to kill a mockin bird essays

to murder a mockin winged creature articles In 1963 Martin Luther King Jr. gave a discourse called I Have a Dream. The reason for this discourse was to change how African Americans are dealt with; Martin Luther King Jr. utilizes illustrations, redundancy, and chronicled reference to upgrade his motivation. The discourse I Have a Dream has numerous figurative references. One statement specifically helps show the force and viability of analogies. One hundred years after the fact, the life of the Negro is still tragically disabled by the wrist bindings of isolation and the chains of discrimination(1). This statement exhibits one of his employments of allegories. Martin Luther King Jr. is stating that significantly after African Americans were articulated free one hundred years prior they are as yet encountering abuse and preference for the shade of their skin. This is important to his motivation since it gives individuals another point of view on how individuals treat African Americans much after they pronounced that they were free. Martin Luther King Jr. utilizes redundancy all through his discourse. Reiteration is an extremely incredible asset when composing; it puts additional accentuation on things you are attempting to get across to your crowd. A statement which shows this is I have a fantasy that one day this country will ascend and experience the genuine significance of its doctrine: we hold these realities to act naturally clear: that all men are made equivalent. I have a dream...(2). For this situation reiteration is being utilized to get over the point that Martin Luther King Jr. trusts that the fate of the African American will be a lot more brilliant (which is the reason for the discourse in general). By utilizing reiteration it powers the audience to focus on that part in the discourse specifically because of the redundancy of the sound. This assists his with purposing in light of the fact that it anticipates the thinking about each African American around then, giving the non-African American indiv iduals an image of what they dream to come in the ... <!

Sensory Characterization Consumer Profile -Myassignmenthelp.Com

Question: Examine About The Sensory Characterization Consumer Profile? Answer: Presentation Enterprise, in basic words, is the procedure that includes building up another business. The individual who sets up this new business is known as a business visionary. The subject of Entrepreneurship is colossally wide. To the profound finish of rationale, Entrepreneurship characterizes a style of reasoning and it is overwhelmingly a demeanor which includes discovering answers for issues and in this way creating esteem (Business News Daily, 2017). Business is totally essential for each national and universal economy as it gives a stage to development and that gives base to development. Which is the reason different governments are urging and expansively attempting to offer help and engender organizations by offering awards, helps and endowments. My new business thought includes the establishment of a money interview firm. Given the monetary situation right now, we have seen that there are gigantic changes in the money showcase explicitly in the Australian Dollar - US dollar pair. Over a range of most recent three years alone, the residential money has confronted a low of 0.6861 and a high of 1.0608 (XE, 2017). Most likely, such sharp developments of the money won't represent an effect legitimately on individuals, yet there are various organizations including yet not constrained to fares and imports where such vacillations will in general have a significant impact (ABC News, 2015). The fundamental objective of the cash counseling firm is to give help to customers to following, investigating, overseeing, working at lessening the effect just as taking due advantage of these vacillations. Money counsel This is the essential assistance offered by the firm where in the customers will be exhorted every day upon their exchange orders. They will be given a day by day update on the money developments and how they can secure themselves against undesirable hazard. The itemized investigation would be done based on essentials and specialized. Basic examination alludes to investigating the monetary information of nations and increasing a comprehension of its impact over the money. The information which is gathered incorporates GDP development rate, expansion rate, financing cost variance, joblessness rate and meeting minutes of the Reserve bank of Australia. (Forex Factory, 2017). Then again specialized investigation remembers the investigation of memorable variances for the money, applying formulae and numerically anticipating the forthcoming patterns. This can be practiced by the utilization of Reuters and Bloomberg terminals. They are the best devices of budgetary investigation (Financial Times, 2017) Research reports This is an auxiliary help which requires the firm to send day by day updates to customers by means of reports. This additionally helps in wiping out any sort of miscommunication when exhorts are given on the telephone. Live Screen The vast majority of the merchants and exporters take a gander at live rates from driving news channels and sites, in any case, they offer a slacked rate and banks don't acknowledge this rate. This is the reason we will give our customers a Reuter or Bloomberg connected live screen introduced on their PCs. This will assist them with haggling with the bank. Plan of action Canvas Proposed by Alexander Osterwalder, Business model canvas is a key administration device structured explicitly to enable new companies to detail and compose their arrangements and get an away from of their endeavor. It gives comfort of business arranging and sorting out and helps with characterizing a confounded business in nine basic segments (Forbes, 2012). Client Segments Client sections basically includes the market of explicit clients focused by the firm or Target showcase. Phillip Kotler characterizes target showcase as a lot of very much characterized set of clients whose needs the association intends to fulfill (Creighton University, 2002). Client portions dominatingly focused by the organization would incorporate organizations bringing in to Australia. Everywhere, Australian imports incorporate gold, wheat, oil, iron metal and coal. Organizations that are sending out from Australia to different pieces of the world items including yet not constrained to gaseous petrol, farming items, minerals and fleece will likewise for a piece of essential objective market. Geologically, the business will initiate tasks in the core of the nation, Sydney. This would be a favorable position given the city is home for a various number of fare and import organizations. Anyway customer bases would be focused all through the nation. Incentive Incentive alludes to the manners by which any association makes substantial on elusive incentive for its customers. The cash counseling firm intends to accomplish three targets Increment familiarity with the money markets: Currency changes significantly influence shippers and exporters of our nation. However little is done to pick up information because of the intricacy of the subject. This firm prevalently intends to expand mindfulness among customers about money markets, factors that impact cash developments and by what means would businesses be able to stay shielded from them. This mindfulness will in the long run assist them with anticipating not so distant future vacillations in the cash and thus will be in a superior situation to moderate any dangers emerging from them. Decrease dangers looked by customers because of cash variances: The indicator of exchange Australia is reliably rising and the gauge appearing to be identical (Reuters, 2017). This is shown by the statistical data points indicating that Australia has sent out AUD 31.05bn and has imported AUD 30.66bn worth of products and enterprises in July this year (Trading Economic, 2017). The cash variances regularly lead to misfortunes looked by our exporters and merchants as they think that its hard to anticipate money developments. Our firm expects to lessen these dangers so the customers can be better prepared to fence their exchange exchanges. Increment in overall revenues: Like each other consultancy, the quantifiable objective of our firm is increment net revenues of our customers by managing them in the most fitting way about how they can fence their cash. This is the main unmistakable incentive offered by the firm and henceforth is the most significant. When customers know about how the cash showcase capacities and what the components behind these every day vacillations are, they can settle on better choices and consequently decrease the dangers related with them along these lines prompting expanded benefits. Client connections Client connections are a significant part of any business. They clear route for faithful clients and increment authoritative proficiency. There are following manners by which the firm will guarantee long haul and sound client relations. Month to month survey gatherings: Regular audit gatherings with clients assist them with remaining associated with the association. These gatherings guarantee that client inputs and act of spontaneity plans are finished and any complaints from the customers can be effectively tended to. Standard telephonic criticisms: Meetings can be directed month to month however close to that telephonic discussions help in relationship working with customers. Wishing them on their birthday events/commemorations and so on will likewise include a customized touch and further aid customer maintenance. Every day warning: As a piece of the administrations offered by the organization, day by day warning must be given to customers about the money showcases, their review, examination and figure. Day by day reports: Everyday reports will be sent to customers. These reports will contain nitty gritty examination of cash advertises alongside outlines and basic subtleties. This is additionally done to keep away from any miscommunication on the telephone. Client relationship supervisory group: There will be a devoted group who will take a shot at improving client relations with all the customers. They will guarantee that they can be arrived at constantly and any issues looked by the customer will be tended to by them. They will likewise ensure that customers are wished on extraordinary events like their birthday celebrations, commemorations, New Year and Christmas and so forth. Channels Channels are mediums that associate the association to its customers. We will contact customers by the accompanying methods: Occasions: A ton of occasions are led routinely by different fare and import affiliations like Export gathering of Australia, Australian exporters affiliation, Food and drink shippers relationship of Australia. These occasions are gone to by every single prestigious exporter and merchants of the nation and thus will give us an ideal stage to advertise our administrations. Referrals: Referrals are a proficient method of getting more customers ready. They are fundamentally companions, partners or colleagues of our customers. On the off chance that the customer is content with our administrations, they may allude different exporters and shippers to connect with us (Berman, 2016). Certain referral rewards can likewise be offered as along these lines existing customers will likewise work at acquainting new possibilities with the association. Cold pitching: There will be a devoted presales group whose activity would be to cold pitch all the exporters and merchants in the nation, enlighten them regarding our association and fix gatherings with them. They is the more conventional channel of connecting with customers. Showcasing and PR exercises: Television promotions and supporting occasions of import-send out affiliations will assist with spreading mindfulness about our administrations. There will be a promoting and PR group who will guarantee that the firm is very much marked. One on one gatherings: Once the presales group does cold pitching, one on one gatherings will be directed with customers the nation over with a mean to showcase our administrations, get them ready and furthermore upgrade our insight about the business news. Key exercises CRM: client relationship the executives is a significant part of keeping up solid and productive associations with clients once they are ready. Their point is an expanded degree of client maintenance. An

HTC Going To Open Its Own Online App Store

HTC Going To Open Its Own Online App Store Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!HTC Going To Open Its Own Online App Store?Updated On 08/11/2010Author : Pradeep KumarTopic : TechnologyShort URL : http://hbb.me/12K3zNP CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogHTC, the popular Taiwan-based manufacturer of smartphones, is currently hiring staff for launching their possible online App Store that would sell e-books and applications.Still it is not conform whether they will open an unified app store, which will serve both Android-based devices and Windows Phone 7 handsets, the two operating systems that HTC currently uses to power their popular smartphones.Some close sources revealed that HTC was hiring content editors for a planned online HTC store, which will act as a Marketplace, for its smartphones applications as well as for e-books and magazines.[via Financial Times TheNextWeb]READTech Mahindra wins bid for Satyam Computer

Leadership Brief Abraham Lincoln - 969 Words

Leadership Brief: Abraham Lincoln Abraham Lincoln was one of the greatest presidential leaders. Throughout his lifetime, he has a wide range of different accomplishments that has affected thousands of people in various ways. President Lincoln held key traits and qualities that have led him to become an effective leader. Abraham knew what was best for his country that would produce the largest impact for the citizens. Literature Review Abraham bought books to study and teach himself when he was young to become a brilliant man. In fact, Lincoln taught himself law and eventually was able to pass the bar that is needed to become a lawyer in 1836. Abraham was able to do this with the help of John Todd Stuart, John was leading him books to study from to pass the bar exam. With this achievement was able to practice being an attorney, which he was highly successful. After some time passed, people elected him to be a part of the U.S. House of Representatives in 1846. In addition, in 1860 he became the U. S. President. He was an effective President that knew what he wanted to change in the United States to better the lives of the citizens. President Lincoln was able to accomplish a wide range of items that affected the United States greatly. For example, he was leading the Union in the Civil war with the Confederacy and eventually succeeded in winning in the war. In addition, he made great strides in free ing the slaves that were in slavery. He presented a speech named theShow MoreRelatedLeadership Brief : Abraham Lincoln996 Words   |  4 PagesLeadership Brief: Abraham Lincoln One of the greatest presidential leaders goes by the name Abraham Lincoln. Throughout his lifetime, he has a wide range of different accomplishments that has affected thousands of people in various ways. Traits and qualities that Lincoln held led him to become an effective leader. In fact, Abraham knew what was best for his country that would produce the largest impact for the citizens. Literature Review To illustrate Abraham’s intelligence, he bought books toRead MoreAbraham Lincoln : A Man Of Great Wisdom And Determination1555 Words   |  7 Pageswe simply would not be here. However, Abraham Lincoln is the reason the United States is still united. Abraham Lincoln was a self-made man. As the sixteenth American President, a man of great wisdom and determination, he was determined to end slavery. Lincoln put the importance and devotion for his nation before his own personal convictions. Lincoln wasn’t raised in a wealthy middle class family. He was born dirt-poor in a log cabin in Kentucky in 1809. Lincoln grew up self-educated, with a tasteRead MoreSynthesis Essay - Abraham Lincoln. As A Leader, Do You1712 Words   |  7 PagesSynthesis Essay - Abraham Lincoln As a leader, do you feel as though you could unite subordinates, units, organizations, or even a nation? Abraham Lincoln faced the task of reunifying a nation, even during a time of civil war. He was a visionary leader through the war as his actions advocated intellectual stimulation through change management leading to decisions that shaped innovative efforts within the United States Air Force (USAF) today. Additionally, Lincoln was an ethical leader, not forRead MoreAnalysis Of The Poem O Captain ! My Captain By Walt Whitman826 Words   |  4 PagesMany Leaders lack the ability to move people. Mourning the death of a leader is an even bigger task to take on. Abraham Lincoln, in this case was an exception. In the famous poem, â€Å"O Captain! My Captain!† Written by, Walt Whitman in the year 1865. The poem, refers to a terrible event in American history; the assassination of President Abraham Lincoln. Instead of the country celebrating and rejoicing over the ending of the Civil War and being happy over the country being kept whole, everyone wasRead MoreGettysburg the Speech1357 Words   |  6 Pagesfor the future leadership of the United States. It shaped the societal values and beliefs of the country. This assertion can be affirmed with the speech s enduring presence in the US culture. Notwithstanding its noticeable place cut into stone units on the south divider of the Lincoln Memorial in Washington, D.C., the Gettysburg Address is every now and again pointed to in works of popular culture. With the understood motive that contemporary crowds can be acquainted with Lincoln s expressionsRead MoreWhat Is The Role Of Henry Clay In The Great Compromise In 1850?1291 Words   |  6 PagesThen Remini asserts, â€Å"The Compromise gave the North ten years to build its industrial strength and enable it to overpower the South when war finally broke out. It also gave the North ten years to find a leader who could save the Union. His name: Abraham Lincol n.† (158). At the Edge of the Precipice by Remini gives an account of the Compromise of 1850 which was initiated by statesmen like Henry Clay. In 1850, a political figure Henry Clay attempted to find a lasting solution to issues that were linkedRead MoreRhetorical Analysis Of Martin Luther Kings I Have A Dream Speech1230 Words   |  5 Pagestheir book, The Brief Bedford Reader, Martin Luther King was an American Baptist minister who became the first president of the Southern Christian Leadership Conference (p.507). He was an activist and a major advocator of â€Å"non-violent resistance† who played a major role in the advancement of civil rights. The day Martin Luther delivered his unforgettable speech was also the 100th anniversary of Abraham Lincoln’s Emancipation of Proclamation, which is a decree issued by Abraham Lincoln to free the enslavedRead MoreAnalysis Of John Keats s The Civil War 1610 Words   |  7 Pagesepic on America’s most seminal moment, to introduce the war’s leading figures, Abraham Lincoln and Jefferson Davis. Foote uses the words of poet John Keats, â€Å"A fact is not a truth until you love it.† to describe his view on history. Using this axiom, Foote attempts to change the reader’s mind on their understanding of Lincoln and Davis. Not only does he want to prove to us that using primary sources in his analysis of Lincoln and Davis will give us a better understanding of the two, but he wants us toRead MoreAnalysis Of Steven Spielberg s Lincoln1788 Words   |  8 Pagessympathy with slaves. This caused a growing rift between the North and South, which eventually led to the civil war. Steven Spielberg’s Lincoln takes place during the last four months of President Abraham Lincoln s life, which coincided with the end of the civil war, and, not coincidentally, the death of slavery in America. The chronology of events in Lincoln is accurate for the most part, but there are a few things that happened out of place. During a house debate Thaddeus Stevens is told by JamesRead MoreMy Definition of Success Essay1399 Words   |  6 Pageshad something positive to say. The world was a better place because of the life he lived. Another example of a successful life is Abraham Lincoln. Lincoln’s legacy includes preserving the union and ending slavery. Because of his dedication to humanitarian goals our nation is stronger and more unified. Through exemplification of his ambition and hard work, Lincoln demonstrated extraordinary success, from very humble beginnings, as well as, overcoming many failures. Lincoln’s life exhibited integrity

Goffman s Theory Of Self And Effective Medium For Mass...

Personal homepage or company websites are the best ways for sharing data ideas with people which can have unlimited purposes. In 2000, 5.5 Million people were subscribed to â€Å"Geocities† (A page for providing tools to create personal homepages). These personal homepages have opened a unique and effective medium for mass communication. According to Goffman’s theory of â€Å"The Presentation of Self in Everyday Life†, a person tries to control his or her behavior in social situations by making a certain impression of him/her upon others. He links it with a stage performance where the â€Å"impression given† is the impression that a person tries to give in this kind of social situation and â€Å"impression given off† is the impression that is conceived by other people i.e. the audience. On the other hand, the deep web refers to the kind of information that is usually not accessible to the ordinary people although it is present in the databases (Singh, 2002). According to recent estimates, the deep internet is predicted to have hundreds of times more data than that of the easily accessible websites or surface Web (â€Å"White Paper: The Deep Web: Surfacing Hidden Value†, 2001). This paper will describe as to how the deep internet works and what kind of tactics internet users are using to find the data from deep internet lately. The deep internet allows the users to reevaluate the accessible databases based on their broad-based link analysis. Web crawlers are onlyShow MoreRelatedThe Is A Social Product3790 Words   |  16 PagesPresentation of self is something that we are consistently engaging in throughout our daily lives whether we are aware of it or not. We all are capable of having presentation of self strategies that we perform for others. These performances can be influenced strongly from the presence of those around us and the context we find ourselves in (Goffman, 1959; Branaman Lemert, 1997). Goffman states that through these presentations of self performances, our sense of ourselves arises. It is interpretedRead MoreSocial Media s Effect On The Relations And Connections Of Its Users5887 Words   |  24 Pages So, why it becomes a phenomenon? Is it because its self-destructing messages feature? Or due to its ability to reflect the present and use the pictures as a way of talking or instant expression? In my paper, I am trying to grasp how has snapchat changed the relations and conne ctions of its users? Essentially, how can we make our digital mediated conversations closely simulate our real conversations in the context of face to face communication? Thus, by studying the playful matrix and the featuresRead MoreRole of Media in Tourism9761 Words   |  40 Pages   The   Role   of   Media   Communications   in   Developing   Tourism   Policy   and   Cross†Cultural   Communication   for   Peace,   Security   for   Sustainable  Tourism  Industry  in  Africa               Author:  Wilson  Okaka  Ã‚   Lecturer  (Communications  and  Environment  Programmes)   Kyambogo  University  Kampala†(Uganda)   Telephones:  [Office:  256†414†3771775]  Ã¢â‚¬ Ã‚  [Mobile:  256†078†2588846]   Email:  nupap2000@yahoo.com                  Paper  Presented  at  the  4th  International  Institute  of  Peace  through   Tourism  (IIPT)  African  Conference  on  Peace  through  Tourism  at  Read MoreHegemony and Discourse : Negotiating Cultural Relationships Through Media Production8970 Words   |  36 Pagesa democratization of the mass media and the development of popular expression’ (Ru ´z, 1994: 176). Ä ± Similarly, women at Banchte Shekha, a women’s organization in Bangladesh, use video to assist in legal-defense efforts, largely involving cases of domestic abuse (Stuart and Bery, 1996: 197–8). These efforts, assisted by an Downloaded from jou.sagepub.com at University Tunku Abdul Rahman on February 22, 2013 310 Journalism 3(3) organization called Communication for Change, focus on allowingRead MoreOrganisational Theory230255 Words   |  922 Pages. Organization Theory Challenges and Perspectives John McAuley, Joanne Duberley and Phil Johnson . This book is, to my knowledge, the most comprehensive and reliable guide to organisational theory currently available. What is needed is a text that will give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of workRead MoreOrganizational Behaviour Analysis28615 Words   |  115 PagesNovember 2007  © Dr. Lesley Prince 2007. Organisational Analysis: Notes and Essays Page i Page ii Please do not attempt to eat these notes. CONTENTS Introduction to the Workshop Topics And Themes The Nature and Scope of Organisation Theory Levels of Analysis The Metaphorical Approach Organising Processes Understanding Change Conflict, Negotiation, and the Politics of Change Group and Team Working Cultures and Leaders as Cultural Agents Trust Linking the Themes Introductory Notes

Miami And New York City - 947 Words

Miami and New York City are cities located at complete opposite sides of the United States. Miami, the city where sunshine, palm trees, and beautiful beaches are the norm, is located in the southern part of Florida. Meanwhile, New York City, famously referred to as the city that never sleeps, is located right in the heart of New York. Both, have numerous compelling similarities, as well as many distinguished differences that give each their own distinct identity. Whether it’s their weather, cultural diversity, their exquisite cuisine, or what they each have to offer, both, are recognized as prominent hotspots which result in their heavy load of tourism annually. Weather is one of the most notable differences between Miami and New York City. Throughout the year, Miamians enjoy warm, sunny days in which the temperature rarely drops below 90 degrees. While the breezy, cool nights remain around the 70 to 80 degree mark. Winter is viewed as part of a fable, and Christmas time consist of lying on the beach, soaking in the radiant sun. Everyday feels as though it is vacation. Conversely, New York City experiences significant differences in temperature. During the summer, New York City’s weather mirrors that of Miami’s warm climate. However, the weather during the winter is a whole another story. The days and nights consist of freezing temperatures, which at times, can even fall into the negatives. The heavy snowfalls create a thick blanket of snow which covers the whole city,Show MoreRelatedUnderstanding The True Value Of Something911 Words   |  4 Pagesseeking, which is in the ballpark of 6 to 8 times its $800 million EBIDTA. Real Estate 89th and 90th floors of One57, the high-end apartment tower overlooking Central Park at 157 W. 57th St New York City rent and apartment prices are fair because they can be justified from the bottom’s up. We’ll compare this to Miami, which in our opinion is not correctly priced. Availability of high paying jobs and tourism are the leading two factors. Jobs account for keeping residents’ money in NYC full-time (i.e.Read MoreMiami Case Study893 Words   |  4 PagesMiami Beach was always the attractive destination in South Florida because of the beaches, glamorous hotels and real state. On the other hand, Downtown Miami just miles away on the mainland was not in the radar for investors, because it was a ghost town after office areas and it lacked residential areas, museums and recreation centers. Due to the lack of residential development most of the work force lived in the suburbs leaving a lifeless downtown after offices closed. However, some neighborhoodsRead MoreCuban Migration into the U.S. Essay1633 Words   |  7 Pageswhen the French entered by the St. Lawrence River bringing their Roman Catholicism religion. The people that were living in what is now Alaska went through cultural change when the Russians entered the area with their new langua ge and orthodox religion. More recently, the people of Miami have gone through cultural changes since the Cubans have entered Southern Florida. To understand the migration of Cubans to Southern Florida, one must be familiar with the history of Cuban migration, immigration policiesRead MoreThe City Of Miami Gardens1661 Words   |  7 PagesThe City of Miami Gardens was incorporated on May 13, 2003, as the 33rd city in Miami-Dade County. A population of 113,199, it is the third largest city in Miami-Dade County after Miami and Hialeah. The City is located in North-Central region of the county, mid-way between Fort Lauderdale and Miami, and is easily accessed by I-95, the Palmetto Expressway State Road 826 and the Florida Turnpike. The city comprises approximately 20 square miles of neighborhoods Andover, Bunche Park, Carol City, LakeRead MoreEssay about The Best Places Ive Ever Visited601 Words   |  3 PagesI have visited a lot of places around the world. Traveling is fun to me and its very interesting to me. Looking to learn more history about countries with their cultures trying new things around their culture their past because if you wanna look at the future of somthing look at the past. Lets start out with my favorite place my homeland Bosnia. I went there so far 4 times in my life 2000 , 2005 , 2008 and 2010. The reason I visit there is too see my Grandmother’s and Grandfather’s grave. I seeRead MoreCultural Impact of Immigration1780 Words   |  7 PagesMiami, Florida, perhaps more than any other city in the United States has felt the cultural impact of immigration. Since the second half of the 20th century immigrants from Latin America, especially the Caribbean area, have transformed the city into a multicultural metropolis. Among the eclectic group of migrants moving into the city are the Haitian people, who come from the western part of Hispaniola to Miami looking for, like other immigrants, a new home. However, since arriving on the shores ofRead MoreBiography of Alex Rodriguez, the Third Baseman for the New York Yankees1324 Words   |  5 Pagesthe New York Yankees Hispanic Heritage Project October 21, 2012 Alex Rodriguez Alex Rodriguez is the third baseman for the New York Yankees. He has been playing for the Yankees since 2004, but has been playing professional baseball since 1994. Alex Rodriguez can be considered to be one of the greatest baseball players of Hispanic descent and has broken records previously set Sammy Sosa, who is also one of baseballs greatest players of Hispanic descent. Alex Rodriguez was born in New York CityRead MoreMy Life Of A Condo At Miami Beach1682 Words   |  7 PagesI’ve been living in Miami, Florida for quite a long time now, for twenty years. But as much as I love living here, I’ve noticed a lot of problems within our beautiful city. After staying in a condo at Miami Beach during the weekend, there was a tropical rainstorm in the area that caused a mass flooding around the beach. It caused numerous damages to homes and buildings, but it also destroys everything inside them like rugs, chairs, tables etc. The room in our condo even got ruined because of theRead MoreAguero Sisters Cultural Identity1227 Words   |  5 Pagesdeveloped a disconnect from her past while she resided in New York, selling expensive cosmetics in a department store. However, this represents a loss in itself as she appears to become accustomed to a life that is not nostalgic for her home country of Cuba. Constancia later moves to Miami where she is re united with Reina, who joined her half-sister only after being struck by lightning in which left her scarred forever. The sister’s reunion in Miami, working in tangent with personal memories, acts as aRead MoreProfiling is a Necessary Means for Discovering and Apprehending Criminals1197 Words   |  5 Pagesmany people think of profiling differently; however, all types of profiling does work and is proven to help stop crime. This paper will explore the following: profiling and different forms of it, the closely related stop and frisk policy, different cities that have proven statistics that profiling does work, how airports are now profiling, and different serial killers that have been apprehended due to work from profilers. 9/11 led to a re-evaluation of racial profiling as a means of combating crime

Workforce Management

Question: What is Workforce? Explain. Answer: Introduction Workforce is considered as a major resource of an organisation that acts as a backbone of a company. Talent development programme plays an essential role in enhancing the skills, knowledge and capability of the workforce to promote development of business (Lavallee, 2006). Tesco PLC is one of the leading retail businesses in the United Kingdom with more than 500,000 employees across the globe. Due to a large diversified workforce, there is a need of proper talent development programme that can be helpful for the employees to improve their knowledge and skills to handle customers and carry on the operation of the company. Talent development programmes are the training and mentoring facilities provided by the organisation to its employees to improve their capabilities and performance. Being a retail trading organisation, Tesco needs to implement Leadership Development Programme for its regional customer service heads to handle different issues. The Sales Development Programme is needed for the team leaders and sales representatives to provide product knowledge and build leadership. Tesco also need trainee development programme for all employees to improve their knowledge over the business areas (Knight, 2009). Hence, it can be seen that Talent Development Programme is need for all employees and especially for the new recruitments to provide them knowledge about the business. TDPs must be conducted at an interval of every quarter to have a better workforce. In case of new recruitment, it must be carried on for first six months. Coaching and Mentoring Coaching and mentoring are techniques to develop the skills and knowledge of the employees through one to one discussion. It helps to improve the performance of the employees. Coaching and mentoring can be differentiated in terms of the practices that are used interchangeably to carry on the Talent Development Programme in an organisation. Coaching is an organisation targets to improve the performance of employees by focusing on specific goals and skills of the individuals. It develops new skills and knowledge among the employees. In case of mentoring, it is used to establish a good relationship with the employees by questioning, clarifying, listening and reframing the problems faced by the individuals (Jones, Armour and Potrac, 2012). Both of the techniques are used interchangeably to improve the performance of the employees and the organisation. Hence, the potential benefit of coaching and mentoring is a strong workforce capable of accepting different challenges at workplace. Evaluation of different models of coaching and mentoring The GROW model can provide significant structure so that new learners can experienced clear and better directive approach in coaching and mentoring system. The GROW model includes four apparent stages such as goals, reality, options and wrap up. In this sort of model, establishing goal and objective have to be set up first. On basis of the goals, reality checks have been analysed to generate options to be followed for better coaching and mentoring. At the final stage, an action must be concluded to wrap up the programme. Suitability Justification: In order to determine the suitability of the model in TESCO programme, identification of key resources will be important. Being a large business organisation, such model must not be appropriate for the programme as the model can be suitably applied to a smaller group of people. EXACT model of coaching and mentoring presents the fundamental principles of coaching that presents a clear understanding of the coaching goals. It is important to have Exciting, Assessable, Challenging and Time framed goals of Talent Development Programmes. Suitability Justification: EXACT model has been segmented in four different stages that include assembling and challenging goals. Therefore, such model will be effective for the coaching and mentoring programme of TESCO. The Achieve Coaching Model is another significant model to be considered in coaching and mentoring. The circular process has formed a chain circle including assessing current situation, creative brainstorming, identifying goals, option initiation, evaluating options, developing plan of action, and encouraging momentum. Such instrumental model can motivate the behaviour and skills of a coach or mentor. Suitability Justification: The Achieve coaching model has significantly included a circular process such as assessing current situation, creative brainstorming, identifying goals, option initiation, evaluating options, developing plan of action, and encouraging momentum. The sections will be inspiring The OSKAR Coaching framework is also significant for coaching and mentoring. The framework works on five stages such as outcome, scaling, know-how phase, affirm and action and review of the programme. The initial two steps are required to set up the objective of meeting or coaching session to solve any issue (Dinos and Palmer, 2015). Scaling phase has been used to measure the scale of achieving the identified levels. The know-how phase is focused on knowledge resources, characteristics and qualification of coaches and mentors to achieve success. Affirm and action describes the behaviours, skills and actions to be confirmed in the training and meetings. Finally, a review of both the positives and negatives has to be recorded. Suitability Justification: Apparently, the OSKAR Coaching framework may be also included in the coaching and mentoring programme of TESCO to motivate the large scale employees. The stages of the mentoring model will evaluate the best out of the employees so that the productivity and level of performance can be improved (Parylo, Zepeda and Bengtson, 2012). Factors impacting on the success of coaching and mentoring In the meantime, some critical factors can be identified as impacting aspects of the success of coaching and mentoring. First of all, business priorities have decided how coaching and mentoring must be promoted within a group or team members. Apart from that, organisational culture is another essential factor to determine the success of coaching. By fostering effective learning and development environment, perfect coaching facilities can be provided. Furthermore, perception is a significantly important factor in coaching (Parylo, Zepeda and Bengtson, 2012). By identifying the necessity of coaching to a particular team can make life easy for coaches and mentors. Hence, the perception has been considered to be an effective factor. At the same time, the degree of sponsorship and purpose of coaching can dictate terms on whether coaching facilities will be successful or not. By providing all necessary support from the top level can be truly helpful for a successful coaching session. Skills required of coaches and mentors In coaching and mentoring some fundamental skills are crucial to becoming an expertise and successful personality in the field. To identify the issues and challenges of a team, coaches must have listening skills, communication skills, interpersonal skills, feedback skills, questioning skills and most importantly motivating skills. The academic qualification and knowledge will not be enough to encourage the learners. Therefore, a coach must present unique style and learning tactics in front of the learners (Brockbank and McGill, 2006). In order to become successful, 5Rs of lifelong learning is mandatory for coaches or mentors such as readiness, resourcefulness, resilience, responsibility, and reflectiveness. The readiness to learn is so much essential to understand new issues and challenges. Resourcefulness signifies creativity in learning the process and understanding how to apply methods. Resilience forces a coach not to give up in any situation or a person. On the other hand, responsibility determines the learning ownership of a trainer or mentor (Rao, 2014). Finally, reflectiveness encourages improvement and practises the best knowledge facilities to become a successful mentor or coach. Evidently, to ensure fair and equal access across the coaching and mentoring programmes, some regulations must be initiated. The regulations must promote equal access to each of the human resource participating in the training programmes. Furthermore, the ethical checklist of the business organisation must be considered at the coaching and mentoring programme in order to establish ethics to mentoring (Brockbank and McGill, 2006). The employees must take freely participation so that the rate of the success of the programme will be high. Moreover, the concerned authority must govern the programme to ensure fair and equal access across the coaching and mentoring programmes. Support needs of Coaches and mentors There is a significant form of support to be offered such as one to one meetings, social media blogs, formal and informal e-mail groups, action learning activities and group meetings so that coaches and mentors level of performance can be increased (Brockbank and McGill, 2012). By establishing support needs of coaches and mentors, expertise knowledge and skills can be permanently exchanged to improvise the level of competence among the coaches. Facilities such as action learning activities and group meetings can be effectively utilised to share the fundamental issues and challenges of coaches (Dougan, 2013). In a coaching network, there are some basic learning issues as well as real problems to be tackled. However, professional learning facilities and supervision can inspire the performance of coaching staffs undoubtedly. Mechanism to support coaches and mentors Different mechanism can be used by Tesco management to support the coaches and mentors. The mechanisms to support coaches and mentors are discussed herein below: Group Supervision: Group supervision can be carried through one on one meeting, training classes, group discussions and after day meetings (Leong and Mak, 2013). Email/Social network groups: Email, social networking groups, blogs and online modules can be used to train employees. Share Information: Sharing information at workplace, training class, and internet media through emails and social networking sites can be used to improve the knowledge of the employees. Action learning Sets: Action learning sets are used to provide employees on the job training, develop solution to their daily problems, work on real issues and learn from their experiences. Justification of the mechanism to support coaches and mentors After considering all factors, it can be seen that the learning action sets and group supervision are the most effective mechanism to support the coaches and mentors in the TDP (Gilbert and Rosinski, 2008). Both of these mechanisms are suggested because, Tesco mainly provides the TDP for the new recruitments who need to know about the business and culture of the organisation. Both of these mechanisms can be used throughout the year and they comply with all ethical and professional practise of CIPD Code of professional practices (Megginson, Clutterbuck and Megginson, 2009). Furthermore, both of these mechanisms promote dissemination and sharing of learning. Along with that, the mechanism ensures equal and fair access to mentors and coaches to support provision. Including these mechanisms, it is important for TESCO to see to follow the principles of Wheel of Good Practice. The management must ensure that the mechanisms are used according to the wheel of good practice to ensure effective outcomes from the TDP. A diagram has been given below to present wheel of good practice. It is important for TESCO to see that all these good practices are carried on while using the mechanism of training and development programs. The TDP must take place regularly and focus on the need of clients, organisation and coach. Along with that, the mechanisms provide continuous professional development to the coach and assure quality of coaching provisions. It is believed that both of these mechanisms will provide support to the coach and generate organisational learning. Furthermore, the mechanism ensures balanced individual, group or peer supervision. Finally, the chosen mechanisms manage ethical and confidential boundaries that make them suitable for the organisation. Evaluation By comparing three different evaluation models, it can be seen that Kirkpatrick focuses on behavioural changes and not on achieving the objectives of training programme. In case of CIRO model, it focuses on achieving the objectives of training programme, but not on the behavioural changes (Wise and Jacobo, 2010). Finally, in case of RAM evaluation model, it can be seen that it checks the relevance of coaching with the context of business, examines the alignment of the mechanism and measures the final results and ROI of the TDP. Hence, RAM evaluation model is the most useful technique to measure the success of the TDP. Conclusion The facilities and skills offered to the coaches and mentors can eventually help the team members to perform in a better way. Hence, proper monitoring of mentoring facilities and systems is highly essential. Moreover, the art of coaching is one of the unique things to be understood. Every individual coaching staff has own methods and tactics to improve the skills and performance of others. Hence, professional practices and individual development can be identified as very effective in coaching and mentoring. References Brockbank, A. and McGill, I. (2006).Facilitating reflective learning through mentoring coaching. London: Kogan Page. Brockbank, A. and McGill, I. (2012).Facilitating reflective learning. London: Kogan Page. Carmel, R. and Paul, M. (2015). Mentoring and coaching in academia: Reflections on a mentoring/coaching relationship.Policy Futures in Education, 13(4), pp.479-491. Dinos, S. and Palmer, S. (2015). Self-esteem within cognitive behavioural coaching: a theoretical framework to integrate theory with practice.Coaching: An International Journal of Theory, Research and Practice, 8(2), pp.137-153. Dougan, M. (2013). Supporting mentors.Nursing Standard, 27(51), pp.59-59. Gilbert, K. and Rosinski, P. (2008). Accessing cultural orientations: the online Cultural Orientations Framework Assessment as a tool for coaching.Coaching: An International Journal of Theory, Research and Practice, 1(1), pp.81-92. Jones, R., Armour, K. and Potrac, P. (2012). Understanding the Coaching Process: A Framework for Social Analysis.Quest, 54(1), pp.34-48. Knight, J. (2009).Coaching. Thousand Oaks, Calif.: Corwin Press. Lavallee, D. (2006). Career Awareness, Career Planning, and Career Transition Needs Among Sports Coaches.Journal of Career Development, 33(1), pp.66-79. Leong, F. and Mak, S. (2013). Giving psychology away as coaches and mentors.PsycCRITIQUES, 58(47). Megginson, D., Clutterbuck, D. and Megginson, D. (2009).Further techniques for coaching and mentoring. Amsterdam: Butterworth-Heinemann. Parylo, O., Zepeda, S. and Bengtson, E. (2012). The different faces of principal mentorship.Intl Jnl of Ment Coach in Ed, 1(2), pp.120-135. Rao, R. (2014). Improving the coaching and mentoring of IMGs.BMJ, 348(jun05 3), pp.g3424-g3424. Schreygg, A. (2011). Coaching und Supervision in Changeprozessen.Organisationsberatung, Supervision, Coaching, 18(1), pp.1-3. Wise, D. and Jacobo, A. (2010). Towards a framework for leadership coaching.School Leadership Management, 30(2), pp.159-169.

Cities On France Essays - Geography Of Europe, Geography Of France

Cities On France Toulose is a city in southern France, Capital of Haute -Garonne Department, on the Garonne River and the Canal du Midi. Its major Commercial , Transportation and Manufacturing center, is known for its production of aircraft and aerospace equipment. Other products are chemicals, clothing , electrical machinery, and farm implements. Places of interest in Toulose include a the largeRomanesque Basilica of saint Sernin, which contains the tomb of St. Thomas Aquinas; the Gothic Cathedral of WSaint Etienne; and the church of Notre Dame la Blanche. The city alsocontains mansions in the renaissance style; these include the Hotel Felzins, the Maison de Pierre, and the hotel d;Assezat et de Clemence -Isaure. As the Gallic city of Tolosa, the community was important long before the Roman conquest of Gaul. It became an episcopal see in the 4th century and was the capital of the Visigoths from 419 to 508, when it was captured by Clovis I, king of the Franks. It served as the seat of the Carolingian kingdom of the Aquitainebfrom 781 to 843, when the separate county of Toulose was established. The city joined the $Roman Catholic cause during the Wars of the Religion in the late 16th century, however, in 1562 some 4000 Protestants Huguenots of the city were killed. Nimes, city in southern France, capital of Gard Department, on a plain in the Cevennes Region. Its farm -trade and manufacturing center, products include: texties, clothing, processed

buy custom Electric Light Bulbs Innovation essay

buy custom Electric Light Bulbs Innovation essay Introduction For hundreds of years, people looked for a cheap and easy light source. They wanted to be able to see after the sun set. Before the light bulb, people had to use fireplaces, candles, or gas or oil lamps for light. In the year 1879, Thomas Edison and his helpers were working hard in Edisons workshop. Edison was trying to make a light bulb. Many other people had tried and failed. For instance, some scientists did not think a light bulb was possible. Edison and his workers were trying to find a material that would work in the light bulb. The material had to glow as electricity went through it. It had to burn for a long time. It also had to glow brightly. The men tested several materials. In October, one of Edisons lamps glowed for more than 13 hours which was longer than any other lamp. This marked the birth of the electric light bulb (Nobleman, 2004).This paper discusses the impacts of electric light bulb innovation to the society. Impacts of Electric Light Bulbs Innovation The enormous growth of the electrical industry resulted from the great public demand for various engineering innovations and products. One of the first commercially successful electrical innovations was the electric light bulb, which brings the benefits of electricity to the society and make electricity the dominant form of energy consumption. The success of the light bulbs in reflects in some respects of such other technological inventions as the television. Therefore, it is an outstanding case study of the relationship between industry, physics and society. In the past, most homes and buildings were lit by oil lamps and candles. For example, Abraham Lincoln did his reading using the light from fire. There were almost no street lights in all cities except for the lamps that were hung outside some houses at night. Th innovation of electric light bulb has made greatest difference in lives of people. For instance, it has made the evenings fit for furnishing chores indoors, as well as f or leisure activities or reading. It is almost inevitable that any significant new technology will be predicted to transform society, or at least to embody the potential to transform society, for better or worse. It is often said, especially in the initial stages of adoption of a particular technology, that the technology will generate social change based upon the implicit values, virtues, or vices possessed by technology. This is technological determinism and an electric light bulb is not an exception. Technological determinism implies that new technological innovations set conditions for social change and progress. In such a view, technology is seen as a law unto itself, in the sense that all technological innovations are seen as drivers in the progress of society as well as culture. Putting the electric light bulb into a social context reveals another view of the relationship between technology, society and culture which might be referred to as economic or social determinism. For instance, the light bulb technolog y would be characterized as the passive partner in the culture-technology whereby the social conditions create environments in which these technologies are seen as either necessary by products of social processes. From this perspective, the light bulb has become necessary at certain points of cultural development. So in this case of the light bulb, its technological innovation becomes a symptom of wider social changes (Miller, 2011). Prior to the invention and innovation of the electric light bulbs, the average time of sleep for many people has increased. Early, people depended on the light from the sun which lasts for 12 hours in a day. During this time, travel was very difficult and dangerous, and businesses had to be closed doown at dusk. The innovations of light bulb have made people to extend days as long as they stay awake. The industries continue to carry out their manufacturing activities for extended period in order to meet their set goals and customer demands. The almost universal adoption of electricity in urban areas by residents who have access can be only explained by the high value placed on electric lighting whereby light bulbs technology is crucial. The reason for this qualitative leap in energy services is the relative efficiency of the electric bulbs or lamps. An electric bulb hangs from the ceiling and either fills the room with light or is focused downward for reading or close work. Indeed, p araffin lamp gives off only about a third of the light from some light bulbs. Moreover, the glare that comes from the kerosene lamp makes it unpleasant for it to be used by some people (Barnes, Krutilla Hyde, 2005). Finally, the technological innovations of light bulbs have contributed to environmental conservation through pollution reduction. Centrally to other sources of light, electric light bulbs do not pollute the environment. For example, the smoke from kerosene lamps pollutes the environment which causes serious threats to human life. Also, some people use fire as a source of light. Fire is known to be dangerous to the environment. For instance, wood must be used which may sometimes leads to deforestation. Considering the negative economic effects of environmental pollution, light bulbs stand to be the most economical sources of light. Conclusion Improving the innovations of light bulbs is one key solution to reducing the need other expensive sources of light and reducing environmental pollution. Currently, going green is a major concern for many people. Therefore, light bulb innovations will enhance going green in the society. Buy custom Electric Light Bulbs Innovation essay

Economic Globalisation Is the Main Reason for an Increased Income Essay

Economic Globalisation Is the Main Reason for an Increased Income Inequality in the World Economy - Essay Example Such theories have been explored and looked for insights if the international trade liberalization and economic globalization truly allocates the resources efficiently amongst the countries. Economic Globalization Globalization is broadly defined as the integration of technological, cultural, political, social and economical aspects between the nations throughout the world (Hamilton, 2008, p.10). The term is also used synonymously with economic globalization that involves investments and trades between two countries. This, however, has impact on every aspect of the society. The proponents of globalization view the globalization as means of economic development and improved standard of living. Trade assists in the creation of a nation’s wealth and healthy political relations with other nations. It also promotes competition and free trade between the corporations which in turn provide cheaper and diverse range of goods and services to consumers around the world. These benefits c an be measured in a number of ways such as comparison of relative output and external trade between countries, price convergence for homogeneous or identical goods and services in different economies, comparison of national direct investment with the foreign direct investment and the size of total foreign assets and liabilities. However, globalization has also been subject to criticism for the mere fact that while the market integration for capital, goods and services has occurred, the labour markets around the world are barely integrated. It is observed that all the factors of production technology, plants, and capital except land can be shifted between the countries but it is the labour that globalizes at a very slow pace (Reich, 1991 cited in Dehesa, 2006, p.7). Labour mobility between the developing and developed countries has slowed down over the years and this has led to diverged per capita income across countries. This shows that migration surely does not contribute towards t he income equality. Anti-globalization sentiments stress the perils of globalization in the form of contributions towards poverty in already poor nations and environmental degradation. Another argument against globalized economy has stemmed from biased development of North (developed countries of Northern hemisphere) as compared to the South (developing and under-developed countries in Southern hemisphere). Through the establishment of GATT and WTO, the removal of economic disparity through trade flow between these two hemispheres has been unsuccessfully tried. However, there are many factors as to why such objective could not be accomplished. One of them could possibly be the anti-globalization sentiment of rich countries in North while the perception of globalization as positive force in the South countries (Bhagwati, 2007, p.8). Income Inequality and Unemployment Income inequality refers to the unequal income distribution across the population, genders and races. There are many f actors that cause income inequality such as work experience, productivity, gender, race, inheritance

Women Empowerment in Corporate America Research Paper - 1

Women Empowerment in Corporate America - Research Paper Example will analyze the reasons which have led to the empowerment of women in the corporate sector in the United States of America, effects of this empowerment of women in the corporate sector and finally the challenges that face women empowerment in the corporate sector in the United States of America. The fight for equal rights for women has greatly contributed to the empowerment of women in corporate America. Women groups have been pushing for women to b give same rights as men in job opportunities, education and in the political scene. The fight for these equal rights has resulted in many women undertaking education opportunities which equip them with the necessary skills required for them to join the corporate world. Another reason that has resulted in the empowerment of women in corporate America is the increasing number of women enrolling in universities to undertake professional programs. For example according to survey done in universities in the United States of America, the number of women who had enrolled to undertake various professional courses had increased significantly on the onset of the 21st century (Klein 96). This has resulted in the number of women in the corporate sector in the United States of America since this huge number of women in universities seeks job opportunities in the corporate sector after completion of their courses in their respective universities. The end of world war two greatly contributed to the empowerment of women in the corporate sector in the United States of America. During the war many American men had enlisted to be at the fore front in serving their country. This left a vacuum since there were no men to run businesses, farms and homes. Women had to take up the role of these men to ensure that life went on smoothly back at home. It created an effect in women since they realized that they could also do what men did instead of staying at home and taking care of their families. Women started looking for jobs in the

Recruitment and Selection in Effective Human Resources

Recruitment and Selection in Effective Human Resources The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment and selection, as a part of effective Human Resource Management is the key to achieving a competitive advantage for an organization. Nowadays, one of the most important concerns for all the business is that of people. The emphasis is on having the right people in the right place at the right time (Lanz, 1988). Seeking new employees is an essential element for each employer, not only in organisations where particular emphasis is placed on the companys human resources policy. Each employer wants to hire the most appropriate candidate for the job who not only has the right qualifications but whose personality will blend in well with the companys structure. The choice of the right people to form a team in organization is one of the most important factors leading to its success. Hence, to achieve this, a company has to pay a huge attention on the recruitment and selection process. Effective recruitment and selection procedures are vital in attracting and retaining high quality staff so every company should take them deeply into consideration. Moreover, human errors are much more expensive in comparison to such assets as land and capital, and often result in serious irreversible consequences. Here I need to add what are the goals of this dissertation I thinkà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.and what Ive included in a first chapter, secondà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ RECRUITMENT AND SELECTION Definitions of recruitment and selection Conducting business activities and competition between companies in developing international markets show, that Human Resource Management is the source of permanent competitiveness in contemporary business. This domain is not a single, simplified function, but a group of plans, systems, tools, processes and services. Each of these elements provides huge possibilities for profit, provided that one can use effective solutions in exploiting them. As the field of Human Resource Management has strongly changed in recent years, organizations were obligated to become more dynamics and complex. John Storey (2001, p.6) says that It is human capability and commitment, which in the find analysis distinguish successful organization from the rest. This sentence is essential to understand the fundamental tensions and ambiguities associated with Human Resource Management. People are non-material assets of a company and due to their importance have a strategic function. For that reason, recruitment and selection process should be permanent implicated and developed in company structures. According to Pilbeam Corbridge (2006) recruitment and selection process is based on action between applicant and job, which is dependent on stating a need by an organization, using the most appropriate recruitment and selection techniques and on reviewing, evaluating and modifying the recruitment and selection system in the light of experience. Bratton Gold (2003) defined recruitment like a process of generating a pool of capable people to apply for employment to an organization. Furthermore recruitment is a process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, developing their interest in an organization and encouraging them to apply for jobs within it (Mondy Noe, 1993; Crawford, 2004). During this process, efforts are made to inform the applicants fully about the selection criteria of the required competencies that will lead to effective performance, as well as career opportunities the organization can provide the employee. Whether or not a particular job vacancy will be filled by someone from within, or outside, the organization depends on the organizations human resource policies, the requirements of the job to be filled, the talent to be found and, often, the organizational politics surrounding the decision (Nankervis et al., 2002). Beardwell (1994, p.192) als o indicates that the process of recruitment has two important purposes. Firstly, recruitment should focus on both attraction and retention of the interest of applicants suitable for a given job. Secondly, it should create a positive image of the organization in the eyes of people who come in contact with it. Newell and Shackleton (2000, p.113) define recruitment as the process of attracting people who might make a contribution to the particular organization. The importance of the recruitment function is clear when one realizes that by hiring the most competent applicants the firms performance can be significantly enhanced. In the course of this stage, it is the employer who must encourage the best candidates to apply for a position in the company. Selection is the process of selecting candidates who have relevant qualifications to fill jobs in a company (Mathis, R., 1991, p. 209). For the employer it is a stage during which decisions are made on who is the most appropriate of all the job applicants. The key point of selection is how to make fair and relevant assessment, which indicates strengths and weaknesses of applicant (Boxall P., Purcell J., 2003, p.141). Conversely, the quotation by Townley (1999, p.97) defines the notion of selection in that (à ¢Ã¢â€š ¬Ã‚ ¦) by definition, it involves a process of discrimination, and the opportunity for managers to emphasize employee acceptability or the good bloke syndrome, rather than suitability residing in task-based criteria. It is a much diversified process: it may be short and simply boil down to reviewing and closely reading job application documents, and hiring a person. Or it may be a longer process also including a job interview and other techniques aimed at finding the best people. Pilbeam Cordbridge (2006) assert that good recruitment and selection is important element of the HR strategy, its forecasting requirements and a key to getting the appropriate people to attain a business goals. Moreover, recruitment and selection is a necessary element of people resourcing strategy, due to communicated policies, procedures and practices can considerably play a part in effective organizational performance, (à ¢Ã¢â€š ¬Ã‚ ¦) to good employee relations and to a positive public image (Pilbeam Corbridge, 2002). Both the activities are directed towards obtaining suitably qualified employees. Recruitment activities lay the groundwork for the selection process by providing the pool of applicants from whom the selectors may choose. Although, the two activities are closely connected, each requires a separate range of skills and expertise, and may in practice be fulfilled by different staff members. Recruitment and selection are the most important activities in an ongoing cir cle (shown in Fig.1.1) of an organisation as a whole. Figure 1. Recruitment and selection in an organization (Pilbeam Corbridge 2006, p.143) Inappropriate selection and recruitment decisions can have a range of undesirable consequences for the organization and the recruit, including: reduced organizational effectiveness, invalidate reward and development strategies, unfair for the person applying for job and higher rates of turnover. Recruitment and selection are one of the most fundamental elements of the strategy of human resources managing. A wise choice of employees plays a key role in the functioning of an organization. Framework: Recruitment Selection Recruitment and selection are works of the same system and they are so closely connected, although as Foot Hook (cited in Rayner Smith, 2005 p.121) suggest that each requires a separate range of skills and expertise, and each function may in practice be fulfilled by different staff members, or indeed the recruitment function, but not normally the selection decision, may be outsourced to an agency, so it makes sense to treat each function separately, but Pilbeam Corbridge (2006) note that they are not mutually exclusive functions. Hence is many approaches to recruitment and selection tend, however they distinguish that a system has inputs, which are the candidates, a processing unit, which consists of various methods and techniques and outputs, which are also effective employees or candidates, who go back to the labour market and are or eliminate by the recruiters or choose to exit from the process. As Figure 1.2 shows, the recruitment and selection process and techniques are influ enced by the external factors like legal framework, economic situation, social and demographic changes, competitor activity, labour market characteristics and has some sub-systems to it which are interdependent to each other, changes in one will effects the others and also the quality of output. According to Pilbeam Corbridge (2006) theory the systems approach gives an analytical skeleton and allow diffusion through the selection and recruitment sub systems, which are: attraction, reduction, selection and transition. Whereas Kochan Barocci model (cited in Beardwell, Holden Claydon, 2004) point out that organizations have life cycles, and that recruitment, selection and staffing policies vary according to an organizations perceived stage in the cycle. While Goold and Campbell conclude that human resource strategies depend on management profile, whether is it strategic planning, financial control or strategic control (ibid.). Furthermore Anderson and Shackleton (1998, p.15) notice that recruitment and selection as a system is (à ¢Ã¢â€š ¬Ã‚ ¦) comprised of a series of inter-related components. Important observation about the maxim of chronological dependency, says that it can only be as accurate as decision made in early stage to pre-screen down number of applicants. They emphasize that assessment techniques should predict and also affect on the future performance of employee. It is important here, to say that Human Resource Planning (HRP) is connection between strategic business planning and strategic Human Resource Management. This connection is the most visible in the recruitment and selection of specific numbers of employees with particular abilities, which match to companys requirements. This view made by Paul Iles (2001, p.139) shows why employees, as the most valuable assets in company, should be align to strategic business plan. Nowadays is a lot of variations in recruitment and selection practices, reflecting an organizations strategy and philosophy towards the management of people. That is why many organizations developed frameworks, which allowed them approve a variety of selection and recruitment techniques in order to identify and confess the right people (Bratton, J. Gold, J., 2003, p. 223). Figure 2. The System Approach to recruitment and selection (Pilbeam Corbridge, 2002), p. 115. Process of recruitment and selection Recruiting is an extremely complicated process consisting of many phases. Before recruiting, the company needs to proceed with planning phase. Each organization thus must consider a number of important steps in the planning phase. Firstly it should forecast human resource needs, than specifies job requirements as well as identifies and uses appropriate recruitment channels (Beaumont, P., 1994, p. 57). When planning to recruit one should also include: discussions with clients to predict future hiring needs; maintenance of a contacts network (candidates, employees, competitors); development and maintenance of a strong employee referral program; investment in recruiter training and development; cooperation with management to ensure adequate budget (American Management Association International, Aug 2006, p.10). The command to start the recruitment process comes from senior managers and should be based on a review of the situation to determine that recruitment actually exists. It means, that it should be made recognition of the needs for new human resource. To minimize the risk of wasted money, job analysis should be well done. For the first, job description should be written very carefully. A job description makes it possible for the recruiter to outline what duties, responsibilities and the reason behind the vacancy i.e. expansion, member of staff retires, and the position within th e structure of the organization (Beardwell, I., 1994, p. 195). The first step in the development of a job description is to establish the purpose and general objectives of the post, and then to analyse the requirements of the job. This process is called job analysis, and is particularly important in circumstances where you are preparing a job description for a new or significantly changed post. Job analysis helps to clarify the duties, responsibilities and other job demands. It also helps to identify the skills, abilities and experiences that someone would need to possess to be able to perform satisfactorily in the role (UCD Staff Manual, August 2005, p. II). The process of writing a job description can be very time consuming, especially if company dont provide any system for job analysis. This involves other co-worker from department in context to collect essential information about business nature and actual duties. To accurately recruit candidates, the second part of job analysis personnel specification is required (Beardwell J., 1994, p.195). Person specification is amongst one of the important factor of recruitment and selection that comes after the job analysis and job description as it relates to the person doing the job. Job analysis is the first stage of the whole recruitment and selection process and everything else is built upon it. It aims at finding out what is involved in the job that is now vacant. The effects of a mistake at this point are likely ricochet throughout all subsequent stages whereas job description involves the task and the scope of the job. The person specification profile is the people characteristics required to do the job effectively. The fact that an employer draws up a person specification demonstrates an attempt to introduce some objectivity into what can otherwise be very subjective process. Rather than relying on personal judgements about the knowledge, skills and qualities the successful candidate should possess, the emp loyer with a person specification is following much more methodical and reasoned process. The person specification can be included with the information sent to the candidates to give them more detail about the requirements. It is a good practice to design and send to candidates a form showing each requirement and how it will get assessed (Foot Hook, 2005). Two well-established systems of person specification frameworks discussed by Beardwell and Claydon (2004, p. 205) are (Roger, 1952) seven-point plan and (Munro Fraser, 1954) similar five point plan, illustrated in Table.1.1 and 1.2. It is important to be as precise as possible about the skills, knowledge, qualifications and attributes that are required for the job and about the experience and personal characteristics that are needed. It is good practice to specify what is essential or the minimum required to perform the job, as well as what is desirable. It is also necessary to think about the context of the job and the wider org anisational requirements to specify any elements of person-organisation fit that are important. Munro Fraser (1954) Impact on others: physical make up, appearance, speech, and manner Acquired qualifications: education, vocational training, work experience Innate abilities: quickness of comprehension and aptitude for learning Motivation: individual goals, consistency and determination in following them up, success rate Adjustment: emotional stability, ability to stand up to stress and ability to get on with people Table 1. Person specification framework (ACAS cited in Beardwell Claydon, 2004). Rodger (1952) Physical make-up: health, appearance, bearing and speech Attainments: education, qualification, experience General Intelligence: Intellectual capacity Special Aptitudes mechanical, manual dexterity, facility in use of words and figures Disposition: acceptability, influence over others, steadiness, dependability, self-reliance Circumstances: any special demand of the job, such as ability to work unsocial hours, travel abroad Table 2. Person specification framework (ACAS cited in Beardwell Claydon, 2004). When the process of job analysis has been completed and clearly identified, the next step in recruitment process is to attract quantity of suitable applicants with desired features. Company should consider some factors, like companys budget, level of vacancy, time and selection technique in order to choose the right way in recruitment process. Larger companies generally have a larger budget and are more able to find the best candidates for the job. Effective use of recruitment tools depends on the available budget. This due to the fact that recruiting is expensive and the more selection techniques used the higher the cost to the company, but in doing this the company has a better chance of finding the best candidate. The cost of recruitment and selection is not the only cost the company has to include in its calculation searching new candidates. The other costs the organization should take into consideration are costs of training selected candidates to undertake contributing role to the organization as well as the costs of recruiting and selecting the à ¢Ã¢â€š ¬Ã… ¾wrong person (Cornelius, N., 1999, p. 29). Every company should adapt recruitment and selection costs to its policy, capabilities and vacancy and on this basis consider if to recruit internally or externally. Furthermore the level of vacancy is another one of the factors a company should consider before choosing a specific method of recruitment and selection. The decision making process is stipulated by individual needs of a company. In order to start the process of recruitment a company should have free vacancies. In fact, managers should decide if a free capacity either proves to be a job opportunity for a potential employee or whether there is an alternative option to resolve the situation. Hence, recruitment and selection processes should not be taken, when there is another opportunity, like reassigning the task to other employees or automated task, so than human resource are no longer required. We need to notice, that the higher level of vacancy provides more sophisticated methods of recruitment (Newell, S., Shackleton V. 2001, p. 25). Another concerning question a company should frankly answer is what kind of selection technique they need to apply, i.e. the one which may facilitate effective employment. A company should frankly answer the question concerning the kind of selection technique they may need to apply, i.e. the one which may facilitate effective employment. Bratton (2003, p.227) notes that appropriate selection technique should recognize the way in which people differ and must be extended to a prediction of performance in the workplace. The twenty-first century organization of work has lost a variety of available methods which give credibility to techniques that attempt to measure peoples attitudes and overall personality. The literature on the subject of organization differentiates between many selection techniques. The basic methods like application form or curriculum vitae are rudimentary to employment interviews. This phase of recruitment process is called pre-screening candidates, which will help t o reduce the numbers of unsuitable candidates and to apply more detailed methods of assessment. After pre-screening is time for candidate assessment. An extensive range of assessment methods is currently available to the recruiter like : biodata, assessment centre, work sample, references are very useful and reliable. Nevertheless the use of interviews is still the most popular selection method in the world. Branine (2008) founds interviews to be the main part of the selection process and that there had been awareness of the danger of subjectivity in the conduct of interviews. To avoid such danger, Gabb (1997, p. 64) argued that companies often prefer an interview panel of two or sequential interviews with different people. A recent comparative study of six countries found that the interview was one of the most popular selection methods. Despite, interviews being reported very often to be subjective and unreliable. It seems that the face-to-face contact with the applicant and the po ssibility of assessing the candidates social and communication skills are the main advantages of the interview, and hence the main reason for using it. While the trio of application form, interview and references is still popular, there have been further developments in incorporating those with the use of assessment centers which has been reported to be in the increase (Branine, M., 2008). Assessment centers are described by Pilbeam Corbridge (2006, p. 157) as useful in penetrating behaviors relating to interpersonal relationships, leadership, influencing ability, sociability, competitiveness, self-motivation, tolerance, persuasiveness, and decisiveness. Assessment centers have become popular venues for the selection of candidates, the identification of their potentials and the assessment of their training and development needs. The number of multinational companies from the USA has increased, more and more large companies are using a variety of tests ranging from ability to aptitude, personality and intelligence, especially those companies who receive a large number of applications and those needing more skilled employees. But as Marchington Wilkinson (cited in Beardwell, I., Holden, L. Claydon, T., 2004) quote none of the techniques, irrespective of how well they are designed and administered, is capable of producing perfect selection decisions that predict with c ertainty who is or who is not bound to be a good performer in a particular role. Figure 1.3 shows the accuracy of selection methods. According to Beardwell et al. (2004) the enlargement in using assessment centers and selection testing like a more accurate methods, can help to improve the effectiveness of the selection process. Though, assessment centers are believed to be the most influential selection method in organizations, but still the higher percentage of the firms considering interviews to be the most important selection method. However, doubts about accuracy push employers to approve the interview formats or supplement the interview with the other selection methods such as tests or work simulation (Beardwell et al., 2004). Data about accuracy of various types of selection techniques covers large differences within each technique. It needs to be considered in that point reliability and validity, but the detailed aspects of these two key criteria, which are already mentioned, are going to be explained in the following part of this dissertation. Table1.3 The predictive accuracy of selection methods Source: Anderson and Shackleton cited in Beardwell et al. (2004, p. 216)) Selection methods concept of validity reliability Reliability and validity, as statistical concepts, are very important for selection methods. Reliability is a link to the extent to which a selection technique achieves consistency in measuring. The statistical analysis normally provides a coefficient reliability. In summary of results, the higher will be coefficient (that is, the closer it is to 1.0) the more dependable the technique (Bratton J., 2003, p.235). Figure 3 shows the validity, estimated by meta analyses, of many selection methods. Good selection methods must meet four basic requirements: practicality, sensitivity, reliability and validity (Price, A., 2000, pp. 148-149). Practicality of the selection method means that it should meet the constraints of cost and time, whereas sensitivity focuses on distinguishing one candidate from another. Reliability of the method can be considered in three aspects: test-retest reliability the duration should not have an impact on the score when doing the same tests; inter-rater reliability the same scores should be given by different interviewers; internal consistency different questions measuring the same competence should give comparable results. Equally, validity has also three aspects: face validity tests are more acceptable when candidates find relevant questions; construct validity and predictive validity how well the suitability of candidates for the position is predicted (Price A., 2000, p. 149). It is possible to make a credible selection decision when the requir ed criteria are clearly marked out. If the criteria are not made clear it will be difficult to make an appropriate decision and will also be difficult to validate the selection process (Torrington, D., 2005, p.142). According to the study of Levy-Leboyer mentioned in the Cornelius book (1999, p. 39), the validity of many selection methods is debatable and that is why they should be used with care. As the high validity the following selection methods are thought: work sample, aptitude test, assessment centre and cognitive test. Medium validity has bio data, and the low validity: references, interviews, personality tests, whereas graphology and astrology do not have any validity (Cornelius N., 1999, pp. 39-40). Moreover validity studies carried out by Taylor (1998) and referred to by Armstrong (2006) found conventional interview methods to be questionable and suggested that alternative selection methods such as biographical data, assessment centres and work tests are more accurate methods of selection. While many studies in recent years have raised concern about selection and validity, the most widely used methods remain the classic trio application form, interview, and references (Taylor 2001). Early research showed that unstructured interview did not have high validity, so as to improve its validity interview should be more structured. It means that all applicants are asked the same questions and the same dimensions are used to assess applicants. Structured interviews should potentially increase the quality of decisions made (Newell, S., 2001, p. 33). However, according to Heffcutt Arthur (1994, pp. 184-190) improving the structure of interview does not increase validity. The question remains therefore, that if these methods are among the least valid, why are they still so popular? Armstrong (2006) suggests it is the comfort factor and that recognition needs to be given to the fact that both interviewers and interviewees like them and have grown to expect them. This is also known as mentioned before face validity. He also suggests that most interviewers / organisations may not be aware of what the research suggests. When compared with other selection methods, the classic trio is relatively low-cost and provides the opportunity to have a face to face meeting. In examining selection methods, Armstrong (2006) further suggests that too much innovation in selection methods may turn prospective candidates off. While some organisations may see this as a form of de-selection, the danger is that potentially high calibre and not just the less suitable candidates may be turned off by lengthier and more drawn out selection processes; even if they are more valid. However, Cornelius argues that using different methods of selection can increase the certainty of selecting the right applicant in a fair way (1999, p. 40) Figure 3 is based on Schmidt and Hunters (1998) review and shows the validity, estimated by meta analyses, of many selection methods. Source: Schmidt, F. L., Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research .Findings. Psychological Bulletin, 124, 262-274.

Sons and Lovers :: Free Essay Writer

Sons and Lovers The Parallels Between Two Families â€Å"It is morning again, and she is still here...† These are the words D.H. Lawrence wrote to a friend describing his terminally ill mother in 1913. â€Å"I look at my mother and think ‘O Heaven-is this what life brings us to?’ You see mother has had a devilish married life, for nearly forty years- and this is the conclusion- no relief.† (Baron’s Educational Series, 1993). At the time this letter was written Lawrence was fictionalizing his relationship with his mother, as well as the rest of his family, in the novel Sons and Lovers . In the novel the Lawrences would be named the Morels, but though the names are different there are many parallels between Sons and Lovers and Lawrence’s own life. These parallels are what make the novel truly autobiographical. However, the strongest evidence of the autobiographical nature of this novel exists in the comparisons between Lawrence and his parents with their fictional counterparts in the book. David Herbert Lawrence was born in 1885, in Eastwood, England. Eastwood is an industrial town, the main industry being coal mining. In the novel, Eastwood becomes the town of Bestwood. As in the novel, Lawrence’s family was poor and working class. Lawrence was a sickly child (Croom, 1996). He had bronchitis a mere two weeks after he was born, and lung problems would plague him all his life, eventually developing into repeated bouts of pneumonia which permanently weakened his lungs (Meyers, p. 248). Eventually, it was tuberculosis, which attacked his weakened lungs, that killed him (Moynahan, p. xiii). At that time, one of the few ways for a poor person to better himself was through education. Lawrence’s mother Lydia recognized this, and encouraged it in young Lawrence. Lawrence started school at the early age of four, but it proved too much for the child. He was withdrawn from school and did not return until he was seven years old. The fact that he was older than the other children when he reentered school set him apart socially. He had few friends, and instead sought out the company of his younger sister, Ada. Despite Lawrence’s late start, he did well in school, and became the first pupil in his school to win a scholarship to Nottingham High School (Croom, p.

Follow the Rabbit Proof Fence

‘This free-spirited girl knew that she and her sisters must escape from this place’. What characteristics did Molly display which enabled the sisters to escape and return to their families? Not only is this book about how three little aboriginal girls travelled across half of Australia but is also teaches us how the aboriginals were treated. Throughout Doris Pilkington’s and Nugi Garimara’s novel, the protagonist Molly, has a set of characteristics that help her and her two cousins escape from the re-education camp for half-casts, she is strong mentally when she was bullied, she is knowledgeable because she was able to cross half of Australia with no map or compass, and she is very loyal and emotionally attached to her land. When Molly was only about four years, she was constantly bullied because she was a half-cast, but besides these constant insults, she was strong and kept positive. Because she was neither a Mardu nor wudgebulla and was regarded as a mongrel dog and wasn’t liked by the aboriginal children so she threw â€Å"handfuls of sand or stones and threw them at her tormentors, and sometimes she chased them with a stick. † But as she got older she â€Å"became used to the insults, and although they still hurt, she didn’t show it. † This shows Molly’s mental strength against her bullies and tried to stay positive even though she â€Å"Wished that she didn’t have light skin so that she didn’t have to play by herself. She is also mentally strong because for three young girls to travel from Perth to Jigalong, she needs to be in the right mindset and be positive because she was determined to get back because she needed to see her family. Not many people could and would be able to do this but these girls especially Molly were brave and persistent and kept their head up. So it can be said that Molly is mentally st rong because she is able to beat her bullies and go back home to Jigalong. When Molly and her two cousins escape the camp, she is faced with an enormous walk without a compass or map, but Molly has grown up in this land and knows what to do and where to go. She â€Å"had no fear because the wilderness was her kin. † This means that the wilderness is her family which â€Å"always provided shelter, food and sustenance. † She also memorised which was they travelled so she knew to head north and to follow the rabbit-proof fence. With her developed bushcraft skills and survival techniques she was able to lead her two cousins through traitorous terrain and back home and also lead the tracker and constable Rigs to the wrong places. Therefore it can be said that throughout the novel, Molly uses her knowledge of the land to get back home safely with her cousins and remove their tracks. Throughout the novel, we see that Molly is very loyal and emotionally attached to her land. We see this when Molly and Gracie were walking through the country when they were almost home and they are pointing out special places to each other, for Molly it was a â€Å"Quick trip down memory’s landscape† which â€Å"A feeling of nostalgia brought tears to her eyes. † This shows how much she missed and appreciates the land she grew up in and shows us how loyal she is to it. It means so much to her and like in the movie ‘Kanyini’ without it she is nothing. So it can be said that Molly is loyal and emotionally attached to her land especially when it gets taken away from her. Throughout the novel written by Doris Pilkington and Nugi Garimara, Molly has a set of traits which help her and her cousins escape the re-education camp, travel a substantial distance and get back to Jigalong safely. It was her inner strength, her knowledge of her land and her emotional attachment to her land. We can also learn from this book that someone cannot take from others even if they think it is the right decision. Doris Pilkington and Nugi Garimara tell us just one of many stories that has happened to many of the stolen generation and it makes us think about it.

Exactly How Much Does a Cloud Weigh

Have you ever wondered how much a cloud weighs? Even though a cloud seems to float in air, both the air and the cloud have mass and weight. Clouds float in the sky because they are less dense than air, yet it turns out they weigh a lot. How much? About a million pounds!  Heres how the calculation works: Finding the Weight of a Cloud Clouds form when the temperature becomes too cold for the air to hold water vapor. The vapor condenses into tiny droplets. Scientists have measured the density of a cumulus cloud at about 0.5 grams per cubic meter. Cumulus clouds are fluffy white clouds, but the density of clouds depends on their type. Lacy cirrus clouds may have a lower density, while rain-bearing cumulonimbus clouds may be denser. A cumulus cloud is a good starting point for a calculation, though, because these clouds have a fairly easy-to-measure shape and size. How do you measure a cloud? One way is to drive straight across its shadow when the sun is overhead at a fixed rate of speed. You time how long it takes to cross the shadow. Distance Speed x Time Using this formula, you can see a typical cumulus cloud is about a kilometer across or 1000 meters. Cumulus clouds are about as wide and tall as they are long, so the volume of a cloud is: Volume Length x Width x HeightVolume 1000 meters x 1000 meters x 1000 metersVolume 1,000,000,000 cubic meters Clouds are huge! Next, you can use the density of a cloud to find its mass: Density Mass / Volume0.5 grams per cubic meter x / 1,000,000,000 cubic meters500,000,000 grams mass Converting grams into pounds gives you 1.1 million pounds. Cumulonimbus clouds are considerably more dense and much larger. These clouds may weigh 1 million tonnes. Its like having a herd of elephants floating over your head. If this worries you, think of the sky as the ocean and clouds as ships. Under ordinary conditions, ships dont sink in the sea and clouds dont fall from the sky! Why Clouds Dont Fall If clouds are so massive, how do they stay in the sky? Clouds float in air that is dense enough to support them.  Mostly this is because of variations in the temperature of the atmosphere. Temperature affects the density of gases, including air and water vapor, so a cloud experiences evaporation and condensation. The interior of a cloud can be a turbulent place, as you know if you have flown through one in an aircraft. Changing the state of matter of water between a liquid and a gas also absorbs or releases energy, affecting temperature. So, a cloud doesnt just sit in the sky doing nothing. Sometimes it does become too heavy to stay aloft, which leads to precipitation, such as rain or snow. Other times, the surrounding air becomes warm enough to convert the cloud into water vapor, making the cloud smaller or causing it to vanish into the air. If youre interested in learning more about how clouds and precipitation work, try making a homemade cloud or making snow using boiling hot water