The Exposition of The Grapes of Wrath - Free Essay Example

Sample details Pages: 4 Words: 1085 Downloads: 3 Date added: 2019/05/13 Category Literature Essay Level High school Tags: Grapes of Wrath Essay Did you like this example? The Exposition of The Grapes of Wrath takes place in 1939 in Oklahoma when the dust bowl was occuring. It begins on the Joad family farm as they prepare to head to California before the conditions of the dust bowl get worse. The setting is very significant to the story because the dust bowl made it hard for people to live in Oklahoma. Don’t waste time! Our writers will create an original "The Exposition of The Grapes of Wrath" essay for you Create order Page 17 states, Joad took a few steps, and the flourlike dust spurted up in front of his new yellow shoes, and the yellowness was disappearing under the gray dust. The dust bowl drove many people from Oklahoma to move out west, as conditions were not conducive to farming. Characterization: There are 3 main characters involved in the Grapes of Wrath. Ma Joad: Ma Joad is the matriarch of the family. She cooks dinner, tells the men what to do, does the laundry and goes shopping. She didnt want the men to have anything to do with food preparation and threw a fit when the men tried to salt cure the pork. Ma is a very strong character as she kept the knowledge that grandma had passed before they made it to California. Ma frequently told the family what to do. When they were at Weedpatch government camp, she decided the family was going to go north towards Tulare to pick cotton. Ma is a very important character throughout the entire book. Tom Joad: Tom Joad, known throughout the book as, J oad started off the book as just paroling from 4 years in prison and is trying to make his way home. When he went over the hill to go the Joad farm, he saw that they were leaving. He decided to go up and surprise the family with a visit, and they told him they were going to California. He decided to go along and to avoid being caught again. Towards the end of the story, Joad was walking along the river and found a homeless encampment. In that encampment, he finds Jim Casy, the preacher in the novel. While Joad and Jim were talking, the property owner came with a pick-axe struck Jim Casy in the head and killed him. Joad went and told Ma that he had found Jim Casy, but now deceased, the police were looking for Joad for being suspected of the murder of Jim Casy. Joad went and hid in some blackberry bushes to stay hidden from the police. Pa Joad: Pa Joad is head of the family. He planned out the whole trip to move to California. As Pa got older, he tried his best to maintain his position of family leader, but he wasnt able to do what he used to. He was complaining of muddled thoughts an d had difficulty deciding in troubled situations, such as, whether to go north to Tulare or stay in Weedpatch camp. When they go north towards Tulare, they get a flat tire and a man tells them about work just ahead. When they leave Cooper farms to pick cotton, they hit a severe rainstorm and Pa shows his commitment to the family by building a dam to stop the river from overflowing. Elements of plot: As this story starts off, we are introduced to Tom Joad. He is hitchhiking a ride with a delivery man to make his way home from prison and he finds that his family is packing up to move to California. They told Tom that they looked for work and couldnt find any work, so they hoped California would have some work for them. After the long journey finally ended, they looked up from the top of a hill and looked down over the San Joaquin Valley and they were speechless because it was so beautiful. When they got work picking cotton in Tulare, Tom Joad witnessed Jim Casy be killed by the property owner and in turn, Tom kills one of the property owners assistants. Tom now has to hide because he became a wanted man by the law for the murder. Right at the end of the story, a huge rainstorm hits the cotton plan tation and the Joads are forced to move, but the car was broken and wouldnt start. The family choose to go to higher ground to stay away from the flooding river caused by the rain. They come across a vacant barn and they head inside. In the corner, there is an older man who was dying of starvation, and Ma forced Rose of Sharon to give the man some milk to save his life. He smiled mysteriously. Readers Response: The part of, The Grapes of Wrath that was most interesting to me was pages 165-185. On 165, their car engine started to rattle out in the middle of nowhere. I found this interesting because that car is their only way to California, and they need that car to make it there. Luckily, there was a junkyard just ahead. The man running the junkyard said take what you want because he disliked his boss and wanted revenge. They took the part, put it in their car, payed for it and then they were on their way again. This sparks my interest because they didnt have a reliable car that will get them all the way to California, but they were so desperate to get to California. They risked going in the unreliable car. Theme: One major theme in The Grapes of Wrath is family and sticking together in times of desperation. I can relate to this theme because my family teams up and we get necessary tasks completed faster by helping each other. The Joad family is the same way in helping each other complete jobs. For example, trimming our bushes/trees is easier when everyone helps. Knowledge: 1) Bemused(V): Puzzled, confused, or bewildered After a while, the faces of the watching men lost their bemused perplexity and became hard and angry and resistant. 2) Insinuation(N): An unpleasant hint or suggestion of something bad. His voice had the same quality of secrecy and insinuation his eyes had 3) Sparse(Adj): Thinly dispersed or scattered The willows of a stream lined across the west, and to the northwest a fallow section was going back to sparse brush. 4) Beseech(V): Ask urgently and fervently to do something. He did not know or own or trust or beseech the land. 5) Jalopy(N): An old car in a dilapidated condition. Get em in a car. Start them at 200 and work down.They look good for one and a quarter.

The Legalization Of Marijuana Should Not Be Beneficial

The legalization of marijuana is such a growing debate in the United States, whether it’s on television, in the classroom, or in your own kitchen; you may find yourself debating about it with someone. You are either for it, against it, or indifferent. Either way you still have an opinion of some sort about the legalization of marijuana. Christopher Beach and William Bennett are no different. The release of their article on called â€Å"Legalize Juggernaut† on WeeklyStandard.com timing is perfect since the legalization of marijuana is such a hot topic these days. With Some states already starting to decriminalizing the possession of marijuana and other states Like Colorado making marijuana totally legal, it’s a no brainier that Beach and Bennett chose to write an article about this topic. The two authors of the article â€Å"Legalize Juggernaut†, Beach and Bennett are strongly against legalizing marijuana. They argue that legalizing marijuana won’ t be beneficial to anyone one in the United States. Beach and Bennett had numerous reasons behind their claim. One of their reasons is that over the last 10 years, fatal car accidents involving people who were stoned have tripled. Another reason that Beach and Bennett claim marijuana should be legalized is because it won’t produce a financial windfall and the money that state government in Colorado will make because of legalization won’t be as great as the societal cost of wasted lives†. Their last reason Beach and Bennett say marijuanaShow MoreRelatedShould Marijuana Be Legalized For The Best Of Society?1742 Words   |  7 PagesMarijuana is one of the most controversial discussions to consider in various countries due to the numerous debates between citizens to legalize or criminalize the drug for the best of society. In countries such as Colombia, Netherlands, and various states in United States (Colorado, Washington, and Oregon), marijuana is legalized for r ecreational and medical purposes, which is obtainable to all citizens. However, in countries such as Canada, marijuana remains illegal for recreational use, whichRead MoreShould Marijuana Be Legalized?1581 Words   |  7 Pageson drugs† since the late 1900’s, the legalization of marijuana has been a popular topic within the past couple of years. This topic is very controversial due to the fact that many people are unable to see past the bad rap that cannabis has accumulated over past years. Among the other aspects that have already given marijuana a bad reputation, some people are trying to find more and more reasons to postpone the legalization of marijuana. Since the legalization of cannabis in Colorado, Washington andRead MoreThe Pros And Cons Of Marijuana Legalization1226 Words   |  5 PagesWhat is Marijuana? According to Dictionary.com, Marijuana is, â€Å"a preparation made from the dried flower clusters and leaves of the cannabis plant, usually smoked or ea ten to induce euphoria†(marijuana). Marijuana, also known as â€Å"Mary Jane†, is drawn out to be an extremely horrible, life-ruining drug. Children learn that marijuana is a â€Å"gateway† drug and that it only does harm. Though it can be quite addictive, Marijuana is safer than commonly used drugs like Tobacco and could possibly be moreRead MoreShould Marijuana Be Legalized? Essay1330 Words   |  6 Pages The use of marijuana for medical purposes and personal use can be recorded as far as 12,000 years ago. Marijuana is classified as a schedule 1 drug. Schedule 1 drugs are drugs are drugs that have the potential for abuse (Drug Scheduling,2016). The government contains the high-level drugs, this is the reason we have pharmacies. Pharmacies are regulated so that people can not get medicine that can be easily abused. Pharmacies require a medical prescription from a certified doctor for any drugRead Morelegalizing marijuana1044 Words   |  5 PagesLegali zation of Marijuana Cannabis sativa or marijuana, is most known for its euphoric psychological effects when consumed. Many Canadians take part in the use of marijuana which has been illegal in Canada since the early 1900s. The topic of marijuana legalization in Canada has been a highly controversial topic over the last century. It has been discussed recently in the news due to Washington and Colorado both voting to legalize marijuana in November of 2012. The Liberal and Conservative partiesRead MoreThe Benefits of Legalizing Marijuana1631 Words   |  6 PagesMarijuana is a naturally grown plant that has beneficial properties and the ability to create textiles, paper products, and other goods. Marijuana is currently illegal in many states in the United States. 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Anslinger saw the Bureau of Narcotics as a fascinating career opportunity thatRead MoreShould Marijuana Be Legalized?1456 Words   |  6 Pagesuse of marijuana is illegal in over half of the United States, but it is still the third most popular recreational drug in the United States. The debate for this drug to be legal has been going on for many years; some states have legalized the drug for medical use, and some for recreational use as well. Other states seem to disagree; the y are not in favor of making the drug legal for medical use or recreational use. It has been proven that marijuana has a positive impact on society. Marijuana shouldRead MoreThe Debate Over The Legalization of Marijuana Essay examples1363 Words   |  6 Pagestopic that many people have been contemplating is the legalization of marijuana. Many people believe that the legalization of marijuana with a high tax is sensible because it would place the demand curve in the same place as if it were criminalized, except with a tax the government would make money from the tax revenue. However, the issue of morality and then the costs and benefits to society must be taken into consideration to decide whether it should be legalized or not.   Ã‚  Ã‚  Ã‚  Ã‚  Microeconomics alwaysRead MoreLegalizing marijuana1092 Words   |  5 Pagesï » ¿Legalizing Marijuana The issue of legalizing marijuana, also known as Cannabis Sativa, has been controversial for a long time, and has become even more so in recent years. Cannabis Sativa is a plant that has been used for a variety of purposes by many cultures for thousands of years. Not only does the Cannabis Sativa plant produce Marijuana, it also produces Hemp. Hemp was used to make food, clothes, shoes, ropes and paper, making it a very useful cash crop. Legal up until 1937, Marijuana was used

The Human Development Index Health And Social Care Essay Free Essays

Human Development Index ( HDI ) ranking of eight major economic systems of South Asia in the 2009 Human Development Report, released earlier this hebdomad, show a blue record with all states relegated to the 3rd class of medium development provinces with the planetary rankings falling in the 2nd half of the listings of 182 states. Exceeding the superior list of the South Asiatic states in 2007, the day of the month for which comprehensive information was available, was Maldives ( 95 ) , followed by Sri Lanka ( 102 ) , Bhutan ( 132 ) , India ( 134 ) , Pakistan ( 141 ) , Nepal ( 144 ) , Bangladesh ( 146 ) and Afghanistan ( 182 ) . The worst facet of the India ‘s low HDI ranking was its blue record in even a nucleus country like life anticipation. We will write a custom essay sample on The Human Development Index Health And Social Care Essay or any similar topic only for you Order Now Life anticipation at birth in India was merely 63.4 old ages, which pushed it down in the last but one class, merely above Afghanistan where the life anticipation was a blue 43.6 old ages. South Asiatic states hiting above India in life anticipation included Bhutan and Bangladesh ( 65.7 old ages each ) , Pakistan ( 66.2 old ages ) , Nepal ( 66.3 old ages ) , Maldives ( 71.1 old ages ) and even the civil war hit Sri Lanka ( 74 old ages ) . India ‘s record on life anticipation is made worse by the low rates of endurance of immature individuals. The estimations show that the chance of deceasing before the age of 40 is among the highest in India, with 15.5 % of the cohort fring their lives. This is about three times the degree of mortality in Sri Lanka where merely 5.5 % of the population fail to traverse the 40-age grade. Afghanistan fared the worst where the opportunities of endurance over 40 was worst-with about 40 % of the individuals deceasing before achieving this age. What makes affairs even worse is that the chances of bettering opportunities of endurance of the younger age groups and bettering overall life anticipation may go on to be hampered by its dreamy attack to bettering kid public assistance, particularly the nutritionary degrees. A comparing of the statistics on scraggy kids in South Asia show that India ‘s record was among the worst, with 46 % of the kids scraggy, a record which was merely following to that of Bangladesh where the portion of†¦ The HDI combines three dimensions: Life anticipation at birth, as an index of population wellness and length of service Knowledge and instruction, as measured by the grownup literacy rate ( with two-thirds burdening ) and the combined primary, secondary, and third gross registration ratio ( with one-third weighting ) . Standard of life, as indicated by the natural logarithm of gross domestic merchandise per capita at buying power para. [ edit ] Methodology The Physical Quality of Life Index ( PQLI ) is an effort to mensurate the quality of life or wellbeing of a state. The value is the norm of three statistics: basic literacy rate, infant mortality, and life anticipation at age one, all every bit weighted on a 0 to 100 graduated table. It was developed for the Overseas Development Council in the mid-1970s by Morris David Morris, as one of a figure of steps created due to dissatisfaction with the usage of GNP as an index of development. PQLI might be regarded as an betterment but portions the general jobs of mensurating quality of life in a quantitative manner. It has besides been criticized because there is considerable convergence between infant mortality and life anticipation. The UN Human Development Index is a more widely used agencies of mensurating wellbeing. Stairss to Calculate Physical Quality of Life: 1 ) Find per centum of the population that is literate ( literacy rate ) . 2 ) Find the infant mortality rate. ( out of 1000 births ) INDEXED Infant Mortality Rate = ( 166 – infant mortality ) A- 0.625 3 ) Find the Life Expectancy. INDEXED Life Expectancy = ( Life expectancy – 42 ) A- 2.7 4 ) Physical Quality of Life = ( Literacy Rate + INDEXED Infant Mortality Rate + INDEXED Life Expectancy ) _________________________________________________________________________ 3 The term quality of life is used to measure the general wellbeing of persons and societies. The term is used in a broad scope of contexts, including the Fieldss of international development, health care, and political relations. Quality of life should non be confused with the construct of criterion of life, which is based chiefly on income. Alternatively, standard indexs of the quality of life include non merely wealth and employment, but besides the built environment, physical and mental wellness, instruction, diversion and leisure clip, and societal belonging. [ 1 ] Harmonizing to ecological economic expert Robert Costanza: While Quality of Life ( QOL ) has long been an explicit or inexplicit policy end, equal definition and measuring have been elusive. Diverse â€Å" nonsubjective † and â€Å" subjective † indexs across a scope of subjects and graduated tables, and recent work on subjective wellbeing ( SWB ) studies and the psychological science of felicity have spurred renewed involvement. [ 2 ] Besides often related are constructs such as freedom, human rights, and felicity. However, since felicity is subjective and difficult to mensurate, other steps are by and large given precedence. It has besides been shown that felicity, every bit much as it can be measured, does non needfully increase correspondingly with the comfort that consequences from increasing income. As a consequence, criterion of life should non be taken to be a step of felicity. [ 1 ] [ 3 ] The Child Development Index ( CDI ) is an index uniting public presentation steps specific to kids – instruction, wellness and nutrition – to bring forth a mark on a graduated table of 0 to 100. A nothing mark would be the best. The higher the mark, the worse kids are doing. The Child Development Index was developed by Save the Children UK in 2008 through the parts of Terry McKinley, Director of the Centre for Development Policy and Research at the School of Oriental and African Studies ( SOAS ) , University of London, with support from Katerina Kyrili. The indexs which make up the index were chosen because they are easy available, normally understood, and clearly declarative of kid well-being. The three indexs are: Health: the under-five mortality rate ( the chance of deceasing between birth and five old ages of age, expressed as a per centum on a graduated table of 0 to 340 deceases per 1,000 unrecorded births ) . This means that a zero mark in this constituent equals an underfive mortality rate of 0 deceases per 1,000 unrecorded births, and a mark of 100 peers our upper edge of 340 deceases per 1,000 unrecorded births. The upper edge is higher than any state has of all time reached ; Niger came the closest in the ninetiess with 320 under-five deceases per 1,000 unrecorded births. Nutrition: the per centum of under fives who are reasonably or badly scraggy. The common definition of reasonably or badly scraggy, which we use here, is being below two standard divergences of the average weight for age of the mention population. Education: the per centum of primary school-age kids who are non enrolled in school. For our step of instruction want, we use the antonym of the Net Primary Enrolment rate -ie, 100 – the NER. This gives us the per centum of primary school-age kids who are non enrolled. What does the Child Development Index state us about how kids are doing around the universe? Are some states doing good advancement in bettering child wellbeing? Is it acquiring worse in other states? The Child Development Index replies these inquiries. The index measures child wellbeing over three periods from 1990. Japan is in first topographic point, hiting merely 0.4. Niger in Africa is in 137th topographic point, with the highest mark, 58, in 2000-2006. Overall, child wellbeing as improved by 34 % since 1990, but advancement is New Human Development Index: The HDI combines normalized steps of life anticipation, literacy, educational attainment, and GDP per capita for states worldwide. It is claimed as a standard agency of mensurating human development-a construct that, harmonizing to the United Nations Development Program ( UNDP ) , refers to the procedure of widening the options of individuals, giving them greater chances for instruction, wellness attention, income, employment, etc. The basic usage of HDI is to mensurate a state ‘s development. The HDI combines three basic dimensions: Life anticipation at birth, as an index of population wellness and length of service. Knowledge and instruction, as measured by the grownup literacy rate ( with two-thirds burdening ) and the combined primary, secondary, and third gross registration ratio ( with one-third weighting ) . Standard of life, as measured by the natural logarithm of gross domestic merchandise per capita. The Human Development Index ( HDI ) so represents the norm of the undermentioned three general indices: Life Expectancy Index ( LEI ) = ( ( LE – 25 ) / ( 85-25 ) ) Education Index ( EI ) = ( 0.667 x ALI ) + ( .334 x GEI ) ALI is Adult Literacy Rate, GEI is Gross Enrolment Index. GDP = [ log ( GDP personal computer ) -log ( 100 ) ] / [ log ( 40000 ) -log ( 100 ) ] HDI measures measure and quality and includes life anticipation, literacy, and existent GDP/capita. Objectivity is a major job with any index. HDI is no exclusion. Assignment of weights is an illustration of flightiness without justification and the HDI index is sensitive to the weights assigned. A more serious unfavorable judgment of the HDI is the weighting of each rank order of the state by 1/3 ( LEI, EI, GDP ) and summing the leaden ranking of the three indexs. Other LAJWANTI ASWANI. 53, Mukta Madhu Society, Bhairvnath, Maninagar, Ahmedabad – 08 Mobile: +91 9974100326 Electronic mail: lajwanti9 @ gmail.com Career Objective: To run into the organisational aim, attain highs in the occupation profile provided through my accomplishments and competency in Human Resources Management and General Administration. Core Competences Recruitment, Head Hunting, Change Management, Performance Appraisal, Attrition Analysis, Leave Policy Formulation. As a enlisting performed full lifecycle recruiting A broad grade of creativeness, cost-efficient sourcing schemes and concern apprehension of organisation To incorporate the enlisting procedure into the overall strategic planning of the sphere staffing demands. Guide enlisting squad in managing the enlisting A ; choice procedure in an efficient and effectual manner. Assist internal client in composing Job Descriptions and Person specifications to Fix the occupation specifications for enlisting and Job Analysis. Designation of high possible endowment, Succession direction and Manpower Professional Profile Sum of 7 + Old ages in Development A ; Operations Management. HRM. Experience Detailss April 2007 – Jul 07 One Source Tele Services Pvt. Ltd. One Source Tele Services Pvt. Ltd is taking BPO Training institute in India associated with CIL Infocity. Designation Development A ; Operations Manager Key Duties Over all Achievement of Revenue Targets. Team Management – Center Head, Faculty, Counselor, Marketing and Administration Plan and Implement Academic Schedules and Batch Operations. Day to twenty-four hours operations and centre direction Plan and implement selling run. Quality confidence in daily operations and Infrastructure demand. Payment and Revenue Collection. Plan and implement Student A ; Staff public assistance activities. Plan and implement pupil arrangement procedure. Behavior and present PDP for pupils and staff. Manpower planning and enlisting of staff. Performance assessment for Staff, Attrition Analysis. Motivating Gross saless squad to run into hebdomadal and monthly gross revenues mark. Nov 2005 – July 2006 IIHT Ltd. IIHT is taking computing machine hardware and instruction concatenation of institute in India. Designation Center Head Key Duties Over all Achievement of Revenue Targets. Team Management – Faculty, Counselor, Marketing and Administration Plan and Implement Academic Schedules and Batch Operations. Day to twenty-four hours operations and centre direction Plan and implement selling run. Quality confidence in daily operations and Infrastructure demand. Payment and Revenue Collection. Plan and implement R Student A ; Staff public assistance activities. Plan and implement pupil arrangement procedure. Behavior and present PDP for pupils and staff. Manpower planning and enlisting of staff. Performance assessment for Staff, Attrition Analysis. Motivating Gross saless squad to run into hebdomadal and monthly gross revenues mark. Oct 2003 to Nov 2005 Sai Infosystem India Pvt. Ltd Sai Infosystem India Pvt. Ltd is taking ISO 9000 certified Computer Hardware Manufacturing, System Integration, and S/W Development Company of Gujarat. Designation Manager – Administration S/W Division. Key Duties To organize with S/W development engg positioned at S/W mill and on client location for their twenty-four hours to twenty-four hours operational demands To pull off meeting enlisting of S/W engg as per indent raised by S/W undertaking director. Organizing with HR dept. for Assorted assignment processs and certification Organizing with a/c dept. for assorted payments A ; impress for S/W engg, sellers A ; clients. Plan and implement accomplishment set up step preparation coders for S/W engg. Day to twenty-four hours client lovingness and ailment direction. Preparation of day-to-day hebdomadal and Monthly fiscal and operational studies. Customer feedback and satisfaction study. Organizing with Mktg dept for their demand like SRS, S/W squad, S/W undertaking etc. Quality confidence in daily operations and Infrastructure demand. Plan and implement Staff public assistance activities. Assist S/W undertaking director for public presentation assessment of S/W engg. and field engg. To organize and stand in contract domain specialist sellers. General disposal like pull offing substructure A ; assets. Jan 2000 to Oct 2003 Divine Buds H S School Designation Teacher – Computer Key Responsibilities To leave Computer cognition to school pupils Academic Profile July 2006 – Dec 2006 Diploma in Human Resource Management from Ahmedabad Management Association. Aug 1995 – Jan 1998 Higher Diploma in S/W engg and S/W Management from Aptech Ahmedabad. Mar 1990 – Feb 1995 B.Sc. From Gujarat University Ahmedabad. Accomplishments Won the decoration for 2nd place in aptech Other Technical Skills C. C++ , SQL, PL-SQL, Oracle, Power Objects ( 5.3 ) , Windows, Unix, Linux, Structured System Analysis A ; Design, OOP, CIP, Client Server Applications, PPT, Advanced Object Oriented Analysis and design, Relational database System Concepts, MS – Office ( MS Word, Power Point, Excel etc ) . Personal Detailss Date of Birth: 11th March 1974 Fathers Name: Mr. Doulatram Naryandas Aswani – Business Avocations and Interest: Playing Chess and Reading. How to cite The Human Development Index Health And Social Care Essay, Essay examples

Gender Issues In Leadership Style Behaviors of UK Managers

Question: Discuss about the Gender Issues In Leadership Stylefor Behaviors of UK Managers. Answer: Introduction: Over the years, it has been a hot topic on determining whether the leadership role and approaches of men and women are similar or dissimilar from an organizations perspective. There have been enough research studies on this topic spreading over several countries in identifying the dissimilarities and similarities existing between the men and women. The article that is being dealt with in this particular report takes in the style of leadership and behavior of the managers in the backdrop of UK using the questionnaire method of collecting data. Past studies have stated that the major difference that lies in the managerial styles of men and women are in their styles of inspiring motivation. Differences are there, especially when one considers their thinking to be different. Women managers are generally supportive and co-operative whereas men are more towards control, power and command. General Findings of the Article: The researchers, Titus Oshagbemi and Roger Gill attempted in contributing to the imminent in the debate on the existing phenomenon of gender similarities and differences in the styles of leadership and managerial behaviors. The researchers were able to find out that there were more similarities in their leadership styles and behaviors than differences. The research work failed to prove any sort of substantial difference through statistical analysis in determining differences in overall styles of leadership between men and women (Snaebjornsson and Edvardsson 2013). Similarities and Dissimilarities in Gender Based Leadership Styles: This article took account of the women leadership being task focused where day-to-day activities are run suitably, though it failed to focus on the importance of employee understanding a particular task from the strategically perspective of the organization. Task-focused leadership style lacks in this context. The researchers of this particular research study also stated that women leadership is transformational in nature taking into account the trust and confidence of their subordinates and followers. Transformational leadership is great to possess as it permits a leader in making necessary changes to the present model of business (Paustian-Underdahl, Walker and Woehr 2014). Women managers have been peers in following the transformational leadership that assists in re-inventing themselves at essential occasions. However, the article missed on the negativity factor that transformational leadership brings with it. Transformational leadership at times can put overemphasis on certain in dividuals. The need of the group needs to be balanced along with the individual preferences, leading to overemphasis of a single member. The research has been able to point out the main attributes of the characteristics of female leadership, which are consensus decision making, cheering dynamic advancements to conflict and promoting work place diversity. It has been stated that gender biasness is something that has been considered as a minor fact, emphasis should be on the men and women being recognized for skills that would help in maximizing the success of organizations. The article mentioned that approaches of leadership style of women are different from that of men due to differences in the life experiences. Researchers at Centre for Creative leadership in US studied that male and female leaders has differences in terms of leading capacity, dominance, creativity, capacity to motivate and capacity to reduce interpersonal confliction (Kark, Waismel-Manor and Shamir 2012). Chong (2013) argued that differences are not there in terms of capability, but in terms of opportunity. Wang et al. (2013) supported this view that women have been deprived in terms of career opportunity, field experiences, gender based stereotypes. In the view of some authors, the characteristics of male managers are risk taking attitude, quick decision making skills and sense of humor. They understated the female leadership by saying that sensitivity to individual and family needs are associated with the female leadership style. However, this is not true in the present business world. It is evident that female leaders are equally competent in managing a company or leading a nation. The article has conducted a qualitative data analysis to evaluate the perception of the UK managers regarding issue of gender in leadership. Interview analysis has found that as per the view of the managers, there is no difference in the competency between the male and female leaders at higher level of management. However, result of quantitative has also been presented here. The alpha value, which measures reliability of the data are greater than 0.7 for the parameters such as contingent reward, which is a part of transactional leadership (Oshagbemi and Gill 2003). Alpha value is high for individualized consideration, intellectual stimulation and idealized influence, which are part of transformational leadership. The result implies that the managers are well aware about the characteristics and effectiveness of different leadership style. Greater emphasis has been given by female managers on the attributes of transformational leadership, whereas male managers follow more of transactio nal leadership style. The research findings have stated that there is significant differences in the leadership style between male and female managers in UK.. As per literature review, female managers are more transformational in nature compared to male counterpart. According to Bass highlighted in the article, there are four components of transformational leadership such as charisma, intellectual stimulation, individualized consideration and inspiration. Charisma is the ability of the leader to motivate the follower in performing their duty effectively. The article researched that motivational capacity is not different between male and female managers if same level of power is envisaged. Inspiration is providing vision to the followers to stimulate expectation. Communication is an effective mode to generate inspiration. Although it can be considered that there is no difference in leadership style between female and male managers, communication ability is more effective among female leaders (Lopez-Zafra, Garcia-Retamero and Martos 2012). Female can influence positively to the employees with positive incentives, while male managers take approach of threat based incentives. Siegling, Nielsen and Petrides (2014) discussed that male has more command and control style, while female managers are more sensible in nature. Cooperative style of leadership makes employees to feel themselves more valuable for the company. When it comes to judge intellect and innovation skills among men and female managers of UK, no differences are found among them possessing equal educational qualification. Individualized consideration refers to the support and personal attention to the followers provided by the leaders to boost up self confidence. Some authors argue that female managers can change them easily according to the changing business environment, while male managers cannot (Paustian-Underdahl, Walker and Woehr 2014). Hence, female managers are more transformational in nature although female participation at the managerial posts in different organizations worldwide including UK is far less than male participants. This scenario indicates that female intelligence is still not considered as effective as men in the business operation. They get less opportunity while it talks about the decision making of the leading positions of the organization. Conclusion It can be concluded after the study that the there are numerous views regarding gender discrimination in the leadership style as highlighted in the article. There are arguments both in favor and against female leadership. The finding of the article suggests that as per response from both male and female managers from UK, there are many disparities regarding leadership style and ability have been found. As per the responses, most of the male and female managers follow transformational leadership style in UK context. The leadership skill can be enhanced irrespective of male and female through education and training, it can be stated at last that both male and female employees to high level position of the organization with equal opportunity. References Chong, E., 2013. Managerial competencies and career advancement: A comparative study of managers in two countries.Journal of Business Research,66(3), pp.345-353. Kark, R., Waismel-Manor, R. and Shamir, B., 2012. Does valuing androgyny and femininity lead to a female advantage? The relationship between gender-role, transformational leadership and identification.The Leadership Quarterly,23(3), pp.620-640. Lopez-Zafra, E., Garcia-Retamero, R. and Martos, M.P.B., 2012. The relationship between transformational leadership and emotional intelligence from a gendered approach.The Psychological Record,62(1), p.97. Oshagbemi, T., and Gill, R., 2003. Gender Differences and Similarities in the Leadership Styles and Behaviors of UK Managers. [ retrieved from https://online.uts.edu.au/bbcswebdav/pid-1562588-dt-content-rid-8803519_1/courses/49069-2017-AUTUMN-CITY/49069%20Reading%20Material%20Final.pdf ] Paustian-Underdahl, S.C., Walker, L.S. and Woehr, D.J., 2014. Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators. Siegling, A.B., Nielsen, C. and Petrides, K.V., 2014. Trait emotional intelligence and leadership in a European multinational company.Personality and Individual Differences,65, pp.65-68. Snaebjornsson, I.M. and Edvardsson, I.R., 2013. Gender, nationality and leadership style: A literature review.International Journal of Business and Management,8(1), pp.89-103. Wang, A.C., Chiang, J.T.J., Tsai, C.Y., Lin, T.T. and Cheng, B.S., 2013. Gender makes the difference: The moderating role of leader gender on the relationship between leadership styles and subordinate performance.Organizational Behavior and Human Decision Processes,122(2), pp.101-113.

Financial Aid Appeal Letter Example free essay sample

Due to my circumstances, my grades took major hits as my stress levels went up. I took all this time away from college to better myself. This semester I plan on taking online courses. I hope the grades I scored on my entrance tests I took for this semester will reflect that I have the ability to maintain high grades. Keys Ive determined will help me in my success this semester include: Not overwhelming myself with too many course choices. Managing my time for studying.Seeking assistance to ensure achieving academic success. Maintaining communication with my professors on a regular basis. Working to ensure I maintain a B average understand now what is expected of me as a student and I expect the same qualities for myself. Do plan on eventually taking a couple of CLIP tests so I can begin tutoring sometime in the future at the college.

How to Be a Writer 10 Traits of Professional Authors

How to Be a Writer 10 Traits of Professional Authors How to Be a Writer: 10 Traits of Professional Authors If you’re here, you might be wondering how to be a writer for a living. When I see bestselling authors who have turned writing books into a full-time career, I have to stop and ask myself: â€Å"How did they do it?†Stephen King has written over seventy bestsellers since the publication of Carrie in 1974. To this day he continues to write consistently.James Patterson has sold more than 300 million books worldwide. He has been quoted as saying: â€Å"Its pretty much seven days a week for me. Youre lucky if you find something you like to do and then its a miracle somebody will pay you to do it. Thats my situation. Its not work for me. These are all stories that Im really dying to tell.†Harry Potter author J.K. Rowling, once jobless and with a dependent child, has sold over 430 million copies of her books.What magic formula do these authors have? What super-talent have they been blessed with? What am I NOT doing now that I could be doing to turn my passion for writin g into a real career?How to Be a WriterNow you might be thinking, â€Å"Well, good for them. But I just want to make enough money on my writing to earn a living, not 100 million bucks!†But it’s not about how much money you can make at your writing. That might come later, but what really matters is this: practicing the habits and actions professional authors implement as part of their work life that leads to this kind of success. You don’t have to earn a fortune to be a professional writer; you just need to model what the pros do and the outcome will take care of itself.There are a set of definitive traits pro authors have that make them masters of the trade. Good writing that sells is the result of these essential traits. For both indie and traditionally published authors, these 10 traits of professional authors are universal and a must-have for launching your author career.Here are the top 10 traits of pro authors, and how you can adopt these traits to become a professional writer that gets books published, earns you an income, and creates a sustainable business you can grow and love.Pro Author Trait #1: Develop a Daily Writing HabitPro writers have developed the writing habit. They write almost every day and have a word count goal for the day. Pro writers stick to a consistent writing schedule and put in the time to put pen to paper [or words into a Word doc]. This is one of the most critical traits. Without putting in your writing time, your book becomes a â€Å"someday† thing instead of an â€Å"it’s-happening-right-now† thing.By nurturing the writing habit, you are creating content people will love to read and pay money for. You will exercise that writing muscle and churn out a great story, a memoir, or a book that offers solutions.Ask yourself:What is my daily word count goal?How many words would I have to write every day to finish my next book by a chosen deadline?How many books could I finish in a year if I sti ck to a writing habit of 1500 words per day? [You might be surprised!]Pro Author Trait #2: Approach Writing as a BusinessA hobby is something you do when you have time; the business of writing and becoming a pro author is what you make time for every work day. Authors who approach writing as a business are far more likely to succeed than hobby authors who show up occasionally with little direction and lofty ideas. A professional author is, essentially, a creative business person.As with any business, your author business needs a schedule, deadlines, goals, and a plan. Authors spend time planning the material they are creating, how they will deliver it and, most important, they deliver when that deadline approaches.As with any job, you have to show up every day at the time designated or else you don’t get paid. Writers who make a living at their craft go to work every day with the mindset that this IS their business and not just a dreamy project that they are going to pick awa y at. One of the fatal flaws many â€Å"hobby authors† make is in thinking that the writing success will just happen if they keep plugging away haphazardly. Maybe it will, but most likely, it’s your approach to the writing craft as a business that will determine your level of success.Of course there is nothing wrong with writing as a hobby! However, if you want to turn this into a real thing, start to think and plan as a business leader. Pro authors make a living at writing because they are intentional with their business goals.Ask yourself:Am I a writing hobbyist or is this my future business?Do I have a business plan for my author business?Pro Author Trait #3: Write Valuable Content People Want to ReadA pro author does one of two things: either tells a good story [fiction] or provides solutions to a problem [nonfiction]. A great author can even combine both for a more compelling read!It isn’t enough just to be a good writer, but you have to write with intentio nal purpose and provide valuable content people want to read. If you write fiction, you craft page-turners with crisp plots leading to a compelling climax.For nonfiction authors, your readers have a problem and they need you to solve it. Knowing your audience and writing for them is the best way to make your content valuable and in demand. You can master your craft by giving people what they desire most: entertainment, information, inspiration, or a book that promises to change their lives forever.Ask Yourself:Who am I writing for?Does my content provide a specific solution?Am I engaging my readers?Pro Author Trait #4: Delegate Business Work to Other ProfessionalsThere are so many tasks that a writer can do that have nothing to do with writing: editing, cover design, formatting, book promotions, and social media engagement. The list is endless. For pro authors, the crux of your daily activities should focused around product creation. This could be writing a book, blogging, or creati ng a course.But the fact is, time is limited. If you try to do it all, you’ll get burned out and start watching television to escape.As with any business, you need a tribe of people assigned to different parts of the business so that you have more time to do the work that only you can do: writing books. This means creating content readers love should be at the forefront of your business. Delegating everything else to freelancers will save you precious time and eliminate the stress of feeling like â€Å"I have to do it all.†Ask yourself:Is there anything I’m doing that falls outside of content creation?If so, could the extra work be done by someone else?Could I find someone on Upwork or Fiverr to take care of it, or do I need to look elsewhere?Identify where you can save yourself both time and stress by delegating the little stuff so you can spend more time doing what pro authors do bestwrite books!Pro Author Trait #5: Become a Habitual Note TakerBoth fiction and nonfiction writers craft their books around the ideas they have day and night. And we never know when or where these ideas are going to strike.Ideas are like rainbows; one minute they’re here and the next minutepoof, they’re gone! You need to be ready at all times to catch ideas as they come. If not, you’ll struggle to remember hours later what that â€Å"golden idea† was that passed through your mind.Get into the habit of carrying a small notebook with you. When you go to sleep, keep your notebook within reach for ideas that come in the night, or as you doze in the morning. You can install idea-capturing apps on your devices such as Evernote, Simplenote, and Apple Notes. Make your idea capturing system easily accessible at all times.Ask yourself:Am I prepared at all times for capturing ideas?How can I set up my system for note taking when I’m on the run? When I’m sleeping? When I’m at a party conversing with important people and sud denly get that idea I’ve been waiting for all year?Free Course: Discover my blueprint to gofrom blank page to bestseller in 90 daysIf you want to finish your book, you need a roadmap. That’s why I’m sharing some of the best strategies and tricks other bestselling authors paid thousands of dollars to get yours FREE.Here’s what you’ll get:The EXACT blueprint to FINALLY cross â€Å"write a book† off your bucket list in just 90 daysThe Bestselling Book Launch Blueprint behind dozens of bestsellersCase studies of bestselling authors who made $1,287, $5,500, even $12,424.03 from their first bookGet FREE behind-the-scenes access nowPro Author Trait #6: Read with Purposeful IntentWriters read! Yes, we love reading. It stimulates your imagination and paves the way for more ideas. You can read books in your genre or read something totally unrelated. When you’re not writing, set aside time to read your favorite book. If you are writing a serie s of books on sales, you could read books on that topic. It could give you more insight into your area of expertise.Reading just fifteen minutes before bed enhances sleep patterns, reduces cortisol levels, and improves cognitive functions. So don’t find the time to read; make a conscious choice to create that reading habit, even if it is only for a few minutes.Ask Yourself:How much time can I read a day?What book can I start reading now that would improve my business or contribute to personal development?Pro Author Trait #7: Retain Readers and Build a Loyal Fan BaseIf you notice, almost all professional authors got that way because they focused on a particular brand or niche. Then they built a strong following of raving fans in that niche. Readers become fans and fans become regular customers who buy your other books.The best way to create a loyal following is to write for your fans. Keep giving them more of what they crave by constantly creating content that offers value. Wh en you write, know who you are writing for and create content they need.By using an email marketing service such as MailChimp or AWeber, you can gather email addresses of your loyal fans and communicate with them regularly. Pro authors understand the absolute must of having an email list, and they build their author business entirely around it.Ask Yourself:Am I writing for a specific niche, or do I change topics often?What do my readers like about my work? If you aren’t sure yet, find out why people are reading your stuff.What email marketing service am I using to collect email addresses?Pro Author Trait #8: Recognize the Importance of RewritingEvery great author knows that the real writing isnt in the first draft- the real work towards greatness begins during the self-editing phase. The first draft offers a framework for the book and the rewrite is the guts of the machine; it’s here that all the sweating and crying pays off.Writing is 10% talent and 90% hard work. The pros spend about 20% of their efforts on the first draft and the rest goes towards rewriting, revising, pulling their hair out, and refining the manuscript until they get it to the point that it’s good enough to ship to the editor.Many authors, even the pros, can get bogged down in editing. This is especially true when the perfectionist monster is on your back. But real pros know that an unfinished book is an unpublished book, and nobody reads a book that isn’t published.In a very tiny nutshell, here’s how to be a writer:Be a pro.Revise your work.Let a professional editor polish it.Ship your product.Ask Yourself:Do I spend enough time on rewriting?Do I get bogged down in the editing phase and need to ship it to the editor?Pro Author Trait #9: Ship Product Consistently Despite Their FearsAs Seth Godin says:â€Å"Ship often. Ship lousy stuff, but ship. Ship constantly. Skip meetings. Often. Skip them with impunity. Ship†¦The paradox of our time is that the instincts that kept us safe in the day of the saber tooth tiger and General Motors are precisely the instincts that will turn us into road kill in a faster than fast internet-fueled era. The resistance is waiting. Fight it. Ship.†James Patterson published 15 titles last year. Indie author Patrick King publishes a book every 4-5 weeks.Pro authors are always putting out content and creating. But shipping raises fear in many people. Let’s face it, it’s scary to put stuff out there for everyone to judge and criticize. But if you want to become the professional you know you can be, you have to ship your product as often as you can.Ask Yourself:Am I stuck because I’m afraid of shipping my book?How can I get over the fear of putting my content out there?Pro Author Trait #10: Become a Master of RejectionIf there is any one trait that a professional writer has it is this: the ability to keep pushing forward despite the critics, naysayers, and abundant forms of reje ction. You’ve no doubt heard the stories of power authors like Rowling and Grisham, King and Margaret Mitchell. Getting rejected or having your draft torn apart by critics and reviewers can crush your confidence, but only if you let it.The one trait that turns an average person into extraordinary is the ability of taking rejection and crushing through the barrier of being told â€Å"No.† The authors who make it develop grit. In psychology, grit  is based on your passion for a particular long-term goal, alongside motivation to achieve your objective. In other words, you get what you want when you want it badly enough.Ask Yourself:How badly do I want to write this book?Am I passionate about the story or content I am crafting?How Bad Do You Want It?Success as an author rarely happens by accident. It’s a combination of strategic planning, your mental attitude, and perseverance. Whether you are struggling to write your first book, or you already have a thriving bus iness based on writing, by sticking to the 10 traits of successful authors, you can take your writing career to an all new level.Now you know how to be a writer. But are you going to do it? Imagine where you could be in six months from now once you implement these traits and make it happen.

Mattels's Chines Sourcing Crisis of 2007 Assignment

Mattels's Chines Sourcing Crisis of 2007 - Assignment Example 3.Many international trade and development experts argue that China is just now discovering the difference between being a major economic player in global business and its previous peripheral role as a low-cost manufacturing site on the periphery of the world economy. What do you think? 14 1. Mattel’s global sourcing in China, like all other toy manufacturers, was based on both low-costs manufacturing, low-cost labor, and a growing critical mass of factories competitively vying for contract manufacturing business. Do you think the product recalls and product quality problems are separate from or part of pursuing a low-cost country strategy? Mattel was founded in the year 1945 by Ruth Handler, Elliot Handler and Harold Matson (Mattel, 2001). Mattel, a toy company from the United States, has been preserving a business relationship with China since 1959. Despite having a long-term trade relationship with China, Mattel had to face numerous ethical problems regarding its production process. Likewise any other multinational company, Mattel’s functions in the Chinese manufacturing sector was majorly focused on the low-cost production process with the virtues of low-cost labourers. Moreover, with the effect of modernisation and globalisation, the Chinese industry was also flourishing with growing numbers of small factories which were solely focused on operating as third-party manufacturers for global brands and thus earn a large amount of foreign currencies. This further motivated Mattel to shift its production process in the Chinese manufacturing sector with the intention of minimising its responsibilities towards quan tity production and thus attaining a larger market share along with increased sales (Dietz & Gillespie, 2012). With its production functions transferred to the low-cost market of China, Mattel was able to earn various advantages in terms of low-cost labourers as well as low-cost raw materials. However, the shift of Mattel’s production functions

Time Management Essay Example | Topics and Well Written Essays - 1000 words - 1

Time Management - Essay Example There are some general rules for pacing that are very valuable, but there are also necessary modifications to be made when there is a diverse group of students with varying levels of need. 1. Develop Awareness of Your Own Teaching Tempo: "We can learn to generate interest and enthusiasm by adjusting effectively or create a calming effete by adjusting our own personal pace in the classroom" (Jones & Jones, 2004, p288). These authors suggest videotaping or recording yourself during class to monitor your own behavior and then later replay it and evaluate your actions. While this is one excellent tool, quite often teachers can be too hard on themselves or not hard enough depending on their own ego structure and make incorrect decisions based on highly personal rather than objective criteria. It is recommended that the teacher pick a peer that they trust and respect to evaluate the tape to ensure a more well rounded set of inputs. Once the teacher has established the correct pace for the classroom they will be much more comfortable in class and able to quickly recognize those times when they may have to speed up or slow down that pace, appropriate to the needs of the students and the material being covered. 2. Watch for Non-Verbal Cues: During the course of a lesson if the class becomes too quite or too boisterous that may be a clue that the students are becoming bored. If there are glazed eyes all around or if students are fidgeting in their seats and tapping pencils; rather than remonstrate them for this undesirable behavior it is wise to take the time to listen to yourself, stop and break the pace that has caused this. "Wake people up by giving them a 2 minute test on last weeks vocabulary" (TEFL, 2007), this helps to enliven the group, perhaps agitate them a bit and cause them to pay more attention during the lesson

Proposal for my project Thesis Example | Topics and Well Written Essays - 500 words

For my project - Thesis Proposal Example Therefore, there is need to understand the implications of social media in marketing in order to make the right interventions that will result to a return on investment. There has been exponential growth in the use of social media by people of all ages. However, some age groups are more active in social media than others are. This has created a huge online traffic that can easily be targeted by businesses in need of selling their brands (Chou et al., 2009). While interpersonal communication has been tremendous through the social media, there is also a big opportunity for businesses to develop strategies that target different groups of people in order to market their products and services. Being a side activity by the social networks, social media marketing is relatively cheaper compared to other advertising strategies. Marketing through the social media serves as a better method of communicating to the customers since it happens at their own convenience. Social media has been applauded for its capability for brand positioning, hence attracting the potential customers. According to the social media marketing report of 2013, marketers have recognized exposure and increased traffic as top two benefits (Stelzner, 2013). There are a myriad of challenges that are encountered by marketers in an attempt to reach the market through the social media. Firstly, the followers in a social media platform are not necessarily customers, therefore there is need to convert them into customers. Another issue that comes up is the creation of online content that is capable of attracting the attention of the potential customers. The diversity in the social networks also presents difficulties in reaching to the customers. A marketer would like to use all the available networks so as to reach as many people as possible. However, this is cumbersome and tedious. A number of things can be done through

Strategic Workforce Planning and Employment Decisions

Strategic Workforce Planning and Employment Decisions Strategic Workforce Planning involves analyzing and forecasting the talent that companies need to execute their business strategy, proactively rather than reactively, it is a critical strategic activity, enabling the organization to identify, develop and sustain the workforce skills it needs to successfully accomplish its strategic intent whilst balancing career and lifestyle goals of its employees. Strategic Workforce Planning is a relatively new management process that is being used increasingly to help control labour costs, assess talent needs, make informed business decisions, and assess talent market risks as part of overall enterprise risk management. Strategic workforce planning is aimed at helping companies make sure they have the right people in the right place at the right time and at the right price Through Strategic Workforce Planning organizations gain insight into what people the organization will need, and what people will be available to meet those needs. In creating this understanding of the gaps between an organizations demand and the available workforce supply, organizations will be able to create and target programmes, approaches and develop strategies to close the gaps. Steps in Workforce Planning 1. Environment Scan ENVIRONMENT ÂÂ  SCANNING ÂÂ  is a form of business intelligence. In the context of Workforce Planning it is used to identify the set of facts or circumstances that surround a workforce situation or event. 2. Current Workforce Profile Current State is a profile of the demand and supply factors both internally and externally of the workforce the organization has today. 3. Future Workforce View View is determining the organizations needs considering the emerging trends and issues identified during the Environment Scanning. Future View is often where the different approaches identified above are applied: Quantitative futuring: understanding the future you are currently tracking to by forecasting; Qualitative futuring: scenario planning potential alternative futures in terms of capabilities and demographics to deliver the business strategy. 4. Analysis and Targeted Future Qualitative and quantitative futuring creates the content for an organizational unit to analyse and identify critical elements. As the critical elements are identified the Targeted Future begins to take form. The targeted future is the future that the organization is going to target as being the best fit in terms of business strategy and is achievable given the surrounding factors (internal/external, supply/demand). 5. Closing the Gaps Closing the gaps is about the people management (human resources) programs and practices that deliver the workforce needed for today and tomorrow. The process is about determining appropriate actions to close the gaps and therefore deliver the targeted future. There are 8 key areas that Closing the Gaps needs to focus on Resourcing, Learning and Development, Remuneration, Industrial Relations, Recruitment, Retention, Knowledge Management, Job design. Strategy Development Develop strategies for workforce transition. Basic Information to Include in the Workforce Plan: List specific goals to address workforce competency gaps or surpluses (may include the following): Changes in organizational structure Succession planning Retention programs Recruitment plans Career development programs Leadership development Organizational training and employee development Understand how the legal and organisational frameworks for employment of staff Evaluate the current legal requirements influencing a HR plan Describe a process for recruitment and selection of new staff (external candidates) that complies with current legislation and organisational requirements Ans2 Human resources are the participants as also the beneficiaries of economic development process. In that, human resources figure on the demand as well as the supply side of production of goods and services in the economy. On the demand side, goods and services produced are used by the human beings to alleviate poverty, improve health, generate better living conditions, enhance general educational levels and provide better facilities for training. Utilisation of goods and services thus leads to an improvement of quality of human resources. On the supply side, human resources and capital form essential ingredients of production systems which transform natural and physical resources into goods and services. Complementarily between human resources and capital is so close that optimal increases in output and hence optimal economic growth is not possible through increases in one of them either human resources or capital at the cost of the other. ÂÂ  Some growth of course can be had from the increase in more conventional capital even though the labour that is available is lacking both in skill and knowledge. But the rate of growth will be seriously limited. It simply is not possible to have the fruits of modern agriculture and the abundance of modern industry without making large investments in human beings. There is an optimal ratio of human resources to capital which has to be maintained to reach the attainable rate of economic growth. Given the endowment of capital and other material resources, human resources could accelerate the production process and hence economic growth. At the same time, unprecedented growth in human resources, disproportionate to the pattern of accumulation of capital and other material resources could hinder development. Rate of growth in human resources, in turn, is determined by the two dimensions of human resources: Quantity and Quality. Quantity of human resources is determined by variables such as: population policy, population structure, migration, and labour force participation. Quality of human resources, on the other hand, is influenced by the status of variables like: education and training health and nutrition, and equality of opportunity. In this Unit we will take into account the two dimensions of human resources: Quantity and Quality in context of HRP in general and also in tourism. 1. QUANTITATIVE DIMENSIONS OF HUMAN RESOURCE PLANNING Human resources viewed as the productive power of human beings constitute only one of the two parts of population of any economy. The other being the human beings without any productive power. Population Population of a country, in a generic sense, is taken as constituting the totality of all human beings of the country. The concept of population, viewed in this manner, appears to be very simple. However, in reality, the definitions used vary not only from country to country but even within a country depending on the purpose of enquiry. Broadly, the definitions of population used may be categorised into de facto and de jure. A de facto (or present-in-area) concept involves complete count of all persons residents and non-residents alike physically present in the country at the time of enumeration. A de jure concept necessitates complete count of all persons considered to be normal residents of the country, irrespective of where each person is located, at the time of the census. Strict conformity to either of these concepts is not possible because of difficulties in enumeration like: nationals living abroad, nomadic population, inhabitants in extremely remote areas, and population in disturbed areas. Added to this, are the administrative difficulties logistic, financial and human of recording everyone at the same time. There is thus a degree of inaccuracy in the census of population of any country. The greater the number to be counted and/or the larger the area to be covered the larger is the degree of inaccuracy. Human resources being an integral part of population, growth of human resources is naturally dependent on the growth of population. Population growth, in turn, is determined by three factors: Population policies, population structure and migration. a) Population Policies In terms of State intervention in population planning, it is useful to distinguish between population influencing policies and population responsive policies. The former are anticipatory in nature and operate through the demographic sub-system by influencing factors primarily responsible for population growth such as fertility, marriage and mortality. The latter are essentially reactive in character which are often implemented through the socio-economic sub-system to accommodate or adjust to observed demographic trends with the help of programmes like health, nutrition, education, housing, transport network expansion and employment promotion. In an over-populated economy, sufficiently robust population influencing policies along with appropriate population responsive policies (complementary in nature) might be the optimal population policy framework. In any case, understanding the structure and pattern of growth of population is essential for evolving an appropriate combination of population influencing and population responsive policies towards achieving an optimal population policy framework. b) Population Structure Population is a dynamic concept. Consequently, structure or composition of population at any point of time reveals two things: First, it is the result of interaction in the past among factors causing population growth. Second, it reveals the potential for future growth in population. In so far as population growth is concerned, there are two aspects of population composition which are most important: Sex composition and age composition: i) Sex Composition The principal measure of sex composition is the sex ratio defined as the number males per 100 females. In other words: Number of males in the population Sex ratio = ÃÆ'- 100 Number of females in the population One hundred is the point of balance between males and females. A sex rate above 100 denotes an excess of males. Likewise, a sex ratio below 100 indicates an excess of females. In general sex ratios tend to range between 95 to 102. Heavy war losses, heavy migration and local social considerations such as female infanticide may upset the sex ratio. In any case a sex ratio outside the range of 90 to105 is to be viewed with suspicion. Starting point for all population projections is the projection of female population on whom crucially the number of births will depend. Higher the female population, higher will be the number of births and hence the higher will be the population growth. Sex composition thus indicates the potential future growth in population. ii) Age Composition Age composition is the distribution of population by age groups usually five year age groups. Age composition at any given point of time is the result of past trends in fertility and mortality and is also the basis for establishing future trends. In the computation rate of growth of population, future births are usually computed by applying five year age specific fertility rates to the women of child bearing age (10 to 49 years) at the midpoint of each five-years time interval. Data on age composition is also useful in the computation and analysis of labour supply. Economically active age-group is considered to be 15 to 65 years. Population in the age group crucially determines the extent and composition of labour force. c) Migration Age and sex composition are indicative of only the natural growth in population. Another factor which causes changes in population is the net migration. If the net migration is positive, the population grows at a rate faster than that indicated by natural growth. On the contrary, if the net migration is negative it causes decline in the rate of growth indicated by the natural growth. Movements from and to other regions within the country are termed as out-migration and in-migration, respectively, and these movements together are known as internal migration. Data on internal migration are useful, when it is intended to analyse population changes at provincial level or some other administrative level. Internal migration is a function of the inter-regional and inter-sectoral rates of growth and wage differentials. Movement across national boundaries causes changes in the population at the national level. The effect of international migration on the national population is measured by the rate of net-migration defined as: Total immigrants Total emigrants Rate of net migration = ÃÆ'- 1000 Mid-year population Rate of population increase at any point of time equals the rate of natural increase plus the rate of net migration. Labour Force Participation Population change as such do not cause changes in human resources. Rather it is the change in the economically active component of population which affects growth in the human resources. In terms of economic activity classification, population may be divided into workers and non-workers. Worker is defined as a person whose main activity is participation in economically productive work by his or her mental or physical presence. Work involves not only actual work but also effective supervision and direction. Workers thus defined, others in the population are considered as non-workers. For the purpose of elaboration non-workers may be categorised as: full-time students, persons engaged in household duties, infants and dependents doing no work, retired persons and renters living on rent on an agricultural or non-agricultural royalty, beggars, vagrants and others with unspecified sources of income, inmates of penal, charitable and metal institutions, unemployed but available for work, and others. Labour force or economically active population is that segment of the population whose function is to produce goods and services demanded by the whole population. Usually, those aged 15-64 years are considered to be in the productive age-group. However, not everyone in the productive age-group is effectively in the labour force. According to the accepted definition, labour force comprises all persons of either sex who furnish the supply of labour available for the production of economic goods and services including: employers, employees, self-employed persons, and those engaged in family enterprises without pay. In other words, labour-force may be defined as comprising workers and non-workers in the productive age-group who are unemployed but available for work. Labour-force participation rate is then defined as Labour force Labour force participation rate = ÃÆ'- 100 Total population Tourism In the case of international or domestic tourism it is not just the labour force that participates in the production of goods and services but the entire host population of the destination has a role to play. This is because besides the economic activity, attitudes of the host population matter a lot in creating an environment which is tourist and tourism friendly. There are destinations where the population plays host to tourists numbering four times more than its own numbers and each and every member of the population has some role in this regard a friendly smile too has a role. Many countries and destinations have earned a brand image in hospitality. Hence, human resource planners lay stress on creating tourism awareness including dos and donts vis-Ã  -vis tourists for the entire host population. Moreover, there are destinations where, quantitatively speaking, the whole population is involved in tourism both, directly as well as through indirect employment. But beyond a point, i t is the qualitative dimension that matters and converting quantity into quality is the real challenge in HRD. While the quantitative dimensions assist in the analysis of human resources in terms of numbers, qualitative dimensions facilitate assessment and analysis of the productive power in human resources. For example, four hundred drivers may be available to a tourist transport operator but he may find only 20 out of these which meet the quality standards in relation to driving skills required for handling tourist coaches. i) Education and Training Education and training are the most dominant dimensions affecting quality of human resources in terms of knowledge and skills. Education and training serve both individual and social ends. To an individual, it has both vocational and cultural significance in achieving economic emancipation and social up gradation. To the society, education and training are means which make possible to take advantage of technological changes as well as furthering technological progress. Depending on the methods of imparting knowledge and skills, education and training may be classified into two types: Formal and Informal. Formal education and training, which is imparted through schools and colleges, emphasises transfer of knowledge. Informal education and training such as on-the-job training and hereditary training lays stress on transfer of skills, i.e., practical application of knowledge. Education and training as a means of human resources planning involve critical choices, as no country can have all education and training. Rather, it is essential to identify priorities in education and training, emphasise programmes which have high priority and tone down or even discard programmes with a low priority. As far as development of education and training is concerned there are six choice areas which are critical: Choice between levels of education such as primary, secondary and higher education. Choice between quality and quantity in education and training. Choice between science and technology on the one hand, and humanities and liberal arts on the other hand. Choice between market forces and incentives to attract people into some occupations. Choice between the aspirations of individuals and needs of the society. ii) Health and Nutrition Health and nutrition status constitutes one of the most important indicators of quality of human resource, as they contribute significantly to building and maintaining a productive human resource as well as improving average expectation of life and quality of life. There are three determinants of health status: Purchasing power of people. Public sanitation, climate and availability of medical facilities. Peoples knowledge and understanding of health hygiene and nutrition. Education, health and nutrition are inter-linked and they complement each other in the process of human resources development. iii) Equality of Opportunity Investments in human resources development do not always ensure proportionate development of all sections of population. In the absence of deliberate policy intervention, there are bound to be discriminations. We can say that there are three distinct forms of discriminations which are relevant to developing nations: Social discrimination may take either the form of sex discrimination or discrimination among different social groups or both. For example, a few years back the air hostesses of a particular airlines petitioned in the court because their retirement age was earlier than of their male counterparts. The court upheld their petition and now the retirement age of both male and female air hostesses is same. Economic discrimination takes place largely among groups of population belonging to different economic strata classified in terms of either income generating assets. Regional discrimination can be in the form of either discrimination between rural and urban population or discrimination among population belonging to different regions. These three forms of discriminations individually and/or jointly lead to inequality of opportunities of varying degree among different sections of population. Discrimination of any form causes differential access to education and training, and health and nutrition. This in turn leads to differences in quality and productivity of human resources belonging to different segments of the population with the privileged benefiting the most and under privileged being deprived of their due share in the development process. Opportunity costs of discrimination are very high, as it leads to many social and economic evils apart from retarding the pace of economic development. It has been demonstrated that the national output can be further expanded by improving the average level of productivity of each individual through appropriate social and economic policies directed towards equality to opportunity in the fields of education and health. Tourism has long been recognised as a tool for economic growth and development. However, it can be beneficial to the host economies when it creates jobs for the locals. Here qualitative dimensions of HRD become an important factor for education and training of local population as per the requirements of responsible tourism development. The dimensions, attributes and distribution of population the product of whose labour adds to national wealth constitute human resources. They are thus, the participants and beneficiaries of economic development. The demographic profile, migration and mobility and participation patterns in economic activity determine the quantitative aspects of actual and potential human resources. Investments in education and training, health and nutrition, and social welfare and quality promote quality of human resources through enhanced labour productivity. While quantitative and qualitative dimensions only regulate supply of human resources, the other aspect of human resources planning namely the demand for human resources crucially depends on the functioning and flexibility of labour markets. Labour market analysis is a principal instrument of human resources planning, as it helps identify skill shortages and also enables a diagnosis of market failure to match labour supply with demand. To facilitate labour market analysis, there is a need for a comprehensive and regularly updated labour market information system. 1) The variables for determining the quantitative and qualitative dimension of human resource planning are: Quantitative Population policy, Population structure, Migration, and Labour force participation. Qualitative Education and training, Health and nutrition, and Equality of opportunity Understand the effect of the organisation environment on staff Discuss Assess work life balance issues and the changing patter of work practices Importance of HR PLANNING in ÂÂ  organizations. Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience aptitude . Need for Replacement of Personnel ÂÂ  Replacing old, retired or disabled personnel. Meet manpower shortages due to labour turnover Meet needs of expansion / downsizing programmes Cater to Future Personnel Needs Nature of present workforce in relation with Changing Environment helps to cope with changes in competitive forces, markets, technology, products and government regulations. Shift in demand from ERP to internet programming has increased internet programmers i) quantify job for producing product / service ii) quantify people positions required ii) determine future staff-mix iii) assess staffing levels to avoid unnecessary costs iv) reduce delays in procuring staff v) prevent shortage / excess of staff vi) comply with legal requirements In organisational development, succession planning is the process of identifying and preparing suitable employees, through mentoring, training and job rotation, to replace key personnel within an organisation if they leave. All employers need to consider the issue of succession planning to ensure that no part of the business is at risk should a particular member of staff leave the organisation. With good succession planning, employees are ready for new leadership roles as the need arises. Moreover, when someone leaves, a current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce, allowing decision makers to look at the future make-up of the organisation as a whole. Develop a succession plan for internal replacements, and if you will need to hire, think about the type of person or skills you will need so that if the situation arises you have already done some of the groundwork. In your succession plan you may wish to consider: staff interchange where employees swap jobs within the organisation in order to have experience in multiple positions; formal or informal mentoring ÂÂ  arrangements; coaching of staff; identification of suitable professional development activities for high-performing staff; making agreements to introduce flexible working arrangements; creating forward-thinking internal promotion policies; supporting staff to take increased responsibility; the allocation of higher-grade duties or assignments. Understand the grievance, discipline and dismissal process Identify the process to be followed in a grievance situation Describe the stages of a discipline issue that results in dismissal Explain the role of ACAS, Employment tribunals and other external agencies that could be involved in grievance, discipline and dismissal processes Process Steps There are four main grievance process steps: discovery, conciliation, internal review and arbitration. A summary of what happens at each of these step appears below. Click on a link here, or at the bottom of the page, to see a full discussion of what happens at that step in the grievance process. Discovery The date when the grieving faculty member (grievant) discovered, or reasonably could have discovered, the circumstances leading to the grievance. Conciliation The informal, confidential effort to resolve the grievance between the faculty member and the Board at the lowest possible administrative level before a formal grievance can be filed. This effort is normally assisted by a FA-appointed campus conciliator. Internal Review Hearing An informal meeting scheduled by the college president, or the presidents designee. The president listens to the grievant, the responding administrator and their representatives as they address the allegations contained in a timely Notice of Grievance that has been filed with the District. The president writes an Internal Review Hearing decision regarding the Notice of Grievance allegations. Arbitration Hearing A formal hearing before an arbitrator chosen from a list of seven possible candidates supplied by the State Conciliation Service. Legal counsel represents both parties and all testimony by witnesses is under oath. After reviewing evidence, testimony and argument briefs from both parties, the arbitrator renders a written decision that is binding on both parties. Disciplinary and grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employers or employees perspective. They are necessary to ensure that everybody is treated in the same way in similar circumstances, to ensure issues are dealt with fairly and reasonably, and that employers are compliant with current legislation and follow the Acas Code of Practice for handling disciplinary and grievance issues. Disciplinary procedures are needed: So employees know what is expected of them in terms of standards of performance or conduct (and the likely consequences of continued failure to meet these standards). To identify obstacles to individuals achieving the required standards (for example training needs, lack of clarity of job requirements, additional support needed) and take appropriate action. As an opportunity to agree suitable goals and timescales for improvement in an individuals performance or conduct. To try to resolve matters without recourse to an employment tribunal. As a point of reference for an employment tribunal should someone make a complaint about the way they have been dismissed. Grievance procedures are needed: To provide individuals with a course of action should they have a complaint (which they are unable to resolve through regular communication with their line manager). To provide points of contact and timescales to resolve issues of concern. To try to resolve matters without recourse to an employment tribunal. The legal position The statutory procedures for handling discipline and grievance issues introduced in October 2004 were widely criticised andÂÂ  were repealed in their entirety with effect from 6 April 2009. (Those in Northern Ireland should note that the Employment Act 2008, which repealed th statutory procedures, is not applicable there the Department for Employment and Learning has published detailed guidance From 6 April 2009 the important provisions governing discipline and grievances at work are to be found in: The Employment Act 2008 The Employment Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations 2008. Numerous other pieces of legislation cross refer to discipline and grievance issues. Some important examples include the: The Employment Rights Act 1996 as amended The Employment Rights Dispute Resolution Act 1998 The Employment Relations Act 1999 The Employment Rights Act 2004. Employers own disciplinary, grievance and dismissal procedures and the Acas Code of PracticeÂÂ  are essential to ensure that good dispute handling behaviour is adopted. The role of the Acas Code of Practice The Acas Code of Practice Disciplinary and Grievance Procedures was revised to reflect the removal of the statutory procedures andÂÂ  a new version1 came into force on 6 April 2009. CIPD endorses the Code. Following it is crucially important for employers: an employment tribunal will consider whether the employer has followed the Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. In situations where the trigger event occurs on or after 6 April 2009, an employment tribunal will considerÂÂ  whether the employer has followed the Acas Code and, if they have not, then the tribunal may adjust any awards made by up to 25% for unreasonable failure to comply. CIPD members can find out more on the content of the Code, the legal aspects of this topic and likely future developments from our FAQ on Discipline and grievances procedures in the Employment Law at Work area of our websi

Sir Gawain and the Green Knight †The Believable Character of Sir Gawain :: Sir Gawain Green Knight Essays

Sir Gawain and the Green Knight – The Believable Character of Sir Gawain  Ã‚   One of the most important components of any literary work is the central character. To make literature truly great is to have a character whose personality is believable. When the character is believable, the reader is more likely to relate to the character and be drawn into the work. There are three basic ways a character's personality can be revealed to a reader: what the character thinks about him or herself, how others think and feel about the character, and the character's actions help define his or her personality. When these three methods are in sync, then the character becomes a real person. However it is very easy for a writer to make the character become too perfect and the illusion of reality is lost. The way an author can work around this is to allow certain aspects to become out of sync, such as a flaw in personality which can only be brought to light when the character is pushed to his limits. This is how the personality of Sir Gawain, the central character of Sir Gawai n and the Green Knight, is depicted. Sir Gawain and the Green Knight is a great medieval poem written by an unknown author who is believed to be a contemporary of Chaucer. The poem takes place in Arthurian England. Sir Gawain begins his rise to greatness when he takes a challenge given by an ominous figure known as the Green Knight. Throughout the poem, Gawain is tested and is found to be truthful until he is tested in the gift-giving game in which his flaw is revealed to the reader. The events in the poem make the character of Sir Gawain very believable and is part of the reason why Sir Gawain and the Green Knight is one of the greatest literary works of Middle English. In the first segment of the poem, we are introduced to Sir Gawain and the Green Knight. It is Christmas time in King Arthur's court when the Green Knight enters the dining hall. He is very large and completely green. He challenges the court to a beheading game in which one of the knights must cut off the Green Knight's head and then in 12 months and a day find the Green Knight and allow the Green Knight to chop his head off.

My Dog, Romeo

My dog, Romeo My dog, Romeo, is the best pet anyone could have. He is beautiful and easy to care for. Playing with him is lots of fun. He always takes care of me. There isn't a better pet anywhere. Romeo is a beautiful tricolor Sheltie. He is mostly black with white and a bit of brown. Caring for him is easy because I simply have to make sure he has fresh water and food every day. I exercise him by throwing his toys. Romeo is a good pet because he is nice looking and doesn't require much care. Romeo is lots of fun to play with. He loves to play catch. He follows me around the house with a toy and drops it on my foot so I will kick it. He can catch just about anything, but his favorite is chasing a Frisbee. I really have fun playing with Romeo. Romeo takes care of me. He always follows me when I leave a room. When I am sitting on the couch he plops down right beside me. When we are outside in the woods he always makes sure that I keep up with the rest of the family. He always watches out for me. As you can see, Romeo is a great pet. I am proud of him and he doesn't require much care. Playing with him is always enjoyable. He watches over me and keeps me safe. Romeo is absolutely the best pet anyone could even have!

Free Essays on Emmeline Pankhurst

Emmeline Pankhurst was the voice for women fighting for women’s suffrage in the 1900’s. Not only did she fight for the right for women to vote but for women’s equality in general. Growing up in a male dominated society, Emmeline Pankhurst thought and considered her surroundings and immediately recognized flaws in the society that she was living in. It was quiet clear at that time that most men considered themselves superior to women, but most women at that time accepted and did not argue with that view. In the 1900’s, women were viewed as irrational, less intelligent compared to men, and incapable in making reasonable decisions . Therefore, with the aide of her daughters Sylvia and Christable, she established the Women’s Social and Political Union in 1903. During the Women’s suffrage Movement in Britain, the Pankhurst women repeatedly went to prison for the militant stratagies used from the â€Å"suffragettes†. At the age 54 in 1912, E mmeline Pankhurst went to jail 12 times in the same year. Suffragist were also battered in demonstrations, on hunger strikes, and brutally force-fed in prison . In 1905, the W.S.P.U. started to use more militant tactics in their demonstrations. Emmeline Pankhurst’s task was to show the British government that women’s demands couldn’t be overlooked. She proceeded by trying to spoil businesses, damage valuable property, and to demoralize the world of society by making English law a failure. Her reasons for using militant tactics was because violence and rioting receives more attention because it is threatening and feared as she implied in her speech to the United States in 1913. In her speech she explained that â€Å"We are driven to this. We are determined to go on with this agitation. It is our duty to make this world a better place for women.† She also reasoned that women did not get their was because they were constitutional and law-abiding . Her thoug ht was that people valued property s... Free Essays on Emmeline Pankhurst Free Essays on Emmeline Pankhurst Emmeline Pankhurst was the voice for women fighting for women’s suffrage in the 1900’s. Not only did she fight for the right for women to vote but for women’s equality in general. Growing up in a male dominated society, Emmeline Pankhurst thought and considered her surroundings and immediately recognized flaws in the society that she was living in. It was quiet clear at that time that most men considered themselves superior to women, but most women at that time accepted and did not argue with that view. In the 1900’s, women were viewed as irrational, less intelligent compared to men, and incapable in making reasonable decisions . Therefore, with the aide of her daughters Sylvia and Christable, she established the Women’s Social and Political Union in 1903. During the Women’s suffrage Movement in Britain, the Pankhurst women repeatedly went to prison for the militant stratagies used from the â€Å"suffragettes†. At the age 54 in 1912, E mmeline Pankhurst went to jail 12 times in the same year. Suffragist were also battered in demonstrations, on hunger strikes, and brutally force-fed in prison . In 1905, the W.S.P.U. started to use more militant tactics in their demonstrations. Emmeline Pankhurst’s task was to show the British government that women’s demands couldn’t be overlooked. She proceeded by trying to spoil businesses, damage valuable property, and to demoralize the world of society by making English law a failure. Her reasons for using militant tactics was because violence and rioting receives more attention because it is threatening and feared as she implied in her speech to the United States in 1913. In her speech she explained that â€Å"We are driven to this. We are determined to go on with this agitation. It is our duty to make this world a better place for women.† She also reasoned that women did not get their was because they were constitutional and law-abiding . Her thoug ht was that people valued property s...

How to Use the French Expression Nest-ce Pas

How to Use the French Expression Nest-ce Pas The French expression  nest-ce  pas (pronounced nes-pah) is what grammarians call a tag question. Its a word or short phrase that is tagged on to the end of a statemen, to turn it into a yes-or-no question. It is a  question  added to a  declarative sentence to engage, verify, or confirm. Question tags use the auxiliary verb in the opposite form of the sentence itself. If a sentence is negative, the question tag takes the positive form of the auxiliary verb and vice versa. Most of the time, nest-ce  pas is used in conversation when the speaker, who already expects a certain response, asks a question mainly as a rhetorical device. Literally translated,  nest-ce pas  means is it not, though most speakers understand it to mean isnt it? or arent you? In English, tag questions often consist of the specific verb from the statement combined with not. In French, the verb is irrelevant; the tag question is just nest-ce pas. English tag questions right? and no? are similar in usage to nest-ce pas, though not in register. They are informal, whereas nest-ce pas  is formal. The informal French tag question equivalent is non?   Heres a quick review of principle tenses, the auxiliary form they take, and an example of a positive and a negative question tag for each tense. Examples and Usage Vous à ªtes prà ªt, nest-ce pas? –  Youre ready, arent you?Elle est belle, nest-ce pas? –  Shes beautiful, isnt she?Nous devons partir bientà ´t, nest-ce pas? –  We have to leave soon, dont we?Il a fait ses devoirs, nest-ce pas? –  He did his homework, didnt he?Ils peuvent nous accompagner, nest-ce pas? –  They can come with us, cant they? More French Resources Expressions with à ªtreExpressions with pasMost common French phrasesQuestions in French