusiness.com/running_your_business/management/Performance-Management.brc [Accessed 4 Jul. 2016]. Custominsight.com. (2016). What is 360 Degree Feedback ?. [online] Available at: https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp [Accessed 6 Jul. 2016].

Social Justice Essay Topics For Teens

Social Justice Essay Topics For TeensIn an article published in the April 2020 issue of the International Journal of Academic Integrity, PhD candidate Danielle Kasari discussed several social justice essay topics for teens. Kasari began by discussing the pros and cons of writing a social justice essay. She described her own experience writing such an essay as well as others' experiences.'I write essays about social justice issues on a weekly basis. I write them so that I can talk about current events and the way the world is, but I don't consider myself to be an expert or to be necessarily good at what I do. My main goal is to entertain my readers, especially teenagers.' Kasari continued, 'It has been my observation that teens will tend to express their opinions on an essay topic. They may not agree with everything they are saying, but they are passionate about the issue and want to share their thoughts with other people. Writing an essay about a social justice issue for teens can pr ovide them with a platform to talk about things they feel strongly about.However, writing an essay about such issues for teens is not without its pitfalls. Before you go forward with a social justice essay topic for teens, it is important to take some time to examine your own knowledge of this subject and to determine whether you have enough information to write an effective essay.Teens love to read and as such they love to find something they can relate to and then use that to express themselves. It is important that the material you use to write about your essay topics for teens is relevant to what the teens are reading and looking for. One common way teens are asked to relate to a certain topic is through wordplay. Kasari mentioned that she wrote her paper around a game she and her friends played in the library.As a result, many teens were exposed to a great deal of slang and language, which was considered by many to be inappropriate. For example, in their school paper, Kasari's classmates wrote about such topics as 'watercooler', 'damn', 'excel', 'hooray'spit'. At first Kasari thought that it was something her students were playing up for fun, but when she talked to her friend and a few others, they mentioned that they didn't understand what those words meant. Kasari found that while these terms are not uncommon, for most teens they don't mean what most students think they mean.One of the pitfalls that may occur for writers is if they write about slang words or their meanings that may be considered taboo for most teens to discuss. Whether the slang is used in a harmless context or is found to be offensive, the sentence structure of the essay will be affected. An essay for teens with a serious meaning may seem like a shallow attempt at humor.Lastly, one may wish to make sure that they have a compelling reason for why they believe their argument is correct. For example, a teen who believes that there is inequality in the criminal justice system may not want to include such controversial topics as how the two genders relate to crime, but if he or she can demonstrate that it is important, this may sway his or her opinion. Research has shown that teaching a young person about the effects of his or her decisions or actions on society can influence his or her later behavior.