Blog 2.0 - The Writers For Hire

BLOG 2.0 Continuing my theme from a previous post about professional blogs, I want to talk a little bit about using your blog as a networking tool. So you’ve started your blog – now what? Learning how to navigate through the blogosphere is essential to building a solid readership and increasing your web visibility. First, enroll in a blog search engine. These search engines are basically large indexes that encompass the blogging world, making it easy for readers to search for useful blogs in any given category. There are a lot of search engines out there, and most are free, so be sure to put your blog’s url in as many directories as possible. To get you started, some of the more popular blog search engines include www.technorati.com, www.blogsearchengine.com, www.blogsearch.google.com, www.icerocket.com, and www.blogdigger.com. Start frequenting other blogs and leaving comments. Get your face out there – read other blogs (preferably in the same or similar genre as your own) and comment! Starting a rapport with other bloggers is essential to your blog’s health. Once you increase your visibility with these bloggers, you can start a relationship by asking them to link to your site, and vice-versa. Remember, just like a new friendship, these relationships take time to build. While you’re at it, start a blogroll, a list of other blogs and websites that you find interesting. The links in your blogroll should direct readers to useful or similar blogs to your own – think of it as your blog’s â€Å"Recommended Reading† list. Check your specific blogging system to find out how to start a blogroll. Once you start networking among other bloggers, use trackbacks frequently. Now, what’s a trackback? A trackback sends a message from your server to another blogger’s server every time you reference one of their posts on your site. Trackbacks are great tools to use because, if that blogger supports trackbacks, theyll know youve linked to them in your post and thats a great way to start connecting with bloggers in your industry. Once they know youve linked to them, theyll be likely to start visiting your blog, and they may even decide to link back. Every blogging system has different rules and requirements for trackbacks, so a little research may be required before getting started. For more information on trackbacks check out the trackback tutorial at http://www.optiniche.com/blog/117/wordpress-trackback-tutorial/. For extra points, install buttons to social bookmarking sites on your blog. This encourages readers to recommend their favorite posts to others. Make it easy for your readers to recommend your particularly interesting articles by installing del.icio.us, digg, reddit, and furl buttons directly on your site. These social bookmarking sites can increase traffic to your blog exponentially if you get a large enough following. In order to have an effective blog, someone out there needs to be reading it! Increasing your web visibility may take a little time and some savvy research skills, but once you get the hang of the new web 2.0, the benefits will be invaluable to the life of your blog. After youve established a rapport with some of your fellow bloggers, it may be time to approach them about checking out your product or service (and possibly dropping a mention of it on their blog). This has to be done pretty carefully. Check out some tips on email pitching bloggers here: www.searchenginehelp.org/social-media/suh-wing-and-a-miss/.

Taliban vs Islamic Republic of Afghanistan Essay Example

Taliban vs Islamic Republic of Afghanistan Essay Example Taliban vs Islamic Republic of Afghanistan Essay Taliban vs Islamic Republic of Afghanistan Essay Afghanistan is a cragged land-locked state. which is one of the cardinal Asiatic states. In add-on. it is an Muslim state that Islam faith has played a important function in regulating it. In Afghanistan Many authoritiess had been changed in past several decennaries. For case. the Kingdom of Amanullah Khan. the Kingdom of Mohammad Nadir Shah. Mohammad Zahir Shah. The Communist Regimes. the Islamic State of Afghanistan. Taliban Regime. Interim Government. Transitional Government. and the Islamic Republic Governments. As most of us agree that the Islamic Republic of Afghanistan changed really much in contrast to passed authoritiess. particularly Taliban Regime. This piece of composing dressed ores on similarities and differences of Taliban Regime and the Islamic Republic of Afghanistan. The similarities are fewer among the mentioned authoritiess ; nevertheless. the differences between them are several. First the similarities will be discussed ; secondly the differences will be pointed. The first similarity between these two authoritiess is that in Taliban Regime Torahs and ordinances of Islam was implemented and maintained in harmonizing with Sharia’s Torahs. It ever tried to transport on the Islamic Torahs on people and differences. There were three types of tribunals such as. Primary Court. Appealing Court. and Supreme Court. In a similar manner. the Islamic Republic of Afghanistan is besides seeking to implement Islamic regulations and ordinances. It is besides seeking to assist people by work outing the differences by transporting on the regulations of Islam. For work outing the instances and differences. the Islamic Republic of Afghanistan is structured three types of tribunals. for case. Primary Court. Appealing Court. and Supreme Court. Another similitude between Taliban Regime and the Islamic Republic of Afghanistan is the centrality of authorities in Kabul. From the first invasion that Taliban did. they had the program take the control over Kabul. after capturing the Kabul City. Taliban decided to set up their cardinal authorities in Kabul City. For all of their clip in authorities. their cardinal authorities was located in Kabul. Similarly. the Islamic Republic of Afghanistan. from the beginning of its authorities. the cardinal authorities organisations are located in Kabul City. The 3rd similarity between those two mentioned authoritiess is the backing of some foreign states of both authoritiess. Taliban Regime and the Islamic Republic of Afghanistan. When Taliban came to the power. Saudi Arabia. Pakistan. and reportedly United States of America were the strongest protagonists of Taliban Regime. The first state that supported them was Pakistan. Pakistan ever announced their support of Taliban Regime. Furthermore. it besides provided the Taliban Regime an tremendous sum of money and military equipments. Similarly. the Islamic Republic of Afghanistan is besides supported by some states. such as. USA. some European Countries. Japan. India. Turkey. and many others. They all give any sorts of support for the authorities of the Islamic Republic of Afghanistan. The most obvious difference among these two authoritiess is in instruction. For illustration. in Taliban Regime. there were no instruction installations for females. Females were non allowed to go to schools and universities. They were all far from instruction. Taliban’s idea was that if a misss or a adult female travel to school. they would larn non Islamic rules. In contrast. in the Islamic Republic of Afghanistan. females are allowed to fall in schools. universities and other instruction centres to hold instruction. Furthermore. the authorities is besides seeking to supply chances for both males and females to acquire educated and even to finish their instructions outside Afghanistan. The following really of import difference between these two authoritiess is amusement. In Taliban Regime there was non any sort of amusement for pleasance and enjoyments. There was merely one Television and one wireless station by the name Islamic State Television and Radio Station that showed and played merely all the cardinal issues of Islam. There were no music. films. film. and parties. Even in nuptials and other parties if person played music. he or she would be punished and sent prison. On the other manus. In the Islamic Republic of Afghanistan. there are more than 20 Television channels and about 80 wireless Stationss that bring enjoyments and pleasance in people’s lives. Peoples can hold music in their nuptialss and parties. They can play music. ticker TVs. and listen to wirelesss. Another differentiation between these two mentioned authoritiess was the regulating system of each. For illustration. in Taliban Regime. the authorities was merely over several states. They did non hold control all over Afghanistan although they had a cardinal authorities in Kabul. Their authorities was ever in hazard that one twenty-four hours it would be prostration. Some of the of import offices were non run decently. There was non good direction in ministries. Corruptness was in most ministries. particularly in tribunals. Alternatively. the Islamic Republic of Afghanistan contains a good and proper government system. It is seeking to offer opportunities of development for its employees and offices. It has got line by line authorization of bid. It is a selective authorities. There is National Assembly of Afghanistan. Furthermore. members for National Assembly of Afghanistan are selected by people. There are appropriate processs of making something in authorities offices. The other difference between Taliban Regime and the Islamic Republic of Afghanistan is that in Taliban Regime adult females were non allowed to acquire out of their houses lonely. And they were non allowed to walk lonely in the markets and streets. If a adult female found entirely in anyplace in the metropolis. one of her household member would be punished. Conversely. there is no 1 that people would afraid of them in the Islamic Republic of Afghanistan adult females are free to travel anyplace like eating houses and markets. The economical position is another difference among Taliban Regime and the Islamic Republic of Afghanistan. In most of the states of Afghanistan during the Taliban period were wars go oning. Therefore. people lift their places and went to other states. There were no husbandmans. no applied scientists. no physicians. overall no professionals that could assist Afghanistan’s economic system to develop. The authorities income was really less but the monetary values for goods were so high. No 1 invested in Afghanistan because being insure about the hereafter of authorities. In contrast. in the Islamic Republic of Afghanistan. states are barely seeking to put in Afghanistan’s substructures. The authorities by itself is seeking to supply occupation chances for Afghan people. Professionals who lifted Afghanistan in Taliban Regime are coming back to their state to convey new thoughts of development. In decision. it is now clear to most of us that Afghanistan had a really old history. Furthermore. the above facts show and indicate that Afghanistan passed a really hard state of affairs. The hardest state of affairs that Afghanistan crossed through is the Taliban Regime. Although. some people are in support of Taliban Regime in past. but now some people are against them because of some troubles in comparison to this authorities. the Islamic Republic of Afghanistan. Although there are some similarities between these two authoritiess. but there are several differences between them.

Madeleine Leininger's Transcultural Nursing Theory Research Paper

Madeleine Leininger's Transcultural Nursing Theory - Research Paper Example During her early nursing career, Leininger identified the need and importance of â€Å"caring† concept in nursing. She got her motivation from frequent appreciative statements from her patients. This acted as a leeway to her focus on ‘care’ as being an important or central nursing component. She experienced what she termed as a cultural shock during the 1950s while working as a child guide in children’s home. She realized that certain children behavioral patterns appeared to have cultural basis. She also recognized and realized that the missing link to nursing’s comprehension of the several variations necessary in patient care improve and support healing, compliance, as well as, wellness. The insights acted as the beginnings of a phenomenon and construct related to nursing care known as transcultural nursing. Leininger is the founder of the popular transcultural nursing movement in education practice and research. She defined transcultural nursing as a â€Å"substantive area of study and practice focused on comparative cultural care values, and practices of individuals or groups of similar or different cultures with the goal of providing culture-specific and universal nursing care practices in promoting health or well-being or to help people face unfavorable human conditions, illness, or death in culturally meaningful ways† (Leininger, 1989). ... It emphasizes on the universality and diversity with an aim of providing culturally related and wholistic care (Leininger & McFarland, 2006). The theory is, however, not a grand one since it has certain dimensions to assess for a given picture. It is a comprehensive and wholistic approach, which has given a leeway to a broader and wider nursing than expected with a reductionist and middle-range approach. The theory has a role of providing the required care measures while taking into consideration an individual or patient’s cultural beliefs, values and practices. Leininger came up with and coined the fundamental goal or aim of transcultural practice in nursing. She referred to it as culturally congruent care. It is only possible on the occurrence of the following within the client-nurse relationship: the nurse, together with the client, defines creatively a different or new lifestyle for the well-being or health of the client. This requires the use and application of both profe ssional and generic knowledge and ways in order to fit these diverse and new ideas into nursing practice and goals. Another important and unavoidable aspect of this theory is that knowledge and skills are normally re-patterned for the client’s best interest. This implies that all care modalities and means need co-participation of the client and the nurse. The two have to perform identification, planning, implementation, and evaluation of each mode of caring for culturally congruent or related nursing care. The modes normally stimulate nurses to come up with and design appropriate nursing decisions and actions with the use of the acquired new knowledge, as well as, the culturally based ways to give satisfying and meaningful wholistic care to various

What were the main changes brought about by the Constitutional Reform Essay

What were the main changes brought about by the Constitutional Reform Act 2005 and why were these considered necessary - Essay Example A good example is the 2010 case law on HJ and HT vs. the secretary of state in charge of home department2. Under this case, the Supreme Court was required to rule on the status of the asylum application of two gay people, that is HJ, and HT3. This was a human rights issue, where the court granted asylum to these people, on the grounds that they would persecuted, if deported back to their country. By closely looking at this ruling, it is important to denote that the courts were taking on new roles determining the human rights issues that the state had to adhere to. This therefore means that the courts are playing an important role in determining the kind of policies that the country should adopt, and the policies that it should not adopt4. This is an example of a judicial review. Furthermore, it is important to explain that the Supreme Court was enacted after the passage of the Constitutional Reform Act of 2005. This court was created under part three of the constitutional reform act. The constitutional reform act played a great role in reforming the judiciary, and specifically the three roles of the Lord Chancellor. These roles include his position as the speaker of the House of Lords, the head of the British Judiciary, and as a member of the cabinet5. These implied that the Lord Chancellor was a very powerful person, and there was no separation of powers, between the judiciary, the legislature, and the government. This situation made the Lord Chancellor to be vulnerable to an abuse of the executive authority of the government. Another point of concern was the capability of the Lord Chancellor, in appointing judges of the high court and that of appeal. This is because of the roles that the senior judges played in scrutinizing the various policies of the government, hence appointment by a government minister, would compromise their ability to efficiently undertake

New health care Assignment Example | Topics and Well Written Essays - 1750 words - 1

New health care - Assignment Example It is in this call from the developing countries and the various stakeholders in the health sector that as medical practitioners and professionals; alongside partnerships of other stakeholders such as the communities in those areas, the policy makers, local authorities, and business leaders that we seek to establish new models of care in Nigeria, as a developing country. Diversity is a challenge within the health and social care systems of the world. The hospital as a public place services multitudes of people from diverse cultural backgrounds, creating the need to accommodate the factor of diversity in every new model of care (Diller, 2011). Particularly, with the selected case where this new health model will serve, that is Nigeria, there are over 50 different communities, all distributed across the country, especially in the urban settlements (Okehie-Offoha, 2006). The tiers of healthcare in Nigeria incorporate three levels, the federal, state and local governments. The country initiated several developments recently within the health care system, including incorporating a national insurance policy, policies regarding the availability and distribution of drugs and medical equipment, financing for the health care systems, partnerships among others. The entire developments align with the millennium development goals, in which the country aims to at tain safe, sufficient, and effective healthcare system for her people. The cultural diversity in Nigeria incorporates several factors including differences in the origins of the people, their dressing, languages, art and traditional practices among many others. Particularly, the Kaduna State in the northern section of the country is among the symbols in Nigeria with remarkably vast sub-political entities. It has over fifteen tribes, with the majority of the minority groups in Nigeria located within this state

Consequences of Outsourcing Human Resources

Consequences of Outsourcing Human Resources This essay will attempt to highlight the issues pertaining to the effects of outsourcing human resource management. The essay will be structured as follows: An Overview on Outsourcing of HRM The Rationale of Outsourcing The advantages of Outsourcing The disadvantages of Outsourcing An analysis on effect of Outsourcing An Overview on Outsourcing of HRM-The HRO The Outsourcing is the new management mantra which came into existence during the turbulent times of 90s, where it was seen as an effective tool for cost cutting. Outsourcing basically means hiring of the relevant business function from a third party. This phenomenon made rapid advancement and very soon engulfed nearly all area of the business. The function of Human Resource management has also been affected by it. Although in HRM outsourcing is a relatively newer term but the economic crisis of global meltdown has helped it to a stage where more and more organisations and businesses are opting for it. Following are main findings of the survey carried out by CIPD (2009) in the UK- HR outsourcing (HRO) is used by 29% of the survey respondents. Most organisations are increasing their use of HRO. Over the last five years, 20% reported significant increases in HRO activity, and 44% reported a slight increase in HRO activity. Only 11% have reduced their reliance on HRO. Only 44% of those organisations that outsource other business functions also outsource HR. HR outsourcing is used predominantly in private sector organisations, with 69% of those outsourcing HR working in this sector. HRO is pursued by 25% of public sector organisations in this sample. The private service industry dominates the use of HRO, with 50% currently undertaking HRO activities. Twenty-four per cent of HRO activity is in manufacturing, 22% in public services, and 4% in voluntary and charitable organisations The top drivers for HRO include access to skills and knowledge (71%), quality (64%) and cost reduction (61%). Organisations stressing clear objectives and targets in these areas are also more likely to have achieved them. The top three wholly outsourced areas include legal activity (69%), payroll (66%) and pensions (64%). The areas partially outsourced the most include training (49%) and recruitment and selection (47%). HRO is not relieving pressure for the internal HR team, with 43% confirming HRO failure in this case. Source- CIPD survey 2009 Introduction to HRO HRO is often confused with the two more associated terms -HR shared services and HR expert leasing. To begin, it is necessary to distinguish HRO from HR shared services and HR expert leasing. The main reason for this confusion is the complexity involved in Shared Services and HR expert leasing. HR shared services are also known as co-sourcing (Shen et al. 2003). The shared service has two forms. First, there is a shared service set up by large organizations to provide assistance and services not only to their own departments or subsidiaries, but also to external client organizations as an outsourcing business. Second, the other type of shared service refers to those set up, again by large and often multinational or multi-establishment organizations, aimed at restructuring their service provision through recentralization and of a creation of an internal market system. This is very popular in large enterprises, such as Motorola, Fuji, HSBC, IBM and Nokia. HR expert Leasing refers to the concept used by some professional employer organizations of leasing HR experts to clients (Laabs 1996) due to the fact that when the option of leasing employees is used, HR is more likely to be kept in-house, thus HR expert leasing should not be regarded as HRO. Similarly the shared services which are designed at providing services to internal and external clients cannot be in strict sense be regarded as HRO. Thus we see that in both the cases, i.e. HR expert leasing and the Shared services, there is no significance of the third party, which as per the definition of HRO is an prerequisite for them to be classified as Outsourcing. Hence we see that there is a clear demarcation between all the three services being used to provide HR support to the organisation. The commencement of Outsourcing in HR functions commenced primarily with the field of Recruitment. The Business organisations felt the need for recruitment as an independent function which could be transferred to third party for a measure of cost cutting and bettered shared service. Soon the functions such as Pay roll management, benefits and legal advice, were also outsourced. If we analyse the key decision for whether the particular function is outsource or not is based on the fact that whether the function is a core function or not? The rationale behind the Outsourcing The five competitive forces (Charles R Greer; Stuart A Youngblood; David A Gray, 1999) that can be called as the driving force for the companies to outsource some or all of their HR activities are: downsizing, rapid growth or decline, globalization, increased competition, and restructuring. Downsizing: The inevitable restructuring of entire industries has recast HR departments as formulators and implementers of downsizing. The pressure of reducing costs has now made HR themselves as targets of downsizing due to the overwhelming demands for reduced costs for HR services. Rapid Growth or Decline: Again the Costs as a major factor, the retrenched firms, or those in decline, face incredible pressures to reduce costs, while high-growth firms face similar pressures to monitor costs. HR outsourcing presents the option of cost reduction Globalization: Due to this, the companies now staff comprising of host country or third party nationals, this required harmonizing pay and benefit packages in accordance with the local laws demands specialized expertise. Larger vendors that focus on compensation and benefits offer these specialized services and deliver expertise built on experience and concentration in particular regions of the world. Increased Competition: Increased competition, both on domestic and international front, emphasizes the value-added role of products and services. Firms that subscribe to the balanced scorecard approach to measure effectiveness look not only at financial measures of firm success, but also at customer and employee measures of service quality. As per General Electrics CEO Jack Welch- He pays attention to only three measures of firm effectiveness-cash flow, customer satisfaction, and employee satisfaction. If HR departments are to be responsive to both internal and external customers, they  must look for ways to improve the quality and responsiveness of their services. Proponents argue that outsourcing offers HR an option to satisfy competing demands for improved service and responsiveness at a reasonable cost. Structuring: Firms that redeploy HR generalists to serve key divisions or business units of the organization can transform HR into a service role. Such a transformation serves as a source of competitive advantage for the firm. These new, service-quality cultures are not easy to build and sustain, particularly among established, traditional, or entrenched HR departments. Strategically, HR outsourcing decisions can potentially be part of a larger pattern of responses designed to deliver hard-to-imitate, hard-to-substitute, value-added services that enhance the value and quality of the firms products and services. After having seen the driving force behind the HRO we will now try to analyse various models of HRO as conceptualised by the resource-based view (RBV) (e.g. Barney 1991; Ulrich 1996); that suggests that the resources of a firm are rare and valuable and cannot easily be substitutable, are more likely to achieve sustained competitive advantage. According to the RBV, a firm should only outsource those resources which are replaceable or imitable not its core functions. This concept is in line with the core and periphery concept (Atkinson 1984), which can be applied to evaluate what HR activities are more likely to be outsourced. According to Atkinson, the core is defined as a numerically stable core group which will conduct the organizations key, firm-specific activities (Atkinson 1984: 29). The core can be redeployed easily between activities and tasks and has functional flexibility. All other function which support the core are known as the periphery, this provides the organization wit h an advantage to vary the numbers with fluctuation in labour demand (known as numerical flexibility). Ulrich (1998) suggested that core activities creates unique value to employees, customers and investors and are transformational in nature. Non-core activities are easily duplicated and replicated and are of transactional nature. Thus we find that HR core activities include top-level strategy, HR policies, employee relations, and line management responsibilities (e.g. appraisal and discipline) and the peripheral activities include specialist activities (e.g. recruitment and outplacement), routine personnel administration (e.g. payroll and pensions), relocation, and professional HR advice (e.g. legal advice related to employment regulations) {Finn (1999) and Lepak and Snell (1998)}. Thus according to the core and periphery theory, while the administrative and transactional functions (periphery) can be outsourced, it is in the interest of the firm to keep the strategic parts of HR (c ore) remain in-house. However, in practise, the core and periphery concept is difficult to distinguish as some HR activities appear to be purely administrative, but actually are not. For instance, recruitment is often seen as suitable for outsourcing, but its a key function that should stay in-house. To ascertain these arguments, we next shall analyse the advantages and the disadvantages of Outsourcing of HR functions. The advantages of Outsourcing As mentioned above one of the major benefits of HR outsourcing is Cost Saving but is not the only advantages of the Outsourcing. It provides a wide array of advantages specially to the small and rapidly growing businesses with limited resources, to achieve the same level of efficiency and service consistency in their HR functions as larger companies, without having to invest in large amounts of capital. The advantages of outsourcing can be enumerated as follows:- Cost Savings. Companies can realise substantial cost savings by outsourcing HR activities and functions. Torode (2000: 2) reported a success story about cost reduction about Trident Inc. reducing its HR administrative burden by 65 per cent and uncovering US$40,000 in overpayments for insurance premiums by using Employease Inc.s web-based human-resources application. The same is also supported by Gilley et al. (2004) that outsourcing training and payroll could lower administrative and overhead costs of training staff. Greater Focus on Core Business Activities. Due to globalisation companies face aggressive competition both locally and from abroad and thus can incur a tremendous amount in terms of lost business and loss of competitive advantage by spending more than required time and resources in non-core or administrative functions. Outsourcing enables companies to focus on their core competencies and to direct their full attention towards market dynamics and business strategy. Greater Participation by HR in Value-Adding Activities. Outsourcing certain HR administrative tasks enables the HR department to free themselves of time-consuming administrative tasks and direct their attention towards helping to improve their companys business performance thus fulfilling there roles as that of a strategic partner. Greater Efficiency. Due to the vertical specialisation and intense competition the outsourcing providers can usually perform the task more efficiently than the internal HR department. This is also due to the fact that service provider has a specialised team and since provides wide array of services to various outsourcer, hence at times can have more resources as well as experience to deal with any situation. This is specially true for medium and small firm which have a smaller HR department. Greater Flexibility of a Decentralized Structure. The business environment is very volatile, presenting newer challenges to companies. Outsourcing provides flexibility by removing those responsibilities and constraints that make it difficult to react effectively to changing conditions and issues. A leaner, more focused company engaged in fewer activities, is better able to react to environmental changes. Risk Reduction. Risk reduction is a major benefit of HR outsourcing. As the outsourced tasks are the outsourcing providers core competency, they are unlikely to make lesser mistakes as compared with the clients internal HR staff. Furthermore in case of eventuality of mistakes, the service provider can be held accountable for losses to its client thus lowering the level of risk. More so ever the firms can enjoy the benefits of the HR functions without having to invest heavily in those HR functions, at the same time also keeping the option to change the outsourcing supplier if required. More Objective Process. Outsourcing provides a certain degree of objectivity to the functions of HR department as service providers are not affected by political, cultural and bureaucratic conflicts intrinsic to the firm, which prevents the department from being fully productive and aligned with the strategic goals of the organisation. Outsourcing HR functions brings the objectivity of a third party into the process. Disadvantages of Outsourcing Cost-Savings Not Always Achieved. Laabs (1996) argued that HRO in fact leads to increasing costs because it may be less expensive to administer HR functions in-house, the same is also supported by Friel (2003),who argues that one major reason for higher costs of HR outsourcing is that HRO is still in its infancy. For example, software products must be tailored to organizations requirements, pushing up development costs. The following are examples showing increasing costs as a result of HRO. BP Amocos international contract with Exult increased costs by one third in 2001 (Broad 2002). BT admitted that costs were on the rise in its contract for HR service provision with Accenture HR Services in 2002 (Broad 2002). The September 2002 audit revealed that Federal Energy Regulatory Commission (FERC) in the United States paid up US$2.6 million to VA sytems well above the original estimate of US$1.2 million.(Friel 2003). Transportation Security Administration (TSA) of America paid NCS Pearson, US$700 million as against originally estimate of US$103 million,by the end of 2002. (Friel 2003). Greer et al. (1999) found in their study that specialized vendors were unable to achieve greater economies of scale and cost savings due to the magnitude of the internal HR operations of some large companies,. More importantly, as Greer et al. (1999) warned, outsourcing produced no cost savings when only two or three vendors dominate a specialized market. Caulkin (2002: 10) has supported Greer et al. by arguing that the argument of economies of scale and specialization is self-serving, benefiting providers, not purchasers. People Issues. This is one of the most debatable aspects of Outsourcing. An extensive study by Hackett Benchmarking Research revealed that companies consider the greatest obstacles to outsourcing to be cultural and political factors. The services being outsourced to an outside entity poses a threat to the employee trust in the system. Further more the vendor working environment and ethics might not be commiserating with the firms which would bring out contention of issues. For example (Broad 2002), when Bank of America formed an alliance with Exult which included a major outsourcing arrangement, employees were worried about the implications of the deal for their positions. It is only when they understood that it was Exult, and not Bank of America, that would make the required investments, that they became reassured and accepted the alliance Problems with the Outsourcing Provider. The providers might be faced with issue where he is forced to cover up for any mistakes for which the service provider can be held liable. Further more the organisational culture of the provider would also be a binding factor as they can be a cause low service standardsr, a lack of attention to regulatory and business requirements, or unmet objectives and timeframes by the outsourcing provider. Loss of Control. Outsourcing HR functions can lead to a loss of control by the buying company. According to recent study by Accenture, 48% of executives surveyed stated that the fear of a loss of operational control was the greatest impediment to expanding their use of outsourcing. Their can be a fundamental mismatch of hierarchy in the firm as the line manager and the service provider might not be able to synchronise their working. Consequences of outsourcing Major implication, both in terms of their (changing) roles and their experience of the HR services of Outsourcing have been felt by HR professionals, line managers, employees who receive the services, and outsourced HR staff who provide the services. In-house HR Professionals. Most noticeable impact on in-house HR professionals will be in terms of the nature of their work and their career patterns, although due to scarce literature, the extent is difficult to predict. Ulrich (1998) proposes four new roles for HR; among those he recommends sharing of HR work in varying proportions among the line management, employees, external consultants, and other groups. But he does not really discuss the rationale by which this distribution of work would be determined (Procter Currie, 1999). Nor have the implications for their career prospects been contemplated. Greer et al.s (1999) study suggests that as a consequence of outsourcing of HR activities, the user company would mandatorily have to deploy in-house HR generalists who know can manage the outsourcing relationships. However, this also poses a threat of work intensification for these HR professionals, as they might still be relied by their colleagues to provide the service because they may be used to it or are unfamiliar with the new system. For example, Shen et al.s study (2004) indicates that the job content for the NHS maintenance manager of National Health Services (NHS) trust hospital in the United Kingdom has undergone severe work intensification and radical change ever since the outsourcing of maintenance. The same can also happen to the HR managers when outsourcing HR takes place, since both functions require intimate knowledge of the organization and a relatively high level of relationship management. HR outsourcing also raises concerns about the career prospects of the HR staff. One of the significant changes to career prospect would be Availability of fewer career development options for specialists as compared to generalist. At the same time, as there would be only a limited activities being performed in-house, general HR experience would be hard to gain. This will also raise question about the type of training to be provided to HR professionals that existing training for the HR profession is generalist-oriented, while in future the service provider would need specialists. Therefore, outsourcing HR could affect the in-house HR staff in ways such as job intensification, change in job content, reduction of career development opportunity, and increased levels of stress, especially when the relationship with the service provider is strained and the quality of services unsatisfactory. More broadly, the role that HR professionals play will be dependent upon their interaction with other groups both within and outside the organization (Procter Currie, 1999). Communication can be more difficult, especially when there is geographical, as well as organizational, separation. But if the onward march of HR outsourcing is a given, then the HR professionals will need to learn how to play the game (Turnbull, 2002). Line Managers. One of the apparent rationales of Outsourcing has been to delegate the softer aspects of the HR function to the line management ie involvement in and ownership of HR decisions. For example, Vernon et al. (2000) found that in Europe it is a common practise for sharing responsibilities between the HR specialists and the line management, in regard to the policy making: About a third of senior HR specialists reported an increase in line management responsibility for HR issues over the last three years (Vernon et al.,2000, p. 7). The role of line managers in executing HR policies and shaping HR practices has long been acknowledged (e.g., Currie Procter, 2001; Marchington Parker,1990; McConville Holden, 1999; Procter Currie, 1999). This has resulted in line managers taking on additional responsibilities, thus intensifying their role. This can at times all draw away or cloud the focus of line manager from their primary role. Also in reality, some of the smaller tasks may take longer to explain via electronic devices and are easier for the line managers to do themselves. The lack of HR support on-site seemed to have caused work intensification for the line managers, since they no longer have easy access to the HR staff. Another aspect which is pertinent to mention here is the competence of line manager. Line managers in the United Kingdom have been criticized for their lack of HR skills and competence, especially on legal matters such as discipline, dismissal, redundancy, and equal opportunities (e.g., Currie Procter, 2001; Hall Torrington, 1998; Mc-Conville Holden, 1999). They have also been criticized for their lack of interest in managing human resources, as HRM tends to be low down in their operational priority. In addition, they tend to focus on the hard, rather than soft, aspects of the HRM issues. Employees Receiving HR Services. The most significant outcome of this has been on the employees as they find difficulty in divulging confidential or private information with unknown HR person over the phone or online. This can also be termed as loss of Human touch from the term Human Resources. Research carried out by Feng Lee Cook (2006) about the employees response in Consult-Corp UK also indicates the same. Number of employees felt loss of emotional aspect as they felt that staff in the services centre, provide answers by reading off the screen or the manual and the entire process is mechanical. Another consequence of the outsourcing has been the lack of clarity of ownership of problems that may occur in HR services. With no HR department, at times the employees could find a void for issues such as grievance against their line manager itself especially when the grievance concerned the line manager or if the line manager responsible for their performance appraisal. All these change s may cause some fear and resistance among the workforce. BP Amocos outsourcing of HR is a case in point (see Higginbottom, 2001). As a result, it may actually be more costly for the organization to acquire the HR services from the external provider when all the indirect costs (both financial and emotional) that may incur in-house are calculated. This is especially true for large organizations in which employees are highly professional and highly paid. Outsourced HR Staff. Traditionally, skilled and knowledge-intensive work such as HR activities has been provided by workers of status. Employers tend to have an employment relationship with these employees that is characterized by relatively high levels of trust in order to elicit greater commitment and effort from the workers (Streeck, 1987). It has been argued that the tacit knowledge possessed by these workers is vital for the organizational competitiveness (Cooke, 2002; Manwaring, 1984; Pavitt, 1991; Polanyi, 1966; Willman, 1997). Outsourcing of this type of work replaces the status approach by a (short-term) contractual relationship of tight specifications of all aspects as a predominant mechanism of control. This mode of employment relationship does not encourage workers to provide extra-functional contribution to enhance the firms competitiveness (Fox, 1974). In fact, the potential problem of gaining commitment from the nonemployee workers is well recognized by organizations a nd academics (Cooke, Hebson, Carroll, 2005). For the employees of the service provider, job security may be low and firm-specific knowledge may be lacking as a result of multiclient services and the standardization of work processes. Indeed, lack of critical expertise and a customer service focus, or failure to take the interests of their client into account when delivering their HR services, have been found to be some of the main reasons for the failure of the HR outsourcing relationships (Greer et al., 1999). Additional complications in the employment relationships may occur where the HR outsourcing decision involves the transfer of existing HR staff to the external service provider (see Table 1). For the employees concerned, the transferred HR staff are likely to be protected, at least in principle, by some sort of employment regulation of the specific country (e.g., the Transfer of Undertaking Protection of Employment [TUPE] regulations in the United Kingdom). In theory, the em ployment contract of the transferred workers is preserved intact under TUPE regulations. In reality, however, their terms and conditions and other experience of work may change significantly, albeit incrementally (Cooke et al., 2004), since the impact of TUPE has proven to be only marginal to date (Colling, 1999; Wenlock Purcell, 1990). As Domberger pointed out, the principal effect of TUPE is to ensure minimum standards are maintained in negotiated transfers. The legislation is designed merely to assure the continuity of employment (Domberger, 1998, p. 143). For example, Cooke et al.s (2004) study of outsourcing in the public sector reveals that work intensification and increased performance monitoring are common features of post-transfer working life. Outsourcing offers the new employers opportunities to improve organizational performance by creating change through reducing staff numbers; introducing new skills and working practices; and by modifying individual incentives, employ ment terms and conditions, and attitudes to the workplace Domberger, 1998). None of these changes can be prevented effectively by TUPE, although not all of these changes necessarily point to a worsening scenario to the disadvantage of the workers (Cooke et al., 2004). However, this raises a question as to the extent to which the client organization can expect their ex-employees to (continue to) demonstrate loyalty and commitment in providing their services. These employees may be resentful that they are being dumped by their former employer and/or may have taken on their new employers organizational values that are not necessarily in line with those of their former employer. These issues may be exacerbated if the new employer has also taken on staff from other client organizations, thus creating a work environment with multiple cultures, multiple identities, and competing demands for preferential treatment from client organizations (Rubery et al., 2003). These issues also present a serious challenge for the new employer. The outsourcing firm has to manage a fragmented workforce, one where employees have different employment packages. At the same time, the outsourcing firm is trying to implement a coherent HR strategy and a consistent organizational culture while delivering customized HR services to its client organizations. Conclusions The aim of this article has been to provide an overview of the various aspects of HR outsourcing with a combination of empirical evidence and academic debate. The intention has been to provide a critical review of the state of affairs in the practice of HR outsourcing and to raise issues that require further academic research and attention from organizations interested in HR outsourcing. Existing literature on HR outsourcing appears  to be rather limited in general. This is perhaps due to both research and practice in HR outsourcing being in its early stages of development. There is a longer tradition of firms outsourcing discretional aspects of HR (e.g., payroll, training, health and safety,  legal advice), areas in which they lack inhouse expertise and that are deemed noncost- effective to develop and maintain inhouse. Existing evidence suggests that HR outsourcing has increased substantially over the last decade, although some authors remain cautious about the future growth of HR outsourcing. Training and payroll appear to be the favorite aspects of HR outsourcing. In addition, recruitment, taxation, and legal compliance are often outsourced. However, employee relations, HR planning, career  management, and performance appraisal are less likely to be outsourced, as they are more likely to be seen as core competencies or activities. Even so, there are no clear patterns of the types of HR activities that are outsourced. Existing evidence also suggests that the primary motives for HR outsourcing are to reduce cost, to gain external expertise, to enhance strategic focus of the in-house HR function, and to improve service quality. Cost reduction and sell-out strategy are also important factors for making decisions. While the overwhelming objective for outsourcing appears to be cost reduction, both the transaction-cost economics model (Williamson, 1985) and the resource-based view of the firm (Barney, 1991) seem to influence firms HR outsourcing decisions. T he diverse evidence as to whether the HR outsourcing trend is set to grow or not and/or at what rate implies pragmatic decision making by firms when considering whether to outsource HR activities. Due to the limited number of empirical studies on various aspects of HR outsourcing and the fragmented and inconclusive evidence they have yielded, it is difficult to draw clear conclusions on the types of HR activities that should be outsourced and the effectiveness of HR outsourcing. In fact, evidence seems to suggest that organizations decisions in outsourcing are not always rational  (Vernon et al., 2000), nor is their process successful or the outcome effective. It is possible, however, to identify a number of research issues and practical implications that require further attention from academics and practitioners. Conclusion The resource-based view (RBV) (e.g. Barney 1991; Ulrich 1996) suggests  that a firms resources that are valuable, rare, and not easily imitable or  substitutable are more likely to achieve sustained competitive advantage. According to the RBV, a firm should focus on its core competencies and  outsource those not valuable, and imitable or substitutable resources. The  RBV is consistent with the core and periphery concept (Atkinson  1984), which can be applied to analysing what HR activities are more  likely to be outsourced. According to Atkinson, the core is defined as a  numerically stable core group which will conduct the organizations key,  firm-specific activities (Atkinson 1984: 29). The core can be redeployed  easily between activities and tasks, by means of multiskilling or through  flexible career structures, known as functional flexibility. The periphery,  however, provides the organization with the ability to increase or decrease  the organizations headcount in response to every fluctuation in demand  for labour (known as

Physics of the Browning M2 .50 Cal :: physics machine gun

The Browning M2 .50 caliber machine gun is better known as the 'Ma Duce' to those who have had the pleasure of firing this heavy barrel machine gun. In 1919 John M. Browning developed the M2 .50 cal as an anti-aircraft weapon. The M2 was first introduced into the United States Military in 1933 and is used by many militaries through out the world today. Since 1933 there have been little changes made to this weapon system. The BMG (Browning Machine Gun) is a crew served, belt fed, air-cooled, recoil operated machine gun capable of firing in single shot or fully automatic. Today the M2 is used for more than just anti-aircraft. Since very little changes have been made to this remarkable weapon system, military researchers have been able to maximize the capabilities and uses on the battle field. This weapon is used both in the offense and defense and can be used effectively to engage light armored vehicles, low flying aircraft, boats, and personnel. The M2 can either be ground or vehicle mounted giving our military unlimited uses of this weapon. This weapon system has been mounted on numerous light armored vehicles, air craft, water craft, as well as tanks. The M2 .50 caliber machine gun is a crew served, belt fed, air-cooled, recoil operated machine gun capable of firing in single shot or fully automatic. weight of total gun with tripod 128lb weight of receiver 60lb weight of barrel 24lb weight of tripod 44lb length of gun 65in length of barrel 45in muzzle velocity 3050fps~888m/s bore diameter .50cal~12.7mm maximum effective range 2000m maximum range 6800m~4.2miles There are over 20 different types of ammunition that have been made for the M2, each with it's own individual characteristics, color coding and uses. The primary round discussed on this web page is the M2 .50 caliber ball cartridge. The M2 ball round is one of the few rounds that does not have any color coding. This round consists primarily of the casing, primer, powder, and projectile. The projectile is 58.7mm long, 12.7mm in diameter and has a weight of 42.9grams. The projectile is a soft lead core incased in a full metal jacket. Most ammunition for the M2 comes linked in 100 round belts as shown below. There are some basic methods of firing that must be defined before discussing defilade fire. The first of these is line of sight. Line of sight is defined as the path from the gunner's eye to the target.

How does Rees use Language to Make the Reader Empathise with Mary? Essay

In the story, Witch Child, Celia Rees uses many different components of language to make the reader empathise with the main character, Mary. Witch Child is a book, compiled of diary entries, written by a young woman called Mary, who lived in the 17th century. Rees uses empathy to make the book seem more personal, like the reader is the only one reading it. Empathy is also important, because it is when you understand and identify with somebody else’s problems or emotions, and if the reader feels a bond with Mary then they are going to continue reading the book. It keeps the book gripping and stimulating. Celia Rees creates empathy in many ways, using a clever but subtle style. She uses factors such as sentence structure, emotive language and tone to provoke a feeling, similar to the one she has created for Mary. Rees’s style means that without the reader realising it, they become hooked. In this essay, I will be finding out how she uses language to do this and will be including quote from the book. At the beginning, before the story begins we are given a little background information. This information is not true but we are told that the diary entries were found hidden and that they are a true story. Witch Child is in fact entirely fiction but this prologue helps with creating empathy because if the reader believes it is real then their emotions are also more likely to be real. If something is realistic then you are going to believe it where as if you know it is made up, then you will not relate to it. Also the way that it is in diary format helps as well. It makes it seem more personal and make the reader feel valued because they have been allowed to read personal thoughts and feelings. The language Celia Rees uses has a large effect on the way the reader interprets her words. Some of the language is in the style of how it would have been written in the time the book is set. Sometimes the words in the sentence are in a different order to what is familiar today, and sometimes she just uses uncommon words. However, Rees has used a simplified language, to appeal more to her target audience, of teenage and older children. This is sensible because a diary in the 1600’s would have been written in such a way that modern children/teenagers may have struggled to understand the meaning behind her words. Celia Rees intentionally chose this language, and it has helped the book seem more realistic. Mary goes through a lot as she grows from a girl to a woman. At the beginning her grandmother, who was her main guardian and who she was very close to, was killed after being accused of being a witch. This is a key part of the story, and is carried through the story. It makes the reader empathise with Mary because her grandmother is her only family, and the only one that has ever cared for her, so when she is taken away it would have been very upsetting. One quote from the book that I think illustrates this well is ‘The men watched, as the woman did this and my grandmother was forced to stand before their gloating eyes, a naked old lady†¦Ã¢â‚¬â„¢ This quote is from when her grandmother is going through witch tests. The reader empathises with Mary at this point because Mary empathises with her grandmother. The words ‘naked’ and ‘old’ make her grandmother seem vulnerable and helpless. She sounds vulnerable because she is naked and being watched by strangers. The way she is described as ‘old’ makes her seem defenceless, which to some extent was probably true. She had no dignity in front of the men and was probably embarrassed and ashamed. The word ‘forced’ makes it sound like the men have bullied her into it. Rees tells the story so that the men seem higher and superior (but cruel) and her grandmother seems humble and this makes her sound innocent. The men seem quite sick and perverted for wanting to watch an old woman naked. The word ‘gloating’ makes it sound like they are proud of themselves and happy that an old woman is being hurt. The men’s eyes are described which implies that they are watching intently. We feel empathy for Mary because she must have been there, to know the story is such detail, and the reader feels bad because they know there is nothing she can do. Also the reader feels guilty because the way Mary has written ‘my’ makes it sound like she is quite protective of her grandmother. Also you get the impression that, understandably, Mary resents the woman that is hurting her grandmother and as I have already said, the reader automatically thinks the woman and men are cruel and the bad ones, therefore again the reader empathises with Mary. This is also near the first time the witch theme is mentioned. The quote seems so horrific it makes you think that they wouldn’t just do it to anyone. This makes you wonder whether she was actually a witch, and this question is continued to be asked throughout the book. Another quote from the book is, ‘I seized on this, turning the leaves, hoping that here I would find the answers to ease my heart’. The first thing the reader thinks about and pictures is Mary, searching in desperation. This shows she is curious to find out about her past. You get the idea she is so frantic that she has forgotten her surroundings and is lost in her own world. You think of her searching because Rees says ‘find answers’ and ‘turning the leaves’. The whole quote creates a distressed and quite depressing atmosphere. ‘Seized on this’ makes her sound even more fraught because it makes it sound like she really noticed it, and immediately thought it could solve her uncertainties. The way Rees uses the phrase ‘ease my heart’ makes you realise that Mary must have been fretting over it for a long time. ‘Ease my heart’ is also an example of emotive language because it is powerful and provokes a reaction from the reader. Another example of emotive language in the quote is ‘hoping’ and both of these makes you feel empathy with Mary because you feel her longing, and therefore create a stronger bond with her. Emotive language adds to empathy between the reader and Mary because if you feel a bond then you are going to understand her emotions and link it to yourself. Rees also uses quite an old fashioned style of language. She uses the word ‘leaves’ which these days is unlikely to be used, a more familiar word would be pages. This makes it more realistic, which means the reader is more likely to connect with Mary and feel empathy. You feel empathy with Mary because most people have really wanted to know or find something out. The reader also feels empathy with Mary because the quote is quite personal and, I think, quite obviously from a diary. This makes her emotions seem raw and unchanged, and this makes the bond stronger between her and the reader because it sounds like her feelings are truly coming from her heart. The bond strengthens as the quote goes on. This is because with each clause she adds more detail, creating a more intense image and making your emotions more extreme and that therefore increases the level of empathy between Mary and the reader. In this quote you also start to get the impression that Mary is an outsider. This is because she has just boarded the boat she will be travelling on and is sat on her own looking through a case at this point; instead she could be meeting new people or exploring the boat. This is a theme that is carried on throughout the book. Rees carries on portraying Mary as an outcast throughout the book. The reader wonders why this is. It could be because Mary’s grandmother was killed, or it could be to do with the fact that she has to cover up any signs of her supernatural background. The next quote shows the way she has to hide her abilities in order to try and fit in, ‘I have seen his past. I have seen his future. I know how death will come to him and I feel the knowledge like a burden. Grandmother said never to reveal the manner of someone dying.’ This quote continues both the witch and the not fitting in theme. It goes against the common belief that witches don’t exist because it’s saying she has seen an extraordinary thing, and has powers. It makes the reader wonder whether she is actually a witch or whether she was hallucinating. The reader feels sorry for her because she has just seen something very important and she has to keep it to herself. The reader empathises with Mary b ecause she can’t do anything about the powers she was given, she didn’t ask for them, she was just given them, and all she wants to do is live a normal life, and she can’t. She is trying to be good and please everyone, her grandmother wouldn’t have wanted her to tell but she is probably wondering if it would be the best thing or not. The whole quote creates a stressed atmosphere and there is definitely a sense of confusion, while she is trying o work out what to do for the best. The way Rees says ‘like a burden’ makes it sound like Mary really didn’t want to have that vision, and now she has to keep it to herself it’s even worse. It also makes it sound like it strains her, which probably means she has had more than one of these visions. You also get the impression that she has had numerous visions because it says ‘Grandmother said’ which make it sound like her and her grandmother talked about how to deal with them. The fact that she has had several premonitions intensifies the empathy connecting the reader and Mary because she must have been put under a lot of stress. The quote sounds almost like she is keeping something to herself, and that she is not really saying how she feels about the event. She doesn’t say whether she is angry, proud or any emotion. This could be Rees cleverly linking in the time when the book was supposedly written. In the 1600’s, the norm was not to show what you were feeling inside. This would explain why she has not written it. However this explanation has a weakness because the book is composed of diary entries, so why would she hold her feelings back. The quote has quite a few short sentences in it. These make it dramatic and it gets to the point. It can mean a point is emphasised, and in this case it does. It means that there is only one point in the sentence and so the reader’s attention can’t be diverted. Mary never seems to be sure of what she is meant to be doing. She doesn’t really stand up for herself and nearly always does what other people tell her. A good example of this is, ‘I do not know what this place has in store for me. The ship is familiar to me; it has been home to me’. This quote is appropriate because Mary doesn’t want to leave her comfort zone, but will when everybody else goes. She doesn’t really stand up for herself because she has got on a boat and is now in America, with no-one she knows. This quote makes the reader feel empathy connecting themselves and Mary, because most people have been reluctant to do something and to leave their comfort zone which is exactly what Mary is feeling at the moment. Sentence structure plays a key part in how the sentence comes across. Short sentences often sound more dramatic and can add pace to a sentence. Long sentences can be used to add detail and make an image in the readers mind. Witch Child uses both short and long sentences add different effects, including empathy. In this quote short sentences help the reader to understand Mary’s emotion. The short sentences make it sound like she is speaking fast which could be linked to panicking and not wanting to do something you have to. This adds to the empathy because if she is panicking it means it is something she really doesn’t want to do, which makes the reader feel almost guilt. The short sentences add pace and make you realise she can’t go back. You feel guilty because even though it isn’t your fault you feel like your taking the only thing that’s normal away from her. The word ‘familiar’ makes you think the boat is comforting and she is happy on board. The quote also makes you realise that even if she did protest, they had already made the journey and there was nothing she could do about it, she was stuck in America. The reader also questions why Mary doesn’t want to leave the boat, whether it is just that the boat is familiar or whether there is something more to it. The reader could wonder, maybe she doesn’t want to have to make a whole new life, maybe she’s scared of being rejected by the others or maybe she’s scared the new people will find out she’s a witch. Again her emotions are not clearly written about; instead the style in which it is written means you can pick it up from the context. It could be as before, the age problem, nobody then talked about their feelings. Another explanation could be that she doesn’t want to come to terms with her feelings because they will upset her. If that were true then there would be a stronger sense of empathy because the reader would feel sorry for Mary, not being able to display her emotions openly. Rees uses powerful words to get through to the reader. In each of the quotes I have chosen so far I have picked at least one word out, and I probably could in most of the book. ‘My few precious things. All I have to show for my life so far lived’. There are powerful words in this quote that are very important, without them, the quote wouldn’t mean the same thing. The words ‘precious’ and ‘few’ makes the items seem very dear and valuable to her and makes it sound like she’s needy. They are all she’s got, which makes her sound like she’s alone. You also get the impression that she relies on them and this makes her sound vulnerable. The outcast theme is continued here because she is alone and has been rejected by the group. This is a depressing part because she has nothing positive in her life. However she values what she has and is not being a brat by saying that she wants more. The words ‘all I have’ also makes her sound weak. The reader understands Mary’s feelings at this point because she sounds vulnerable and susceptible which makes her sound innocent and the reader is more likely to trust and feel close to her if they think she is innocent. The reader also feels empathy with Mary because she has been rejected by a group, which is what she has always feared, and this makes the outcome even more damaging. The quote again is written in an old fashioned/ unusual style. This time it is not the words used but actually the word order; ‘so far lived’ is an unusual way of arranging the words, the normal way today would be ‘lived so far’ or just simply ‘so far’. Celia Rees uses many effects to get the reader to feel empathy, and they have all worked. She cleverly made choices so the reader was drawn in and made to feel a connection and friendship with Mary. From analysing quotes I have learnt a lot more than at first glance.

Letter From a Birmingham Jail Analysis Essays

Letter From a Birmingham Jail Analysis Essays Letter From a Birmingham Jail Analysis Essay Letter From a Birmingham Jail Analysis Essay Essay Topic: Letter From Birmingham Jail Martin Luther King Jar. Was an activist during the Civil Rights Movement. In 1963 he wrote a Letter from a Birmingham Jail to address his fellow clergymen. King uses diction and appeals to pathos to tell the clergymen and the black community that waiting is no longer an option if they want segregation to end. In the Letter, King uses associations of something that can be created or possibly false to show that letting time pass by will not help end segregation. King refers to time as the myth (paragraph 21). This shows that people often think time will heal all wounds, but King thinks otherwise. In order for colored people to end their oppression, they must act more effectively (paragraph 21). King also refers to time as destructively or constructively (paragraph 21). This displays that time can either be good or bad the same way a myth can be true or false. If colored people wait then they will have almost no chance at ending their oppression. King appeals to pathos to get across the message that waiting is not an option. He describes seeing hate filled policemen curse, kick, and even kill your black brothers and sisters (paragraph 12). This is pathos because it is meant to his black community audience angry. Their own law enforcement is taking part in the violent acts towards black people, and this will urge them to fight back instead of doing nothing. King also writes, Let us all hope that the dark clouds of racial prejudice will soon pass away (paragraph 39). This is Kings way of bringing together the clergymen and the black community. By saying hope it makes the audiences feel like segregation can be ended even though it is really bad. If the audiences are hopeful, then they will not want to sit around and wait for it to be over, they will take action. Kings word choice and appeal to pathos helps him convey his message of taking action to end segregation.

Roman Art Essays - Visual Arts, Persian Art, Roman Art, Sculpture

Roman Art Essays - Visual Arts, Persian Art, Roman Art, Sculpture Roman Art Romans were collectors and admirers of Greek art. Art from Greece was brought to Rome, copied, and also changed by the Romans. As a result, Roman art is somewhat based on Greek art. However, Roman art is not merely a continuation of Greek art. For an amateur it is difficult to determine between the two art forms because neither the Romans nor the Greeks wrote down the history of their own art. The characteristics pertaining to each particular type of art are known to some extent, so the experts are relatively accurate in determining the separation of the two types of art. Roman art is divided into four categories: portrait sculptures, paintings and mosaics, relief sculptures, and statues. Each of these has its own characteristics. Portrait sculptures, designed by the Romans, shows the desire of the Romans for literalness; it records even the homeliest features. This is demonstrated in the sculpture, Head of A Roman, made of marble in 80 B.C. The artist painstakingly reported each rise and fall and each bulge and fold of the entire facial surface. It was as if the artist was acting like a map maker, trying not to miss the slightest detail. The end product was a blunt, bald record of features. Idealism nor improvement of features was done causing the feeling of superrealism. Paintings and mosaics were influenced by the architecture of the Romans . Their architecture consiste d of buildings containing a small number of doors and windows, thus leaving considerably large stretches of wall space suitable for decoration. The quality was determined by the importance and the wealth of the patron. The walls were used for two things in Roman art. First, they were used as a barrier. Secondly, they were used to visually open the wall and enhance the space of the room. Only certain colors were used. These were deep red, yellow, green, violet and black. Two methods were used to prepare walls for painting. In one, plaster was compounded with marble dust, then laid directly on the wall in several layers. It was eventually beaten smooth with a trowel until it became dense. Finally, it was polished to a marble finish. The wall was then ready to be painted with water colors or encaustic paints. The other method, called panel painting, consisted of stucco being applied to boards of cypress, pine, lime, oak, and larch. Then water colors, obtained from minerals and animal d yes were applied. The painting was then mounted to cover a wall. These methods were used throughout the years to produce paintings. Although the style of the paintings on the walls changed during the years, the methods used to prepare the walls basically stayed the same. There are four styles of painting Incrustation, the first style, was used from 200 to 60 B.C. Walls were divided into bright polychrome panels of solid colors with an occasional textural contrast. In the years 60 to 20 B.C. the second style, the architectural style, was used. This method made a wall look as if it extended beyond the room, but it wasn't systematically perspective. In the years 20 B.C. to A.D. 60, the third style, the ornate style, was used. This method subdivided a wall into a number of panels by means of vertical and horizontal bands. The fourth and final style of painting took place in A.D.60 to A.D.79. It was called the intricate style. Each wall contained a great number of separate paintings not relating to each other. It made people feel as if they were walking through an art gallery looking at a variety of different paintings. Art of Rome wasn't limited to that of walls. Romans also had murals, painted glass, illustrated books, and easel paintings. Relief sculptures, carved into large pieces of stone, were used to decorate pediments, cella walls of temples, and the interior and exterior of various buildings. The size of a relief was dependent upon the purpose, location and treatment of the monument. There are two types of relief sculptures. One is a pictorial frieze, which is an unbroken representation of one or more mythological or historical events. The other is an image. It consists of a self-contained representation of an

From onstructivism to social realism Research Paper

From onstructivism to social realism - Research Paper Example Constructivism was the final and most dominant movement of contemporary art to thrive in Russia in the 20th century. It developed immediately as the Bolsheviks came to supremacy in the Revolution of October 1917, and primarily it performed as a rod of lightning for the expectations and proposals of a lot of the highly developed Russian artists who propped up the goals of the revolution It took ideas from Futurism, Suprematism, and Cubism. However, at its core was an entirely novel approach to creating substances, one which sought after eliminating the conventional artistic interest with composition, and substitute it with structuring. Constructivism necessitated a cautious technological investigation of contemporary equipment, and it was expected that this analysis would in due course produce ideas that could be placed to make use of in mass creation, helping the ends of a contemporary, society of Communist. In due course, nevertheless, the pressure group broke down in attempting to make the evolution from the artist's studio to the industrial unit. A number of them went on to be adamant on the significance of abstract, systematic work and the significance of art by itself; these artistes had a key influence on thinning out Constructivism all over Europe. Some of them, in the interim, pushed on to a novel; however, transitory and unsatisfactory period referred to as Productivism, whereby artists operated in industry. Russian Constructivism was in turn down around the mid 1920s, partially a victim of the increased antagonism of Bolshevik's regime to avant-garde art. Nevertheless, it would carry on being a motivation for Western artists, upholding a pressure group known as International Constructivism which thrived in Germany around 1920s, and whose bequest carried on into the 1950s. Constructivism enlarged alongside with Suprematism, the two foremost contemporary forms of art to emerge out of Russia in the 20th century. However, different from Suprematism, whose interests with outline and notion time and again appeared tinged with spirituality, Constructivism steadfastly took on the novel societal and cultural progresses that emerged out of First World War and the Revolution in October 1917 (Haifa, 2009). Interested with the exploitation of ‘materials that are real in actual space’, the pressure group sought after to make use of art as an instrument for the ordinary commodity, a lot in line with the principles of Communists of the new regime in Russian. Many of the works of Russian Constructivists from this phase entailed schemes in architecture, internal and fashion design, earthenware, print and graphics. El Lissitzky was vital in thinning out Constructivism outside Russia. In 1922, he co-planned the Congress of Dusseldorf of Global Prolific Artists, in conjunction with Theo van Doesburg of the Dutch faction DeStijl, and Hans Richter and here the intercontinental Constructivist pressure group was legitimately established (Ki mmelman, 2009). The artists at the Congress in Dusseldorf publicized a proposal that asserted art as an "instrument of development," changing Constructivism into a representation of the contemporary era. Though the global interest group did not bring to light functionality, it stretched out on the initiative of art as an item, and made use of novel materials to bring to light progresses in equipment and industry. Germany turned out to be the hub of the novel interest group owing to the presence of El Lissitzky, who utilized time in Berlin operating on galleries at the Grosse Berliner Ausstellung and the Van Diemen Galerie in the commencement of 1920s. He also worked in partnership on a number of periodicals. Kurt Schwitters and Hans Arp were both engrossed to the contemporary, technical standards of Constructivism regardless of their participation in the more revolutionary interest group Dada. Lissitzky's forms of Proun also shaped the effort

Sandy Hook Evacuation plans Essay Example | Topics and Well Written Essays - 250 words

Sandy Hook Evacuation plans - Essay Example Rousseau later hid most of the students into the bathroom before the shooter arrived in the classroom. Altimari, Mahony & Lender (2013) explained that Diane Day, the school therapist together with teachers and students withdrew to the gymnasium and locked the door. Most teachers while in hidden safety places protected the students and dialed 911 for help. Some teachers communicated through cell phones on the appropriate measures to evacuate students from the school. The school bus driver together with some students ran to a nearby home for protection. The entire neighborhood after hearing the shootings in the school decided to offer help to the children. Some neighbors with cars drove into the school and rescued some students to safer areas outside the school (Altimari, Mahony, & Lender, 2013). Rick Throne, a custodian in the school, rescued six first-grade students to a nearby gas station before calling the police for help. The Newton police on arrival at the scene evacuated the survivors room by room. Altimari, Mahony & Lender (2013) demonstrated that the police escorted groups of teacher and students from the hiding places away from the school. Danbury Hospital ambulance arrived at the scene and evacuated the wounded patients to the hospital for treatment. Altimari, D., Mahony, H.E., & Lender, J. (March 13, 2013). Newtown shootings: Adam Lanza Researched Mass Murderers, Sources Say. Hartford Courant. Retrieved from