Interactions between the Nativ essays

Interactions between the Nativ essays Interactions between the Natives, and the French and British The two documents, The Jesuit Relations, and Instructions for the Virginia Colony share commonalities in their approaches in enforcing Christianity on the Native people. Both French and English believe in exposing and converting the natives to Christians in order to make it easier for the countries to take over the land. The English announce to the natives in their document, ...make yourselves all of one mind, for the good of your country and your own, and serve and fear God. In other words if everyone had the same beliefs ( British and Natives ), they will create one strong mind with clear and consistent objectives capable of creating and maintaining a successful country. Likewise the French also aimed to declare to the natives a true God. To the English and the French the natives were seen as being spiritual, the French noted that they believed when someone died they would become spirits and live in the minds as memories of those they left behind. They believed that death is neither punishment or reward, and made no distinction between good and evil. In contrast, within the Christian religion, the souls of the dead that were good would live in, or be taken care of by Jesus Christ. The French noticed that the Natives treated evil equal as good, and how rather than to punish someone, they would teach them to be good. The French were intrigued by this since in their own country at the time if someone were to commit a crime they would just chop off their heads. It seemed in this document that the French saw some unique moral values within the Native community, such as their ability to get along, to exchange gifts, to give without receiving, however although liking it, the French probably felt that it was not a strong way of living and that the nation couldnt grow while still living on an equal treatment barter system....

Salem witch trials and the crucible Movie Review

Salem witch trials and the crucible - Movie Review Example At the time when the idea of the â€Å"Crucible† was born in 1652, communism and racism had dominated most nations of the West. Towards the end of the 17th Century, the conception of Satanism and healing in God had masked the minds of most inhabitants of the world. This was also the period of great political change and conflicts among the landlords. Coincidentally, this was the century that ushered in the occurrence of the abnormal psychology, in particular, Hysteria. When Salem Witch Trial was first shot in the year 1692, it followed these trends of the ancient world and reflected the contemporary society in that light. During that time, the belief that witches had the supernatural powers to cause adverse harms to the human beings had been spread across the continent of Europe, New England in particular. Besides, the low class Puritan community was still going through a bitter aftermath of the war between France and British which occurred in the year 1689. Tension and trauma was still lingering in the minds of most residents of the ancient Salem village. The British war was not the only cause of fear in thi s solitary village; there was also an outbreak Smallpox which was not readily curable by that time. The lonely villagers of Salem also lived in a persistent fear of the attack from the neighboring communities. For the Salem inhabitants, this really a dark age from which only the extraordinary intervention of God could safely exit them The two movies, Salem Witch Trial and Crucible, were shot during this very time in history when human permittivity and racism formed the basis of life. These two movies vividly portray how witchcraft was alleged and severely punished by the cruel society. In Salem Witch Trial, young children who suffer from hysteria happened to envision very wild imaginations of witchcraft. Their parents, in reaction to these imaginations, point fingers at the suspects before establishing the

Watersheds Research Paper Example | Topics and Well Written Essays - 2000 words

Watersheds - Research Paper Example Mississippi river has watershed called Mississippi watershed which flows in the United States of America. The river emerges from the western part of Minnesota and flows southwards at 4,070 km/hr towards the delta of the Mississippi river. It has a number of tributaries that drains to approximately 31 states within the United States of America between the Appalachian Mountains and the rocky extending to the southern Canada region .The River Mississippi-according to the order of rivers-is positioned as the fourth longest and tenth largest river in the world (Carluer and De Marsily 87). Watersheds have since played a key role (Naiman 78) in various scientific studies on the impacts of anthropogenic and natural phenomenon on the quantity and quality of water. The effects of silviculture and agriculture have always been outlined basing on watersheds. Data to evaluate the effectiveness of various ecological regions on the basis of Watersheds have been used by researches in places such as C oweta .A number of people mind less to the safety and source of their drinking water implying little concern is put on domestic water channeled to their homes on the basis of treatment. In addition, prior awareness should be availed to people on treatment process the water they consume undergoes. Since water is life, clean water is paramount to every individual and issues concerning the degree to which water meant for consumption is cleaned should never be looked at with little respect. This view serves to limit the extent to which non-clean or un-treated water affects the livelihood/health of the parties concerned though many people have taken cleanliness of water/non-cleanliness of water at the expense of their health concerns for granted. This essay in particular will give an analysis of Mississippi watershed within Mississippi River with a goal of enlightening the society on the scientific process of water treatment and water resource forms within their reach. Carluer and De Mar sily (95) refer to a watershed as that specific area of land that drains into river, stream, lake or other types of water bodies. Watersheds can either be large or small. For instance a small stream located in neighborhood may consist of a watershed. The Mississippi watershed of the Mississippi river covers approximately 31 states which represent about two thirds of the North America (Naiman 78). Figure 1: Mississippi watershed in Mississippi river (Schertzer, 124) In this case take an example of a small stream located at the top of the mountains. The watershed of this specified stream will be constituted by few underground springs and precipitation runoffs resulting from the lands that are up above the stream. As a result the stream continually flows down the hill and drains far and wide to bigger water bodies which include larger rivers, lakes and streams before finally discharging into the oceans and seas which significantly posses watersheds that are larger. It is important Howe ver, to point out that all watersheds be it large or small have complex processes arising from the presence of chemical compounds that in a way or the other may impact on the quality of water being drawn and used by the human fraternity for various reasons and usages. Sivapalan (2266) argues that the human population does not only use water for their domestic needs i.e. cleaning, cooking and drinking but also for cleaning and draining their waste systems. To attain proper sanctity of water and good levels of hygiene, treatment plants, dams and pipes have to be put in place to safeguard the water before and after it is directed to the homes of people in the society and also to factor

Project Study 01 - Personal Objective Strategy Con't Statement

Project Study 01 - Objective Strategy Con't - Personal Statement Example Other weighty considerations in a dreaming well plan include ones specific synergies with their target organisation and their critical success and risk factors, whose analysis Gentle (108) argues is of utmost importance. Besides personal analysis, my dreaming well plan accommodates my primary target firm Nestle, where I realise particular interest in environmental sustainability (Nestle Sustainability Review 1-5) which bodes well with my strengths; hence strong specific synergies. All of these factors for the establishment of dreaming well plan do not have to be taken into consideration as prioritising can help to settle down on the strategic options for a dreaming well plan based on the most effective factors. Simerson (89) argues that it is absolutely necessary to gather and analyse everything about your dream, from personal stock taking to the opportunities available externally. Based on this, my career strategy plan can include research tasks into my career goals, SWOT, UPPs, specific synergies, critical success factors and personal risk factors. Research tasks into my strengths, weaknesses, opportunities and threats will help me know my career potential. Basing research on my UPPs will help me realise my selling points, while establishing my specific synergy will provide me with insight into how I fit into my preferred career. Research tasks focused on my critical success factors and risk factors can help determine where to position myself and what to avoid in my career path. The stakeholders in the first SO (focussing on my career goal, undertaking a SWOT analysis and considering my UPPs) are personal belief in the selected SO and the targeted client, hence I give it a score of 2. It also gets a 2 in terms of systems since it only involves motivations and achievement. Financially, it gets a 3 in terms of its low costs, income and ROI. (Total score=7). Focusing

Hanging of Billy Budd Essay -- essays research papers

The Hanging of Billy Budd The hanging of Billy in Melville’s Billy Budd was a questionable and complex decision made by Captain Vere. Captain Vere, or â€Å"starry Vere,† chose to coincide with the law rather than spare Billy to make himself happy. The hanging of Billy was necessary for order to remain on the ship and for justice to prevail. Billy Budd, also known as the â€Å"handsome sailor,† was on trial for killing the master-at-arms, Claggart. Everyone wished for Billy’s life to be spared, but Captain Vere chose to follow the oath he pledged to the King. Consequently, Billy was given the death penalty and hanged. Billy Budd's death was presided on very questionable cicumstances although he was liked by everyone, he was accussed of mutiny abored ship, and the muder of the Master at arms Claggert. His death was looked st as a tragedy by all abored ship even Captain Vere who made the decision to hang Billy, but it was the only decision which could have been made to keep the ship and the shipsmen from rebelling and killing all those people of higher command   Ã‚  Ã‚  Ã‚  Ã‚  Everyone on the ship enjoyed Billy’s presence, except Claggart. He was described to be a â€Å"sweet, pleasant fellow† (pg. 5). Captain Vere liked Billy as much or more than the others, â€Å"†¦they all loved him!† (pg. 6) Because of this, he wondered what the best choice was: save Billy, or hang him? The decision to hang Billy was, in retrospect, the right one. If Captain Vere chose not to hang Billy, no one wo...

Competency Based Recruitment and Selection

Title: – Competency Based Recruitment and Selection Theme: – Recent advances in commerce and management Introduction: Competency for any job can be defined as a set of human attributes that enables an employee to meet the expectations of his internal and external customers and stake holders. We have generally observed that only hard work, knowledge, sincerity towards work, and intelligence does not alone makes a person star performer in his/her profession. There are many other factors that actually help an individual practically in achieving success in performing job. For example we have observed that during our school or college days a star student who scores maximum marks in exam may or may not be a good leader. Similarly to this a good batsman may or may not be a good bowler in the game of cricket. The only reason behind this to be a leader requires different set of competencies and to be a good bowler requires a different set of competencies than for a good batsman. That’s why human qualities and attributes which makes a person suitable for his/her job defines competency for that particular job. A competent manager is always aware about different competencies that a person requires to perform the job effectively and efficiently. And on the basis of their knowledge about this they select and train their subordinates for that job. There are many factors such are Social culture, work environment, nature of business, Organizational structure, responsibilities, nature of process and assigned activities, attitude and motives of management affects competency require for particular job. Competency based recruitment and selection focuses on identifying those candidates that can evidence those behaviourally defined characteristics which underpin desired performance in the role you are seeking. Competency based Human Resource Management: A general objective behind hiring a candidate to perform a particular job is to get that job done effectively and efficiently. In short all organizations strive to achieve excellence in whatever business they are. To achieve this goal it is very essential that the entire jobs are performed efficiently and effectively by all the employees. To achieve excellence in performing any job by an employee it is important that an employee should be competent to perform that job. Competency based Human Resource Management helps any organization in achieving in objective. Competency based human resource management is promising as best approach in developing and preserving competent human resources. Competency based approaches to human resource management have been developed since psychologist David McClelland’s research on competency concept. He is credited with launching the competency movement through the publication of his paper titled â€Å"Testing for competencies rather than intelligence†, in which he suggested that academic aptitude and knowledge content tests alone cannot predict a high level of performance, but personal qualities, motives, experience and behavioural characteristics can distinguish most successful from less successful individuals Meaning of Competencies: The Treasury Board of Canada has defined â€Å"competencies† as the knowledge, skills, abilities and behaviours that an employee applies in performing his/her work and that are the key employee-related levers for achieving results that are relevant to the organization/s business strategies. Competency may be defined as: â€Å"The behaviourally defined characteristics which strengthen effective and superior performance†. It’s all about how the person should behave in order to achieve the objectives. According to Schroder competencies are personal effective skills which vary from more basic specialized functional skills to the generic, person based higher level competencies. Competencies allow focus process-â€Å"How things are done? † not simply on outcomes. Classification of competencies: †¢ Core Competencies The Core competencies include those key competencies that all employees in the organization must possess to achieve its mandate and vision. These competencies describe in behavioural terms the key values of the organization and represent those competencies that are core to the organization’s principal mandate. Career Stream Competencies The Career Stream competencies are those behavioural competencies that are common to the all jobs in the stream, and combined with the organization-wide (core) competencies, make up the suite of behavioural competencies necessary for success in the Stream. †¢ Technical / Professional Competencies The technical/profes sional competencies tend to be specific to occupational areas, roles and / or jobs within the Career Stream, and include the specific skills and knowledge (know-how) to perform effectively within the jobs of the Stream (e. . ability to use particular software; knowledge in particular professional areas such as finance, biochemistry; etc. ). These competencies could be generic to the Career Stream as whole, or be specific to roles, levels or jobs within the group. These are the competencies some one must demonstrate to be effective in his job/role, task or duty. Thus these competencies are job or role specific and vary from job to job. A competency model can be used to develop specific job related competencies and come out with a competency dictionary. These competencies are organization specific as roles and responsibilities may vary from organization to organization even though the job title may be the same. Generally HR department of organizations is focused on developing professional competencies and evaluating the same during recruitment and selection process. This classification of different types competencies in not all inclusive it’s an open field of research. In addition to this, competencies can be classified as Personal competencies also. Personal competency includes the various behavioral competencies apart from the knowledge and skill level of an individual. It includes personal attributes like level of motivation, adaptability, developing oneself etc. It also includes interpersonal skills like relationship building, communication ability, openness towards change, cultural awareness etc. In addition to this we can define people management competencies like Leadership, Directing, team building capacity, capacity to work with a team, counseling people, providing motivation, knowledge transformation. A Competency model: A â€Å"competency profile† or â€Å"competency model† is defined as a set of competencies and includes associated behaviours that link directly to the work to be performance, and the levels of proficiency for each behaviour. Competency profiles can cover a group of positions / jobs within an organization. I have developed following process to develop a competency model that can be used for the purpose of delivering competency based recruitment and selection in a desired way. A Competency model is the basic tool or competency based recruitment and selection. A Competency model tries to explain what and all competencies are required to perform different jobs in an organization. A competency model also tries to prioritize the competencies for different jobs. It describes these competencies in the form of indicators, which can be quantified. Each competency can be quantified on a scale on the basis of its relative importance with respect to each job. This serves as a reference for all competency management activities in the organization. Competency model is organization specific as each organization may have its own way of defining and quantifying competencies and competencies may be unique for each organization. Procedure to develop standard competencies: 1. First step is to identify the competencies to perform different jobs. Main source to identify these competencies are job description and job specification. On the basis of that a specific competencies can be identified because these throws light on duties, responsibilities, tasks involved in the job. This will work out as basic list of competencies required within an organization. . Now the next step is to find out critical competencies for all jobs, prioritizing them and to give more significance. These core competencies can be find out through discussion with immediate supervisors for the job position. They are more aware of the different competencies required for performing job efficiently. It also includes brainstorming sessions with managers. 3. After finis hing first two steps, the next is to develop the overall list of kinds of competencies required to perform a job. This includes both primary and secondary set of competencies. This can be further categorized job wise competencies also. With this step now we have a whole dictionary of competencies required. 4. Once the dictionary of competency is ready, now the next step is to prioritize and rate or provide weightage to different competency on the basis of its importance for the particular job. This will help us in quantifying competencies. 5. A model for developing standard competencies is now prepared. This can be used as a tool in competency based recruitment and selection by developing different tests to measure such competencies. Competencies are not static for any job. It is a very dynamic in nature. As the time changes and environment becomes more complicated, competencies required to perform a job also changes. Competency based recruitment and selection: Recruitment can be defined as â€Å"The process of surveying all sources of personnel, inside and outside the organization, to locate and attract the best possible candidates for new or vacated positions†. One of the most important problems in any organization is developing an effective recruitment and selection process which can choose right candidate for a right job. Many organizations have already experienced the cost of selecting a candidate who is not competent for performing job although he is qualified and knowledgeable person. Competency based approach for recruitment and selection calls for more meaningful competency based job descriptions, more appropriate job advertisements, better screening process, Specific competency based written tests like psychometric tests, Specific behaviorally based interviews popularly known as behavioral event interviews, tailored reference checks based on desired competencies of specific role. With the help of competency based recruitment and selection process it is possible to improve efficiency of the job getting done in the right way, which leads to achievement of desired results. Following diagram explains the process of recruitment and selection based on competency. [pic] Identifying Recruitment Strategy Team: Form a workgroup whose primary objective will be to develop a gap-closing recruitment plan for the company. The team should include: †¢ Key Human Resources personnel. †¢ Staff who have knowledge and responsibility for day-to-day operations. Other work units as appropriate given your agency’s size and organizational structure. Bringing together a Recruitment Strategy Team from different parts of the company offers a number of advantages: †¢ Team members may have a variety of networking contacts. †¢ Team members may bring new perspectives that result in creative ideas that surface through brainstorming. †¢ Teams members may become m ore invested in the recruitment process and support/encourage involvement of their respective organizational units. Preparation of competency dictionary: Dictionary for competency can be developed with the help of competency model discussed earlier. Defining competency based job profiles: Jobs can be better described in terms of the competencies needed for performing the various activities demanded by the job. The competency based approach defines jobs in terms competencies and this more flexible as rigid descriptions used in traditional job descriptions resulted in employees performing strictly defined tasks. Recruitment and selection methods will have to be based on competency based job profiles. Role analysis can be a better means of developing competency based job profiles. Role descriptions are more effective in identifying job related competencies and thus developing competency profiles. The competency based qualification standards can be based on whole person competency based approach, and characterized by more assessment options and easy to quantify and hence evaluate. . Recruitment Advertisement: A good advertisement is one which can convey the candidates the exact needs of the organization in terms of the basic job related competencies which are necessary for performing the job competently. The exact competencies for each job are available in the competency dictionary and this can be used for advertising purpose to tell possible candidates what knowledge, skills, and attributes they must possess to be able to apply for the job. Competency Tests: Psychometric tests are psychological tests which can provide useful information about a wide range of competencies of an individual like abilities, aptitudes, values and skills, and can function as a scientific aid in selection. These tests are based on person-job fit concept. Psychometric tests are used for several applications like selection, promotion, transfer, placement, and potential appraisal. Different types of psychometric tests can be used are: Personality tests, Occupational interest, Ability test, Value system test, etc. Competency Interviews: A Competency Based Interview is a structured series of questions aimed at eliciting evidence of a candidate's behavioural fit against specific job-related competencies. In competency based interviews, behavioral focused interviews are used. In behavioral focused interview, the underlying philosophy is that the past behavior is the best predictor of future performance. These types of interviews are generally characterized by questions that relate to specific behaviours which have been found to be linked to successful/superior performance on the job. Candidates are not asked to describe how they would respond in a particular situation or event – that is, they are not asked for hypothetical thinking and responses. But they are asked to describe what they have done, what behaviours they have used, in a certain situation or event which has occurred in the past. Interviewers halting the candidate's response to a question once they have heard sufficient evidence of the candidate's competency. A Competency Based interview process will allow for evidence based information which can then be verified with a candidate's referees. Competency Reference checks: Competency based reference checks the competencies that a candidate has actually exhibited in the past. The information can be obtained from the previous employers or the educational institutions from where the candidates have passed out. Reference checks can be designed in the form of a questionnaire which can be used to obtain information about the candidate’s previous performance levels or capacity to exhibit competencies when needed. Selection of the candidate & Training and Development Plans: On the basis of the reference checks and other competency testing we can now select the right person for the right job. Once the candidate is selected further plans for training can be prepared on the basis of the competencies required for meeting future changes in doing the job. Conclusion: From our discussion it is clear that competency based recruitment and selection can be more effective in selecting right candidate for the right job to enhance organizational efficiency. Thus organization’s need to develop a competency model which can be used as standard yard stick for implementing competency based recruitment and selection. This can not only reduce the cost of hiring the people but also enhance productivity significantly by building human resources as per the exact needs of the organization in complex business environment. Author:Nishant C. Mehta Lecturer, Shri H D Gardi MBA College, Jamnagar road, Nyara, Rajkot, Gujarat. Phone: +919227227501 Email: [email  protected] com ———————– Identify the Recruitment Strategy Team Preparation of competency dictionary Defining competency based job profiles Recruitment Advertisement Selection of the candidate Competency Reference checks Competency Interviews Competency Tests Employee Training and Development Plans

The Novel Gravity Journal, By Gail Sidonie Sobat

To improve is to change Thinking about death is scary. Humans tend to avoid thinking about these topics as it gives them complex negative feelings and thoughts about afterlife. Many people on their death beds are asked, â€Å"What would you do differently if you were a teenager again?† In response, many victims of this natural but frightening process say, â€Å"I wish I had a bit more time to care about myself, and didn’t let people’s ideas and thoughts about me, and my appearance affect me.† The novel Gravity Journal, is written by Gail Sidonie Sobat who is a Canadian writer, educator, and singer that works as a teacher with kids who have eating disorders. Gail wrote the novel by her experiences at the school of anorexic victims over the course of four years. In this novel, a lot of characters play a critical role in developing the plot and the universal theme of the story. These characters include, Anise the protagonist of the story, Marcel, Anise’s brother, Boyd, her boyfriend, Morgan, Anise’s therapist, and Dr.Z, Anise’s doctor. The story takes place in Eliza Petraclark Memorial Hospital, also known as the 4Phsych-O located in Edmonton, Canada. Anise Jasmine Luther is diagnosed by Anorexia, an eating disorder that makes the victim obsessed with losing weight. Anise finds it difficult dealing with everything, her brother Marcel, her parents, and the hospital. Thoughts and plans of committing suicide wonders her head, night and day. Cutting herself is the only escape plan. Anise