Through the Tunnel

Through The Tunnel In this story, Through The Tunnel, there are three settings that all symbolize something different. The safe beach symbolized him still being a child. On the safe beach, his mother was there to protect and be there for him. The wild beach was where Jerry wanted to go. It was taking a step out into the world to him. He wanted to be free and become a man. The journey through the tunnel symbolized Jerry going from a child to an adult.He challenged himself to go through the tunnel so he would feel accomplished and finally be a man, something his mother would never understand. Other than the settings, there are many different symbols in the story that help readers figure out the meaning of the whole story. One symbol from this story would be darkness. When Lessing writes, â€Å"He struggled on in the darkness,† the darkness symbolizes Jerry's lack of knowledge or the fear of the unknown.He doesn't actually know how far the tunnel will go or if it will become narr ow. Another symbol from this story would be light. While Jerry was swimming through the tunnel he saw light coming in through a crack. That symbolizes that he is really close to becoming a man. The big meaning of Jerry making it through the tunnel is the journey from boyhood to manhood. When Jerry first discovers the tunnel he can swim through it like the other boys, therefore, becoming a man. Jerry practices holding his breath over and over.Even though holding his breath for a long time caused him physical pain, Jerry still tells himself that he will overcome it and accomplish his goal. During the time it took him to go through the tunnel, Lessing writes that Jerry is panicking because he thinks he might not make it out of the tunnel. This shows that Jerry was somewhat scared to become a man. When Jerry finally comes out of the tunnel on the other side, he feels like he has become independent and mature. He finally has become the man that he wanted to be. The tunnel is a powerful s ymbol because it shows rebirth.

Compare the ways the poems/poet present injustice Essay

The two poems I have chosen are Limbo by Edward Kamau Brathuaite and Nothing’s Changed by Tatamkhula Afrika. This poem tells the story of slavery in a rhyming, rhythmic dance. It is either Heaven or Hell, so if you’re in limbo you are in between. It is about the actions of the dance, and the history of a people which is being enacted. Going down and under the limbo stick is likened to the slaves’ going down into the hold of the ship, which carries them into slavery. Nothing’s Changed is about the destruction of district 6, where people of all colours and beliefs lived together. However after the apartheid it was declared a ‘whites-only’ area. I chose these 2 poems as they are both injustice and tell in 2 different scenarios. Three techniques I chose to compare are structure, imagery and juxtaposition The structure for Limbo is that there are no punctuation until the last sentence where there is a full stop to end it. This is because it is symbolic to the slaves’ continuous suffering. Also something that is very effective and which is not recognised quickly is that the poem begins with a capital letter, to show the journey has begun and ends with a full stop to show the journey has ended. This is a great technique used to show injustice. Nothing’s changed structure is the poem is set out in six stanzas, each of eight fairly short lines. The title and the last line of poem are the same. The poet is trying to emphasise the same old District Six he returns to still hasn’t changed. He is saying even though that the apartheid has ended in reality it still very much exists. Yes the signs have gone but he feels there are still the same attitudes, social divisions and tensions. The way he has written give you a clear understanding so in a way it shows injustice is in the poem. Imagery presents injustice in the poem, it says â€Å"limbo like me† so either join me in the dance or I am in limbo. This gives you imagery. Also â€Å"Long dark deck is the silence in front of me† â€Å"stick is the whip/ and the dark deck is slavery† gives you imagery to. It shows they are on a boat so there must be water around and it is silent. The word slavery makes you think of an image. Also you picture a boat full of slaves on the water going somewhere and it is full of silence. Nothing Changed is ‘I press my nose, to the clear panes, know, before I see them.’ You can picture the poet pressing his nose onto the window and he can see that the place was once theirs but now it belongs to white people. It’s like there is a barrier that blocks his path into going there. This definitely presents injustice as he is not able to go there because of his colour. Both these poems give vivid pictures when you read them. Juxtaposition also presents injustice in both these poems. In Limbo there is good and bad, as in heaven and hell in the poem. It first starts sad and then happy so â€Å"stick is the whip and the dark deck is slavery† then later on â€Å"up up up up / and the music is saving† â€Å"The drum stick knock / and the darkness is over me† it is like the bad has gone and the good is here, everyone can be happy. In Nothing’s Changed it shows black and white people, being separate. â€Å"new, up-market, haute cuisine, guard at the gatepost, whites only inn† then to â€Å"Down the road, working man’s cafe sells bunny chows. Comparing the 2different stores the rich one for white only and the poor to black people.

Watergate Nursing Home case analysis

Dropped medical malpractice claims: their surprising frequency, apparent causes and potential remedies. The articles states that not all malpractice claims eventually get to trial and this Is not because the cases are frivolous In nature. The rate at which claims are â€Å"dropped†, abandoned, adjudicated or withdrawn has been found to be quite alarming and costly.From the article, we understand that some claims are dropped because of the long process it goes through before getting to trial of which some plaintiffs are not patient enough to wait for, some are dropped because in the process of litigation and tattling the claims out, they discover some facts or pivotal information that â€Å"lowers their assessment of the value of their case or claims†. The article also found that a case can be dropped due to reasons that should have been foreseen by the plaintiff and his attorney.Thorough investigations should be made by a plaintiff and his attorney before filling a laws uit as this would reduce the number of claims which ultimately reduces the litigation cost. Some scholars from the university of Michigan found that â€Å"when defendants provide Information efficiently to plaintiffs, It helps educe the number of new cases and proportion of cases In which settlement payments are made but on the other hand, Insurers and some others are of the thought that doing this would increase the number of claims because this gives the plaintiff more incentive to continue with their claims†.The writer recommends that a penalty should be imposed for every dropped claim as this would help reduce the number of cases that get dropped or abandoned eventually. Also, insurers, hospitals and plaintiffs should try as much as possible to settle cases amicably at reasonable amount before cases goes any further thereby minimizing the number of claims roped. There should be a more efficient process of dealing with malpractice cases before claims are been made and hosp itals and Insurers should put all hands on deck to â€Å"focus reform efforts on plaintiff malpractice specialists rather than lawyers†.Gallon, D. (2011). Dropped medical malpractice claims: Their surprising frequency, apparent causes, and potential remedies. Health Affairs. 30(7), 1343-50. Retrieved from http://search. Protest. Com/deceive/880104481 Watergate Nursing Home case analysis By Olla-Mandamus The articles states that not all malpractice claims eventually get to trial and this is not cause the cases are frivolous in nature. The rate at which claims are â€Å"dropped†, ultimately reduces the litigation cost.Some scholars from the University of Michigan found that â€Å"when defendants provide information efficiently to plaintiffs, it helps reduce the number of new cases and proportion of cases in which settlement payments are made but on the other hand, insurers and some others are of the before claims are been made and hospitals and insurers should put all h ands on apparent causes, and potential remedies. Health Affairs, 30(7), 1343-50. Retrieved

The New Deal legislation affected African American and Mexican Essay

The New Deal legislation affected African American and Mexican American - Essay Example th of spontaneous rebellion" (HISTORY IS A WEAPON), The New Deal tried to create an image of good will by simply refurbishing the people of the middle class. It provided jobs but only to half of the people and providing the bare minimum to the lowest group of people (Zinn 205). Though there were many employments provided to the people after the great depression historians like Howard Zinn are contradictory in their opinions. According to Zinn, the New Deal had not completely transform the American economy but only protected the corporate capitalism of America buy absorbing the threatening situations but occasionally (RADOSH). There were many programs included in the New Deal policy. Emergency Banking Act/Federal Deposit Insurance Corporation (FDIC) was done to re instill the faith of the Americans in the banking system. Civil Works Administration (CWA) was a policy to provide psychological and physical benefits to the 4 million workers o f USA. Indian Reorganization Act of 1934 was specially aimed at protecting the lands of the Native Americans. Federal Securities Act of May 1933/ Securities and Exchange Commission (SEC) was a very important policy that made it mandatory to disclose all information related with stocks. Works Progress Administration (WPA) 1935-1943 helped in providing employment to the people (New Deal Achievements). These policies transformed the economic system of the country to a great extent. The New Deal provided mixed results for both the two minority communities of America. While the black community received some marked benefits the impact on the Mexican American community was even lesser. The New Deal provided authorative positions for the black people in the US government like Mary McLeod Bethune who was hired by the Roosevelt to lead the Division of Negro Affairs of the National Youth Administration (The New Deal Affects Many Groups 505). Though the president voted for equality of the races, he did not completely support the cause as he

Healthy grief Essay Example | Topics and Well Written Essays - 1000 words

Healthy grief - Essay Example For them, grief is either something to be processed individually, or something to be left for God, in a process of unburdening oneself to Him. This essay compares and contrasts three models of grief: Judaism’s cycle of grief, grief from Job in the Bible, and Kubler-Ross’s grief cycle. It also compares it to joy, because grief and joy can be seen as two opposite sides of the same coin of human emotion. These grief models are different in how they define and organize the stages of grief, but they are similar in their final goal, which is to help people to come out of their bereavement and accept their new reality. These different models of grief assert that grief is a natural human response to death, although the religion-based models focus on leaving everything to God’s plans, in order to accept the loss. Kubler-Ross (1969) pioneered the studies on grief and bereavement and her findings led her to accentuate that there are five stages of grief: denial, anger, barg aining, depression and acceptance (Kessler, 2009). They are different responses to loss, and not a linear way of experiencing bereavement (Kessler, 2009). The five stages, denial, anger, bargaining, depression and acceptance, are considered as constituents of a grief model, which help people understand and go through their grieving process. They are tools to help bereaved individuals â€Å"frame and identify† their feelings (Kessler, 2009). ... Kubler-Ross provides five stages that help people deal with their loss. Denial refers to not believing that a loved one has truly died, and people feel shock and numb (Kessler, 2009). Denial is important to grieving, because it is a protective mechanism that allows people to take in only what they can process and accept (Kessler, 2009). Anger is another stage of grieving and it can be directed to anyone or anything, including God, the dead, and the loved one (Kessler, 2009). It is an important emotion that helps uncover underlying feelings (Kessler, 2009). Kubler-Ross (1969) believes that anger reconnects people to the world, because from feeling nothing, they feel something (Kessler, 2009). It affirms that something is lost, and so its loss is fully felt (Kessler, 2009). Bargaining pertains to asking what could be changed or done to get back a loved one (Kessler, 2009). Depression is also a common response to death. Kubler-Ross (1969) asks the bereaved to not even consider this as a mental illness, because it is a fitting reply to a great loss (Kessler, 2009). After one or more of these responses is felt, acceptance can be attained. Acceptance does not refer to feeling that everything is alright, but accepting that a loved one is physically lost. It refers to realizing that the present reality is tolerable and that they must go on with their loves (Kessler, 2009). Judaism’s view of guilt has its cycles too. The first stage covers the death and the funeral, where mourners are relieved from their duties and responsibilities (Mallon, 2008, p.97). The second stage concerns mourning after the funeral, where the family has more time to feel their grief, although friends and other kin can visit and

Macroeconomics Master Research Paper Example | Topics and Well Written Essays - 2750 words

Macroeconomics Master - Research Paper Example From the diagram the output level following a shift in AS curve will decline from Y1 to Y2, price levels will increase from P1 to P2. Therefore the statement is false. Monopolistic competition form of market has a number of characteristics that make it different from other forms of markets, in this market there are many buyers and sellers and the sellers have a degree of controlling prices, consumers have the perception that there are no price differences and that there are only a few barriers to entry and exit. Rational expectations refers to the situation whereby individuals in an economy have all the available information including the past history of an economy, therefore the expected inflation level when people have rational expectation is much higher. In ur case we expect money supply to increase, when there is an increase in money supply we also expect that inflation will rise, for this reason given that we have rational expectations individuals have all the information and we expect inflation to be much higher. For this reason therefore this will affect the level of output by the firms. The output will be affected due to the changes that consumers expect in the market when the level of money supply changes and also the firms will adjust their production level due to the cost incurred due to changes in the level of money supply. The ... form of market has a number of characteristics that make it different from other forms of markets, in this market there are many buyers and sellers and the sellers have a degree of controlling prices, consumers have the perception that there are no price differences and that there are only a few barriers to entry and exit. When we have monopolistic competitive firms in an economy that face menu costs, menu cost refers to the costs that a firm faces when prices changes in the economy. Rational expectations refers to the situation whereby individuals in an economy have all the available information including the past history of an economy, therefore the expected inflation level when people have rational expectation is much higher. In ur case we expect money supply to increase, when there is an increase in money supply we also expect that inflation will rise, for this reason given that we have rational expectations individuals have all the information and we expect inflation to be much higher. For this reason therefore this will affect the level of output by the firms. The output will be affected due to the changes that consumers expect in the market when the level of money supply changes and also the firms will adjust their production level due to the cost incurred due to changes in the level of money supply. c. TRUE The rational expectation Phillips curve implies that the individuals in the economy have al the information regarding all those factors that affect inflation levels in the economy, in this form of expectations the cost of a lower rate of unemployment is a higher rate of inflation, under rational expectations the trade off between unemployment and inflation is much worse than fixed and adaptive expectations. For example if we start with an expected inflation

Financial Ratios. Jardine Cycle and Carriage Research Paper

Financial Ratios. Jardine Cycle and Carriage - Research Paper Example SWOT Analysis from Financial Perspective 13 5. Conclusion and Recommendation 14 6. References 16 16 7. Appendices 21 7.1 Appendix 1: Profit and Loss Account of Jardine Cycle & Carriage Ltd. (2010, 2009, 2008, 2007) 21 7.2 Appendix 2: Balance Sheet of Jardine Cycle & Carriage Ltd. (2010, 2009, 2008, 2007) 24 7.3 Summary/Workings for Financial Ratios 27 1. Introduction 1.1 Financial Health of the Company Jardine Cycle and Carriage Limited is an investment bearing company. The company is engaged in the processes of manufacturing, assembling, distributing and selling through retail chains various motorcycles and motor parts. The company operates in various parts of the world: Singapore, Vietnam, Indonesia and Malaysia (Bloomberg Business Week, 2011). The paper has been designed with the aim of assessing the financial position of the company. Although Jardine Cycle and Carriage is a company dealing with diversifying businesses, the focus of the company is upon the market of Southeast Asia . In the list of Singapore’s top companies, Jardine Cycle and Carriage is raked within the top 20 positions. The company is holding a stake of 50.1% in Astra and has strong strategic interest upon it. However, the company undertakes its business within the automotive segment of the market. In the recent times, the financial health of the company is much influenced by its record performance due to its stake in Astra. Though the conditions of trading in Singapore and Vietnam stock markets are challenging, the company has depicted satisfactory performance for its stakeholders. The satisfaction was provided through announcement of proposed 69% enhancement in the full year dividend of the company. The financial health of the company can be summarised through the fact that the chief businesses of the company had achieved a tremendous growth during the year 2010. The financial health even strengthened through the firmness of Rupiah in Indonesia (Jardine Cycle & Carriage, 2010). 1.2 Investment (Investors’) Objective of the Company The investment objective of Jardine Cycle and Carriage from the perspective of enhancing investors’ stake in the company is to attain a wider foundation of earning for the investors. The company aims at continuously striving for investment opportunities with sustenance of its investment position in its various business segments, i.e., financial services, automotive, agribusiness, infrastructure and logistics, heavy equipment and mining and information technology (Jardine Cycle & Carriage Ltd., 2011). The group Managing Director (MD) is confident about the future outlook of the company in the coming days and hopes that the company would definitely succeed in sustaining its strong position within the region’s automotive market. The investment decision that the company wants to sustain for maintaining its strong position within the market is with regards to extension of its assortment of dealerships all around the wo rld (Jardine Cycle & Carriage Ltd., 2011). 2. Company Financial Background The financial background of the company is much dependent upon the business activities that it performs. The following figure depicts the groups of business activities performed by Jardine Cycle and Carriage: Source: ((Jardine Cycle & Carriage, 2010). Astra, where the company holds its major stake, had depicted great performance during the year 2010 with record profit earnings. Astra performed excellently in each segments of its businesses apart from contract mining. The functions of Astra with respect to its consumer finance segment were able to generate enormous profits with the improvement in the debt position, constant margin of interest rates and proficient liquidity

Image and Mask Ideas in Yeatss William Butler Work Essay

Image and Mask Ideas in Yeatss William Butler Work - Essay Example She agreed that in return for the ability to control her own life, the Devil could have her soul" (Golden Dawn date unknown). Yeats "Was to remain infatuated with her for most, if not all of his life and who was also to a certain extent influenced by her nationalistic outlook" (NLI, 2006, page 1), a complex relationship that informed some of his greatest poetry, although it remained unrequited. She repeatedly refused Yeats' proposals but even after she married, Yeats waited until 1917 before he married Georgie Hyde-Lees, a partnership made strangely happy by Georgie's automatic writings: "When the 'almost illegible writing' had first appeared, Yeats found it 'so exciting' that he 'offered' he said 'to spend what remained of life explaining' his vision preoccupied him until the day that he died" (Wilson, 1999, page 225). Only a few years after their marriage, Yeats became a Senator within the Irish Free State (1922), and was awarded the Nobel Prize for Literature (1923), although he h ad previously refused a British Knighthood; he was still writing poetry until his death in 1939. Yeats was a polymath with a wide variety of interests; a recent editor of his work describes him as a: "Playwright, literary journalist, critic, editor, public speaker, student and recorder of oral tradition, genuine and independent investigator of the Occult, mythologist and mythmaker" (Webb in Yeats, 2000, page XIV). As a man obsessed with the concepts of masks and performance, it should not be surprising that he adopted so many guises: as well as literary leanings; Yeats also used a number of personas in his poetry, masks or identities behind which he could say what he chose, and not be ridiculed for it. His creative role was not merely to be a spokesperson for Irish nationalism, or an occult movement, or resurgence in interest in Celtic mythology, but to be the creator that takes on the masks of ancient myths in order to give voice to a society: Celtic revivalists like W.B.Yeats and Douglas Hydedeliberately set about searching out Ireland's ancient past to create a sense of identity and self-respect for the Irish peoplethey were determined to establish national pride by seeking out the origins of Irish Civilization (McCaffrey and Eaton, 2002) This essay will attempt to study the role of Masks and Imagery in the works of W.B.Yeats. Looking first at the way in which Yeats' ideas of Image developed from his experiences in the Golden Dawn and other esoteric groups, and considering how this is reflected in his work, the essay will then look at how his use of the Mask reflects some of Yeats' ideas of the self, and whether "The doctrine of the Mask is so complex and so central in Yeats that we can hardly attend to it too closely" (Splittgerber, 2005). The essay will then return to consider the connections between the mask and the image in Yeats' work, and whether these are as closely connected as proposed. The conclusion will then draw these ideas together to provide a solution to Yeats' use of such symbols in both his prose and poetical works. Yeats and Imagery Yeats spent a number of years as a member of The Golden Dawn; significantly, this magical order emphasized use of the Tarot

Medieval history significance Essay Example | Topics and Well Written Essays - 500 words

Medieval history significance - Essay Example By the start of the eleventh century most of Europe was christianized, and the earlier period of Viking invasions and barbarian ransacking of Christian communities had ceased. Religion was an increasingly a key factor in the middle of the medieval age, and it affected daily life by providing stability, education and a cultural framework which covered almost the whole of the territory which had been claimed by Charlemagne in the ninth century. In 1056 religious unity was broken by a split between the Western and Eastern areas of Christendom and this resulted in the two separate Church traditions which we still have today: The Roman Catholic and the Eastern Orthodox Churches. The Norman conquest brought French ways and culture to England after the Battle of Hastings in 1066. William the Conqueror decided to have a survey made of England, and this resulted in the Doomsday Book of 1086. This event was important because it provided a unique record into the lives of everyday people in medi eval England.

A Study in Scarlet Essay Example for Free

A Study in Scarlet Essay The great author Sir Arthur Ignatius Conan Doyle was born on the 22nd May 1859 in Edinburgh Scotland. He had graduated with a degree in medicine at Edinburgh University in 1881. His first short story was published in1879 however the first mystery featuring Sherlock Holmes and Dr. John Watson, A Study in Scarlet, was not until 1887. He had married twice and fathered five children. Conan Doyle had died in 1930. People are drawn to the Sherlock Holmes mystery as Conan Doyle is able to make the reader feel part of the story. The suspense and tension in his stories raise questions in the readers mind. This piece of course work will trace why Conan Doyle writings are popular in the 21st century. One key feature that helped the popularity of Sherlock Holmes stories is Conan Doyles use of language, style of writing and its simplicity. In the man with the twisted lip, Mr. Boone was a horrific looking beggar described as a broad wheel from an old scar ran right across it from an old scar ran right across it from eye to chin, and by contraction had turned up one side of the upper lip, so that three teeth were exposed in a perpetual snarl. A shock of very bright red hair grew low over his eyes and forehead. Conan Doyles use of descriptive language enables the reader to put together a picture of this revolting beggar. In the Red Headed League John Clay, also known as Vincent Spaulding, the criminal had asked to be called with respect Have the goodness also, when you address me always say sir and please. The use of language to introduce humour can be picked up from such comments. Also the idea that a red headed man had died and he wanted to give his inheritance to any other red headed man. Conan Doyle starts to put questions in the readers mind Why would someone want to do this? This seems virtually impossible and farfetched; such reference continually adds flavour to his writing. In the speckled band Dr. Roylott tried to threaten Sherlock Holmes and called him names I know you, you scoundrel! I have heard of you before. You are Holmes, the meddler Holmes, the busybody Holmes the Scotland Yard Jack-In-Office. Through dialogue we are able to deduce the character of Dr. Grimsby Roylott and his aggressive attitude towards people. The reader begins to understand why Helen stoner was afraid of her step father and had come to Holmes without his permission. Sherlock Holmes was able to speak fluent Latin omne ignotum pro magnifico; in the Victorian era you had to be well educated to be able to articulate a word of Latin. Conan Doyle has used this technique to show the reader Holmes accomplishments and status in society. Language plays a very important role in all Conan Doyles stories which in many ways have added to the never ending success. It has helped to transform the stories the stories into pleasant readings for a wide range of audiences. In all the stories a similar pattern seems to emerge which helps create the perfect recipe for a mystery. The stories unfold in the most unusual way leaving the reader intrigued up to the very end. The themes in Conan Doyles stories are directed towards acts of injustice, crimes, the clever villains and innocent victims; all spiced with greed. In the speckled band the victim was Helen stoner, who had come to seek help relating to the sudden death of her sister Julia. The villain to the readers surprise was Dr. Grimsby Roylott. Mrs. Stoner, mother of Helen and Julia Stoner, had received not less than 1000 pounds a year she gave this money to Dr. Roylott. a certain annual sum should be allowed to each daughter after marriage; due to Dr. Roylotts selfish needs he was responsible for the death of Julia and attempt to murder Helen. In the red headed league Mr. Jabez Wilson had consulted Sherlock Holmes to look into an advert that seemed peculiar. Mr. Jabez Wilson had taken a job because it offered double a normal wage, 4 pound a week. To the readers it seemed a shock that Vincent Spaulding, who was the loyal employee, had been the criminal John Clay. John clay had planned to steal the French napoleons from the bank. He was a con man hell crack a crib in Scotland one week, and be raising money to build an orphanage in Cornwall the next. In the man with the twisted lip Mrs. Neville StClair, the victim, had approached Holmes because she needed help finding her husband. Boone, the beggar, was able to earn 700 pounds a year where as Mr. Neville StClair, a journalist, earned two pounds a week. Mr. Neville StClair was the victim of his own deeds as he was not able to meet the expectation of society within the Victorian era. In the 21st century many people are not able to find time to read long novels. Conan Doyles Sherlock Holmes stories are short and simple to read, anyone can find time for them. You can pick up a story and read it on your way to work or school. The stories start in a similar way; we are first introduced to the innocent victims who are always reassured by Sherlock Holmes with his sympatric and caring nature and in most cases in the company of Dr. Watson. There is always a mention of the residence of Sherlock Holmes. This is to create a make believe situation in the readers mind. The setting is always dark and gloomy when the client comes to seek for advice; this gives a cosy and calm atmosphere. Conan Doyle was taught how to make deductions about patients by observing them closely; this skill was transferred to his stories and injected into his main character Sherlock Holmes. Holmes carries out his investigation using simple means. His use of knowledge allows him to give an insight in the red headed league. Vincent Spaulding had worked for half wage; he was always diving down into the cellar like a rabbit and he was the one who showed Mr. Jabez Wilson the advert. When Sherlock Holmes went to ask for directions, under pretence just to come in contact with the so called assistant Vincent Spaulding, he was reassuring himself that what he was thinking was actually possible. Holmes was able to conclude on the note that Vincent Spaulding and John Clay was the same person. Sherlock Holmes has a special essence which draws the reader towards him. Sherlock Holmes is known as one of the worlds greatest detectives. His mission was always to help gain justice for his clients. He is an individual who is never after money but more interested in solving the crime my profession is its own reward. He was a guardian angel to all and everyone had total trust in his skill. There are two sides of Holmes, one which is the never quitting crime solver and other which just likes to relax. He also has many weaknesses cocaine injections and all the little weaknesses. In these three stories Conan Doyle has used Watson to narrate the story. We are able to learn what is in the Dr. Watsons mind towards Holmes. John Watson is a very close friend and assistant of Holmes. He has full trust in friends skills and has the same thirst for mysteries as Holmes; Your cases have indeed been of the greatest interest to me The mystery in most cases concludes on the note that Sherlock Holmes has solved the case. In the speckled band Helen stoner was able to live without fear of her stepfather. This pattern of a constant happy ending allows the reader to look forward to the end and they know that they can always rely on Holmes. In the 21st century Conan Doyle still rubs shoulder with many other famous detective stories such as murder she wrote and C. S. I. None of them however can beat Sherlock Holmes!!! Conan Doyle has out done himself. The Sherlock Holmes stories are suitable for all age groups. Worldwide he is an accomplished writer as the stories have been translated into over 60 different languages. Even today the famous residence 221b baker street is still known as the fictional home of Sherlock Holmes and Dr. Watson. Now it is the site of the Sherlock Holmes museum. Such tributes have helped keep the stories alive to date. Neelam Hirani Page 1 Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Miscellaneous section.

Edward Hallet Carrs Arguments In What Is History?

Edward Hallet Carrs Arguments In What Is History? Introduction This essay attempts to review Edward Hallet Carrs (1892-1982) arguments in his book What is History? According to Carr, history is a continual process of interaction; a dialogue between the historian in the present and the facts of the past and the relative weight of individuals and social elements on both sides of the equation. Advocating the adoption of a suitable philosophy to the approach of writing history, in terms of selecting, distinguishing and interpreting historical fact, Carr elucidates that great history is written when the historians view of the past is illuminated by insights into the conditions of the present. In addition to continually asking why, the historian also needs to project into the future. This essay attempts to understand Carrs views on objectivity, truth and narrative in the arguments put forth in his book What is History? and the assessment of his arguments by other historians. H.E. Carrs Arguments on What is History In his arguments on What is History? Carr sets out the following premise. History is a continual dialogue between the past and the present; an interaction between the historian and his facts. Establishing the criteria for selecting historical fact, Carr argues that fact itself is insufficient and must be correctly and truthfully interpreted. To arrive at a correct interpretation and factual account of history, a historian must continually question why and whither, as history in essence is change. Carr also underlines the fact that historians, as individuals, cannot be divested from the society they live in. A proper philosophy to the approach of history is thus essential for the historian. Each era or century has its own interpretation of what history is. As a social process, history is an interaction between the past and the present and between the society of today and yesterday. History according to Carr contains a corpus of ascertained facts and these are available to the historian in documents. He however asserts that fact without accurate interpretation is ineffectual. To understand this, one has to first distinguish historical fact from other facts in the past. Carr discusses historical fact in light of the Empirical or Common Sense View of History. There are certain basic facts that are the same for all historians and which form the backbone of history. These facts, however, form the raw material for the historian, rather than history itself. The necessity to verify the truth of these basic facts rests on a priori decision by the historian. Whilst accuracy of such facts is a necessary, a historian must also rely on the auxiliary sciences of history archaeology, epigraphy, numismatics, chronology amongst others. A historian like any other scientist must continually ask the question why. The question whither also assumes importance, since the line of demarcation between pre-historic and historical times is eclipsed when people cease to live only in the present and become consciously interested in their past and future. However, Carr also reveals that as a social being the historian is naturally and inclined to be selective of the facts he chooses. Our picture of the past has been preselected and predetermined for us by people who consciously or unconsciously imbued a particular view and saw those facts as worthy of preserving. Carr likens history to an enormous jigsaw puzzle with many missing parts. A lacunae in the historical facts of 5th century Greece B.C has arisen due to one sided view of Greece from the Athenian citizen. Hardly any information is available on how it looked to other citizens like the Spartan, Corinthian, Theban or even a slave. The 19th century fetishism of facts was complemented by an equal fetishism for documents. However, none of this means anything unless the author has actually deciphered and processed the facts found in these documents before making use of them. Carr defines the method the historian makes use of facts as the processing process. The Stresemanns Vermà ¤ch tnis volume is one such illustration of the selectiveness of historians. Sometimes mere fact about the past is transformed into history. For example while the Battle of Hastings 1066 is an important historical event, it is the historian who decides the whether the inclusion of Caesars crossing of the Rubicon is a relevant historical fact. Or the mention of the murder of a ginger bread vendor at Stalybridge Wakes in 1850 is equally relevant. Their status as historical facts will depend on their interpretation. Correct and truthful interpretation of historical fact is equally important stresses Carr. Facts are like fish swimming about in a vast and sometimes inaccessible ocean. What the historian catches will depend largely on which part of the ocean he is fishing and what fish he intends to catch. The ancient or mediaeval historian may be grateful for the large winnowing process which has over the years put a manageable corpus of facts at their disposal. The modern historian on the other hand has the dual task of discovering a few significant facts and discarding the insignificant ones as unhistorical. Each historian belongs to his own age and is bound to it by the conditions of human existence. An understanding of the past can be achieved by an insight into present conditions. The choice of words for example democracy, empire or war, are connotations linked to the historians specific time in history. Similarly, over the years, a change in the balance of power, world wars and other movements have also influenced historical writing. French history in the latter twentieth century was deeply affected by the Russian Revolution of 1917. Carr advises historians that equal importance should be given to the date and publication of writing as the name of the author when commencing on a study. Carr states it is imperative that the author should neither dwell solely on the past nor disassociate totally from it, but master and understands it, as the key to understanding the present. The reconstitution of the past in the historians mind is dependent on empirical evidence, but is not in itself an empirical process as facts do not speak for themselves. The process of reconstitution governs the selection and interpretation of facts. This indeed is what makes them historical facts. The facts of history are never handed down to us in a pure form clarifies Carr. They are always refracted through the mind of the recorder. When a historian takes up a work of history, the authors first concern should not be with the facts, but rather an understanding of the historians who wrote it and their back ground. To appreciate the work of the English Liberal Historian, Trevelyan England under Queen Anne, one must interpret it against the background of his traditional Whig historian lineage. To appreciate the thoughts behind peoples action, Carr exhorts historian to cultivate an imaginative understanding of the minds of people they are dealing with for a correct interpretation of historical fact. Historians must necessarily cultivate an objective approach to history asserts Carr. The duty of the historian to respect fact cannot be overshadowed by the obligation to see that the facts are accurate. The historian must seek to bring into the picture all known or knowable facts, relevant in one sense or the other to the theme and the interpretation proposed. History is meaningless in a static world affirms Carr. History in its essence is change reveals Carr. It is meaningless in a static world. A society which loses its belief in its capacity to move into the future will quickly cease to concern itself with its progress in the past. History can be accurately written by those who find and accept a sense of direction in history itself. Whilst writing history, two processes must go hand in hand input and output, states Carr. Working historians must stop and reflect what they are doing. The historian can thus effectively mould facts to his interpretation. Speaking from his own experience, Carr reveals that the process of reading and writing are simultaneous exercises for him. The writing is added to and subtracted from as he goes along. He found that his reading was more guided and directed by the writing as he went along. Assessment of Carrs Arguments Since its publication in 1961 E.H. Carrs What is History? the book established itself as a classic reference on the subject.  [1]  Yet despite its widespread recognition, many inner flaws and contradictions have surfaced, sparking several debates on Carr supposition of What is History? Whilst rejecting the crude and rigid re-constructionist stance of the empiricist, Carr as a political constructionist historian has failed to visualise the post modern challenge to the distinction between fact and fiction in historical narrative and the influence of root metaphors.  [2]  His epistemological position is revealed through his scepticism about the nature and status of historical knowledge and sociology of knowledge. (Alan Munslow). Over the years there have been disagreements about Carrs contribution to the analytical philosophy of history, shadowing the distinction between re-constructionism and constructionism.  [3]   Authors Anders Stephanson and Rendall Germain in their appraisal conclude that Carrs answers to the questions he has set about history are in themselves unsatisfactory. Another writer, Keith Jenkins underlines the futility of Carrs empirical-analytical concept particularly in light of the post modern challenges.  [4]  Carr devalues his currency of re-constructionist theory, by his ultimate acceptance of the epistemological model of historical explanation as the best method to create and evaluate historical thought.  [5]   Exploring Carrs epistemological claim to radicalism and his insistence that a historian cannot divorce himself from the outlook and interests of his age, Historian Alan Munslow, highlights the fact that today with greater awareness of the weakness of representation, reference and inductive inference, a larger part of historical writing is based on the supposition that we cannot know any absolute truths about the past. Whilst acknowledging Carrs attention to the discursive nature of historical facts, Historian Alex Callinicos refutes Carrs opinion that the importance of empirical evidence diminishes since the facts of history are refracted through the mind of the historian.  [6]  Rather this premise gives rise to the question of the historians subjective bearing on the facts. Carr drops his objectivist anchor when he argues that Historian Collingwoods logic of sceptical position leads to the idea that there is no certainty in historical meaning and that the discourses of historians, or what Carr termed as total scepticism, like something spun out a human brain, suggests that there could be no objective truth in historical writing.  [7]  Supporting his own belief in the power of empiricism, Carrexplicitly rejected Nietzches notion that historical truth is defined by fitness of purpose. This misguiding percept excludes the possibility that one interpretation is as good as another.  [8]   While confirming the necessity of a continual interaction between the historian and his facts, Carr was unwilling to acknowledge that the written historical fact could possibly be a work of fiction.  [9]  He overlooks the reality that new evidence and new theory can offer new interpretations. Carrs epistemological theory of knowledge argues that the past is known from its evidence and remains so whilst being introduced in the historical narrative.  [10]   For example, Carrs argument that facts are a priori decision of the historian, and that the historians influence on and the arrangement of these facts is what constitutes historical meaning. However, this gives rise to the risk of subjectivity and the outcome may not be an accurate representation of the evidence.  [11]   Carr pulls back from relativism which his own logic has thrust him into. Aware that he is running a post empiricist wind, he rejects Collingwoods demand for the emphatic and constructive approach and cites another historian who accepts the model of dialogue between past and present, while keeping an objective point of view. This profile of a historian is affirmed by the American Commentators Joyce Appleby, Lynn Hunt and Margaret Jacob who repacked Carrs position as practical realism.  [12]   Carr uses his objectivist angle to underplay the problems of historical form.  [13]  He does this by arguing that the standard for objectivity in history is the historians sense of the direction in history, which means the historian selects facts not on personal bias, but on the ability to choose the right facts, or, in other words, that he applies the right standard of significance.  [14]   Carrs objective historian is one who has the ability to see beyond the inadequate vision of his own position in society and history and at the same time has the ability to visualise the future to give him a more in depth and enduring understanding of the past.  [15]   The objective historian is also one who penetrates most deeply into the mutual method of fact and value, who recognises that facts and values are not necessarily in opposition to differences in standards emerging from disparity of historical fact, and vice versa. An objective historian also understands the boundaries of historical theory. Carrs insists that the objective historian should develop the habit of reading and interpreting the evidence at the same time. However, appropriate social theory precludes presumption or series of connected presumptions, of how people in the past acted intentionally and related to their social contexts.  [16]   Conclusion In his book What is History? H E Carr lays out the premises for conducting a correct approach and philosophy to writing history. History according to Carr is a continuous dialogue between the past and present and a continual interaction between the historian and the facts, for a correct interpretation and accurate recording of facts. It is constantly changing. It is important therefore for the historian to develop a proper philosophy of history before undertaking a study, where historical fact, the criteria for selection of, and their factual interpretation are of vital importance. Carrs arguments about objectivity and his epistemological theory of knowledge have been widely criticised by empiricist as well as the social theory historians. His failure to visualise post modern challenge to the distinction between fact and fiction in historical narrative and his inclination towards post-empiricism despite his claims to radicalism have reduced the currency of his re-constructionist theory.

Causes of the French Revolution

Causes of the French Revolution Revolutions are not simply actions committed from impulses, rather, they are a set of protests to express disagreements with the current society. This was the case of the French Revolution. Around the 18th century, British colonists in North America accused England for unequal treatments. Inspired by Enlightenment ideas, Americans overthrew the British power and created a republic. Driven by the successful American Revolution and the new ideas of liberty and equality, the French were inspired to do the same with the ruling royalty and to establish a new political order. This was mainly because France continued the system of the â€Å"Old Regime†, a type of feudal system where the king held absolute power. Under the Old Regime, there was an unequal distribution of wealth and rights of citizens. In addition, the enormously high prices of life necessities were also critical because many people had barely enough to eat and live. Consequently, the observed of Enlightenment ideas an d witness of American Revolution’s success, disparity in wealth and rights of the citizen, in addition of corruption in the ruling royalty’s power over government inspired the occurrence of the French Revolution. Among one of the factors that had played into the French Revolution was the philosophical view of human right and government structure. At the Age of Reason, many philosophers created new ideas about the government and questioned the basic rights of all humans. Such ideas influenced the French Revolution. There were three major enlightenment thinkers, and they were John Locke, Montesquieu and Jean-Jacques Rousseau. Locke was an English philosopher who witnessed political turmoil in England during the 17th century. One of his most influential ideas on French Revolution was the equality of human and the three natural rights, which are life, liberty and property. In France, serfs and peasants didn’t have the same rights as aristocracy because they didn’t enjoy the same freedoms and property that the wealthy population enjoyed. Furthermore, they made up 80 percent of the population (Kreis). Thus, they were unsatisfied with their unequal rights. In addition, the â€Å"bourg eoisie†, or the middle class, could be as rich as the some nobles because the bourgeoisie were the people to get engaged in trades and a variety of businesses that helped them to gain a good amount of wealth and influence the French economy. However, the bourgeoisies were still considered as commoners because their statuses in society were not heritable as nobilities (Kreis). Consequently, the bourgeoisies wished the government to open more positions to base on the individual’s merits. But it was impossible to do this under the Old Regime due to the huge differences in social classes and privileges. Hence, the commoners, including both peasants and bourgeois, were inspired to revolt from the new philosophical ideas that were widely spread and accepted of the individual human rights. In addition, Montesquieu published The Spirit of the Laws in 1783 and claimed the best government was a kind of constitutional monarchy, which was a monarchy that shared its political powers with another governing power. Consequently, Montesquieu suggested that France should model this kind of government in order to achieve the same success as England did. With this form of government Montesquieu suggested the sharing of sovereignty with the aristocracy. Hence, his view didn’t represent the whole population of the country, including the bourgeoisie and peasants. (The French Revolution: Ideas and Ideologies). The king also rejected the sharing of power, so it was considered as an impractical solution. However, Montesquieu had made an essential influence on the French Revolution with this new idea of sovereignty, which was expressed in the Declaration of the Rights of Man and of the Citizen. The clause three stated that no individual could exercise the power of controlling over others. Another Enlightenment philosopher, Rousseau, however proposed the idea of self-ruling and direct democracy. The idea stated all citizens have the equality to participate in politics (MacAdam). According to an authority of philosophical studies, Jim MacAdam, concluded Rousseau impacted French Revolution by the idea of human equality. This was because the proposal of self-ruling outlined the equality among all citizens to have the rights participating the affairs of the nation. The idea that the general population could participate in politics was also deeply appealing because compared to clergies and nobilities at the time, commoners had no social status, privileges, and rights to manage political affairs. Inspired by the idea of equality in politics from Montesquieu and Rousseau, the commoners were inspired to take actions to fight for their political freedom. Combining the ideas proposed by philosophers and American Revolution, the French was very inspired to create a revolution in the overall societal structure. During the 17th century, America was a colony to the Great Britain. Unfair treatment such as over-taxation and a monarchal government, spurred the American Revolution (Mackey), so that they could fight for freedom, liberty and reasonable taxation (Emerich, Dalberg, Acton). Observing the Americans, the French commoners also wished to have the equal freedom and liberty that they gained. Due to the similar reasons in France and America, it provided a suitable explanation to start a revolution. Moreover, Paris was the origin the enlighten ideas, so it was easy for revolutionary ideas to spread around France and the French people. Hence, the new idea for equality promoted action to commence a revolution in France. In addition, the poor economic condition provided a demonstrated factor to revolt. The poor economic condition in France included accumulated debts and issues of the deregulatory market of grain after a drought in 1788. As a participant of the Seven Years War and American War of Independence, huge debts were accumulated in order to fund armies. The assistance to the American Revolution had built up the debt in France to 13 billion livres (Schiff). Hence, the French government was bankrupted. However, England, also a participant of both wars, was able to manage the financial problems brought by the wars (Karan). The financial problems in France were not as manageable as England due to the lack of advisers and the inefficient tax collecting system (Smith). Since France was still controlled by an absolute monarchy, who believed in absolute control, most decisions, including economical decisions, were only made by the monarchy alone. Without others advisors to suggest practical solutions , the financial problems were hard to improve solely with decisions from the monarchy. In addition, the tax collecting system was also unsuitable, because the monarch gave power to local officials to collect taxes (Smith), which caused some corrupt officials seize the tax money for themselves, rather than turning the money back to the state. Thus this made the financial problems even more difficult to resolve, because there was no taxation money into the state, so the debt was unable to be paid off. Apart from economical issues, the agriculture in France suffered a deadly blow. A devastating drought in 1788 caused peasants to have difficulty maintaining their health mainly due to lack of food caused from the lack of growth of grain. The failure of grain growth resulted the increased pricing on bread, because bread was made from the grain. Bread was a daily staple in France, so peasants couldn’t live without bread (The French Revolution: The causes of the revolution). However, due to the drought in 1788, the prices of bread inflated. The portion of income spent on bread thus increased eighty-eight percent, compared to fifty percent before the drought (Walinger). In addition to the increase in bread prices, the peasants also had to pay taxes, which created unsatisfactory living conditions for many peasants. There was also an unequal societal structure in France at this time, because the Old Regime divided French social structure unequally. The monarch held all power of the state and there was no parliament in France. Around 1770 to 1780, Louis XVI was in charge of the throne. However, he wasn’t prepared to become king, because he was too shy and irresponsible (Louis XVI biography). Also because France was controlled under an absolute monarchy instead of a constitutional monarchy, most decisions were based on the monarch himself. However, the monarch wasn’t fully considerate of the whole nation due to lack of consideration from Louis XVI. For instance, Louis XVI’s construction of the palace of Versailles wasted over seven to ten percent of the national treasury (Smith), which had put more stress on the treasury from the debts created the American Revolution and the Seven Years Wars. To resolve the debt problems in France became a critical issue, so Louis XVI turned toward the â€Å"Third Estate† that generated most of the country’s income. The Old Regime was divided into three Estates. The First was composed of clergy, the Second of the nobility and the Third of the commoners, which comprised of 25 million people. Because this social structure was based on customs and traditions, it created inequalities in law (Keris). For instance, although the Third Estate formed 80 percent of the French population, including the bourgeoisie who owned 25 percent of the land, they only held one vote in the Estate General (a general meeting of the three Estates). (Unit 4: French Revolution Napoleon). Compared to the other two Estates, this was generally not fair. The First Estate owned ten to fifteen percent of land in France and constantly received tithe and did not pay taxes. The Second Estate owned thirty percent of the land and they usually get their wealth fr om rents from the peasants who lived on their land. However, the people of the poor Third Estate used their little income to live and pay taxes to the Church, monarchy and landowners (Keris). Compared to the First and Second Estates, the people of the Third Estate were extremely unsatisfied with unequal privileges, heavy taxes, and inequality on voting rights in the Estate General. The French Revolution was a remarkable event on French history, and it was created mainly from new ideas of Enlightenment philosophers, enormous economic problems, and inequality of rights, which were also observed from the success of the American Revolution. Moreover, the economic problem resulted over taxation and the raised of the daily staple created an unsatisfied living condition for the peasants. In addition, the failure of the ruling monarch, such as the fact that the monarch managed all decisions of the state without putting the population into consideration and unwillingness to adapt to new form of political structure. Works Cited Cranston, Maurice. â€Å"The French Revolution: Ideas and Ideologies.† History Today, HistoryToday Ltd., 5 May 1989. Web. 3 Dec. 2014. Choi, Insun. â€Å"Economic problem that caused French Revolution.† KIS World History. n.p., 26 Oct. 2009. Web. 6 Dec. 2014. Emerich, John. Dalberg, Edward. Acton, Lord. â€Å"Lectures on the French Revolution: The Influence of America†. Google online book. Google, Mar. 30 2006. Web. 3 Dec. 2014. The French Revolution. Go Social Studies Go. n.p., n.d. Web. 20 May 2015. Karan, Priya. â€Å"Economic Causes of The French Revolution: Debt.† Suite.com. n.p., n.d. Web. 3 Mar. 2015. Kerise, Steven. â€Å"Lecture 11: The Origins of the French Revolution.† Historyguide.org. The History Guide, 30 Oct. 2006. Web. 28 Sep. 2014. â€Å"Louis XVI biography.† Bastille-day. n.p., 1 July. 2012, Web. 28 Sep. 2014. MacAdam, Jim. â€Å"Jean-Jacques Rousseau and the Revolution.† Montreal Symposium. n.p., 28 May 1989. Web. 3 Dec. 2014. â€Å"Marie Antoinette biography.† Bastille-day. n.p., 1 July. 2012. Web. 28 Sep. 2014. Mackey, Richard. â€Å"American Revolution Influences of the French Revolution†. Google online book. Google, n.d. Web. 3 Dec. 2014. Prest, William. â€Å"The French Revolution, Locke and Rousseau. † HubPages. n.p., 31 Jan 2013. Web. 10 Mar. 2015. Smith, Nicole. â€Å"France’s Pre-revolutionary Financial Crisis: The Lead-up to the French Revolution.† Article Pyramid. n.p., 7 Dec. 2011. Web 10 Mar. 2015. Waldinger, Maria. â€Å"Drought and the French Revolution: The Effects of Adverse Weather Conditions on Peasant Revolts in 1789.† Academia.edu, n.p., 7 Oct. 2013. Web. 16 Nov. 2014.

The Korean War: A Turning Point in Canadian History Essay -- Canada Wo

The land of the morning calm, this was what Korea was called many years ago. Unfortunately, circumstances have changed. Korea is now no longer a single country but has been split into two parts; North Korea and South Korea. Korea had been united as one country for many years. Japan took control of Korea and made it part of its empire. After World War II, Japan was defeated and its empire fell. Korea was left without a leader or a system of government. This provoked the United States troops to occupy the southern half and Soviet troops to occupy the northern half. The United States and its allies favored democratic government, while the Soviet Union and China favored a communist system of government. June 25, 1950 marked the day in which fighting between the North Koreans and South Koreans started. 135,000 North Korean troops crossed the border into South Korea while others attacked by sea. In several hours North Korea had successfully detained the South Korean city of Kaesong and in the next couple hours South Korea’s capital, Seoul, was under attack. Things were not looking good for Korea. The war in Korea is often referred to as the â€Å"Forgotten War† because it is not mentioned often and is often argued that it was meaningless and unnecessary. The Korean War was significant to shaping Canada’s military and foreign politics though. It has shaped us into a peaceful nation with concerns for the well being of people in foreign countries. The way we engage in future conflicts was changed as well. Canada would no longer get involved as a British colony or single country, but rather under the United Nations. We exhibited ourselves as leaders and role models. In the Korean War Canada asserts itself as a world power but under th... ...ociation of Canada Inc. http:// www.kvacanada.com/canadians_in_the_korean_war.htm (15 Nov. 2010) â€Å"Canadians in Korea, 1950 – 1953.† Veterans Affairs Canada. 20 October 2008. Canada. http://www.korean-war.com/canada.html (21 Nov. 2010) â€Å"Chronology of the Canadian Advance in Korea.† Veterans Affairs Canada. 15 June 2008. Canada. http://www.vacacc.gc.ca/REMEMBERS/ sub.cfm?source=history/KoreaWar/chronology (23 Nov. 2010) â€Å"Facts on Canada’s Involvement in the Korean War.† Veterans Affairs Canada. 21 October 1999. Canada. http://www.vac-acc.gc.ca/ youth/sub.cfm?source=teach_resources/korfact (20 Nov. 2010) â€Å"The Response – The Canadian Contribution.† Native Soldiers – Foreign Battlefields. 30 June 2005. Veterans Affairs Canada. http://www.vac-acc.gc.ca/ remembers/sub.cfm?source=history/other/native/korea_response (20 Nov. 2010)

The Fools in William Shakespeares Romeo and Juliet :: Romeo and Juliet Essays

The fall of Romeo and Juliet is a culmination of many factors. A controlling father, an ongoing feud and a gullible friar all contribute to this catastrophe, but, for the most part, it was Romeo and Juliet themselves that lent a hand to their own doom. The two lovers were fated to meet and die, but this never could've happened without their help. Had they been patient and rational, perhaps the situation would've worked itself out, but what can one expect from a couple of thirteen year olds who insist that they are in love? The first instance of Romeo's immaturity occurs when he first encounters the lovely Juliet. He know that the party is hosted by the Capulets, and yet he still chooses to attend anyway. As a teenager, he loves to party and is sure that there will be pretty girls there in which to flirt with. Instead of being rational and realizing that this party was a bad idea for a Montague, he and his friends enter without fear. Once the party is over, Romeo hears Juliet on her balcony talking of how she loves Romeo and together they speak of their impending marriage. What? It seems that they are obsessed, not in love. How could they love each other when in fact they have just met hours earlier? They are children who have crushes and plenty of melodrama to enhance it. Romeo demonstrates his immaturity again when he slays the Capulet, Tybalt. Being an idealist, he does not think about the consequences of his actions. He knows that Tybalt is Juliet's cousin, and that injuring him would wreck any chance of them getting together legitimately, yet he does it anyway. Instead of pausing a moment and thinking about the situation in an adult manner, Romeo allows "fire[ey'd] fury be [his] conduct..." and instantly kills Tybalt. Although a bit more realistic than Romeo, Juliet has instances of emotional drama and impatience that symbolize a thirteen year old girl with a terrible infatuation. True, her father is insisting that she marry Paris, but Juliet never lets her feeling for Romeo be known to her parents. Instead of telling the truth about her marriage to Romeo, she leads her parents to believe that it is

Hrm Practices in Rmg Sector Essay

Acknowledgement: At the very beginning I express gratitude to my honorable course instructor Kazi Tareq ullah for his splendid suggestion, fantastic guidance, necessary recommendation, positive reinforcement, effective discipline, justice & fairness, recognition & rewards. His motivation power is also enormous for which I engaged my best efforts to prepare such a report of findings. I am proud to state that I got such a course instructor who was very much friendly with me. So, all thanks go to him as he extended hand for me wherever I needed. In fact, he made the course interesting to me and I can say proudly that I know something about different areas of business communication and organization analysis. I would like to thank to my classmates whose inspiration and co-operation helped me a lot during conducting the internship. Executive summery: In keeping with the vision and philosophy to be a truly strategic business partner to customers windy has made every effort to be involved at all levels of the business process. The in-house Design & Product Development team is backed with a dedicated sampling facility for fabrics and garments allowing windy to assist customers in their product development process and ensure a relevant and timely product for the market. Windy is set to be an integral partner providing a wide range of support and services across the entire supply chain. Windy’s 100% export oriented garment factories have a current annual production capacity of 5 million garments with a projected target of 15 million high quality garments. These combine the best of the indigenous features of Bangladesh such as easy availability of low cost skilled labor with focused investment in modern technology and qualified professionals. With strong focus on differentiated, innovative and value added products, the company has strengthened its design team and expanded its product development activities. With the trend–right products, it has been able to increase business substantially with the fashion forward customers. The company participated in international fair in many countries was highly appreciated by the customers which enhanced its reputation and increased its visibility in the international market. In the backdrop of quota elimination, uncertainties in the global market scenario, the company’s aggressive marketing team has been able to establish itself firmly to the customers as an important partner in the supply chain. Windy has invested in modern machinery and coupled this with superior technical expertise to ensure excellent quality in each of the 10,000 dress and casual shirts, 3,000 knit tops and 2,000 jeans and woven bottoms produced daily. The windy formula for success is to maximize the inexpensive skilled labor with management from a high tech perspective. Industrial engineering and work-study play and important role with software such as GSD & FMS used for data driven production management to maximize efficiency. The organization is managed by a group of top tier professionals specifically hired for their expertise in the various aspects of the garment production process. Regular training updates and technical inputs from visiting professionals and consultants equip all windy employees to excel in their areas and ensure top-notch product quality, value and service are received by business partners. In-spite these excellent facilities in fact, the company is facing tremendous problem in customer service. The Company can’t maintain its delivery schedule as required by the customers in most of the orders. In the bottom line, I do believe that the company has ample opportunities to upgrade itself by using all its resources, maintaining qualities, delivering goods to the customers in time and giving continuous effort to the overall customer service. We should always remember –â€Å" Continuous Improvement is the Road To Survival And Growth†. Contents – Introducton. 1.1-Introduction 1.2-Origin of the report 1.3-Rational of the study 1.4-Objectives of the report 1.5 –Methodology of the study 1.6-Limitation of the study -Background of the windy apparels ltd. 2.1-Introduction 2.2-Back ground 2.3-Management and organigation 2.4-Organigation chart -Human resource planning and policies of windy apparels ltd. 3.1-Planning and policies 3.2-Planning and policies figure -Job analysis of windy apparels ltd. 4.1-Job analysis 4.2-Job analysis method 4.3-Job analysis figure Recruitment and selection process of windy apparels ltd. 5.1-Recruitment 5.2-Constraints of recruiting efforts 5.3-Recruiting sources 5.4-The selection process 5.5-The selection process figure 5.6-Interview appraisal form 5.7-Reference verification check list Training and development of windy apparels ltd. 6.1-Training and development 6.2-Traning figure 6.3-Training approaches Performance appraisals of windy apparels ltd. 7.1-Performance appraisal 7.2-The appraisal process figure 7.3-Performance rating Compensasion of windy apparels ltd. 8.1-Compensasion 8.2-Types of Employees Reward 8.3-Service and Benefit 8.4-Safety and health program Disciplinary Action of windy apparels ltd. 9.1-Disciplinary action 9.2-Factors to consider when discipline 9.3-Funetion of disciplinary action -Conclusion and Recommendation 10.1-Conclution 10.2-Recommendation Referance Questioners- 1.1-Introduction: Administration is one of the important departments in the company to implement the policies rules and regulation. Administration department will manage the whole work process with the polices build up by the management of the company People working in the company are the greatest resource .Human resource department ensure the maximum benefit of the human working in the company and also ensure the maximum productivity by motivation. So in the company human resource department has a huge volume of influence to build up a better environment to work and maximize the productivity and company’s goodwill. 1.2- Origin of the report: This report originated as an academic requirement of BBA Program of Uttara University. After completion of the program period a student must submit the report on the assigned topic to the supervisor and to the department. I was assigned to project course on â€Å"HRM Practices in RMG Sector† for completing the program. 1.3-Rationale of the study: Theoretical knowledge is not enough for a student. It is essential for a student to acquire practical knowledge. This report is prepared for showing the windy apparels ltd and overall RMG sector. . According to fulfill the requirement the researcher has chosen to work on â€Å"HRM practices to RMG sector†. Therefore, this studies report is the outcome of an academic need as well as practical knowledge and the outmost and enthusiastic intention of the researcher under the proper and in-depth guidance of a highly experienced dedicated guide. 1.4-Objective of the report ⠝â€" This report is prepared primarily for the partial fulfillment of the BBA course requirement. ⠝â€" TO examine the RMG sector in windy apparels ltd. ⠝â€" To identify the main problems in RMG sector of windy apparels ltd and also its solution. ⠝â€" TO increase job satisfaction is essential for proper performance and good-labor management relation. ⠝â€" To make all organization programs an effective, HRM acts restlessly. ⠝â€" Finally to recommend some effective measures in improving the total system. 1.5-Methodology of the study: o Primary Sources ââ€" ª Face to face discussion with the HR.Manager of windy apparels ltd. Before sitting with him I have prepared a questionnaire ââ€" ª Direct observation ââ€" ª Other expert opinion o Secondary Sources ââ€" ª Yearly publication of windy apparels ltd ââ€" ª Relevant papers of financial statement ââ€" ª Some related information form the Internet ââ€" ª Other relevant books. 1.6-Limitation of the study In spite of my best effort , this study is not free from the following limitations: †¢ The time stipulated for the internship program †¢ Relevant papers and documents were not available sufficiently †¢ The authority has some policy for not disclosing some secret data and information which could be very much essential †¢ I am also less experienced in this regard. 2.1-Introduction: Established in 1999 the Windy group has expanded dramatically over the past 10 years and is today the largest and most diversified industrial conglomerate in Bangladesh. Employing 2,000 people including 50 qualified professionals and dealing in a wide of consumer and industrial products for domestics and global markets, Windy has fast become one of the leading foreign exchange earners in the country’s private sector. Textiles & Garments is the largest and fastest growing division of the Windy Group and presently accounts for half the Group’s business turnover and profit. The Group’s major investment continues to be concentrated in this Division. Among the variety of business, Windy Apparels Ltd ready-made garments manufacturing industry, which started its commercial production in March 1999 under the name of windy Apparels Ltd. Windy Apparels has successfully come a long way and proved its strength as a leading specialist in the industry for men’s high quality dress & casual Shirts and ladies blouses, trousers & dress. Since inception, the company has been growing steady. 2.2 – Background of the windy Apparels Ltd Windy Apparels Ltd is a situated in Rajendrapur, Gazipur, Dhaka. If has been established in 2002. There are 4300 employees work here. It contributes large portion of foreign currency exporting by ready made garments. Its total area is 38200 square feet and provides a good working environment. 2.3- Management & Organization: The over all management of the company will be vested with the Board 4f Directors. The Board of Directors will be formulated company’s policies & guide lines for its day to day business operations . The Managing Director will be the executive head who will look after the business affairs and other logistic supports of the economy. However Managing Director will be assisted by the managerial and technical personnel who will be the directors of the company. 2.4- ORGANIZATION CHART: 3.3 Vision windy apperals ltd. shall endeavor to excel in every aspect of their operation and thereby provide quality products and services to their customers. The organization will have a challenging and satisfying working environment so that the talents and potential of their human resource is given the full opportunity to blossom & grow. windy apperals ltd shall maintain a high degree of integrity in their business conduct and this characteristic will prevail in their dealings with their customers, their suppliers, their contractors, their financiers, their employees & indeed their entire society. 3.4 Mission Customer Policy: To always focus on the customer; because the customer’s satisfaction is their inspiration. Business Policy: To conduct the business with high integrity. Employee Policy: To nurture the best human resource through training & motivation. Quality Policy: To consistently developed high quality product to keep their standard above others. Environment Policy: To address environmental issues aptly & carry on their activities in line. Future Policy: To endeavor innovation to excel in every aspect of their operation. [pic] 3.1 Human Resources and Management Management and human resources management are one and the same. They should never be separated, Management is personnel administration. Management has the three jobs, two of which are directly related to personnel managing workers and work management is the process of efficiently getting things done with and through other people. HRD deals with the design of formal systems in an organization to ensure the effective and efficient use of human talents to accomplish organizational goals. There are many definitions about human resource management (HRM). One of the well known definitions offered by Michael Jucious (1984). He defined human resources management â€Å"Personnel management as the field of management which involves elements organizing, directing and controlling the function of processing, developing, maintaining and motivating a labor force†. It is process of acquiring, retaining, terminating, developing and properly using the human resource in an organization. Human resource management can be defined as a process of procuring, developing and maintaining competent human resource in the organization so that goals of an organization are achieved in an effective and efficient manner. Human resource management is â€Å"The policies and practices involved in carrying out the â€Å"People† or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising†. 3.2 Duties of HRD o Acquisition functions of HRD. o Developing functions of HRD. o Motivating functions of HRD. o Maintaining function of HRD. 3.3 Functions of HRM HR managers are performing a variety of functions. The functional areas of HR Management are changing as the time goes on. The main HRM functions include: 3.1- Human Resource Planning and Policies: Whenever windy apparels ltd is in the process of determining its human resources needs, it is engaged in a process we called human resource planning. Human resource planning is one of the most important elements in successful organization ensures that it has the right number and kinds of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives. Human resource planning, then, ultimately translates the organization’s overall goals into the number and types of workers needed to meet those goals. Without clear-cut planning, and a direct linkage to the organization’s strategic direction, estimation of an organization’s human resource needs is reduced to mere guesswork. This means that human resource planning cannot exist in isolation. It must be linked to the organization’s overall strategy. The strategic planning process of windy apparels ltd is both long and continuous. At the beginning of the process, the organization’s main emphasis is to determine what business it is in the is commonly referred to as developing the mission statement. The mission of windy apparels ltd is to play a great role in economic development of the country. After reaching agreement on what business the company is in and who its consumers are senior management then begins to set strategic goals. During this phase, these managers define objectives for the company for the next five to twenty years. These objectives are broad statements that establish targets the organization will achieve. The goals of the windy apparels ltd is to contribute 5 % of total foreign exchange by exporting Ready Made Garments. After these goals are set, the windy apparels ltd begins the corporate assessment. During this phase, a company begins to analyze its goals, it current strategies, its external environment, its strengths and weaknesses, and its opportunities and threats, in terms of whether or not they can be achieved with the current organization resources. Commonly referred to as a â€Å"gap or SWOT ANALYSIS,† the company begins to look at what skills, knowledge, and abilities are available internally, and where shortages in terms of people skills or equipment may exist. The company must determine what jobs need to be done, and how many and what types of workers will be required. In management terminology, we call this organizing. Thus establishing the structure of the organization assists in determining the skill, knowledge, and abilities required of jobholders. 3.2-The strategic direction of Human Resource Linkage of windy apparels ltd is shown in the following figure mission Determining what business the organization will be in Objectives and goals Setting goals and objectives StrategyDetermining how goals and Objectives will be attained StructureDetermining what jobs need To be done and by whom PeopleMatching skills, knowledge, And abilities to required jobs 4.1- Job Analysis: Job analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of a job. A job analysis involves identifying and describing what is happening on a job.. accurately and precisely identifying the required tasks, the knowledge, and skills necessary for performing them and the conditions under which they must be performed. 4.2- Job Analysis Method: The basic methods that HRM can use to determine job elements and the essential knowledge, skills, and abilities for successful performance include the following: Observation Method: Using the observation method, a job analyst watches employees directly or reviews films of workers on the job. Although the observation method provides firsthand information, workers often do not function most efficiently when they are being watched, and thus distortions in the job analysis can occur. This method also requires that the entire range of activities be observable. This is possible with some jobs, but impossible for many for example, most managerial jobs. Individual Interview Method: Using the individual interview method, a team of job incumbents is selected and extensively interviewed. The results of these interviews are combined into a single job analysis. This method is effective for assessing what a job entails, and involving employees in the job analysis is essential. Group Interview Method: The group interview method is similar to the individual interview method except that a number of job incumbents are interviewed simultaneously. Accuracy is increased in assessing jobs, but group dynamics may hinder its effectiveness. Structured Questionnaire Method: Under the structured questionnaire method, workers are sent a specifically designed questionnaire in which they check or rate items they perform on their job from a long list of possible task items. This technique is excellent for gathering information about jobs. However, exceptions to a job may be overlooked, and there is often no opportunity to ask follows up questions or to clarity the information received. Technical Conference Method: The technical conference method uses supervisors with extensive knowledge of the job. Here, specific job characteristics are obtained from the experts. Although a good data gathering Method, it often overlooks the incumbent workers’ perceptions about what they do on their job. Diary Method: The diary method requires job incumbents to record their daily activities. The diary method id the most time consuming of the job analysis methods and may have to extend over long periods of time- all adding to its cost. These six methods are not meant to be viewed as mutually exclusive; no one method is universally superior. Even obtaining job information from the incumbents can create a problem, especially if these individuals describe what they think should be doing rather than what they actually do. Windy Apparels Ltd uses the individual interview method because it is an extensively interview method. When it involves in conducting the job analysis it follows the below items: 1. Understanding the purpose of conduction the job analysis: Before embarking on a job analysis, one must understand the nature and purpose of conducting the investigation. Recognize that job analyses serve a vital purpose in such HRM activities as recruiting, training, setting performance standards, evaluating performance, and compensation. In fact, nearly every activity in HRM revolves around the job analysis. 2. Understanding the role of jobs and values in the organization: Every job in the organization should have a purpose. Before conducting the analysis, one must understand the linkage that the job has to the strategic direction of the organization. In essence, one must answer why the job is needed. If an answer cannot be determined, then may be the job is not needed. 3. Benchmark positions: In a large organization, it would be impossible to evaluate every job at one time. Accordingly, by involving employees and seeking their input, selected jobs can be chosen based ob how well they represent other, similar jobs in the organization. This information then will be used as a starting point in later analysis of the other positions. 4. Determine how you want to collect the job analysis information: Proper planning at this stage permits one to collect the data desired in the most effective and efficient manner. This means developing a process for collecting the data. Several combined methods like structured questionnaires, group interviews, and technical conferences- should be used. Select the ones, however, that best meet your job analyses goals and timetables. 5. Seek clarification, wherever necessary: Some of the information collected may not be entirely understood by the job analyst. Accordingly, when this occurs, one must seek clarification from those who possess the critical information. This may include the employee and the supervisor. Failure to understand and comprehend the information will make the next step in the job analysis process- writing the job description- more difficult. 6. Develop the first draft of the job description: Although there is no specific format that all job descriptions follow, most include certain elements. Specifically, a job description contains the title, a summary sentence of the job’s main activities, the level of authority and accountability of the position, performance requirements, and working conditions. 7 Review draft with the job supervisor: Ultimately, the supervisor of the position being analyzed should approve the job description. Review comments from the supervisor can assist in determining a final job description document. When the description is an accurate reflection, the supervisor should sign off, or approve the document. 4.3- The steps of job analysis are shown in the following figure: Understanding the purpose Of the job analysis Review draft With supervisor Understanding the role of Jons in the Develop draft Benchmark position Seek clarification Determine how to collect job analysis information 5.1- Recruitment: After organizations have established their strategic direction and developed a corresponding employment plan, the organization must turn its attention to getting the right people. The jobs that have been identified and their associated skills point to very specific types of employees that are require. But these employees don’t just magically appear-nor do the frequently come knocking on the organization’s door. Instead, the company must embark on an employment process of finding and hiring qualified people. That process starts when the organization notifies the â€Å"public† that openings exist. The organization wants to get its information out such that a large number of potentially qualified applicants respond. Then, after several interactions with the most promising of these candidates will best demonstrate the skills, knowledge, and abilities to successfully perform the job. So Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. 5.2- Constraints of Recruiting Efforts: While the ideal recruitment effort will bring in a satisfactory number of qualified applicants who will take the job if it is offered, the realities cannot be ignored. For example, the pool of qualified applicants may not include the â€Å"best† candidates; or the â€Å"best† candidate may not want to be employed by the organization. These and other constraints on recruiting efforts limit human resource recruiters’ freedom to recruit and select a candidate of their choice. However, we can narrow our focus by suggesting five specific constraints. 1. Image of the organization: We noted that the prospective candidate may not be interested in pursuing job opportunities in the particular organization. The image of the organization, therefore, should be considered a potential constraint. If that image is perceived to be low, the likelihood of attracting a large number of applicants is reduced. 2. Attractiveness of the job: If the position to be filled is an unattractive job, recruiting a large and qualified pool of applicants will be difficult. In recent years, for instance, many employers have been complaining about the difficulty of finding suitably qualified individuals for manual labor positions. In a job market where unemployment rates are low, and where a wide range of opportunities exists creating competition for these workers, a shortage results. 3. Internal organizational Policies: Internal organizational policies, such as â€Å"promote from within wherever possible,† may give priority to individuals inside the oth er than the lowest level entry positions, will be filled from within the ranks. Although this is promising once one is hired, it may reduce the number of applications. 4. Government Influence: The government’s influence in the recruiting process should not be overlooked. An employer can no longer seek out preferred individuals based  on non-job-related factors such as physical appearance, sex, or religious background. 5. Recruiting Costs: The last constraint, but certainly not lowest in priority, is one that centers on recruiting costs. Recruiting efforts by an organization are expensive. Sometimes continuing a search for long periods of time is not possible because of budget restrictions. 5.3- Recruiting Sources: Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be filled. Certain recruiting sources are more effective than others for filling certain types of jobs. a) The Internal Search: Windy apparels ltd will attempt to develop their own employees for positions beyond the lowest level. These can occur through an internal search of current employees, who have bid for the job, been identified through the organization’s human resource management system, or even been by a fellow employee. The advantages of such searches-a â€Å"promote from within wherever possible† policy- are: †¢ It is good public relations. †¢ It builds morale. †¢ It encourages good individual who are ambitious. †¢ It improves the probability of a good selection, since information on the individual’s performance is readily available. †¢ It is less costly than going outside to recruit. †¢ Those chosen internally already know the organization. †¢ When carefully planned, promoting from within can also act as a training device for developing middle- and top level managers. B) Employee Referrals/Recommendations: Sometimes windy apparels ltd recruits individuals who will perform effectively on the job is a recommendation from a current employee. Because employees rarely recommend someone unless they believe that the individual can perform adequately. Such a recommendation reflects on the recommender, and even someone’s reputation is at stake. Employee referrals also may have acquired more accurate information about their potential jobs. C) The external searches: Besides these windy apparels ltd is looking employees by the external searches for recruitment. These are discussed below 1. Advertisements: Windy apparels ltd gives advertisement various types of newspaper and wallpapers for employees it needs because it is large medium by which the news can reach maximum people. Besides these, windy apparels ltd sometimes recruits employees from various Schools, Colleges, and Universities, Professional Organizations, Cyberspace recruiting a unsolicited applicants. 5.4-The Selection Process: Selection activities typically follow a standard pattern, beginning with an initial screening interview and concluding with the employment decision. The selection process typically consists of eight steps: 1. Initial screening interview 2. Completing the4 application form, 3. Employment tests 4. Comprehensive interview, 5. Background investigation, 6. A conditional job offer, 7. Medical or physical examination and 8. The permanent job offer. Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities and motivation and it increases the information from which decision makers will make their predictions and final choice. 5.5- The Selection Process in the following figure: Failed to meet minimum qualifications Passed Failed to complete application or failed job specifications Failed test impress interviewer Passed Passed Failed to impress interviewer Problems uncounted Passed Unfit to do essential Elements of job Able to perform Essential elements of job The Windy apparels ltd firstly prepare to initiate a primarily review of potentially acceptable candidates by two steps as (i) the screening of inquires and (ii) The provision of screening interviews. After completing the initiate screening applicants are asked to complete the organization’s application form. It required information about candidates present/ permanent address, candidates profile, job performance etc. When the candidate passes it, he is then given for employment test. In this point candidates are shown on intelligence, aptitude, ability and interest test  to provide major input to the selection process. After that candidates are given comprehensive interview. This interview is designed to probe areas such as assessing one’s motivation, ability to work under pressure, and ability to fit in with the organization. The next step in to undertake background investigation of the applicants who appear to offer potential as employees. This includes contacting former employers to confirm the candidates work record and to obtain their appraisal of his/her performance, other job related and personal performances, verifying educational qualification shown on application. If the candidates passes this, it is typically customary for a conditional job offer to be made. The conditional job offer implies is that if everything is okay- passing a certain medical, physical or substance abuse test. The next to last is the selection process may consist of having applicant may taka a medical/physical examination. Because a candidates has to perform a variety of activities that require a certain physical condition. Those individuals who perform successfully in the proceeding steps are now considered to be eligible to receive the employment offer. The procedures of selections process of windy apparels ltd are shown in the following- 5.6- Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur.. Windy Apparels Ltd. Rajendrapur, Sreepur Gazipur. 3.7 Selection Procedures of EXIM Bank The selection process in Exim is not different from what is practiced in most organization starts with initial screening of CV’s goes on to written test and then a final interview before selecting the person. Selection decision can result in one of the four possible out comes. Two of these outcomes are right decision and two are wrong decision. | |Decision | | |Accept |Reject | |Letter of job performance |Successful |Correct decision |Reject error | | |Unsuccessful |Accept error |Correct decision | The current selection process in EXIM bank is described below: ââ€" ª Initial Screening: The process starts with initial screening choosing from the CV’s that fulfill the specific requirements. After a vacancy is announced and CV’s are already collected from different source, the Bank starts the initial screening process .then called for written test. ââ€" ª Termination: If any employee are out of the job in some cases is called termination. There are certain circumstances where-even through complaint is within jurisdiction the company can dismiss him without considering its merits. This is some time called early termination. ââ€" ª Termination Process of windy apperals Ltd.: The company any terminate the service of permanent employee by giving him/her notice in writing or salary in lieu therefore the period on under. 120 Days notice in case of subordinate staff or salary in lieu thereof. 90 Days notice for all other grades or salaries in lieu thereof. have during probation the Management may terminate the employee at any time without notice. The authority to terminate an employee of the grades from junior officer to Executive Vice President Lies with the Managing Director while that of Senior Executive Vice President and above can only be exercised by the Board of Directors. ââ€" ª Dismissal: An employee will be dismissed from the company service if he or she is guilty of misconduct or whatsoever according to the report of the enquiry committee the concerned dismissed employee will get only the own contribution of his/her provident fund. ââ€" ª Discharge on medical Ground: If an employee is incapable to continue his/her service for continues ill health mental abnormality and disorder, then the management discharge him/her from service on medical ground. He/She may be paid a ex-gratuity with other benefit with the approval of the Managing Director. 6.1 – Training and Development : Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the ability to perform on the job. We typically say training can involve the changing of skills, knowledge, attitudes, or behavior. It may mean changing what employees know, how they work, their attitudes to ward their work, or their interaction with their coworkers or supervisor. For our purposes, we will differentiate between employee training and employee development for one particular reason. Although both are similar in the methods used to affect learning, their time frames differ. Training is more present day oriented; its focus is on individual’s current jobs, enhancing those specific skills and abilities to immediately perform their jobs. 6.2- The training needs are shown in the following figure: 6.3- Training Approaches: The most widely used training methods take place on the job. The popularity of these methods can be attributed to their simplicity and the impression that they are less costly to operate. On the job training: Places the employees in actual work situations and makes them appear to be immediately productive. It is learning by doing, for jobs that either are difficult to simulate or can be learned quickly by watching and doing, on-the-job training makes sense. Off the Job Training: Off the job training covers a number of techniques classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instruction technology equipment. 6.4- Career Development: 1. The responsibility for managing a career belongs to the individual. The organization’s role is to provide assistance and information to the employee, but is not responsible for growing an employee’s career. 2. A career is a sequence of positions occupied by a person during a course of a lifetime. 3. Career development from an organizational standpoint involves tracking career paths and developing career ladders. From an individual perspective, career development focuses on assisting individuals in identifying their major career goals and to determining what they need to do to achieve these goals. 4. The main distinction between career development and employee development lies in their time frames. Career development focuses on the long-range career effectiveness and success of organisational  personnel. Employee development focuses on more of the immediate and intermediate time frames 5. Career development is valuable to an organization t; because it (1) ensures needed talent will be avail- able; (2) improves the organization’s ability Jo attract and retain high-talent employees; (3) ensures that minorities and women get opportunities for growth and development; (4) reduces employee frustration; (5) enhances cultural diversity; (6) assists in implementing quality; and (7) promotes organization: goodwill. 6. The five stages in a career are exploration, establishment, mid-career, late-career, and decline. 7. The Holland Vocational Preferences are realistic, investigative, artistic, social, enterprising, and conventional. 8. Typology focuses on personality dimensions including extroversion-introversion; sensing-intuition; thinking-feeling: and judgirig- perceiving These four â€Å"pairs† can be combined into i(i different combination profiles. With this information, personality of jobs can be matched to personality of individuals. Some suggestions for managing your career include; U.) Select your first job judiciously; (2) do good work; (3) present the right image; (4) learn the power structure; (5) gain control of organizational resources; (6) stay visible; (7) don’t stay too long in your first job; (8) find a mentor; (9) support your boss; OO) stay mobile; (11) think laterally; (12) think of your career in terms of skills you’re acquiring and continue upgradiiu and 03) work harder than ever a developing a network. 3.9 Management Development of windy apperals ltd a. On the Job Development: †¢ Coaching. †¢ Under Study. b. Off the Job Development: †¢ Committee Assignment. †¢ Job Rotation. †¢ Sensitivity Training. †¢ Transactional Analysis. †¢ Training within the company. †¢ Training outside the company. †¢ Lecture Courses. †¢ Simulation Exercise. c. Workers Development: †¢ Coaching. †¢ Under Study. †¢ Committee Assignment. 3.10 Motivation Function of HRD of windy apperals Ltd. Motivation is the willingness to do something and is conditioned by their actions ability to satisfy same need for the individual windy apperals Ltd. Motivation process of windy apperals Ltd. †¢ Unsatisfied Need †¢ Tension †¢ Dives †¢ Search Behavior †¢ Goat Achievement †¢ Need Satisfaction †¢ Of Tension †¢ Job Design. †¢ Performance Evaluation †¢ Rewards †¢ Job Evaluation †¢ Compensation / Benefit †¢ Discipline 7.1-Performance Appraisals: Performance evolutions are an integral part of most organizations. Properly developed and implemented, the performance appraisal process can help an organization achieve its goals by developing productive employees. Although there are many types of performance evalution systems, each with its own advantages and disadvantages, we must be aware of the legal implications that arise. EEO laws require organizations to have HRM practices that are bias free. For HRM, this means that performance evalutions must be objective and job related. That is, they must be reliable and valid! Furthermore, under the Americans with Disabilities Act, performance appraisals must also be able to measure reasonable performance success. To assist in these matters, two factors arise: (i) The performance appraisal must be conducted according to some established intervals; and (ii) appraisers must be trained in the process. 7.2- The Appraisal Process is shown in the following figure: 8.1-Compensasion: 1. Rewards are the final link in the motivation model. After the effort has been expended, successful performance happens, and organizational goals are achieved, individuals are now ready to have their particular goals met. These goals, or rewards, can come in a variety of types. 2. Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or non financial, or (3) performance-based or membership-based. 3. Some rewards are membership-based because one receives them for simply belonging to the organization. Employee benefits are an example of membership-based rewards, in that -every employee gels them irrespective of performance levels. 4. Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate, and retain competent employees, but also be perceived as fair by these employees. 5. Job evaluation systematically determines the value of each job in relation to all jobs within the organization. The four basic approaches to job evaluations are: (1) the ordering method, (2) the classification method, (3) the factor comparison method, and (4) the point method. 6. The final wage structure evokes from job evaluation input, wage survey data, and the creation of wage grades. 7.Competency-based compensation views employees as a competitive advantage; †¢! the organization. Compensation systems are established in terms of the knowledge and skills employees possess, and the behaviors that they demonstrate. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization. 8. Executive compensation is higher than that of rank-and-file personnel and also includes other financial and non financial benefits not otherwise available to operative employees. This is done to attract, retain, and motivate executives to higher performance levels. 9. The balance sheet approach to international compensation -takes into account base pay, differentials, incentives, and assistance programs. Most of the types of employee rewords Garments Companies pay system do not follow the Human resources practice. The is no actual pay scale at level. The Windy apparels limited pay workers at Tk. 1650. The other employees are paid its manual system or contractual basis. Sometimes the worker is paid on production basis. The more the production the more compensation is paid. 8.3- Services and benefits: When an organization is designing its overall compensation program, one of the critical areas of concern is what benefits should be provided. Today’s workers expect more than just an hourly wage or a salary from their employer they want additional considerations that will enrich their lives. These considerations in an employment setting are call called employee benefits. Windy Apparels give some opportunities to the employees. There is PF social security, can unemployment compensation if gives only- i) Health insurance ii) Disability benefit iii) Bonus it gives twice yearly bonus to celebrate festival. This are discussed bellow: . [pic] Disability benefit: Programs are designed to ensure income replacement for employees in the event of a temporary or permanent disability arising from an injury or extended illness (typically originating off the job). iii) Bonus: It gives twice yearly bonus to celebrate festival. iv) Profit sharing bonus: Windy Apparels gives sometimes employees profit sharing bonus. When it earns a certain amount of profit it gives there a certain portion of profit which encourages employees to work more effectively. 8.4- Safety and health program: †¢ Involve management and employees in the development of a safety and health plan. If neither group can see the usefulness, and the benefit at /such a plan, even the best plan will fail. †¢ Hold someone accountable for implementing the plan. Plans do not work by themselves. They need someone to champion the cause. This person must be given the resources to put the plan in place, but also must be Aicld accountable for what it’s intended to accomplish. †¢ Determine the Safety and Health Requirements for Your Work Site. Just as each individual is different, so, too, is each workplace. Understanding the specific needs of the facility will aid in determining what safety and requirement will be necessary. †¢ Assess what workplace hazards exist in the facility. Identify the potent! a. health and safety problems that may exist on the job. By understanding what exists, preventive measures can be determined. †¢ Correct hazards that exist. If certain hazards were identified in the investigation in the assessment, fix or eliminate them. This may mean decreasing the effect of the hazard, or controlling it through other means (protective clothing). †¢ Train employees in safety end health techniques. Make safety and health training mandatory for all employees. Employees should be instructed how to do their jobs in the safest manner, and understand that any pro ‘tective eqir merit provided must be used. †¢ Develop the mind-set in employees that the organization is to be kept has and free. Often employees are the first to witness problems. Establish i means for them to report their findings, including having emergency pr3 educes in place, if necessary. Ensuring that preventive maintenance a impend follows a recommended schedule can also prevent the breakdowns from becoming a hazard. †¢ Continuously update and refine the safety and health program. Once the program has b een implemented, it must continuously be evaluated, am necessary changes must be made. Documenting the progress of the pro gram is necessary for use in this analysis. 9.1- Disciplinary action: The term discipline refers to a condition in the organization where employers conduct themselves in accordance with the organizations rules and standards of acceptable behavior. For the most part employees discipline themselves by conforming to what is considered proper behavior because they believe it is the reasonable thing to do. Once they are made aware of what is expected of them, and assuming they find these standards or rules to be reasonable, the seek to meet those expectations. 9.2- Factors to consider when discipline: †¢ Seriousness of problem †¢ Duration of the problem †¢ Frequents and nature of the problem †¢ Extenuating factors †¢ Degree of socialization †¢ History of the organizations discipline practices †¢ Management Backing 9.3- Function of Disciplinary Actions: Written verbal Warning: The mildest form of discipline is the written verbal warning. Yes, the term is correct. A written verbal warning is a temporary record of a reprimand that is then placed in the manager’s file on the employee. This written verbal warning should state the purpose, date, and outcome of the interview with the employee. Written Warning: The second step in the progressive discipline process is the written warning. In effect, it is the first formal stage of the disciplinary procedure. This is because the written warning becomes part of the employee’s official personnel file. This is achieved by not only giving the warning to the employee but sending a copy to HRM to be inserted in the employees permanent record. Suspension: A suspension or layoff would be the next disciplinary step, usually taken only if the prior steps have been implemented without the desired outcome. Exceptions-where suspension is given without any prior verbal or written warning occasionally occur if the infraction is of a serious nature. A suspension may be for one day or several weeks; disciplinary layoffs in excess of a month are rare. Employee welfare and benefit policy: ââ€" ¡ Gratuity: All regular employees who have experience of at least 7 Years are entitled to gratuity. As per service rules, an eligible employee gets a gratuity an amount equal to his/her two month’s basic pay for each year service ââ€" ¡ Provident fund: Each member contributes to the provident fund a sum equal to 10% of the basic salary payable to him / her per month and such percentage is deducted by the company from the salary of employee at the time of payment there of. The company contributes to the fund a monthly sum equal to 10% of the basic pay of each employee. ââ€" ¡ Group Insurance Policy: windy apperals Ltd. Have a fund named Employees Social Security Superannuation Fund that provides insurance to the employee on his/her family in case of death, disability or disease. Besides, there is another group insurance type arrangement her to take care of the employees house building investment. There is another fund called Employees House Building Investment Safety Scheme. ââ€" ¡ Other Benefits: As per the service rules an employee after fulfilling same criteria can enjoy car facilities from the company Car taking investment facilities from the bank whereas top SOWT Analysis of Human Resource Division of windy apparels Limited 5.1 Strengths Open HR Manual Empowered Work Force: Information Technology: Employee Evaluation: 5.2 Weaknesses Job Description HR Accounting Compensation and Benefits 6.3 Opportunities Management Information System. Human Resources Information System: Research and Development: Salary Survey Training andDevelopmen 5.4 Threats Comp and etitive Salary Turnover and Comp Turnover and etitive Salary Turnover and etitive Salary Turnover: New/Multinational Companies/ My Position & Duties I was assigned for my doing Internship in windy apperals ltd limited for the period of 120 days starting from 1STOCT, 2010 to 31st JAN, 2011,Rajendrapur Branch. In internship period I had no specific place. So I had no fixed duties in the organization. I worked under a Manager of Rajendrapur branch and I observed his different types of activities. The working environment place of windy apperals Limited is very much friendly. Every personnel of the HR Division was very much busy but they always tried to help me from their experience. In this organization there are three HRD functions. Those are Acquisition function of HDR, Motivation Function of HRD, Maintenance function of HRD. Human Resource Planning is the process by which an organization ensures that it has the right number and kinds of people, at right place, at right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Windy apperals ltd. works for the development of its executives or potential executives in order to enable them to be more effective in performing the various functions of activities. Findings of the Study †¢ The HRD system of windy apperals Ltd is not skilled enough and does not follow latest technology. †¢ In HR Division, there is the huge lack of development activity. The employee joining windy apperals should be taken under a cordial orientation program which is absent. †¢ Proper training is very important issue for the employees of Financials organization. In windy apperals proper training need requirement is not justified rather done by the employee’s personal interest. †¢ Employee’s code of conduct or service manual is governed solely by the service quality unit. But there should be a coordination of HRD to measure the perfect evaluation of the employees’ performance. 10.1 Recommendation: From the above discussion we can recommend the following things †¢ Establishment and Enforcement of Garment Policy. †¢ Govt. should ease its regulation towards RMG sector. †¢ Fiscal financial incentives such as decrease in bank interest rate. †¢ Tax rate should be reduced in this sector. †¢ Derestriction Of foreign remittance flows that financed this sector. 10.2 Conclusion: HRM is the assenical for the RMG sector. It’s the following for hole industry. Administration is one of the important departments in the company to implement the policies, rules and regulation It’s the controlling for RMG sector. Reference: 1. www.hrm sector.com 2. Data collect from RMG financial statement. 3. Daily Star 4. Financial Express 5. New Age Business Questionnaires for Customers Instruction (Request to respondents) âž ¢ Please supply the truth information âž ¢ Please try to answer all the question âž ¢ Please tick the create answar 1. Do you think that WINDY APPARELS LIMITED is the largest garments manufacturer in Bangladesh? †¢ Yes †¢ No 2. Do you think that the reputation of windy apparels ltd is good in the world market? †¢ Yes †¢ No 3. Do you think that windy apparels ltd is more reliable than others in Bangladesh? †¢ Yes †¢ No 4. Do you think that the top management of windy apparels ltd is very sincere for any recovery of service? †¢ Yes †¢ No 5. Are you pleased with their management? †¢ yes †¢ No 6. Are you pleased with their working procedures? †¢ Yes †¢ No 7. Are you pleased with their hospitability? †¢ Yes †¢ No 8. Are you pleased with their sample development proceedings? †¢ Yes †¢ No 9. Are they offering you any design, which is developed in their own research center? †¢ Yes †¢ No 10. Are you interested to their design offered? †¢ Yes †¢ No 11. Are you satisfied with their product quality? †¢ Yes †¢ No 12. Do you think that their production capacity is sufficient? †¢ Yes †¢ No 13. Are you satisfied with their Compliance department? †¢ Yes †¢ No 14. Do you think that factory-working environment is international standard? †¢ Yes †¢ No 15. Is their technology updated? †¢ Yes †¢ No 16. Are you happy with the existing training programs of windy apparels ltd? †¢ Yes †¢ No 17.Do you enjoy working in this section? †¢ Yes †¢ No 18.In which area of operation of windy apparels ltd. you are responsible for? †¢ Production †¢ Quality Assurance †¢ HR/Admin 19. What do you think what could be done to minimize these problems? †¢ Training †¢ Motivation †¢ Monitoring 20.Do you think training can help you to improve your performance? †¢ Yes †¢ No [pic] ———————– Manger commercial Trainee Junior Executive Executive Assistant Manager Manager Manger Accounts Executive Commercial Commercial Manager Executive Marketing Assistant Manager Marketing Manager Maintenance Personnel Production Personnel Production Manager Finance Director Operative Director Managing Directors Carrier opportunity A leading Garment invites application from committed, bright, energetic candidates for the following positions. Name of Post: (1) Production Manager Candidates Eligibility: 6 to 10 years experience in a reputed garment factory in production, Highly experience, highly professional, possessing good health and prepare to work under pressure should only apply for the post. Good communication in English and good computer knowledge. (2). Quality Assurance Manager/ Sample Manager: Sample Manager will have to ensure all samples are related to job. Technical knowledge regarding Pattern and sewing operation. Application with cv, 2 recent passport size photographs and photocopies of all experience certificates is to be sent to the following address on of before April 30, 2008. Abobi Fashion Ltd. Road-30, Hemayetpur, Dhaka Reject Applicant Permanent job offer Medical, physical examination, if required conditional job offer Background information required Initial screening Complete application Employment test Comprehensive interview Conditional job offer Chairman Establish performance standard with employees Mutually set reasonable goals Measure actual performance Measure actual performance Compare actual performance with standard Discuss the appraisal with employee If necessary, initiate corrective action