Essay on Anselm and Aquinas on the Existence of God

Does God exist? That question has been asked by people for centuries. Christians, Jews, and Muslims would all say that God exists. They would claim that He is the creator of all things and is of a higher being than man is. Others would claim either that God does not exist or that God is not what the Christians, Jews, and Muslims say He is. Both Anselm and Aquinas address this question: Anselm in his Proslogion and Aquinas in his Summa Theologica. The opinions of Anselm and Aquinas as to the nature of God are the same, although Anselm lacks the proof to back up his claims. In the Proslogion, Anselm states that God is something greater that which we can conceive of nothing. This very confusing statement, which is likely†¦show more content†¦I know this because there are many things that people believed on faith long before it was ever proven of even suggested scientifically. One example is the fall of the walls around the city of Jericho. The bible tells us that the hand of God pushed them down. While it is unlikely that it will ever be proven that it was actually the hand of God that did this, recent archeological evidence tells us that something pushed down the walls of Jericho. People believed that this happened centuries before this evidence surfaced. So I say that the notion that matters of faith cannot be demonstrated is absurd. The second argument is for the notion that the existence of God can be demonstrated. It states that everything has a cause. He claims that by using the theory of cause and effect we can demonstrate the existence of God. If we say that every effect has a cause, we can go further and further to infinity. But because of our own logic, we know that this is not true. We know that it must end somewhere. That somewhere is a first cause, and that cause is God. This is very similar to the idea of the unmoved mover. He goes on to say that through the effects, we can demonstrate that God does exist, but we cannot know what God is like. Next comes the bigShow MoreRelatedAn Examination Into The Respective Proofs Of St. Aquinas1288 Words   |  6 Pagesof St. Anselm and St. Aquinas During the Medieval Period, philosophers shifted their focus primarily to proving the existence of God, as well as other religious tenets. Two Saints of the Catholic Church, St. Anselm and St. Thomas Aquinas, developed their own respective proofs for the existence of God. These proofs have gained fame over the subsequent centuries and still face debate and comparison today. Although both St. Anselm and St. Thomas Aquinas offer proofs for the existence of God, the proofsRead MoreEssay On Anselm And Aquinas1413 Words   |  6 PagesAnselm and Aquinas on the Existence and Nature of God The great philosophers Anselm and Aquinas both endeavored to convince their peers through philosophical argument that the existence of God was irrefutable. In the process they made claims regarding the nature of God, concerning issues such as His character and being. Despite seeking to discover the same truth about God, Anselm and Aquinas approached the issue at hand in strikingly dissimilar ways. Anselm’s primary argument for God’s existenceRead MoreThe s Ontological Proof For The Existence Of God Essay1134 Words   |  5 Pages1077-1078, St. Anselm of Canterbury, introduced the first formulation of his ontological proof for the existence of God. In an effort to gain a deeper knowledge and acquaintance with his creator, Anselm set out to logically deduce God’s existence from the very definition of God. In the Proslogion he writes, â€Å"God is that which a greater cannot be thought. Whoever understands this properly, understands that this being exists in such a way that he cannot, even in thought, fail to exist† (Anselm, 101). AnselmRead MoreSt. Thomas Aquinas On The Existence Of God1338 Words   |  6 Pagesphilosophers shifted their focus primarily to proving the existence of God, as well as other religious tenets they held. Two Saints of the Catholic Church, St. Anselm and St. Thomas Aquinas, developed their own respective proofs for the existence of God. These proofs have gained fame over the subsequent centuries and still face debate and comparison today. Although both St. Anselm and St. Thomas Aquinas both offer proofs for the existence of God, the proofs differ drastically due to the distinct argumentativeRead MoreAnselm and Aquinas Argument Regarding God1678 Words   |  7 PagesAnselm and Aquinas Argument Regarding God The article I am writing is about Anselm and Aquinas views on God’s existence and the different arguments trying to find out the same thing, does god exist? And if so what is he? The following will be a comparison about Anselm and Aquinas views on god. I mostly agree with Anselm on the topic of that if god were to exist that he would have to be greater than anything conceived. Although I think Aquinas argument that if everything has the possibilityRead MoreAnshelm ¬Ã‚ ¥s Proof of God ¬Ã‚ ¥s Existence1466 Words   |  6 PagesThe question about the existence of God or, more generally speaking, of a supernatural entity that steers the course of the world, is probably as old as humanity itself. Many great philosophers were concerned with this basic and yet so important question which remains to be a controversial issue to this day! In the following I will commit myself to the above-mentioned question by firstly reconstructing Anselm ´s proof of God ´s existence and secondly considering his position in the light of the critiqueRead MoreAnselm And Aquinas On How God Exists1277 Words   |  6 Pageswith, while reading Anselm and Aquinas’ views on how God exists, these important philosophers spent much of their time looking and searching for the idea that God actually exists. Therefore, of course there would be some mishaps along the way and people would try to argue against their idea of God’s existence. In this paper will be explained the proof of God and of course some objections against them that will make you wonder. With Anselm s ontological argument and Aquinas’ ways, we can use thatRead MoreBombardier Aerospace: An Overview1590 Words   |  6 PagesWhich argument for the existence of God is strongest? Why? An age-old debate that has existed in religious studies concerns which argument for the existence of God is the strongest. The existence of God is pervasive throughout the world, although the means with which people attempt to prove His existence varying in significant (and sometimes contrasting) ways. Although there have been myriad methods for proving Gods existence, a central dispute concerns whether or not to use a rational approachRead MoreEssay on Arguments for the Existence for God1212 Words   |  5 Pages 1. The Cosmological Argument for the existence of God is based on the principle of cause and effect. What this basically means is that the universe was the effect of a cause, which was God. One of the oldest and most well known advocates of the Cosmological Argument was Thomas Aquinas who outlines his argument for the existence of God in his article entitled The Five Ways. The first way in his argument is deals with motion. Aquinas says that in order for something to be in motion somethingRead MoreThe Ontological Argument Made By Anselm1365 Words   |  6 PagesThe ontological argument made by Anselm was criticized by one of his contemporaries, a monk named Gaunilo, who said, that by Anselm s reasoning, one could imagine a certain island, more perfect than any other island, tf this island can exist in the mind, then according to Anselm, it would necessarily exist in reality, for a perfect island would have this quality. But this is obviously false; we cannot make things exist merely by imagining them. Anselm replied, upholding his argument by saying

Intrisic Motivation Increases Student Achievement

Brief Review of the Literature Studies have indicated that intrinsic motivation increases student achievement. The success of integrating technology with increased student achievement could vary based on students’ intrinsic motivational styles. ATLAS has identified viable motivational styles within individual learning styles. Understanding different technologies and their effect on motivational styles in ATLAS has not been studied, but studies validate the importance and the need for this study. Technology Integration Cauley, Aiken, and Whitney (2010) researched students’ comfort levels with technology and their success in school. The participants consisted of 168 students. The participants were given a survey to analyze their†¦show more content†¦108). This research is important to the proposed study because it indicates that student engagement can be increased if technology is implemented correctly. Ehrlich, Sporte, and Sebring (2013) reported the differences in technology use in districts in Chicago. The study found that 92 percent of students have access to the internet and technology at home. However, the frequency of use varied depending on the school that the students attended. Twenty to thirty percent of students used technology at school never or rarely. An inequality of technology exists between schools and schools that use technology. Schools that frequently use technology have higher achieving students. Enrich et al., (2010) stated, Technology use is ubiquitous in America’s colleges and most workplaces, and it is fast becoming accepted as fact that all students—elementary and high school—must be exposed to technology (p. 1). This research is important to the proposed study because it indicates that the use of technology is inconsistent even when there is similar availability to technology. This research implies that researchers need to dete rmine better ways of implementing technology consistently. Learning Styles Hayenga Corpus (2010), researchers from the Institute for Scientific Information compared different motivational levels of middle schoolShow MoreRelatedEssay on The Meaning of System Rewards2031 Words   |  9 Pagesother words, commitments for organizations, can see when the employee always faithful in the organizations. My opinions, factor rewards important in organizations to improve the productivities and achievement to stage a more successful, example of rewards is job security, annual bonus, salary increase, promotions and apperication. Rewards is consideration recieved by the employee as a result of the good performance, Skinner said (1969), rewards is reinforcement, because it is related with the person

Human Resource Management Recruitment And Selection of Google

Question: Discuss about the Human Resource Management Recruitment And Selection of Google. Answer: Introduction Human resource management is an approach that aims at assisting business organisations in managing their workforce in the most efficient manner. Using human resource management functions and practices, such as recruitment and selection, career development, and performance management. business organisations are able to optimise the performance of their workforce by improving the workplace conditions and fostering better employee-employer relations. Company background Google is a multinational technology company that is based in America. Google specialises in internet related services and products. Some of the areas where the company operates are online advertising technologies, search, cloud computing, software and hardware. The company was founded by Larry Page and Sergey Brin in 1996 while pursuing Ph.D. at Stanford University, California. Google is one of the top multinational companies in the world that has been ranked amongst the top companies to work for. The approximate workforce of the company was 57,100 during the second quarter of 2015. The company does not require any introduction as it is the worlds most powerful search engine and has multiple domain names registered in different countries for offering diverse services to its users. Apart from searching webpages, the company also helps in providing information about images, maps and videos. The company has also entered the list of top 3 companies in the world in terms of value. In this report, we will discuss some important human resource management practices that are followed by the company and are helping it in growing and leading the global industry in which it is operating. Job analysis at Google Job analysis, in human resource management, is an approach to identify and determine the job duties and responsibilities along with the person specification that are required for a particular job opening. Job analysis involves conducting a thorough research on the job conditions, requirements, roles and responsibilities. to prepare a well written document that can appeal to the candidates and help the recruiters in finding what exactly the organisation wants (Randall Cooke, 2015). At google, the management of workforce is not termed as Human resource management. The company uses the term peoples operations to manage its workforce and has a complete different way of managing its workforce. The organisational design of the company makes it possible to address the human resource needs of the company in the most efficient manner. Google, being a global company, has a diverse workforce and its matrix organisational structure allows human resource managers to identify links between different parts of the organisation and use the derived information in job analysis and design. To make the process of job analysis more efficient, the company uses a number of worker-oriented as well as work-oriented job analysis techniques. When the job analysis has to be done for a job in departments like research and development, product design or manufacturing, the company tends to follow work-oriented job analysis methods where the main stress is given upon the actual tasks or activ ities that are involved in the work. On the other hand, for conducting a job analysis for job positions in departments where greater interpersonal skills are required, the company uses a worker-oriented job analysis method in which it lays a greater focus on the human attributes that are required to successfully perform the job (Lombardo, 2017). Google is a very large organisation and because of its large size, the company has to prepare highly varied job descriptions and specifications. Even though the job descriptions and specifications for different positions can vary, the company still includes and emphasizes on certain employee attributes, such as smartness and drive for excellence. so that it can have a competitive workforce, which can fit into its organisation culture. Thus, the strategy of the company in designing the jobs on the basis of departments and including certain key personnel attributes in the job description and specification helps it in effectively designing all the jobs and finding the right fit for the organisation. From the given information, it can be easily said that the company knows what it is doing and how to do it right. Being continuously awarded as an employer of choice apart from the fact that the company has millions of employees working for it in diverse departments, shows the capability of the company in conducting accurate job analysis, which strengthens its human resource management practices. Googles talent attraction strategies Talent attraction involves strategies that a company undertakes to become an employer of choice in the market. Attracting talent is an important function of human resource managers as they cannot function if they do not get the required talent to fulfil the human resource demands of the organisation. As discussed above, Google is a company that operates in multiple sectors and has job openings for almost every profession other than non-engineering professions, such as nursing and entertainment. Even though Gooles repot and stature itself acts as a magnet for attracting talent throughout the world, the company still tries its best to attract the best people in the world. The way in which the company treats its employees and the compensation and benefits that the company offers to its employees play an important role in attracting the best candidates throughout the world. The company offers free food, on-site messages, A-list speakers and many other such benefits to its employees along with a higher pay scale than the market. Apart from offering such benefits, the human resource management of the company shows a great obsession with employee happiness and is continuously working towards measuring and building the perfect teams (Check, 2016). Apart from pay and perks, the work culture at Google is another important attraction for most of the candidates. The company has been successfully able to foster a positive work culture that helps in promoting happiness amongst the workforce. The management has also given an opportunity of flexible working hours to the employees rather than fixing the office hours according to the traditional 9 to 5. The company conducts frequent surveys that are aimed at gathering satisfaction feedback from the employees (Kula, 2007). Google also offers flexible holiday-time that allows the employees at Google to work when and from wherever they want. Google offices also have special areas which are known as innovative zones as well as indoor parks that can be used by employees during their break hours (Jain Bhatt, 2015). The management of the company also lays down a greater focus on the output rather than focusing on the number of hours worked (Half, 2016). Google also has tie-ups with colleges a nd business schools from where it recruits potential candidates for its organisations. Google has been able to make use of some of the best talent management strategies, such as providing positive workplace environment, pay and perks. that are important needs of the employees and has been able to attract some of the top minds in the world because of such strategies (Schuler, Jackson, Tariquec, 2011). Googles selection strategies Google receives more than 2 million job applications every year from all around the world and hires several thousands of those candidates. The company takes an average of six weeks to secure a hire and all candidates have to undergo a screening test by their potential bosses, colleagues and hiring committee (FELONI, 2016). The company is not just efficient in attracting talented pool of employees but also has a set of selection strategies that allows it to strengthen its recruitment programs and have better human resource management outcomes. At Google, the managers feel that passion is a crucial attribute that every potential hire must possess. Google is on a hunt for those people who are interesting and can be of certain value to the company. Google has also introduced a new term i.e. Googleyness, which is a trait that defines the ability of a person to be more than just normal or an out of the box thinker. Passing the LAX or the Googleyness test is an important selection strategy that the company adheres to. A person who is able to pass the test is the one with whom one can have an interesting conversation with, according to the company. The management at Google also believes that interviews are the best place where they can actually get to know the candidate rather than studying their resumes. The company believes that a resume might be able to highlight important information, such as a score of 3.8 from an elite business school, but what it will not highlight is that the person has been a boring student who never had an original idea in years, which an interview can easily highlight. The company designs its interviews for half an hour at the max rather than indulging into extended conversations with candidates who have not even appealed to the recruiters since the beginning. Keeping the interviews short and to the point allows the company to gather useful information because even the candidates are aware about the time limitation. If the recruiters feel that they need more time, they can always schedule another interview or can extend the time of the interview even further but keeping the interviews short and to th e point allows the company to have conversations with candidates that are more protein and less fat (Schmidt, Rosenberg, Eagle, 2014). Another strategy that allows the company to excel in the global industry on the basis of its human resource management practices is to take away the hiring decisions from the hiring managers. Most of the times, business organisations let their hiring managers to make the hiring decisions, who will be managing the employees only for a few months. Once the employees start moving up in the organisation ladder, who do they work for becomes more important than who do they work with. As a result, the hiring decision should not just be limited to the hiring managers alone as a hiring manager might not even have a stake in the company in the coming times. Google has set up a process where the hiring decision is made by a committee (Zacher, Chan, Bakker, Demerouti, 2015). Irrespective of a recruiter or a selectors position, if he or she wants to hire a candidate, it cannot happen without taking an approval from the hiring committee, whose decision is strictly based upon facts and data rather than relationships and opinions. By allowing the hiring committee to make the hiring decision, the company ensures that there is nothing that can drive a hiring decision other than a zeal to recruit the best for the company. Appointment and rejection at Google Appointment and rejection are an important function of a human resource manager as it is important to properly extend a formal invitation to those candidates who the company believes will be the right fit in the organisation while it is also important to politely reject those candidates who, according to the company, will not be able to fit in the workplace culture or the expectations of the company. For a candidate to receive an appointment letter from Google, there is a lengthy step wise process that the candidate will have to pass. First of all, the resumes of the candidates are screened to find a potential fit. The candidates selected from their resumes are then contacted by the recruiters and are explained about the further process and what to expect. The next step is an on-site interview of around 30-45 minutes with 4-5 interviewers, where the candidate can be asked to solve technical problems or quizzes. Once the interview is done, each interviewee submits his or her feedback which is then passed on to the hiring committee for their review. Next, a senior executive reviews every offer and the compensation committee determines a compensation and benefit plan for the selected candidates. Then a final executive interview is conducted before extending an appointment letter and if a candidate is selected, Google then notifies the candidate along with an explanation about all th e details. On the other hand, it is also important for the company to provide proper closure for the employees who cannot fit into the company or are not good enough to work in the company. Google receives millions of applications every year and it gets hard for the company to provide one line hard answers or rejections to so many candidates. Google is likely to notify a candidate about his or her rejection through an e-mail if he or she is not able to pass the initial phone screening whereas anybody who completes the full interview loop is most likely to be notified for rejection through a phone call. Legal framework For a company like Google that has thousands of employees working in more than hundreds of offices around the globe, it is important to have human resource policies and strategies that can help the company in adhering to the legal framework of the local governments. Google takes a number of initiatives to assure that it breaks no law and its human resource management decisions are in accordance with the legal framework. Some of the strategies that the company uses to ensure adherence to legal framework in its peoples operations are discussed below: First of all, the companys hiring and selection strategy is designed in such a way that it cannot let any kind of biasness enter into the process. Google applicants have to undergo an extensive screening test in which they are interviewed on phone calls and personally by different people. Sometimes, the people interviewing a candidate might not even be linked to their department or subject. Further, the application of each candidate is reviewed by a hiring committee and a senior executive, which eliminates any scope of biasness or discrimination in the recruitment process (Girard, 2009). Secondly, the company also has designed strategies that allows it to decide the compensation and benefits of the employees on the basis of certain factors and in accordance with the legislation. The company claims that its compensation plans are blind to gender or any other such demographics as the process of deciding the annual compensation for an employee starts with suggested compensations for each employee on the basis of the role that an employee plays, seniority, the campus where they work and their performance levels. The company also claims that it never provides demographical data to the team that takes decision about the compensation and benefits of the employees working at Google (TOWNSEND, 2017). Thirdly, the management at Google has also discovered that it is almost next to impossible to get rid of unintentional discriminations that occur un human resource management. For example, Google has a ratio of almost 2:1 for male vs female employees and in order to curb this rate, the company will have to stop recruiting male candidates for the next couple of years altogether, which is also not legit. The company has started to arrange some workshops that are helping its employees to reduce their own feelings of unconscious biasness. Thus, to eliminate unconscious discrimination from the company, the company has started undertaking strategies that can help in its employees to admit and get rid of their own biases before making decisions (PINSKER, 2015). Orientation and socialisation at Google Google is a company that hires only the best candidates, who are a few lucky ones out of millions of job applicants. For a company like Google, orientation programs become of utmost important because the way in which the company operates is a top secret and a fantasy for most the employees and Google can definitely not afford to have unproductive employees or those who cannot fit into the organisation (Silva Opatha, 2015). Thus, the company takes a number of initiatives to strength its orientation and socialisation strategies. First of all, the company arranges a two-week in-person training program for all the new recruits or Googlers, which the company calls them. The in-person training program lasts for two weeks and is aimed at educating the new recruits about the organisational structure, core technologies and programming practices. During these sessions, the trainers also share their personal experience with the new recruits. Secondly, the company takes a number of initiatives to introduce the new employees to the culture of the company and provides them with enough time to get acclimatized with the norms and practices that foster productivity amongst the workforce of the company. In most of the orientation presentations, the company tries to foster a feeling of a change oriented environment in the mind of the new employees because the company operates in an industry that can undergo rapid changes in real time. Thus, it is important for the new recruits to be ready for workplace changes since there first day, which is conveyed to them through orientation presentations. Thirdly, the company provides a wide list of points that the Nooglers are to expect or not to expect during the first week to month and beyond in the new workplace. It helps in setting the right expectations amongst the new recruits so that they can develop a better understanding of how the things go around in the new workplace. Fourthly, the first project that is offered to a new employee is known as a starter project and is kept short so that a good introduction can be provided to the recruit in the specialised field. Apart from using checklists, in-person training, classes, intranet and rookie mailing list. the company also has a glossary which allows all the employees to speak the same language. Fifthly, even the experienced candidates recruited by the company are required to undergo a training program that is known as CodeLabs. CodeLabs are tutorials that help the new recruits in gaining knowledge about the proprietary technology that the company uses. CodeLabs can also be used by existing employees if they want to refresh their knowledge or skills related with a particular technology and they never feel ashamed in attending one. Sixthly, every new recruit in Google is assigned a mentor who has proven successful in the company and has undergone a certified course that increases their knowledge related to typical newly hired nerds. The company tries to maintain informal relation between a Noogler and a mentor and the interaction between them can last for months. There have also been instances when an entire team of Nooglers has been taken out on lunch by a mentor just to get acquainted and ask questions from each other. Lastly, all employees working in the company, whether new or old, are required to send Weekly snippets in which they write very short bullet points that can describe the work that they have done in a particular week. Further, these snippets are used by the employees at the end of every quarter to conduct a self-assessment and set goals. The company also asks Nooglers to formulate certain goals during the orientation period and expects them to fulfil at least 70% of their gaols (Dye, 2016). Googles retention strategies High employee turnovers can be a great distress for any business organisation, even if the company is as large and big as Google. Google has been finding it tough to retain its employees even though it offers them with a lot of perks and pay because the talent in which Google invests has a kit if potential and is either leaving the organisation to start their own business or is being hired by competitive companies, like Facebook. Some retention strategies that are used by Google to keep its employees engaged and committed to the company are discussed below: First of all, the company uses a number of human resource management systems and algorithms that collect and analyse important information and data in the best possible manner. The capabilities of the companys system allow the human resource management team to have a more sophisticated approach towards workforce management and bringing down the chances of the unexpected to an absolute minimum . Secondly, the company understands the importance of retaining employees and its efforts to retain employees can be seen right from its recruitment and selection procedures. The company leaves no stone unturned to find the right fit for the right job. The company believes that it is better to reject a good candidate than to recruit an unfit candidate, which sooner or later will add to the employee turnover rates. Thirdly, the company actually values its employees by showing it to them rather than just mentioning it on paper or in media statements. Google believes that the employees of the company, who have named themselves as Googlers, are everything for the company. The employees working at Google are considered to be the most valuable assets and are given ample freedom along with a healthy work life balance (Matsangou, 2015). Fourthly, the employees working in Google enjoy best in class pay and perks and even enjoy certain welfare activities which are aimed at providing them some fun time during the working hours. Some of the Google offices even have volley ball courts, bowling lanes, climbing walls and many other arcade activities, which provide an excellent environment for the employees to work and enjoy in. Google also offers certain best in class perks to its employees, such as napping pods and hammocks for the workers, which can help in boosting cognition levels and reducing stress. The company also offers its employees to visit on-site masseurs so that they can relax and minimise their stress levels while there are on-site doctors that are there to help the employees with any problems related with their health. The company leaves no stone unturned to show how much it values its employees. Google gifts $500 to the new parents whenever a Google baby is born, which is a class apart benefit enjoyed by G ooglers. There are several bicycles placed around the workplace and electric cars that the employees can use throughout the day and during lunch breaks. Google also offers free food to all of its workforce (Das Baruah, 2013). Fifthly, Google also believes in its employees as the managers allow their team members to communicate with each other and spend time together so that they can generate new ideas. The company also allows its employees to work on a personal project outside of their allocated duties for up to 20 percent of their working week. Google also offers career development opportunities to its employees as it really believes in providing job enrichment to the workforce (Terera Ngirande, 2014). The company assigns a number of tasks to the workforce and provides them complete ownership of the projects. The employees are able to work on a single project right from its beginning to its end and are able to understand the impact that their actions can have on a project and on the organisation on the whole. Lastly, one of the most obvious strategies that Google uses to retain its workforce has been lying behind its ability to stay as an employer of choice over a large period of time. Google receives around 2 million applications every year while only a few thousand lucky applicants are able to find their way to the company. The feeling of being associated with a company like Google is also an important factor that helps the company in retaining its workforce (Bamberger, Biron, Meshoulam, 2014). Conclusion It is said that when the competition gets tough, only the tougher gets going. Google is one such company that is relatively young but has still been leading the industry because of its ability to perform. In a time where there is severe competition in the market and companies are fighting a neck-to-neck competition with each other, Google is investing billions of dollars in the management of its human resources and human resource management practices that are best in class. From the recruitment strategy of the company to employee retention strategies, everything defines perfection and is something that can be a learning for many companies. Google is able to attract and recruit some of the best minds in the world, provide them with the best working conditions, offer them with some of the best perks and above market salaries and provide them with a million reasons to stick to the company. The human resource management practices designed and implemented by Google are setting an example of how a company can achieve market competencies by investing correctly in its human resources. References Randall, T. A., Cooke, E. F. (2015). Job Analysis: The First Step in Selecting and Training Salespeople . Developments in Marketing Science: Proceedings of the Academy of Marketing Science. Lombardo, J. (2017, January 28). Googles HRM: HR Planning, Job Analysis Design. Retrieved May 13, 2017, from panmore.com: https://panmore.com/google-hrm-hr-planning-job-analysis-design Check, E. (2016, June 30). The Worlds Most Magnetic Employers (And How They Attract Talent). Retrieved May 13, 2017, from www.jibe.com: https://www.jibe.com/blog/5-companies-leading-the-world-in-attracting-talent/#sthash.b1MyJNtt.dpuf Half, R. (2016, January 15). Why everyone wants to work at Google (and how to attract those employees to your tech business) . Retrieved May 13, 2017, from www.roberthalf.co.uk: https://www.roberthalf.co.uk/blog/why-everyone-wants-work-google-and-how-attract-those-employees-your-tech-business Schuler, R. S., Jackson, S. E., Tariquec, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4). FELONI, R. (2016, February 18). Google's HR boss explains the company's 4 rules for hiring the best employees. Retrieved May 13, 2017, from www.businessinsider.in: https://www.businessinsider.in/Googles-HR-boss-explains-the-companys-4-rules-for-hiring-the-best-employees/articleshow/51048044.cms Schmidt, E., Rosenberg, J., Eagle, A. (2014, September 4). How Google attracts the worlds best talent. Retrieved May 13, 2017, from fortune.com: https://fortune.com/2014/09/04/how-google-attracts-the-worlds-best-talent/ TOWNSEND, T. (2017, April 11). Google claims its pay model prevents salary discrimination. Retrieved May 13, 2017, from www.recode.net: https://www.recode.net/2017/4/11/15254356/google-gender-salary-discrimination-response PINSKER, J. (2015, April 16). Google's Other Big Research Project: Curbing Its Own Prejudice. Retrieved May 13, 2017, from www.theatlantic.com: https://www.theatlantic.com/business/archive/2015/04/googles-other-moonshot/390558/ Dye, K. (2016, March 1). Eight Things Google Does to Onboard their New Hires . Retrieved May 12, 2017, from tasytt.com: https://blog.tasytt.com/eight-things-google-does-to-onboard-their-new-hires-1faeda42153f Kula, C. (2007, January 22). The 25 Secret Perks of Working at Google. Retrieved May 13, 2017, from www.cracked.com: https://www.cracked.com/article_15238_the-25-secret-perks-working-at-google.html Jain, N., Bhatt, P. (2015). Employment preferences of job applicants: unfolding employer branding determinants. Journal of Management Development, 34(6). Zacher, H., Chan, F., Bakker, A. B., Demerouti, E. (2015, April). Selection, optimization, and compensation strategies: Interactive effects on daily work engagement. Journal of Vocational Behavior, 87. Girard, B. (2009). The Google Way: How One Company is Revolutionizing Management as We Know it. No Starch Press. Silva, V. D., Opatha, H. (2015). Role of Ethical Orientation of HRM in Establishing an Ethical Organizational Culture: A Literature Review and Implications . Matsangou, E. (2015, June 15). Secrets of Googles talent retention success. Retrieved May 13, 2017, from www.europeanceo.com: https://www.europeanceo.com/business-and-management/secrets-of-googles-talent-retention-success/ Das, B. L., Baruah, D. M. (2013, December). Employee Retention: A Review of Literature. Journal of Business and Management, 14(2). Terera, S. R., Ngirande, H. (2014). The Impact of Rewards on Job Satisfaction and Employee Retention. Mediterranean Journal of Social Sciences, 5(1). Bamberger, P. A., Biron, M., Meshoulam, I. (2014). Human Resource Strategy: Formulation, Implementation, and Impact. Routledge. Inside Googles Culture of Success and Employee Happiness. (n.d.). Retrieved May 13, 2017, from kissmetrics.com: https://blog.kissmetrics.com/googles-culture-of-success/ Phelps, S. (n.d.). Cracking Into Google: 15 Reasons Why More Than 2 Million People Apply Each Year. Retrieved May 13, 2017, from www.forbes.com: https://www.forbes.com/sites/stanphelps/2014/08/05/cracking-into-google-the-15-reasons-why-over-2-million-people-apply-each-year/#210c894b2038 Business Insider. (n.d.). Ranking America's Biggest Companies By Turnover Rate. Retrieved May 13, 2017, from www.slate.com: https://www.slate.com/blogs/business_insider/2013/07/28/turnover_rates_by_company_how_amazon_google_and_others_stack_up.html admin. (n.d.). 14 Amazing Benefits That Google Employee Get. Retrieved from www.ideaplz.com: https://www.ideaplz.com/2016/04/20/working-at-google-as-employee-benefits/

Overpopulation Essays - Population Ecology, Human Overpopulation

Overpopulation By: Eric Krause Do you feel that all humans have the right to enjoy natural beauty? The right to decent, uncrowded shelter? The right to eat healthy food and drink pure water? To breathe clean air and avoid pesticide poisoning? Most people would say every human has a right to all of these things, but in some areas of the world these rights are not being met. Most species have a sideways "S" shaped graph reflecting growth rate, meaning the species will go up in total population but will eventually start to go down again. The human population graph resembles more of a "J", starting out low and then skyrocketing straight up. At our current growth rate the world's population of 5.8 billion would double in only about 45 years. The United States population would double in less than 100 years. Today the birth rate is about three times the death rate world wide (The Population Explosion). The closer these two rates are, the slower population growth will be. Because of all of these reasons, efforts by the government should be made to slow down the world population growth. Overpopulation is becoming a bigger concern as the growth rate continues to skyrocket. Overpopulation is sometimes mis understood or mistaken with other issues. Overpopulation does not deal with crowding, but in fact, density is irrelevant to questions of overpopulation (Adams J.A. Crusade Against Overpopulation). What is relevant is carrying capacity. Carrying capacity refers to how much an area can hold having all things at equilibrium, including all plants and animals. An area is overpopulated when its long-term carrying capacity is being degraded by its current human occupants. David Pimentel at the Carrying Capacity Network stated, "By this standard, the entire planet and virtually every nation is already vastly overpopulated." Some people say the earth is not overpopulated since the United States can produce more food and products than are used. That is true in the U.S. Now if you look at it world-wide the products we have are often from other countries. These other countries a re often not as well off. These other countries are either in severe poverty or their cities are becoming overcrowded (STOP: Everyone must be educated about the realities of overpopulation). Although the U.S. is not in trouble at this time, when you look at the whole world you may see a different picture. Eventually the rest of the world will also have an effect on us. The impact of humans on their environment has to do with three factors. The first is the number of people. The more people there are the more resources are used. If too many resources begin to be used they will run out before they get a chance to be replaced. Leaving all plant and animal life with nothing and everything will eventually die off. The rainforests are a good example of this. The second is the amount of resources consumed by the average person. If people become wasteful and don't conserve resources now, the resources that were wasted will not be able to be used in the future. The United States is one of the most wasteful countries there is. We are more wasteful than necessary. Recycling has helped quite a bit, but the problem has not yet been fixed. The third is the environmental damage caused in the manufacturing of the goods consumed. Manufacturing grows as people demand more manufactured goods. If too much manufacturing takes place many plants and animals begin to suf fer. It may not have an impact on us for a while, but after many years pass, the availability of food, water, and shelter will begin to decrease. Another problem caused by the rapid growth rate is to the environment. Bio diversity plays an important part in the survival of all species. It is the multiplicity of plants, insects, and animals on Earth that makes the survival of all species possible. A planet without a suitable habitat for non-human creatures will soon not be suitable for humans either. Once humans expand enough and kill off a lot of plant and animal life, what are we going to eat? As human numbers grow, we demand more space and resources from

Power and Politics essays

Power and Politics essays Fran Gibson was placed in an awkward position when Jennifer Chung, a financial analyst in Ken Hamiltons Department came into her office at 6:45 a.m. to complain about Kens off-color comments made her when they were alone within a month after Jennifer joined Thompson. According to Jennifer, the situation worsen. Jennifer told Fran that Ken would leer her, put his arm over her shoulder when they were reviewing reports, patted her rear. Jennifer stated that every time one of these occurrences happened, she would ask him to stop it and not to do it again. However, according to Jennifer, it fell on deaf ears. Fran had to decide how to respond to Jennifers complaint since sexual harassment is a form of sex discrimination that is a violation of Title VII of the Civil Rights Act of 1964. The EEOC's guidelines define two types of sexual harassment: "quid pro quo" and "hostile environment." Being the highest ranking woman at Thompson, Fran understood that unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "quid pro quo" sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. Fran also understood that unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "hostile environment" sexual harassment when such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. According to the EEOC, the central inquiry is whether the conduct "unreasonably interfered with an individual's work performance" or created "an intimidating, hos...

How to Write a Cover Letter

How to Write a Cover Letter How to Write a Cover Letter How to Write a Cover Letter By Mark Nichol Does anyone write business letters anymore? Whether or not you still employ this declining form of communication, you should be aware of the customary procedure, because the necessity may come up. This model is only one of several variations, but whichever version you employ, veer from the template only if you have a good reason to do so. (Word-processing programs generally have a business-letter template, but it’s simple enough to create a letter on your own.) Start the letter with your own address on one line, followed by the city and state (using the US Postal Service’s two-letter state symbols) and the ZIP code on the next. (It’s not necessary to include your name here.) Enter a line space, and then type the date in full for example, â€Å"November 1, 2012† (or, if you’re writing to someone outside the United States, â€Å"1 â€Å"November 2012†). A few lines below that, write the recipient’s name (preceded, if known and applicable, by a title such as Professor or Doctor or by a social title like Mr. or Ms., or a variation you know the person prefers). If you don’t know the name of the person you wish to contact, research it online or phone or e-mail the company and obtain a name. On subsequent lines, add the address and then the city and state and the ZIP code. Several lines below that, enter the salutation, which should consist of the word dear and the full name as it appears in the address section for example, â€Å"Dear Mr. Mark Nichol,† followed by a colon. If you know the recipient on a first-name basis, write simply, â€Å"Dear Mark,† followed by a colon. (If you can’t easily determine whether a person with a name used by men and women alike is male or female, or if you prefer, omit the social title or use another applicable title.) The body of the letter should be concise, beginning with a friendly introduction and a statement of the purpose of your letter. In one or more subsequent paragraphs, expand on your main point and supporting details, then close with a summary of your intent in writing and a request for action from the recipient or a reference to action you or another party will undertake that the recipient should expect or be aware of. Separate each pair of paragraphs by a line space (or a double space), and use single-space lines and left-aligned, or ragged-right, justification. (A left-aligned block of type has a straight left margin and a right margin that varies depending on the length of the words in each line, hence the alternative name.) Margins should be set about one inch from the left edge of the paper and should be no wider than six or six and a half inches. Also, because you’re inserting line spaces between paragraphs, it’s not necessary to indent the first lines. The closing (â€Å"thank you,† or, as informal alternative, â€Å"thanks† in either case, the first letter should be capitalized) should be followed by a comma, then leave several line spaces between that and your typed name (which is optional) to allow you to handwrite your signature. If you are including one or more enclosures, type the initial-capped singular or plural form of that word (or the abbreviation Encl.) so that the recipient knows that he or she should find additional materials in the envelope with the letter. You might also want to list the specific enclosures so that the recipient will be certain that he or she has received all of them. Times New Roman in 12-point type is the standard font, though other easy-to-read fonts are acceptable. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Business Writing category, check our popular posts, or choose a related post below:Spelling Test 1What is the Difference Between Metaphor and Simile?One "L" or Two?

English Essay Example | Topics and Well Written Essays - 250 words - 34

English - Essay Example The new iPad is truly worth its price because it serves the owner in a lot of ways and with high quality of standards. There are many gadgets and equipments which have made life easier and entertaining for us and iPad is one of them. In day to day life we have some moments which are boring and time consuming like waiting for something or traveling and it becomes difficult to pass time. Now an iPad can be used to pass time conveniently by reading a favorite book on it or by playing a game or watching a movie on it. Time is very precious for everybody in this fast world and iPad provides an opportunity to utilize the time properly. Hence an iPad justifies its price by serving us in many useful ways. Among many devices which have made our life easier, comfortable and entertaining, iPad is one which helps us to utilize our time conveniently which is normally wasted or boring. The time we spent on waiting or traveling can be made entertaining by using an iPad. We can use an iPad for playing games or watching movies or reading a book of choice while we are riding a bus or a train or an airplane or waiting for somebody or something. Nobody, whether young or old, wishes to waste time uselessly and iPad has given us the best option to utilize the time which was normally wasted. An iPad is worth investing in because it serves its purpose in many ways by entertaining people. A few years back, it was very boring and difficult to pass time while waiting or traveling. We didn’t have any option to do anything except for reading newspapers or magazines which were seldom available. Now we have many devices that can be used to pass time conveniently by entertaining ourselves. iPad has made it possible and the time can be passed by reading a book or watching a movie or playing a game on an iPad. Now passing the time in waiting or traveling is no longer a problem and an iPad is well worth its price. The

Blog exercise Assignment Example | Topics and Well Written Essays - 250 words

Blog exercise - Assignment Example As a result, ‘white’ fails to commonly qualify as a racial marker. Being white is often not associated with ethnicity or collective social groups that make up a race. In this respect, it would appear that race and whiteness are two independent factors, such that they do not relate or interrelate in any way. Therefore, the perceived disconnection between ‘white’ and race fails to account for ‘white’ as a racial marker. Finally, the attitude, environment, beliefs, and social perceptions towards whiteness shape the underlying notion relative to racial marking. The aforementioned factors inform the superiority aspect attributed to being white. Whiteness is mostly associated with the best and perfect things, thus the reluctance to use ‘white’ as a racial marker. The documentary, Mirrors of Privilege: Making Whiteness Visible, (http://www.youtube.com/watch?v=pAljja0vi2M) presents the whiteness factor in the western context. The film shows just how much white people denounce racism. A global perspective of racial marking is highlighted, alongside how the white people constitute the white

Stress and Performance Essay Example for Free

Stress and Performance Essay So far, we have seen that stress is a negative experience. We have seen the short-term negative effects that stress hormones can have on your performance, and have seen how stress can contribute to burnout. The Positive Effects of Pressure Sometimes, however, the pressures and demands that may cause stress can be positive in their effect. One example of this is where sportsmen and women flood their bodies with fight-or-flight adrenaline to power an explosive performance. Another example is where deadlines are used to motivate people who seem bored or unmotivated. We will discuss this briefly here, but throughout the rest of this site we see stress as a problem that needs to be solved. And the Negative In most work situations jobs, our stress responses causes our performance to suffer. A calm, rational, controlled and sensitive approach is usually called for in dealing with most difficult problems at work: Our social inter-relationships are just too complex not to be damaged by an aggressive approach, while a passive and withdrawn response to stress means that we can fail to assert our rights when we should. Before we look further at how to manage stress and our performance, it is important to look at the relationship between pressure and performance in a little more detail, first by looking at the idea of the â€Å"Inverted-U†, and second by looking at Flow. This is the ideal state of concentration and focus that brings excellent performance. Pressure Performance – the Inverted U The relationship between pressure and performance is explained in one of the oldest and most important ideas in stress management, the â€Å"Inverted-U† relationship between pressure and performance (see below). The Inverted-U relationship focuses on people’s performance of a task. The left hand side of the graph is easy to explain for pragmatic reasons. When there is very little pressure on us to carry out an important task, there is little incentive for us to focus energy and attention on it. This is particularly the case when there may be other, more urgent, or more interesting, tasks competing for attention. As pressure on us increases, we enter the â€Å"area of best performance†. Here, we are able to focus on the task and perform well – there is enough pressure on us to focus our attention but not so much that it disrupts our performance. The right hand side of the graph is more complex to explain. Negative Thoughts Crowd Our Minds We are all aware that we have a limited short-term memory: If you try to memorize a long list of items, you will not be able to remember more than six or eight items unless you use formal memory techniques. Similarly, although we have huge processing power in our brains, we cannot be conscious of more than a few thoughts at any one time. In fact, in a very real way, we have a limited â€Å"attentional capacity†. As we become uncomfortably stressed, distractions, difficulties, anxieties and negative thinking begin to crowd our minds. This is particularly the case where we look at our definition of stress, i. e. that it occurs when a person perceives that â€Å"demands exceed the personal and social resources the individual is able to mobilize. † These thoughts compete with performance of the task for our attentional capacity. Concentration suffers, and focus narrows as our brain becomes overloaded. As shown in the figure, this is something of a slippery slope: the more our brain is overloaded, the more our performance can suffer. The more our performance suffers, the more new distractions, difficulties, anxieties and negative thoughts crowd our minds. Other research has shown that stress reduces people’s ability to deal with large amounts of information. Both decision-making and creativity are impaired because people are unable to take account of all the information available. This inability accounts for the common observation that highly stressed people will persist in a course of action even when better alternatives are available. It also explains why anxious people perform best when they are put under little additional stress, while calm people may need additional pressure to produce a good performance. Notes on the research behind the Inverted-U: While this is an important and useful idea, people’s evaluations of stress and performance are by necessity subjective. This has made it difficult to prove the ‘Inverted-U’ idea formally. Also, for ease of explanation, we show a smooth curve here. In reality, different people have different shaped and positioned inverted-Us at different times and in different circumstances. This is all part of â€Å"life’s rich tapestry†. Entering a State of Flow When you are operating in your â€Å"area of best performance†, you are normally able to concentrate, and focus all of your attention on the important task at hand. When you do this without distraction, you often enter what Professor Mihaly Csikszentmihalyi of Chicago University describes as a state of ‘flow’. This involves â€Å"being completely involved in an activity for its own sake. The ego falls away. Time flies. Every action, movement, and thought follows inevitably from the previous one, like playing jazz. Your whole being is involved, and youre using your skills to the utmost. You perform at your best in this state because you are able to focus all of your efforts, resources and abilities on the tasks at hand. While you are sufficiently motivated to resist competing temptations, you are not so stressed that anxieties and distractions interfere with clear thought. This is an intensely creative, efficient and satisfying state of mind. It is the state of mind in which, for example, the most persuasive speeches are made, the best software is developed, and the most impressive athletic or artistic performances are delivered. Helping Yourself to Get Into Flow One of the frustrations of management is that managers can feel that they lose the ‘right’ to these periods of deep concentration when they must be readily available to others, and be able to deal with the constantly changing information, decisions and activities around them. Studies of good managers show that they rarely get more than a few minutes alone without distraction. This alone can be frustrating, and can contribute strongly to managerial stress. In jobs where concentration is a rare commodity, there are various solutions to creating the periods of flow that sustain good performance. Solutions include working from home, or setting aside parts of the day as quiet periods. Another solution might be to delegate the activities that require the greatest levels of concentration, allowing the manager to concentrate on problems as they arise, serving to create a flow of its own. One of the key aims of this site is to help you manage stress so that you can enter this state of flow, and deliver truly excellent performance in your career.

The Role of Media in Reporting Child Abuse Essays -- The Media and Chi

The media began to report upon child abuse when society decided that it was no longer a family issue. A study conducted by Fishman in 1978, stated that crimes perceived as â€Å"family matters†, such as child abuse and wife beating, were keep private because they were too common to warrant interest from journalists (McDevitt, p. 264, 1996). In fact, public attention to child abuse as a problem within our society â€Å"has often been tied to media attention on the subject† (McDevitt, p. 262, 1996). The media’s role in reporting child abuse is to help deter child abuse perpetrators and to inform the public. The media has the ability to make a negative or positive impact on the preception of child abuse. The publications about child abuse inform the public about different types of child abuse and neglect and incidents that happen within their community, and how to report child abuse. They serve to â€Å"sensitize, arouse public opinion on issues, influence policymakers, and call problem agencies to account† (McDevitt, p. 270, 1996). Understanding Emotional Abuse Emotional abuse is prevalent within our society. Some child experts â€Å"argue that almost all parents are guilty of emotional maltreatment of child at some time or another† (Crosson-Tower, p. 211, 2010). However, it remains â€Å"the most difficult type of abuse or neglect to define or isolate† (Rees, p. 59, 2010). While physical abuse leaves detectable signs like scars and bruises, emotional abuse is hidden deep within a person. It lacks the public profile of sexual or physical abuse (Rees, p. 59, 2010). Emotional abuse can be understood as the â€Å"failure to provide children with an emotional environment conducive to adequate psychological, developmental and physical progress to ac... ... Goldman, R. (2011, March 7). Jorge and Carmen Barahona's alleged beating death of daughter called 'subhuman'. ABC News, pp. 1-2. Retrieved from http://abcnews.go.com/US/police-jorge-carmen-barahona-beat-death-adopted-daughter/story?id=13077739#.TyF0fPlG3xg Green, T. D. (2012, January 17). Alleged child rape, torture recounted in trial. The Leaf Chronicle, pp. 1-4. Retrieved from http://www.theleafchronicle.com/article/20120118/NEWS01/201180314/Alleged-child-rape-torture-recounted IJzendoom, M., Euser, E., Prinzie, P., Juffer, F., & Bakermans-Kranenburg, M. (2009). Elevated risk of child maltreatment in families with stepparetns but not with adoptive parents. 369-375: Child Maltreatment. McDevitt, S. (1996). The impact of news media on child abuse reporting. Child Abuse & Neglect, 261-274. Rees, C. A. (2010). Understanding emotional abuse. Arch Dis Child, 59-67.

Curriculum Theory Essay

Historical accounts of public education reaching back into the nineteenth century reveal successive waves of polarization of view points, limited approaches to curriculum development, and recurring upsurges of dissatisfaction with school offerings. Curriculum development activities in the past show a seeming lack of rigorous, systematic thinking about curriculum development and give insight into the attic thinking about curriculum development and give insight into the need for an adequate theory of curriculum development. Without an inclusive theory of curriculum theory, child-centered, society-centered, subject-centered, and other approaches of limited dimensions will continue to compete with each other as exclusive routes to curriculum planning. Evidence of a long succession of limited approaches to curriculum development may be found in historical literature. In the colonial era, free public schooling had not yet been conceived. The prevailing concept at that time, borrowed from European schools, was that education was for the elite-a view that haunted public education in one way or another for generations. Traditional Theory The American Revolution added new power to the emerging spirit of democracy and focused new attention on schools and education. The colonial view that formal schooling was only for the upper classes came into question, and public schooling was introduced in this country. Its expressed purpose is in the poster evolutionary period were to inculcate moral standards by transmitting the traditional culture — a job previously. American culture out of the diverse cultures brought here by immigrants from many countries. Although educators viewed the Dewey (1916) concept as desirable, they disagreed on how to carry it out in practice. To some it meant a school without structure or predetermined objectives and content. Harold Rugg viewed such superficial interpretations with alarm in 1926 and urged educators to realize that curriculum-making is a complex, highly specialized task that must be the cooperative endeavor of many minds. Despite its varied interpretations, the Dewey (1916) concept brought an upsurge of curriculum development in the 1920s and 1930s that moved away from traditional classicism and toward emphasis on the needs of the individual and of society. Dewey (1916) finds that, when pupils are a â€Å"traditional† class rather than a social group, the teacher acts largely from the outside and not as a director of processes of exchange in which all have a share. In Dewey’s (1916) view, when education is based on experience and educative experience is seen to be a social process, the situation changes radically. Planning, in their view, is the structuring of a living situation with a wide range of educative alternatives. The transactions that take place within this structure cannot be planned in the traditional manner. They are more in the nature of â€Å"planned accidents† . . . . The curriculum is the cultural environment which has been selected as a set of possibilities for learning transactions (Dewey, 1916) When a range of educational alternatives is available, the principle of choice becomes an essential consideration in planning for freedom. The preceding discussion gives numerous examples of needs assessment procedures that encompass far broader concepts of needs than the traditional expert-determined or producer-determined needs or the narrow definition of needs that arises from comparison of student achievement scores with national norms on standardized tests. The examples given here include psychological needs as well as educational needs and describe ongoing procedures in various parts of the country in which individuals and groups directly concerned with a curriculum development process are also involved in identifying the needs that curriculum and instruction should meet. Structure of Disciplines Theory The work of Jerome Bruner (1960) and others emphasized the â€Å"structure of the disciplines† as a basis for curriculum design. Burner called attention to the general usefulness of structure within a discipline as an organizing principle, but he did not set forth a comprehensive curriculum development theory. Hilda Taba ( 1962) noted that the either/or practice still prevailed and that, while in the 1930s the cry was for attention to the child, in the 1950s the battle was to reintroduce disciplined content, with the problem of balance still unresolved. James Macdonald (1971) observed that the â€Å"curriculum reform movement† of the 1950s and 1960s was in no real sense a movement, because its separate parts were never really related or coordinated. Rather, it was a historical accident — a combination of Sputnik, McCarthyism, interested professors, federal money, and the ambitions of commercial publishers. Structure identifies order or sequence or notes that order is immaterial. Structure for an individual may develop from his or her interests and motivations, when a range of alternatives is available. Jerome Bruner’s widely publicized statement in The Process of Education (1960) that anything worth teaching can be taught in some intellectually honest way at any level has conveyed the impression to a wide audience that there is some definite pattern of construction or organization of the subject matter of the separate disciplines that should be known by curriculum-makers and used in sequencing information to impart it to children in an efficient and effective way. This point of view influenced the curriculum â€Å"reforms† of the 1960s, which did not in actuality reform curriculum. John Dewey (1916) would probably not have advocated a rigid or set structure as an intellectually honest way to introduce children to life and experience. Knowledge, of course, must be integrated to be meaningful, and curriculum structure can be constructed not only within the separate disciples but also across disciplines or interdisciplinary areas of social, cultural, or personal interest. As a system of ideas and beliefs, it includes aspects of the cognitive world isolated by disciplines and/or subjects in terms of facts, information, generalizations, principles, laws, and the like. . . . Cultural systems are substantive aspects of social and personality systems and evolve in a constant interaction shaped and influenced by the dynamics of structures and actions in . . . culture, society, and personality (Macdonald 1971). George Counts (1952) maintained that the responsibilities of the school included curriculum development directed toward constructive modification and development of the nation’s economy, social structure, cultural institutions, and outlook on the world. Curriculum development should lead toward creating as well as transmitting culture, meeting and maintaining democratic social relationships, and increasing individual self-realization, Counts asserted. The scope of available culture is almost limitless. It involves societal conditions, knowledge from the academic disciplines, professional knowledge about learning and educative processes, philosophical and value bases, futures research, realities in the classroom, pluralistic ethnic backgrounds of the participants, and their needs and desires. Behavioral Theory A dominant influence on curriculum development since the early1950s has been the Tyler rationale, set forth in Ralph Tyler Basic Principles of Curriculum and Instruction (1950). Tyler’s frequently credited with providing impetus for the behavioral objectives movement of recent years. Its advocate proposition is that instructional goals be stated in behavioral terms, with built-in criteria for measurement of outcomes. Selections are then made from alternative activities expected to help the student attain the desired behavioral objectives. Scope and sequence decisions follow, and evaluation is carried out. Various interpretations of this approach have led to highly technical procedures to develop a preplanned program of behavioral objectives closely tied to subsequent measures of achievement. Behavioral and other models adapted from Tyler seem to over- emphasize educational need and underestimate psychological need. Although Tyler was cognizant of the latter and referred to two types of need, he gave psychological need no more than a nod of recognition (Tyler, 1950): The inclusion of psychological need in curriculum development is advocated by those who fear that overemphasis on behavioral objectives, academic achievement, and grading may develop negativism among students toward school learning. Academic objectives retain their importance, but these planners also stress the importance of psychological processes, human relations, positive mental health, and student involvement in setting goals, selecting options, learning how to work toward goals, and developing persistence in spite of occasional failures. Arthur Combs (1972), taking a strong position, outlines the hazards of accountability programs that focus almost exclusively on test scores of detailed behavioral objectives. A truly comprehensive approach to accountability, he says, must consider at least five major problems related to curriculum and instruction: 1. Basic skills. Specific, atomistic behavioral objectives can be applied successfully only to simple skills and problems for which they are appropriate and must be constantly updated. The information explosion and rapidity of change make â€Å"right† behaviors rapidly obsolete. 2. Intelligence and holistic behavior. Accountability must contribute maximally to intelligent behavior and problem-solving action directed toward fulfillment of the individual’s and society’s needs. 3. The nature of learning and the causes of behavior. Attention should be concentrated on the causes of behavior rather than on behavior itself. Personal meanings are the causes of behavior, and these are formed through two aspects of learning: the provision of new information or experience, and the discovery by the learner of its personal meaning for him. 4. Humanistic goals of education. Developing humane qualities, self-actualization of the individual, good citizenship, learning to care for others, and working together are all aspects of humanism for which schools must be accountable. â€Å"We can live with a bad reader,† says Combs, â€Å"but a bigot is a danger to everyone,† (Combs, 1972) 5. Professional accountability. Teachers can and should be held accountable for professional behavior: being informed in subject matter, being concerned about the welfare of students, being knowledgeable about their behavior, and understanding human behavior in general. Professional educators may be held professionally responsible for the purposes they seek to carry out and the methods they use. Constructivist Theory Outside the fortress of elitism’ in secondary education, political, social, and educational leaders began to awaken to the broader responsibilities of the schools and to look to the public schools for constructive approaches to the public’s needs and problems. Mark Chesler, a frequent observer and consultant in disrupted schools, gained some insights into procedures that seem to hold promise for constructive change. In â€Å"School Crisis and Change† ( 1970), he asserts that when school officials sought only superficial techniques for reestablishing the status quo, stress and turmoil were more likely to continue. When collaborative decision-making procedures were instituted among students, community people, school executives, and faculty, meaningful and positive curriculum improvements began to takes place. A statewide assessment of the Michigan plan, conducted by Ernest House, Wendell Rivers, and Daniel Stufflebeam (1974), reflected general support of the accountability process in principle but was highly critical of the implementation of the plan in Michigan. The evaluators pointed out that attention had been limited mainly to reading and arithmetic at two grade levels, that no constructive purpose had been gained by ranking schools on norm-referenced tests, and that the promise of providing needs assessment in relation to the full scope of goals had not been pursued. It is obvious that curriculum development must be a responsive process, constantly extending, expanding, and revising the curriculum. This requires continuous planning of learning outcomes that will help individuals draw effectively on growing realms of knowledge, develop new skills in a rapidly changing world, and develop insights into and constructive approaches to unresolved problems. The process of curriculum development must continue to be responsive to needs and problems and to generate alternative means for reaching desirable ends George Counts (1952) maintained that the responsibilities of the school included curriculum development directed toward constructive modification and development of the nation’s economy, social structure, cultural institutions, and outlook on the world. Curriculum development should lead toward creating as well as transmitting culture, meeting and maintaining democratic social relationships, and increasing individual self-realization, Counts asserted. Research studies have found that very young as well as older students formed important and serious work groups to discuss, plan, and carry out activities in cooperation with adults. In the cases reported, the schools provided constructive learning situations in which children were involved in forging their own roles, working out relationships, and assuming responsibility for self-evaluation. In these situations the teacher acted as guide and resource rather than a not- to-be-questioned authority, critic, and judge. A systems approach is an analytic rather than an erratic approach. It requires planning and action to be accomplished in a manner that allows participants to revise the plans, as action and experience proceed, and incorporate constructive improvements. A systems approach requires initiative and commitment. Curriculum-planners using a systems approach must be ready to document and make public exactly what they are doing, why they are doing it, and how the curriculum is being developed. The participants and consumers must evaluate the curriculum development effort so that it can be continually improved. Experiential Theory Active critics and reformers on the contemporary scene can be classified roughly into three categories. One includes those who focus on individual freedom in learning. They are sometimes termed the â€Å"romantics† or â€Å"radicals,† and they advocate free schools or the elimination of schools as they now exist. The free school movement can be traced to the publication of A. S. Neill’s Summerhill in 1960 and became manifested in various types of â€Å"free schools,† emphasizing experiential learning that places the highest priority on the â€Å"self† of the individual. Advocates of de schooling see hope in a network of opportunities for incidental education through which each child can discover itself and pursue his or her particular interests in special ways. In Kohlberg’s (1972) studies the main experiential determinants or causal factors in moral development seem to be the amount and variety of the child’s social experience and the opportunities he or she has had to assume a number of roles and to take other perspectives into account. Being able to put oneself in another’s place is a source of principles; for example, when parents sought their children’s views and elicited comparisons of views in dialogues, the children reached more advanced stages of moral development. Roger Pillet (1971) asserts that researchers have perpetuated a separation of experiential theory and practice. He lists as shortcomings (1) the locus of the leadership function in curriculum development that is external to the teachers, administrators, parents, and students who are expected to become users; (2) the negation of reality that occurs when new programs are designed on paper without regard to the knowledge and experience of the learners and educators who are expected to become the users; and (3) the use of abstract language that reduces the possibility of communication among those involved in various aspects of curriculum development. References Bruner Jerome S. The Process of Education. Cambridge: Harvard University Press, 1960. Chesler Mark A. â€Å"School Crisis and Change†. In Student Unrest: Threat or Promise? edited by Richard L. Hart and J. Galen Saylor, pp. 100-21. Washington, D. C. : Association for Supervision and Curriculum Development. 1970. Combs Arthur W. Educational Accountability. Beyond Behavioral Objectives, Washington, D. C. : Association for Supervision and Curriculum Development, 1972. Counts George S. Education and American Civilization. New York: Bureau of Publications, Teachers College University, 1952. Dewey John. Democracy and Education. New York: Macmillan, 1916. pp. 17 House Ernest R. ; Rivers Wendell; and Stufflebeam Daniel L. â€Å"An Assessment of the Michigan Accountability System†. Phi Delta Kappan 55 (June 1974): 663-69. Kohlberg Lawrence. â€Å"Moral Education in the Schools: A Developmental View†. In Curriculum and the Cultural Revolution, edited by David E. Purpel and Maurice Belanger, pp. 455-78, Berkeley: McCutchan, 1972. Macdonald James B. â€Å"Curriculum Development in Relation to Social and Intellectual Systems†, In The Curriculum: Retrospect and Prospect, part I, pp. 97-98. Seventieth Yearbook of the National Society for the Study of Education, Chicago: University of Chicago Press, 1971. Pillet Roger A. â€Å"Boundaries of a Curriculum Network†, In Elements of Curriculum Development, pp. 7-11, Monograph supplement of Curriculum Theory Network. Toronto: Ontario Institute for Studies in Education, 1971. Taba Hilda. Curriculum Development: Theory and Practice. New York: Harcorut, Brace and World, 1962. Tyler Ralph W. Basic Principles of Curriculum and Instruction, Chicago: University of Chicago Press, 1950. pp. 7-8

Advertisement: Cosmopolitan Magazine

In this Cosmopolitan magazine ad for Tacori jewelry, there is a silver honey comb stick with rich, golden brown honey on the end of it. The honey looks like it is about to drip off of the stick, making the honey look very indulgent. On the handle of the honey stirrer are three engagement rings. The bottom one is a wedding band with diamonds around the whole band. The middle ring and the top ring are the same ring just with different views. The middle ring is the top view and the top ring is the side view.The ring has one big rounded square diamond in the middle and little diamonds around it and on the band four more diamonds on each side. From the ad, the marketing idea is that these rings are a treat, sort of like and indulgent to go along with the sweet honey. In this ad, the honey wand is silver, unlike normal ones that are usually wooden or plastic. Color is a very important detail when creating an ad, and in this ad, the colors chosen were the not bright or vibrant colors, they were simple yet elegant.The background is all white, which allows all of the attention to be drawn to the delectable golden honey on the wand and to the sparkling silver of the rings. The word TACORI is located at the top left hand corner of the ad. It is a thin, black font and does not take up a lot of room, it is just enough to let the reader know what the brand is. I think that the reason why there are not many colors and the name of the company is not a huge bold font is because the main focus is the rings themselves. The honey wand is rather large and the rings are zoomed in on so that the crystal clear diamonds shimmer on the magazine paper.The bright yellow, deep orange and brown from the honey add the only splash of color for this ad. I think the colors of the honey though are used to create a rich feeling to the ad, after all, these rings are the best and money the best is what money can buy. The angle of vision for this ad is very important because in order to sell a produ ct such as these diamond rings, the viewer needs to see all of the aspects of the rings. This ad did a very good job at showing the rings in different angles. The ring at the bottom of the honey wand is the wedding band.In the ad, the ring is positioned so that the diamonds that go around the entire ring can be seen but also the inside of the ring is shown because the word TACORI is stamped on the inside. This is a very good marketing strategy because the rings look more desirable knowing they are name brand. The middle ring is the engagement ring. It is positioned so that the reader is looking straight at the huge square setting of the ring. It shows the top, which is what a person sees if they are wearing the ring. This makes it easier for a person to imagine what it would be like to wear the ring.And the top ring shows the side of the ring, and the small but beautiful details of the smaller diamonds surrounding the sides of the ring. This gives a person the full view of the rings at every angle. There are no characters in this ad nor are there any catchy phrases or sayings. The ad is very clear and shows everything the business needs for a person to want what is being advertised. I don’t think that characters were used in the ad because it would take away from the ring. If a woman sees a gorgeous model wearing a ring, they are not going to put all of their focus on the ring; they are going to look at the surrounding objects.With this ad, there are no distracting people, just sweet honey to make the rings look like a tempting dessert. I think the impression that the ad gives is that these rings are a treat. We as Americans love to be treated well and have things that are valued in our society. A woman for instance loves to be lavished with clothes and shoes and fine jewelry. And this ad is the perfect example of how the honey represents a sweet â€Å"treat† and the rings should go along with it. The rings are a treat for a woman, and she should indulge herself in it. What kind of woman wouldn’t want these rings on her finger?

APA Referencing †How to Cite a Conference Paper

APA Referencing – How to Cite a Conference Paper APA Referencing – How to Cite a Conference Paper So you’ve been to an academic conference and you want to cite a presentation you’ve seen. Or maybe you’ve just read the conference proceedings and want to cite them. Either way, APA referencing has specific rules for citing a conference paper, so make sure you know how it’s supposed to be done! In-Text Citations In-text citations for a conference paper use the standard APA referencing style of giving the author’s name, year of publication and relevant page numbers in parentheses: Many academic conferences are â€Å"oversubscribed† (Chatterton, 2002, p. 16). If the author is named in the text, simply give the year of publication afterwards, followed by page numbers after the quoted text: According to Chatterton (2002), many academic conferences are â€Å"oversubscribed† (p. 16). If you’re citing the entire proceedings of a conference, give the editor’s name in place of an author. Reference List: Conference Proceedings The papers presented at a conference are often published as â€Å"conference proceedings.† If you’ve cited the proceedings of a conference as a whole, the information you’ll need to provide in the reference list includes: Editor Name, Initial. (ed.) (Year). Title of conference: Subtitle, Location, Date. City of Publication: Publisher. For instance, the proceedings from a (fictional) conference about academic conferences would appear in an APA reference list as: Ditor, E. (ed.) (2002). Getting together: The academic benefits, Atlanta, June 2002. Houston: PME Publications. Reference List: Published Conference Papers Rather than citing the entire proceedings, you’ll often want to cite a single presentation you’ve seen or read. For a published paper, the reference list entry should include: Author Name, Initial. (Year). Paper title. In: Editor Name (ed.). Title of Conference, Location, Date (page range). City of Publication: Publisher. So a paper from our fictional meta-conference would appear in the reference list as: Chatterton, T. (2002). Anachronisms and conferences. In: Ed Ditor (ed.). Getting together: The academic benefits, Atlanta, June 2002 (pp. 15-23). Houston: PME Publications. Reference List: Unpublished Conference Papers You can also cite a conference paper that hasn’t been published, but the format here is a little different: Author Name, Initial. (Year, Month). Paper title. Paper presented at Conference Title, Location of Conference. An unpublished version of the Chatterton paper used in the example above would therefore appear in an APA reference list as: Chatterton, T. (2002, June). Anachronisms and conferences. Paper presented at Getting Together: The Academic Benefits, Atlanta, Atlanta Metropolitan State College.

Definition and Examples of Verbiage in English

Definition and Examples of Verbiage in English Definition Verbiage is the use of more words than necessary to effectively convey meaning in speech or writing: wordiness. Contrast with conciseness. The Shorter Oxford English Dictionary defines verbiage as [s]uperfluous abundance of words, tedious prose without much meaning, excessive wordiness, verbosity. See Examples and Observations below. Also see: AcademeseBafflegabBattologyBloviationBomphiologiaCampaign to Cut the Clutter: Zinssers BracketsLiterature and the Schoolmam, by H.L. MenckenOn Sadlers Bombastic Declamations, by Thomas Babington MacaulayOverwritingPadding (Composition)Purple ProseThe Style of Woodrow, by H.L. Mencken EtymologyFrom the Old French, to chatter   Examples and Observations What I am afraid of is: verbiage.(Joseph Conrad, letter to Hugh Walpole, December 2, 1902)It is a midden and a criminal haunt and packed to the gills each split-up low deceiving house and alley with footpads and coiners and runners of poor women, with uncertificated pox-doctors and cat-gut spinners, with tripe-merchants and rumour-mongers and rabbit-breeders and slaughterers of the peace of the Lord. Why must your brother lodge there, Claffey? Could he not come here to us at Cockspur Street?He may do that yet, Claffey said.As for the man you call Sligdoes he not keep that infamous cellar where we lodged when we were freshly arrived?By the dripping blood of Christ! Vance said. I am sick of your verbiage. Slig is a sworn brother of mine. Slig gave you straw and a shelter for fourpence. Infamous cellar? It was a usual kind of cellar. I tell you, OBrienit was good, of its kind.Sick of my verbiage? the Giant said. Sick of my stories, also?I leave them to the brutes that want soothing.(Hil ary Mantel, The Giant, OBrien. Henry Holt, 1998) Excess Verbiage- Dont bore your audience with excess verbiage: be succinct.(Sharon Weiner-Green and Ira K. Wolf, How to Prepare for the GRE, 16th ed. Barrons Educational Series, 2005)- Using excess with verbiage is redundant. Verbiage by itself means wordiness or an excess of words. Thus, you could say that the phrase excess verbiage is verbiage.(Adrienne Robins, The Analytical Writer: A College Rhetoric, 2nd ed. Collegiate Press, 1996)- Part of the complexity of the problem with verbosity, wordiness and excess verbiage comes from the not uncommon tendency for individual people to use too many extra unnecessary words that are definitely not needed to make the actual clarity of the specific communication crystal clear.Lets rewrite that sentence, cutting out the verbiage: Verbosity is the use of more words than necessary for clear communication. Weve gone from 45 words to 12.(Timothy R. V. Foster, Better Business Writing. Kogan Page, 2002) Euphemisms and VerbiageEuphemisms are not, as many young people think, useless verbiage for that which can and should be said bluntly; they are like secret agents on a delicate mission, they must airily pass by a stinking mess with barely so much as a nod of the head. Euphemisms are unpleasant truths wearing diplomatic cologne.(Quentin Crisp, Manners from Heaven, 1984) Oratorical Verbiage[A] characteristic ingredient in all epideictic oratory and literature [is] the opportunity it affords the rhetor for self-display. . . . But this same opportunity for self-display runs the risk of deliquescing into crass showmanship, false posing, hollow oracularity, empty verbiage, mere rhetoricas it does in the Roman period known as the Second Sophistic, and does again in [Robert] Frosts weakest poems (cracker barrel wisdom, clever trivia; to some high moderns the ordure of the ordinary). This remains a standing temptation to any epideictic rhetor and marks an extreme distance from epideictics original concern with the health of the civic polity.(Walter Jost, Epiphany and Epideictic: The Low Modernist Lyric in Robert Frost. A Companion to Rhetoric and Rhetorical Criticism, ed. by Walter Jost and Wendy Olmsted. Blackwell, 2004) The Lighter Side of VerbiageStubb: Took you long enough, you dithering imbecile! Weve been waiting in that swamp for so long, Ill be pul ling leeches off me nether parts for ages!Jack Sparrow: Ah Stubb, your verbiage always conjures up such a lovely image.(Stephen Stanton and Johnny Depp in Pirates of the Caribbean: The Legend of Jack Sparrow, 2006) Pronunciation: VUR-bee-ij Alternate Spellings: verbage (generally regarded as an error)

Discuess the statement about the pricing, valuation and sensitivities Essay

Discuess the statement about the pricing, valuation and sensitivities of Credit default Swaps Spreads by presenting a critical r - Essay Example Secondly, it presents a review of sensitivities and spillover effects on CDS spreads from bond, equity and options markets. Under this, the market that has the greatest influence is identified after considering statistical evidence from various sources. Finally, the report reviews credit default swaps in the context of monitoring sovereign risks in both developed and emerging market economies. This seeks to demonstrate how credit default spreads behave in tranquil and volatile market environments. In addition, the importance of CDS market development in emerging economies is also highlighted in this report. 2.0 Background Credit default spreads (CDS) are recent innovation in the management of credit risks. They have gained popularity in the management of both single name and sovereign debt risks. The market is valued based on information from related underlying equity, bond and their options markets. However, various challenges have been experienced when dealing with CDS markets. The se challenges include pricing of CDS spreads, lack of exchanges for trading credit derivatives, manipulation of accounting information, among others. Pricing of the CDS spreads is not an easy task. Though various models have been put forward by many researchers, there is no universally accepted method of computing the price of CDS. Another challenge is the lack of exchanges for trading credit derivatives. CDS quotes are therefore obtained over the counter (OTC) and may not be reliable for estimating the CDS spreads. Spillover effects from the bond, equity, and options markets also affect the CDS spreads. The extent to which these markets impacts on the CDS spreads is not clearly known despite the various statistical methods posted by different researchers. Some suggested that equity markets have the greatest spillover effects on the CDS spreads while others argued that options market are the major contributors. Credit default swaps have been fully taken up in the developed economies while the emerging economies are still struggling to catch up. The way in which CDS behaves in tranquil and volatile market environments has sparked serious research. Many questions concerning CDS markets and their importance in the emerging economies have been raised by various researchers. How are sovereign risks managed by these economies? The application CDS in managing risks is a new innovation that requires further research. 3.0 Credit Default Swaps 3.1 Determination of the price of a single name CDS security. Many approaches of determining CDS spreads have been put forward by various researchers. One commonly used approach for pricing a derivative is by finding a portfolio of assets whose returns matches that of the derivative replicated. Duffie & Singleton (2003) and Lando (2004) suggested such portfolios in their research. This strategy may not work in a situation where similar replicating instruments needed for replicating the portfolio are not issued by the issuer whose CDS’s are being replicated. In addition, what happens to the replicating portfolio when the CDS contract ends after a credit event? Another approach of pricing CDS spreads is to determine the value of spread which equates the net present value of the expected value of the coupon to the net present value of the expected value of the payoff. Hull & White (2001) used this approach to formally derive the pricing formula. They assumed that interest rates, recovery rates and default

The Eyes of Faulkner Essay Example | Topics and Well Written Essays - 1000 words

The Eyes of Faulkner - Essay Example This paper will focus upon the eyes of the two characters; the symbolism used by Faulkner to reveal particular character aspects of the individuals themselves and how his use of language supports those traits and communicates the plot of the stories in a succinct, encapsulated way. They eyes of Emily Grierson are truly windows into her soul. We are introduced to her at her death, but in the subsequent tale Faulkner reveals much about her character; and we can see much of it through his description of her eyes. Emily Grierson is a woman born to a southern family once prominent, but now poor. The daughter of a controlling father, Emily dies many years after killing her suitor in her own home. There are two descriptions of her eyes in the story, one from when she is middle aged and purchasing the poison that she will use to kill an unspecified victim, be it a rat or human, and the other from an older age when she is confronted for not paying her taxes. Faulkner portrays the younger woman, who is slender at the time, as possessing "cold, haughty black eyes in a face the flesh of which was strained across the temples and about the eye sockets as you imagine a lighthouse-keeper's face ought to look" (Faulkner 125). In the description of her appearance years later, t his same woman has gained weight, and her eyes are described as "lost in the fatty ridges of her face, look[ing] like two small pieces of coal pressed into a lump of dough..." (Faulkner 121). When she is buying the poison, Emily has cold and haughty eyes. These are the eyes of a woman contemplating murder, as we ultimately learn that her erstwhile suitor and probable husband's skeletal remains are found in a room of her house that hasn't been seen for forty years. Her soul, that of a murderess, is thereby revealed; haughty and cold. She is calculating, angular, unfeeling, and capable of buying poison without revealing her intent to the druggist. Contrast these descriptive elements with the pieces-of-coal-in-a-swollen-face description used for her latter years. Her eyes, black in both instances, are now described using a substance, coal, that provides considerable heat. In the scene where this description occurs, she has long-since committed the crime. Faulkner is showing us that Emi ly has gone from thin and cold to fat and burning; the primary intervening event being the killing of an innocent man. The descriptive changes in Emily are those of a woman who as lived with what she has done. She has become a bloated, intensely-eyed woman as her soul has dwelt upon her deeds. From icy calculation, she moved on to commit a fervent act. The act of passion, murder, has transitioned Emily's eyes from cold to hot just as Emily's own soul has evolved from frigidity to burning guilt. Faulkner embodies the essence of the entire story line within the eyes of his protagonist. This same literary convention applies to Colonel Sartoris Snopes (Sarty) in Barn Burning. We meet Sarty at the trial of his father, who has been accused of burning a neighbor's barn after a dispute over a hog. Throughout the story, as Faulkner reveals the boy's relationship with his angry and arsonist father, we come to the understanding that there are