The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia

Introduction The fast-food industry has become extremely internationalized within the last three decades; such companies as McDonald’s or Burger King operate in countries that may have different political and legal systems, cultures, or even religions (Berberoglu 2002, p. 135).Advertising We will write a custom essay sample on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia specifically for you for only $16.05 $11/page Learn More This essay is aimed at comparing and contrasting the human resource and employment relations strategies used in such countries as the United States, Australia, and Germany. These countries have been chosen because such examples can show how multinational corporations (MNCs) adapt to different legal systems, social values, and cultural environments. For instance, the United States can be seen as a country where the fast-food indu stry first achieved enormous success in terms of financial performance. By looking at it, one can understand the origins of HR practices used in the fast-food industry. In turn, Germany can be of great interest to business administrators because of its labour relations system that requires MNCs to develop more complex HR strategies and give more bargaining power to workers. Finally, Australia is a state which places much emphasis on the corporate social responsibility of private businesses and one should see how companies adapt to these requirements. Overall, it is possible to say that a MNC has to take into account such factors as the labour laws of a country, the degree to which workers are unanimous, and cultural values of a particular society.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Although, it may not be possible to develop a model that can fit every country, business administ rators can identify a set of best practices that are related to staffing, training and development, remuneration, management, and industrial relations. Theories related to HR practices in multinational corporations To a great extent, the success of international companies depends on their ability to improve or optimize every aspect of their performance. These organizations have to be concerned with the cost of their operations, especially labour expenses, and relations with customers. These aspects of performance are of crucial importance to the fast-food industry which can be defined as a group of firms specialising on â€Å"branded† convenience food prepared in a place and meant for direct sale to retailers (Royle Towers 2002, p. 2). Human resource management plays an important role for these organizations, because it ensures that a company can recruit and retain the employees who can effectively cope with the goals that the organization sets. The first strategy is based on the convergence theory. According to this approach, cultural boundaries or distinctions can be eroded; therefore; similar HR models and approaches can be replicated across countries (Mcgaughey Cieri 1999, p. 236). In contrast, the divergence theory implies the difference between cultures will continue to play an important role and HR managers will have to encourage diversity (Mcgaughey Cieri 1999, p. 237). The countries that have been chosen for this discussion do not differ significantly in terms of such cultural indicators as power distance or uncertainty avoidance (Hofstede 2012).Advertising We will write a custom essay sample on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia specifically for you for only $16.05 $11/page Learn More However, there are some differences in such values as collectivism and individuality, especially if one is speaking about t he United States and Germany (Hofstede 2012). Thus, the influence of culture is one of the issues that multinational corporations (MNCs) should be aware of. Secondly, HR professionals have to think about laws that are implemented in specific countries. It should be mentioned that the term human-resource relations refers to the programs that an organization puts in place in order to ensure that the employees receive the benefits that are guaranteed by legislation (Lusthaus 1999, p. 69). In particular, one can mention such issues as compensation, protection of health, or human rights (Lusthaus 1999, p. 69). In turn, employment relations strategies can be understood as long-term objectives set by the management in order to preserve or change workplace procedures and results (Rose 2008, p. 81). Fast-food companies have to focus on such activities training, recruitment, and compensation policies to make sure that their labour costs remain low, while the quality of organizational performa nce is not impaired. Yet, one should take into account that HR practices and relations with workers are affected by a variety of factors, for example, labour legislation of a specific country, or the attitude of a society toward a specific job or occupation, and so forth. Thus, HR managers should be aware of these factors. Overall, the task of these professionals becomes more complicated when they have to adjust their practices to a different country.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More For example, fast food companies that operate in Germany have to consider the increased role of trade unions there and collective bargaining power of German workers (Royle, 2012, p. 75; Schnabel Wagner 2008, p. 497). In turn, Australian fast-food companies have to be more concerned with their public image (Allan, Bamber Timo 2002 p. 161). HR professionals must ensure that the practices used in different divisions of the organization do not compromise the company and its image. MNCs are pressured to conform to the local legal and social norms. This is one of the most difficult tasks that HR professional have to cope with. On the one hand, they are pressured by the senior executives who are mostly concerned with the profitability of an enterprise. Yet, they also have to comply with the rules set by the government of a foreign country. Overall, these examples suggest that HR policies are instrumental for the effective performance of an organization. They have to ensure cost-efficienc y and good relations with customers. These aspects of performance are crucial for the fast-food industry. Moreover, this discussion shows that HR practices and employee relations have to be adjusted to a certain cultural, social, and political environment. The following section will illustrate this argument in more detail. Comparison and contrast of HR practices in different countries The practices that exist in different countries Despite the fact that the countries that have been chosen for discussion may differ in terms of legal environment, there are some similarities in the practices used by fast-food companies. The similarities are mostly related to such aspects as staffing, training, development and management. First of all, one should speak about training and development. One of the trends that can be observed in the United States, Germany, and Australia is the standardization of workplace procedures (Royle Towers 2002, p. 144). As a rule, fast food companies provide specif ic instructions for each activity that an employee can be engaged in. Special attention is normally paid to customer service (Royle Towers 2002, p. 144). Managers pay special attention to such aspects as politeness of employees, their facial expressions, their reactions to clients’ requests and so forth (Leidner 2002, p. 25). The training programs in the fast-food industry are designed to develop these skills. These corporations attempt to make sure that their workers can understand every workplace procedure. Moreover, they are trained to act as interchangeable parts of a mechanism (Royle Towers 2002, p. 144). To a great extent, this policy can be explained by the corporate culture of such companies. These MNCs usually pay special attention to the training that they provide to workers in order to succeed. Staffing is another aspect of HR practices that is replicated in the United States, Germany, and Australia. Fast-food companies have accepted the idea of high turnover in their organizations. To a great extent, this policy can be explained by cultural factors that are present in the United States, Germany, and Australia. One should take into account that jobs in the fast-food industry do not enjoy popularity in economically-developed countries (Tannock 2001). They are usually associated with lack of education or skills that allow a person to climb a social ladder (Leidner 2002, p. 16). Employees of such restaurants can even be ridiculed by peers. This stigmatization is particular strong when one speaks about the person who has already reached adulthood (Leidner 2002, p. 16). Thus, fast-food companies employ mostly young people who are pursuing their education or who are just searching for a part-time job (Allan, Bamber Timo 2002 p. 152). Overall, fast-food corporations have already accepted the idea of high turnover within their divisions. Moreover, when recruiting people, they emphasize such issues as their ability to work flexible hours or free tr aining that the company can offer. Thus, fast-food companies usually employ only young people who do not want to stay with them for a long time. One can say that each of the countries that have been chosen is an advanced economy, and the employment in the fast-food industry is not rewarding for the majority of people. Thus, fast-food companies should take into account that people see them as only part-time employers. Another aspect that people should take into account is management style, especially the degree of autonomy that workers have in fast-food industry. As a rule, the employees of fast-food companies do not have many opportunities to take part in the decision-making (Royle, 2005, p. 42). More likely, they have to act like subordinates who are supposed to follow every instruction or command of the business administrator. Again, this policy has been replicated in many countries, including the United States, Australia, or Germany. However, this approach is consistently critici zed by trade unions of these countries. Overall, these policies can be explained by the corporate culture of fast-food companies and their emphasis on cost-efficiency. In this case, cultural differences between countries do not manifest themselves. On the whole, HR professionals should that the majority of their employees do not want to work with them on a regular basis. The differences in HR practices and employee relations The managers of fast-food companies should take into account that not all of their practices can be easily replicated in different countries. The most important aspects are the remuneration and industrial relations. For instance, MNCs operating in the United States attempt to minimize the wages of the employees and they do not face much resistance (Leidner 2002, p. 12). It should be noted that in this country the labour terms are more favourable to employers, rather than employees (Leidner 2002, p. 12). American law imposes restrictions on companies, but it does not give many positive rights to workers (Leidner, p. 12). This is the main peculiarity of labour relations and remuneration in this country. Fast-food companies that began to operate at an international level attempted to emulate these policies in other countries, but they did not achieve success. For instance, such a strategy may not be successful in Germany where the collective bargaining power of workers is much stronger. The efforts of the German labour force are usually more synchronized in part because trade unions play a more important role in this society. It should be noted that in Germany a larger percentage of workers are unionized (Schnabel Wagner, 2008, p. 497). Apart from that, the German Trade Union Federation that represents the rights workers is an influential organization and many companies have to accept its demands (Royle 2002, p. 71). Moreover, according to Works Constitution Act employees are allowed to establish councils that should represent their rights ( Royle 2002, p. 72). In this country, the companies that resist the unionization of their employees are more likely to face public criticism. One can mention that McDonald’s had to encounter such difficulties when it entered the German market because it could not reach an agreement with trade unions (Royle 2002, p. 71). Therefore, Germany has a system of checks and balances that offer more protection to employees. In Australia, the rights of workers are also well-protected, in part because fast-food companies working in this country have to act as good corporate citizens (Allan, Bamber Timo 2002, p. 161). Such MNCs as McDonald’s, Hungry Jack’s, and KFC have decided to manage the entire union discussions instead of dealing with separate trade unions (Allan, Bamber Timo 2002, p. 140). So, in Australia the rights of workers are protected due to corporate social responsibility, while in Germany their rights are defended by trade unions. Managers should also take in to account that Germany and the United States differ from one another in terms of cultural values and these differences may explain why remuneration and labour relations differ in these countries. For instance, according to Geert Hofstede, Germans place less emphasis on individuality in comparison with Americans (Hoftede 2012). This means that German workers are more cohesive or unanimous (Hofstede 2012). They are more likely to join their efforts in order to force a company to raise wages. Overall, this example suggests that the practices of a company have to take into account the cultural and political environment of the country. As it has been shown, the degree of collectivism can determine the bargaining power of employees. Overall, the differences that have been identified are mostly related to human resource relations. In particular, one can speak about such aspects as compensation and labour relations of MNCs. These corporations should take into account that in the future, th e majority of governments may require them to act as responsible corporate citizens, and it will be more difficult for them to defend their reputation. HR professionals can help them avoid these problems by designing strategies that can improve employees’ satisfaction with their work. Recommendations It is possible to identify best practices that fast-food MNCs can adopt in order to perform successfully in different countries. First of all, fast-food companies should continue their policies regarding training and development. Their task is to provide on-the-job training to employees. As it has been noted before, practically every workplace procedure in fast-food industry is specified and standardized. This approach will enable them to maximize the performance of their employees at a relatively low cost. Certainly, high turnover of employees is usually believed to be a cause of many problems for many companies (Tesone 2008, p. 206). Yet, high turnover does not pose a significa nt risk to fast-food companies because they want their employees to be interchangeable in the workplace (Royle Towers 2002, p. 144). This is one of the approaches that can be applied in different countries. Secondly, while recruiting employees they should focus on such aspects as flexibility of working hours, absence of educational requirements, and ability to earn some income at the time when a person cannot secure a more prestigious employment. These organizations should remember about the demographic characteristics of their labour force. Fast-food companies should recruit young people who believe that fast-food industry can offer them only a temporary employment. This strategy can be applied in the United States, Germany, Australia, and many other countries in which fast-food companies operate. This approach has already proved to be effective. As it has been said before, the employees of fast-food companies can often be stigmatized. HR professionals highlight some positive aspe cts of working in a fast-food restaurant, for example, flexible working hours or ability to receive free training. Thirdly, they should remember that the bargaining power of workers can be greater in some countries. The managers of fast-food companies should remember that in Germany and Australia the social performance of businesses has to reach higher standards. Such practices as of-the-clock work may no longer be permissible. In the previous sections it has been shown that fast-food companies have to act as responsible corporate citizens because people who live in Australia, Germany and the US may eventually pay more attention to their labour practices. These companies should remember that they also need skilful employees, and it is necessary to find ways of retaining workers who can improve the operations of fast-food restaurants. Conclusion The success of fast-food companies strongly depends on their ability to adjust to the legal, social and cultural environment of other countr ies. In particular, they need to focus on the laws that are implemented in the country, people’s attitudes toward a certain occupation, and some of their cultural values such as collectivism or individuality. These organizations should remember that human resource and employment relations strategies can require some modifications, depending upon a particular country. For instance, in Germany fast-food companies should be ready to cooperate with trade unions. The examples discussed in this paper suggest that daily operations, workplace practices, and recruitment of employees can be similar in across different countries. They are relatively similar in the United States, Germany, and Australia. They can continue using such practices in the future. However, promotion of employee’s rights, the empowerment of personnel, and their compensation require much more attention of HR managers who work outside the United States. They should note that bargaining power of workers can b e very strong in some countries such as Germany. References Allan, C., Bamber G Timo, N 2002 â€Å"Employment relations in the Australian fast-food industry†. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 140-152. Berberoglu, B 2002, Labor and Capital in the Age of Globalization: The Labor Process and the Changing Nature of Work in the Global Economy, Rowman Littlefield, London. Hofstede, G 2012, National Culture: Germany. Web. Leidner R 2002, Fast-food work in the United States. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 7-27. Lusthaus, C 1999, Enhancing Organizational Performance: A Toolbox for Self-Assessment, International Development Research Centre, Ottawa. Mcgaughey, S, Cieri, H 1999, ‘Reassessment of convergence and divergence dynamics: implications for international HRM’, International Journal Of Human Resource Management, vol.10 no. 2, pp. 235-250. Rose, E 2008, Employment Relations, Pearson Education, New York. Royle, T Towers, B (eds.) 2002, Labor relations in the global fast food industry, Routledge, New York. Royle, T 2005, ‘Realism or idealism? Corporate social responsibility and the employee stakeholder in the global fast-food industry’, Business Ethics: A European Review, vol. 14, no. 1, pp. 42-55 Royle, T 2002, ‘Undermining the system? Labour relations in the German fast-food industry’ †. In Royle, T Towers, B (eds.), Labor relations in the global fast food industry, Routledge, New York, pp. 69-92. Schnabel, C, Wagner, J 2008, ‘The Aging of the Unions in West Germany, 1980-2006’, Jahrbucher Fur Nationalokonomie Und Statistik, vol. 228 no 5, pp. 497-511. Tannock, S 2001, Youth At Work, Temple University Press, London. Tesone, D 2008, Handbook Of Hospitality Human Resources Management, Elsevier, London. This essay on The human resource, employment relations strategies, processes adopted in the fast food industries in the United States, Germany and Australia was written and submitted by user Ahmad Q. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Investigate the use of internet activities Essay Example for Free

Investigate the use of internet activities Essay ACKNOWLEDGEMENT This research study will neither be possible nor successful without the enduing support of trusted people in the lives of the researchers. We thank them with all our hearts and tears. The researchers would like to thank our thesis advisers Dr. Lita S. Sagun and Professor Melanie Pacho, for their patience and concerns in the accomplishment of this research paper. Also, the researchers extend a sincerest gratitude to Dean Orlando M. Cabigting, Jr. for his warm support in our data gathering, as well as Engr. Michael V. Benavidez and Prof. Albert A. Vinluan for making it possible. To the panel members, ______________________, _____________________, ______________________ for spending their time to share ideas and suggestions through the development of our paper. To our family and friends, who serve as our inspirations in doing our best to improve ourselves and our thesis as well. We thank them in showing full support and understanding to strengthen our hopes to finish this study. And of course, the most trusted of all, the Almighty God, for the blessings, guidance, knowledge and wisdom that He shared to give us enough perseverance and courage to go beyond success. APPROVAL SHEET The thesis paper hereto entitled INTERNET ACTIVITIES AND SLEEP DEPRIVATION, prepared and presented by MARY ROSE M. LEYSON, LES PAUL C. BUSTAMANTE, LEONY B. BOLAÑOS AND APRIL ROSE C. BILLONES, in partial fulfilment of the requirements for the Degree of Bachelor of Science in Psychology is hereby examined for acceptance and approval. _______________________ Thesis Adviser Approved by the Committee on Oral Examination with a grade of _______ on 14th day of September, 2013. ____________________________________________ Member Member ______________________ Member Accepted as partial fulfilment of the requirement needed in Psychological Thesis Writing for the Degree of Bachelor of Science in Psychology. Dr. LITA S. SAGUN Head, Psychology Program Dr. ORLANDO M. CABIGTING, Jr. Dean, College of Arts and Sciences ABSTRACT Title: Internet Activities and Sleep Deprivation Researchers: Mary Rose M. Leyson, Les Paul C. Bustamante, Leony B. Bolaà ±os, April Rose C. Billones Adviser: Dr. Lita S. Sagun Date: 2012-2013 The purpose of this study is to investigate the use of internet activities that may affect the sleeping hours of a person or else cause of sleep deprivation. The research aims to provide some possible solutions to utilize the cause of sleep deprivation. It is also conducted to the beneficiaries of the study including the students, parents, teachers and future researchers. In order to gather data and information, researchers used the descriptive method through the use of instruments such as survey questionnaires and interview. The interview is conducted to a sleep specialist, Dr. Instrella of Capitol Medical Center to further understand about sleep deprivation. Survey questionnaires are administered to Computer Science students of New Era University as the respondents of the study. For data presentation, statistical treatments are percentage and weighted mean. Researchers also used the Epworth Sleepiness Scale to determine the sleepiness of the respondents after using the internet. Researchers’ objective is to give awareness for the possible cause and effect of sleep deprivation to the students in using internet so as to be the starting point of letting this usual thing to us. This study provides information to the parents and teachers about the risk of having sleep deprivation amongst students. This study was conducted at New Era University in Computer Science Department with 207 respondents. Through random selection, there are 126 male respondents and 81 female respondents. According to age, there are 49 participants in 15-16, 83 participants in 17-18, 57 participants among age 19-20, and 18 participants from age 21 and above. The study found out that male respondents are more likely to have sleep deprivation if they continue not to control their time facing the internet every night than female respondents. Based on the results, researchers recommend limiting the time of using the internet, have a time-management, use of library books or any printed material for doing assignments and also provide a comfortable room to sleep with. TABLE OF CONTENTS Title pagei Dedication.ii Acknowledgement..iii Approval Sheet.iv Abstract..v Table of Contents..vii CHAPTER 1. The Problem and Its Background1 Statement of the Problem4 Assumptions5 Significance of the Study..6 Scope and Delimitation 7 Definition of Terms.7 2. Review of Related Literature..12 Theoretical Framework..23 Conceptual Framework.26 3. Research Methodology.28 Research Design .28 Respondents..28 Research

Personal Narrative: My Trip to Texas :: essays research papers

Have you ever been to Texas? I have been once. My trip to Texas was unbelievably awesome. I saw many of things on my way there. While we were there, I had loads of fun. Many things happened while we were there. Texas was the coolest place I have ever been. On the way to Texas, we had to drive across the Louisiana Bridge. While we were driving across the bridge, I noticed that the bridge was standing in one huge murky muddy marsh. In the marsh were cattails. They were growing and were being used as a disguise by many of animals. I was staring at the water below us and it took me a minute but I saw an alligator in the midst of the cattails. He was long and a grayish brown. He was camouflaging himself within the cattails. It did not take long for us to pass him but I thought it was the coolest thing I had ever seen. When we arrived in Texas, we had to drive all the way to Austin in order for us to get to my grandfathers hotel. When we got there and I saw the hotel, I thought to myself that it was the most beautiful hotel in the world. It had color stained windows and when the sun shined through them, you could see a rainbow. The hotel looked like a catholic church with all of the breathtaking colors. My grandfather said that he loved living there because it made him feel rich. When we awoke the next morning, we got dressed and left the hotel headed towards Six Flags over Houston. My grandfather had bought us some coupons for the entrance fee so it would not cost as much. When we arrived, the air seemed very oppressive. The mood had already set itself to a very depressing day. We walked to the entrance and we found out that the coupons were no good. That did not stop us our parents paid the normal cost. We were finally at Six Flags. Personal Narrative: My Trip to Texas :: essays research papers Have you ever been to Texas? I have been once. My trip to Texas was unbelievably awesome. I saw many of things on my way there. While we were there, I had loads of fun. Many things happened while we were there. Texas was the coolest place I have ever been. On the way to Texas, we had to drive across the Louisiana Bridge. While we were driving across the bridge, I noticed that the bridge was standing in one huge murky muddy marsh. In the marsh were cattails. They were growing and were being used as a disguise by many of animals. I was staring at the water below us and it took me a minute but I saw an alligator in the midst of the cattails. He was long and a grayish brown. He was camouflaging himself within the cattails. It did not take long for us to pass him but I thought it was the coolest thing I had ever seen. When we arrived in Texas, we had to drive all the way to Austin in order for us to get to my grandfathers hotel. When we got there and I saw the hotel, I thought to myself that it was the most beautiful hotel in the world. It had color stained windows and when the sun shined through them, you could see a rainbow. The hotel looked like a catholic church with all of the breathtaking colors. My grandfather said that he loved living there because it made him feel rich. When we awoke the next morning, we got dressed and left the hotel headed towards Six Flags over Houston. My grandfather had bought us some coupons for the entrance fee so it would not cost as much. When we arrived, the air seemed very oppressive. The mood had already set itself to a very depressing day. We walked to the entrance and we found out that the coupons were no good. That did not stop us our parents paid the normal cost. We were finally at Six Flags.

Woman for President

I think a woman should be president of the United States because it greatly shows that a woman can do anything a man can do. I think unless you give a woman a chance to be president you won’t know if a woman could make a good president or not. I believe if a woman became president it could lower the discrimination of women throughout the world. I also feel if a woman became president it could increased equality between men and women. If a woman was president I think if there was a problem she could talk about it and make a good decision to handle it.A woman should be president because discrimination against women could change a lot. It would show a great deal of people that a woman is capable of running a country. It could show people throughout the world that if a woman can run a developed country like the United States, a woman can do anything. I also think it would be a positive change throughout the entire country. It would be a big change because normally you would see a man doing such a high power job.This proves that if a woman is president more women would be less worried to do a job because of getting discriminated against. A woman should also be president because it would increase equality between men and women. It could start to reveal that men are more accepting of women and vice-versa. This doesn’t mean that men and women will get along happily ever after but it does mean that men and women can try to get along much more easily with a for woman president.This proves that if a woman is president this could improve men and women getting along for the better of the country. A woman should be president because a woman could be more understanding to people in need. A woman for president could do more in giving people what they want in a fair matter. I think if faced with a problem and woman would think and talk about it much more thoroughly than a man would. In recent years male presidents have resulted into poor decision-making when faced with a problem, such as war, and violence.This proves that if a woman is president she could handle problems in a less violent and better way. Overall I think a woman should be president. I think a woman could run the United States of America much better than a man. A woman for president could decrease discrimination of women by showing that a woman can do anything a man can do. A woman for president could increase equality between men and women. A woman as a president can affect the United States in a positive way. Overall I think a woman should and can be president if she has the right qualifications.

Chemistry In Daily Life Essay

INFORMATIVE SPEECH TOPICS The main questions for picking out good informative speech topics are: What are their wishes, tastes, interests and needs? What is their level of education and knowledge about the topic? Is their a common ground between you and your audience? Can you surprise them with new information? Can you excite their interest by expanding on what your listeners already know? Are you having trouble coming up with speech topics? This list of informative speech topics is only meant to stimulate your thinking. Of course many of these subjects are too broad and ought to be narrowed. Advertising, Africa, Agriculture, Animals, Antarctica, Anthropology, Antique, Applied Sciences, Archaeology, Architecture, Aromatherapy, Artificial Intelligence, Arts, Asia, Astrology, Astronomy, Australia, Aviation, Backpacking, Beauty, Biographies, Biology, Bird Flu, Books, Cheerleading, Chemistry, Children, Cities, Climate, Communication, Cooking, Countries, Business, Cars, Celebrities, Culture, Dancing, Demographics, Design, Drinks, Ecology, Economics, Education, Engineering, Entertainment, Ethnic Groups, Etiquette, Europe, Family, Fashion, Finance, Food, Games, Geography, Government Hiking, History, Home, Industries, International Organizations, International Relations, Labor, Languages, Law, Lifestyles, Literature, Manufacturing, Maps, Martial Arts, Mass Media, Medicine, Military, Movements, Movies, Museums, Music, Mysteries, Mythology, Myths, National Parks, Nature, News, North America, Oceania, People, Performing Arts, Personal Life, Pets, Philosophy, Physics, Politics, Popul ar Culture, Psychology, Radio, Reference, Religions, Science, Society, Sociology, South America, Space, Sports, Sports Events, Technology, Telecommunications, Television, Tourism, Toys or Travel! Decision Time! Review your short list of ideas for good informative speech topics. The main questions are: Is it not too simple or too complicated? Is it too broad or too narrow? Can you cover the speech topics in the given time-limit? Persuasive Speech/Debate Topics

Rembrandts La Petite Tombe essays

Rembrandts La Petite Tombe essays According to some philosophers La Petite Tombe would most probably be considered a great work of art, this is my opinion too. Rembrandt is one of very few painters known around the world and valued as an addition to human history. Praised by the art world long time ago and until today. It also considers Rembrandts work as great, professional, expressive and impressive. However its greatness can be analyzed and criticized, which I will try to do in this paper. Rembrandt Harmenszoon van Riju was born July 15, 1606 in the town of Leiden, Netherlands. One of the seven children he was the only one who received Higher Education, all of his siblings went into trade. Leiden was a University town with favorable education atmosphere. Upon graduating from the Leiden high school where students primarily learned Latin, and true religion (Calvinistic Protestantism) Rembrandt enrolled into a Leiden University, which by 1620s was internationally renowned. Not very eager for education he pretty soon became an apprentice of Jacob Isaacszoon Swandenburgh, and showed promise in painting, so his father found it good to apprentice him and to take him to the renowned painter P. Listman, residing in Amsterdam so that he might advance himself and be better trained and educated. During the seventeens century history painters enjoyed the highest prestige, higher even then portrait painters. Since history painters could give their imagination a certain freedom, depict and arrange their compositions as they please. In comparison portrait painters had little variation to work with to express themselves. This is why Rembrandt wanted to become a history, or religion painter. This era would probably be more favored by Tolstoy then by Plato. Although the paintings still presented the objects close or were identical to what we see in life, the fantasy of the artists began to take over the order of the objects, leaning t...

Selfawareness and career management feedbaack Essay

Selfawareness and career management feedbaack - Essay Example Personal Career Strategy The personal career strategy will discuss about my personality type and the career that will match my personality. There are various tools and techniques to understand personality characteristics of a person. In this paper, ten tools and techniques have been explained to understand what type of personality characteristics match a person’s career. 1.1 Four Overlapping Career Competency There are five competencies for career development. It includes accountability and ownership, which means that at the individual viewpoint, it needs initiative and presumes personal accountability for objectives, results and deadlines. The individuals need to develop specific work goals in order to attain business results. Another competency is analytical thinking that means the ability to consider critically as well as systematically information related to the job. ‘Challenges the status quo’ is another competency which refers that growth and development of an individual along with organisation is based on the capability of the employees to modify their conventional thinking. The competency collaboration or integration denotes that for developing opportunities across the whole organisation, the individuals are required to think and work collaboratively. Communication or persuasion refers that for success of an individual, strong communication along with skill are essential (Nash, 1998). I have experienced this gradual development of career opportunities throughout the five years during which I had been working in the HR department for an organization. My experience taught me the lesson that realizing the personal career competencies is more important than anything else for an individual. In the development process of career opportunities, we should focus comprehensively on the identification of our competencies. 1.2 Holland Hexagon John Holland’s hexagonal model describes the relationship between the personality types of a perso n related to the environment. There are six key personality types which include realistic, social, artistic, investigative, enterprising and conventional. People who select their work environment in relation to their personality are likely to be more successful than others (Career Key, 2011). Realistic refers to the people who possess high-quality of physical skill but they may face trouble while communicating with others. They provide preference over things rather than dealing with people or ideas. Investigative people are task oriented and provide interest to take responsibilities that provide them with opportunities in their work. Artistic people prefer to work in artistic environment and are extremely structured. Social personality types prefer to contact with others and want to solve problem through discussion. Such people are good leaders and are cheerful and take responsibilities that provide them opportunity to relate to others. Enterprising people are energetic, self-confid ent, dominant, challenging and prefer to work in expensive setting. Conventional personality typ

The Issue of Validity in Qualitative Research in Education Essay

The Issue of Validity in Qualitative Research in Education - Essay Example Research methods appeared to be applied in the field of education only in recent times. Among these methods we can also notice the qualitative research method though even now its application remains limited. Many researches like Johnson /1995, p.5/ believe that â€Å"qualitative techniques are powerful tools for intensifying our understanding of teaching and learning†. He also agrees to the fact that these methodologies received ever growing popularity and acceptance over the last years. Yet it should be mentioned that although qualitative methods are very useful still many researches know little of them and the usage of these methods present great difficulties to them /Stallings, 1995, p.31/. Scholars believe that the main benefit in usage qualitative methods in education is more complete description of a phenomenon. The final objective of usage of qualitative method is better understanding of the information through giving additional details and appealing to the reader’s experience / Stake, 1978, p.5/. Qualitative research is used in the education process for several reasons. First of all qualitative research assist in understanding new of badly investigated phenomenon /Strauss & Corbin, 1990, p.42/. Secondly, qualitative research helps to comprehend new details about the phenomenon, which is already investigated. And finally qualitative research provides more deep and profound information which can’t be done by quantitative methods / Hoepfl/. Still the benefit of the qualitative method to the education can not be fully and explicitly defined. For example, Lancy believes that â€Å"...topic, theory, and methodology are usually closely interrelated in qualitative research† /Lancy, 1993, p.18/. Other researchers like Glesne and Peshkin claim that qualitative research covers many â€Å"philosophical orientations to interpretive research† and deals with a bride range of disciplines like educational criticism, ethnography, case