Lady Macbeth By William Shakespeare - 2040 Words

In Macbeth, we see Lady Macbeth be ruthless in her endeavor to help Macbeth achieve the title of King; at times, she even has more villainous (masculine) tendencies than some of the male characters. Does her violent ‘sacrifice’ - the â€Å"murdering ministers† to drink milk from her breast - show her embrace of the cruel and renouncement of the good—a good that is tied into femininity? If her renouncement of the â€Å"milk of human kindness† equates to masculinity or villainous behavior, then the text may be saying that her femininity is required to be liked as a female character. This perception of masculinity - a skewed version of gender - do nothing but create and drive the force of the play, creating chaotic outcomes for herself and Macbeth. Lady Macbeth does not understand her own gender and the power it holds, but rather society s idea of gender is at work. Underneath the lines of the play, the actions taken by Lady Macbeth and Macbeth, the rea l ‘villain’ of the play is society’s push and drive to render and label people. In the first moments we meet Lady Macbeth, she is already concocting a plan to help Macbeth achieve kingship from the vision the Three Witches foretold. Lady Macbeth knows Macbeth’s character, and she knows that without support he will not be able to proceed with the necessary steps to a achieve kingship, though he so desperately wants it. He wants others to do for him what he cannot or will not do. Lady Macbeth is manipulative - ‘’that I may pour my spiritsShow MoreRelatedLady Macbeth By William Shakespeare1520 Words   |  7 PagesLady Macbeth was not evil she was misunderstood Claim thou art, and Cawdor and shalt be what thou art promised. (Quote) In many of his plays, William Shakespeare portrays women as more virtuous than men. Lady Macbeth, strong ambitious women who’s confidence, faithful and capable of almost anything. For example, in endless love, we notice the endless love they both share for each other, where fate still brought them back together even after all the influences affecting jade’s life, the overpoweringRead MoreMacbeth And Lady Macbeth By William Shakespeare1343 Words   |  6 PagesIn William Shakespeare’s epic tragedy, Macbeth, the concept of the every blurry line between good and evil is shown through the two main characters, Macbeth and Lady Macbeth. This husband and wife duo begins the play as polar opposites. Lady Macbeth’s maliciousness and drive is clear to the audience the first time she steps on stage in Act One Scene Five. She continues on with these same characteristics, yet in the middle of the drama, there is a distinct change in her attitude and overall role asRead MoreThe Ambition of Lady Macbeth in Macbeth by William Shakespeare894 Words   |  4 PagesThe Ambition of Lady Macbeth in Macbeth by William Shakespeare Timothy Leary once said, Women who seek to be equal with men lack ambition (Peters 175). But is this true in the case of the classic play Macbeth? In Macbeth it seems to be, that Macbeth the protagonist of the play is influence by Lady Macbeths ambition. Could this be an exception or was Lady Macbeth lying when she ask to be equal to a man so she could commit the murder (1.5.33.45-61). To understand one must look deeply into theRead MoreMacbeth And Lady Macbeth By William Shakespeare959 Words   |  4 Pagesoccasion. This is clearly illustrated through Duncan s murder in the story Macbeth between the two characters Macbeth and Lady Macbeth. Their responses are shown through their initial reaction to the thought of murdering Duncan, immediately prior to the murder of Duncan, and immediately after the murder of Duncan. Duncan was a kind and good man, and if Macbeth were to kill Duncan, then he would be the bad guy. Macbeth found that there was no reason to kill Duncan other than only for personal gainRead MoreLady Macbeth by William Shakespeare824 Words   |  3 PagesIn Shakespeare play, Macbeth, Lady Macbeth’s character progresses in an interesting manner. Lady Macbeth is made to act as an incentive to Macbeths immoral actions. Even though Macbeth is generally the person to have a final say before killing someone, Lady Macbeth plays the role of his â€Å"sidekick†. She mocks her husband if he worries over a sinful deed (which usually she instructs him to do), saying he would be less of a man if he does not follow through with their plan (I. vii. 56-57). She givesRead MoreLady Macbeth By William Shakespeare1075 Words   |  5 Pages In Shakespeare’s Macbeth, the motif of night is aggressive like the murders they plot and commit. Night dominates day throughout the play since they commit murders which disrupt the natural order of the world. Macbeth â€Å"plays God† by taking someone else’s life and therefore they challenge the Elizabethan order of the world. Acts of chaos, like earthquakes and supernatural events, break loose. Macbeth and Lady Macbeth think the night will cover their treacherous deeds. At first, the idea of murderingRead MoreLady Macbeth, By William Shakespeare Essay1674 Words   |  7 PagesThe obvious reading of this passage would be of Lady Macbeth as domineering and manipulative in pursuit of her own goals. But that reading discounts the loyalty and dedication she has shown to Macbeth and his success. By encouraging violence through questioning his manhood, masculinity and violence become inextricably linked. This connection essentially defines masculinity as violence wit hin the world of Macbeth. The relationship between power, violence, and masculinity alienate women and power andRead MoreLady Macbeth By William Shakespeare1280 Words   |  6 PagesIntroduction Lady Macbeth is a big character one of the most complex characters within the play. She is a mixture of contradictions she is strong, ambitious, ruthless, weak and manipulative to name a few. In the beginning of the play Lady Macbeth is strong, ruthless and ambitious, in Act1 Sc.3. Lady Macbeth s more ambitious urges lead Macbeth to the path of crime. She is cold and nasty; she shows no emotion when she believes both her and Macbeth’s dreams are under threat. Lady Macbeth believes herRead MoreLady Macbeth By William Shakespeare1536 Words   |  7 PagesIn the play Macbeth, the secondary characters such as Lady Macbeth, the witches, and Macduff influence the theme and plot. One of the most influential female characters in the tragedy is Lady Macbeth; she has a significant impact on Macbeth s life. Throughout Shakespeare’s time’s, women were not treated with respect; they were regarded as their husbands slaves. However, this is not the case in Macbeth’s marriageRead MoreLady Macbeth By William Shakespeare1299 Words   |  6 PagesLady Macbeth was not evil she was misunderstood Claim thou art, and Cawdor and shalt be what thou art promised. (Quote) In many of Shakespeare’s plays, he portrays women more honourable than men. Lady Macbeth is one of the main antagonist, she’s a strong ambitious women who’s strives with confidence and capable of almost anything. For example in the winter tale, the main antagonist Hermonie, we can interpret that Hermione patiently despairing the dilemma within the hands of the dominant Leontes

Retaining Top Performers During Change Free Essays

According to Judith Ross, â€Å"coping with change is a permanent part of the manager’s job†. Since this is an established fact, one would expect that manager would strive at retaining the top performers – those that have been instrumental to the growth of the company before the period of change. However, it would be shocking to note that often times than not, these top performers are not retained. We will write a custom essay sample on Retaining Top Performers During Change or any similar topic only for you Order Now The question here is why do managers fail to retain these strategic employees? Generally, one thing that happens when there is a change in the organization, the leaders or managers are often â€Å"too busy† handling matters that concern the paper work. Thus, they rarely communicate the essential information these top performers who in turn make different interpretations to what they are seeing. In periods of change, the managers are under pressure and they seem to worry more on the structure rather than those employees that made the structure. Therefore, Top performers are left to navigate their way through the happenings in the company and because these set of employees are passionate about their careers; they are forced to look elsewhere because they see no future, assurance in the restructuring. Furthermore, when managers do not communicate effectively to their employees, especially those top performers, there are unintended consequences. From my experience from the paper, I discovered that in times of change, when managers do not communicate the specifics to their employees, they are forced to imagine the worst that can happen and decide on this. These consequences should be a source of concern to organizations because these top performers are the backbone of the organization. Personally, if I were the manager in my organization, whenever there is change, the first people I would do is to sell the change to my top performers. I would explain the why, the how, and the specifics. I would immediately involve them in the change. Reference: Ross, J. (2006). Retaining top performers during change. Harvard Business Review. How to cite Retaining Top Performers During Change, Papers

Facilitating Innovation in Leisure Service

Question: Discuss about the Facilitating Innovation in Leisure Service. Answer: Introduction It would be correct to say that organizations require the support of strong leaders so that organizations can grow and develop. The leaders of organizations have realized that managing change is one of the most difficult tasks. The objective of this report is to discuss the topic of managing organizational change. It is expected that this report would be useful for the senior manager of the hypothetical information. When considering strategy and guidance with change, Anderson Anderson, (2010) provide strategies of change using five core elements of change. These elements explain the most effective forms of change in the organization and how they are best used. It is expected that the lack of support from employees could be one of the biggest hindrances in the entire change management process. Therefore, it is important that change agents should focus on effective communication channels. The drivers of the reasons of the change should be communicated to all the employees at different levels. This is a great starting point when needing to better understand change and the success it can bring. It is important that the change should be initiated from the top leaders and senior management. It is believed that the change management is relatively easy for small organizations as compared to the large organizations (Mishra, 2013). The organic, horizontal structure generally found in small organizations seems ideally suited for idea generation and implementation, in large part because all employees are working together closely and form a sort of de facto innovation task force. Larger, well established organizations with more bureaucratic, vertical structures will likely have to take specific steps to harness their potential for idea development and implementation. The paper also discusses various change management models like Kotter change management model, Lewin change management model etc. It is expected that this report would be useful for senior manager to manage the change i n an effective manner (Worley Mohrman, 2014). Analysis Authors argued that the change in the organization should be driven from senior leaders. If leadership comes to a meeting and says Corporate is making us do this, this and this. We have to do it so lets get it done then the change is going to have a negative connotation and those negative attitudes will continue. However, if leadership comes in and paints a picture of an opportunity to grow and improve, and displays a positive attitude about the upcoming changes, it will be much easier for other employees to follow suit (Bucciarelli, 2015). It is important that innovation should be an integral part of change management process. The organizations can use the ambidextrous approach to integrate innovation with change. An ambidextrous approach allows for creativity in discovering new ideas and implementation of those ideas, when the organization is ready to move forward with the proposed change. According to Daft (2016), The organization can be designed to behave in an organic way for exploring new ideas and in a mechanistic way to exploit and use the ideas (p. 430). This is an effective way to handle change, because it combines the two necessary elements of creating and implementing, utilizing two common organizational structures. This approach is more effective than either a purely organic or a purely mechanistic approach. Organic structures may lack the ability to bring a new idea to fruition, while a mechanistic structure may lack the characteristics necessary to allow for innovative thinking (Hornstein, 2015). Shafiee, Razminia, and Zeymaran (2016) stressed the importance of choosing the appropriate organizational structure, stating that organizational structure is considered as one of the essential provisions for successful adaptation with changes (p. 161). Appelbaum Habashay (2012) outlines in detail the concept of organizations taking a change management approach relative to growth and development of organization. The main ingredients are the matching up of innovation and change processes and thus exploiting growth possibilities to achieve future organizational goals. It is important that the organizations must be able to assess the internal environment before taking any change decision. It is believed that the small organizations are able to assess them quickly as compared to the large organizations. Therefore, literature suggests that managing organizational change is relatively easy for small organizations as compared to the large organizations. The successful implementation of any change would also depend a lot on the change agents. It is suggested that the organizations should have a talented pool of employees that can manage the change in the organization (Hornstein, 2015). If the company is in the early stages of existence or if they are in the process of re-creating themselves through new or existing product innovation, the ambidextrous approach may be preferred over other approaches to growth and development. The logical model of Kotter change management model can be shown as: Kotter provided and integrative model of organizational dynamics that could be used as a framework to change management. The Kotter model suggests that in order for an organization progressing through different developmental stages and experience growth over multiple levels of the company, they must be able to confirm to internal and external rules. According to Duerden, Lundberg, and Shurma (2016), Organizational relevance and longevity are tied to the ability to strategically innovate. Organizations that effectively innovate to best position themselves to address and take advantage of changing circumstances thrive (p. 49). This is why a change management approach is so important for organizations. The literature suggests that change management approach has improvements for organizations such as increased productivity, faster turnaround, shared learning, and a higher development satisfaction (Vinekar, Slinkman, Neru, 2006, p. 32). The effective and reliable change management approach like Kotter change model or Lewin change management model can help organizations. The snapshot of the Lewin change management model can be shown as: The Lewin model of change management suggests that all the three stages are critical for organizations. The first stage of the Lewin change model is the unfreeze stage. This is the stage where the urgency of the change is created. It is the stage where the senior managers should take all the employees together. The next and the most difficult stage of the change management model is the change stage. This is the stage where change actually happens. This is the lengthy stage in the entire change management process. The last stage is the Refreeze stage. This is the stage in which changes are freeze and organizations are ready to take the benefits of change. The challenge for organizations has been adjusting to discontinuous change as organizations grow within fast-changing global and technological climates. Tushman and OReilly (1996) emphasized the focus on culture as the counterbalance to strategy and technology through the example of IBM. IBM had a $8.1 billion loss in 1993 and the ch ief executive was quoted as having said the organization became too bureaucratic and preoccupied with IBMs own view of the world squandering talent and technology (Tushman OReilly, 1996). The focus on organizational structure and effective change management helps an organization produces a dual structure to deal with the paradox of stability and change (Vinekar, Slinkman, Neru, 2006, p. 32). Therefore, it is recommended that organizations should have a flexible organization structure. The flexible organization structure would enable the organization to take quick decision through out the change process (Daft, 2015). When organizations have to manage the change then quick decision-making could be a key factor. It is also suggested that the organizations should take the support of various stakeholders while taking any decision. What I found interesting was that Honda and Canon are two companies that operate under the quick-decision making mode, in spite of the fact that both of these organizations are large organizations (Daft, 2015). According to Burn, and Stalker, (1961). An organismic form is appropriate to changing conditions, which give rise constantly to fresh problems and unforeseen requirements for action which cannot be broken down or distributed automatically arising from the functional roles defined with a hierarchic structure. It is observed that the lean organizational structure is the recommended form of organizational structure. Even the organismic structure is very good for change, here, this is more useful first, because the focusing on the customers needs; and second, because of the separation between the new and the traditional processes, structures of the organization which help to avoid resistance in the decisions. According to OReilly, and Tushman (2004) the organizations that have success in this, used to separate their new, exploratory units from their traditional, exploitative ones, allowing for different processes, structures, and cultures; at the same time, they maintain tight links acro ss units at the senior executive level. They separated the senior teams from the new innovation team. OReilly, and Tushman (2004) though that in order to have success, organization must constantly pursue incremental innovations, small improvements in their existing products and operations that let them operate more efficiently and deliver ever greater value to customers. I think this will be good for the organization development and sustainability, and I think to propose this to the senior managers and leaders. Vinekar, Slinkman, and Nerur (2006) argued that organizations that are seeking to manage simultaneously for change and innovation as well as stability face something of a paradox. I had not though of the change management approach in precisely this way before but it makes a lot of sense. On the one hand, mature organizations generally have a stable product line that they sell to a core group of consumers. These established products and services often produce significant income and provide great value for stockholders. On the other hand, companies need to be responsive to new opportunities and new markets. One method of change management that is useful in a changing organization is the opportunity to pilot new ideas in small markets to see how well innovation does on a smaller scale. Piloting is an aspect of making small changes to advance innovation within the ambidextrous structure (OReilly Tushman, 2004). Conclusion The above paper discusses the change management approach for organizations. It is important that organizations should consider the internal and the external factors before making any change. The lack of support from employees could be one of the biggest hindrances in the entire change management process. Therefore, it is important that change agents should focus on effective communication channels. The drivers of the reasons of the change should be communicated to all the employees at different levels. It is recommended that the organizations should stick the logical change management model like Kotter change management model or Lewin change management model. It is also recommended that the change management strategies should also depend on the companys life stage. In the entrepreneurial stage of a companys life cycle this approach might seem a little more difficult. I think that if the organizations founders are looking at not only what they have and desire, but also to the future and what changes will have to occur to move to the next stage, they are taking an ambidextrous approach. An organization that is in the elaboration stage must truly utilize this approach in order to survive. They have to take what works and keep it (exploit it), but also they need to find new ways (explore) of doing business to continue moving in the cycle. It is expected that the change management discussion and models would enable the organization to attain the path of continuous growth and development . References Anderson, D., Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley Sons. Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model. Journal of Management Development, 31(8), pp.764-782. Burns, T., Stalker, G. M. 1961. The management of innovation. London, Tavistock Bucciarelli, L., 2015. A review of innovation and change management: Stage model and power influences. Universal Journal of Management, 3(1), pp.36-42. Daft, R. L. (2016).Organization Theory Design(12thed.). Boston, MA: Cengage Learning. Duerden, M. D., Lundberg, N., Shurma, D. (2016). Facilitating innovation in leisure service organizations.Journal of Park Recreation Administration,34(2), 49-61. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Mishra, S., 2013, September. Relevance of Kotters Model for Change in Successfully Implementing Lean. InIFIP International Conference on Advances in Production Management Systems(pp. 540-547). Springer Berlin Heidelberg. OReilly, C. Tushman, M. (2004). The Ambidextrous Organization.Harvard Business Review. Retrieved from https://hbr.org/2004/04/the-ambidextrous-organization/ar/1 Shafiee, H., Razminia, E., Zeymaran, N. K. (2016). Investigating the relationship between organizational structure factors and personnel performance.International Journal of Management, Accounting Economics,3(2), 160-165. Worley, C.G. and Mohrman, S.A., 2014. Is change management obsolete?.Organizational Dynamics,43(3), pp.214-224. Vinekar, v., slinkman, c. W., nerur, s. (2006). Can agile and traditional systems development approaches coexist? An ambidextrous view. Information systems management, 23(3), 31-42.

The only thing you have to do in this world free essay sample

My father once told me, The only thing you have to do in this world is die and pay taxes. Thoreau didnt pay his for 6 years and was placed in jail for a period of one night and even then he believed that he was freer than the townsmen. My professor and I spoke about Thoreaus essay, Resistance to Civil Government, that he wrote in his over night stay in jail and came to the conclusion that we have a disagreement on a few items. My professor disagrees with Thoreau for based on what we have talked about and read he believes that the goal of a good government are the most basic and fundamental principles that help the country. If a country does not have these there is no control or laws on which one may need to follow in order to have a successful government. Our legal system was made so that we could enforce change. We will write a custom essay sample on The only thing you have to do in this world or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If we choose to to ignore this there is no progress in government. I have only a few agreements in Thoreaus essay and that is on his refusal on paying the church and his opinion on voting. I agreed with Thoreau in the matter of not paying taxes and that is only because he refused to pay the church that he did not even attend, but they demanded a payment. I wouldnt want to be paying for something, or in this case someplace, that I do not use or go to. In both cases of paying the church and the six years of poll taxes in which he refused to pay someone else did for him. I disagree with this person(s) who did this for him for I believe that one should pay for their bills and when they do not they go to collections or in this case jail and stay there until it is paid. For Thoreaus opinion on voting he states, Even voting for the right is doing nothing for it.(Thoreau 12) Thoreau saw voting as a gamble. He also saw it as whether the majority will be right or wrong. When I use to vote, I assumed that I was voting for the right person based on what was told to me and presented to me given the circumstances and available options, but I also accept that who I saw as wrong might be in office only because the majority voted that way. I believed that when voting I could choose the best from the worst. As Thoreau has stated, They take too much time, and a mans life will be gone (Thoreau 20), meaning voting is slow and often ineffective to bring about change for there may be little left to be changed. In the film, Do Not Resist by Director Craig Atkinson, a city council meeting on August 12, 2013 was filmed in Concord, New Hampshire on the voting and purchasing of a Bearcat. The citizens of Concord made statements to the City Council that purchasing a Bearcat was not necessary or even needed there. One citizen even said, So the idea that we should have that just because its free money. Its not free money. Its all of our money and its more then just all of our money. Its debt. And debt is a form of slavery. The more this country goes into debt. The heavier the chains on all of us. (16:14-54) Heavy huh? Makes you think about when someone in politics says its free why not get it. I go into question mode. Where did the money come from then? Is it a fund put in by others? Did you put on a fundraiser to get these items that you are stating are free but then find out its federal government money and then a light bulb goes on and its not longer free money cause its tax money that we as hard working citizens put into and so WE are buying this so-called free Bearcat. Both of us agree that there is a need to reform the government and the means of accomplishing it is Both of us want a better government and to do so one must talk instead of just letting it happen. If a law is broken, a person must accept the consequences, which may be the penalty of jail time.

Rebuild your hiring process into a successful one with 5 easy steps

Rebuild your hiring process into a successful one with 5 easy steps If you work in HR, you know how important it is to place real value on the hiring process- but does the company you work for feel the same way?Although it can be argued that nothing is more important to the short- and long-term viability of an organization than ensuring that the teams who work towards its success contain the best and the brightest candidates available, the truth is that some companies don’t take the hiring process as seriously as they should, and have a poor hiring process that reflects this thinking.Having a strong and well-defined hiring culture can really take your business to the next level and help propel it past the competition in your industry. It stokes the flames of motivation and innovation- key determinants of success that truly separate those businesses just looking to hang on from those looking to leap ahead of the pack. Conversely, if your company fails to commit to taking its hiring practices seriously, it can make it difficult to attract top-ti er individuals in today’s candidate-driven job market, where seemingly infinite opportunity is outpacing available talent, and those with the background and skill sets to disrupt the status quo and drive real change have plenty of options to choose from when looking for their next job or project.An article by the International Franchise Association (IFA) highlights the importance of having a well-defined hiring process for your company: â€Å"Every new employee will either contribute positively to customer satisfaction, growth and profitability, or contrastingly have a negative impact on the business. By adopting a structured and comprehensive hiring process, you’re taking the first step in positioning your business for success by attracting the right talent. The type of talent that will help build the company culture, drive sales and ultimately position the company as a leader in the industry.†So, it seems abundantly clear that having a well-defined hiring proc ess is a crucial element of any company- but how can you tell where your company ranks? As an HR professional, there are some key indicators you can use to determine if your company is taking its hiring culture and practices seriously (or not).hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});How were you hired?A key performance indicator you can use is the process you encountered when you were a candidate for your current position. Even if it was years ago, this information can help you establish a baseline regarding how your company is faring when it comes to hiring. Was the experience streamlined, polished, and completely effective at answering your questions, addressing your needs and concerns, keeping you updated during the process, and capturing your interest in joining the team? Were there clear areas for improvement? Do those areas still need improvement?How does your company treat HR overall?Does your company place a real value and importance on cultivatin g a top-tier HR department that’s made up of seasoned and well-trained staff who fully understand the company’s mission and culture? Are they prepared to support and bolster the company’s goals with each new position they’re tasked with filling? Take stock of your department and its position in the organization, which will help you determine if your company has a strong hiring culture, or if there’s room for improvement.Do you have a set process in place?Is your company’s hiring process structured for success? According to the IFA, the following steps are essential for a comprehensive hiring process for each open position:Define, create, and identify the role to be filled.Source, market, and promote your open position and receive applicants.Select, evaluate candidates for the position and company culture.Verify, follow up with ideal candidates to confirm the skills and information they’ve represented.Of course these are basic steps an d a lot of nuance goes into each hire, but if your company is falling down when it comes to any of these broad strokes, it may be an indication that your hiring culture can use some work.If you’ve read this far and are starting to feel as if your company’s hiring process and culture can use some real work, don’t despair. There is plenty you can do as an HR professional to help make lasting and positive changes in your organization.Improve recruitment efficiency.Make sure your company is taking full advantage of available professional tools to support the hiring process. This includes checklists for organizational efficiency when screening candidates, preparing for interviews, and aggregating candidate data; taking advantage of well-designed and well-maintained email templates for a wide ranges of tasks, from basic correspondence to scheduling interviews and sending feedback, and more; and using helpful recruiting software for tracking candidates through the hiri ng pipeline and analyzing data.Enhance the candidate experience.As an HR professional, you’re often the first point of contact for a candidate regarding your company, and are instrumental in effectively forming their first impressions. Do your best to ensure that each candidate’s experience during the hiring process is positive, regardless of whether or not they’re hired (because word spreads). Make sure the careers page on your company’s website is well-maintained and your application process is seamless and candidate-friendly, and keep all candidates in the loop and well-informed with friendly updates during the decision-making process. Candidates are people, and possibly even potential customers of your business and brand, so be respectful, helpful, and genuine with every one of them- as in most aspects of life, the Golden Rule applies here, too.Evaluate candidates more effectively.This one’s mainly designed to streamline the internal hiring pro cess, but it’s important to keep HR staff satisfied and engaged with their work in order for them to do their jobs effectively. Make sure that your evaluation process for each position is accurately capturing crucial data to assess the potential effectiveness and value of each candidate. Some key methods for obtaining useful candidate metrics include portfolio and work sample reviews, having candidates complete thoughtfully designed standardized tests, and structuring interviews for maximum impact and hiring efficiency. All HR personnel should be trained properly to evaluate candidates at all levels and positions- if they’re not, this is a worthy investment in time and resources for your company to make.Boost candidate sourcing.Help boost the effectiveness of your HR department, and in turn stimulate your company’s hiring process and culture by implementing effective candidate sourcing strategies. Take advantage of social media to build your company’s bra nd and keep followers and potential candidates informed about job openings, make sure your company is represented at key industry events and associations, develop an effective company referral program, invest in helpful sourcing tools to find qualified candidates quickly, and build and maintain an active candidate pipeline for current and future job openings.Attract top talent with top ads.This one may seem obvious, but you’d be surprised by how many companies run ineffective and sometimes downright confusing ads when seeking candidates for open positions- and you’d better believe that candidates notice poor ads, which factor into first impressions and can serve to pollute your organization’s hiring culture. Make sure your company is utilizing engaging and clearly crafted ads that include all key relevant details about the position, as well as candidate requirements and â€Å"nice-to-haves,† and make sure your company’s brand is well represented.Us e the advice and strategies presented here to help you figure out how strong your company’s hiring culture is right now. Take an honest look at the way you operate, and then determine how to make any needed improvements to your organization’s hiring practices and processes. Good luck!

Definition and Examples of Linguistic Imperialism

Definition and Examples of Linguistic Imperialism Linguistic imperialism is the imposition of one language on speakers of other languages. It is also known as  linguistic nationalism, linguistic dominance, and language imperialism. In our time, the global expansion of English has often been cited as the primary example of linguistic imperialism. The term linguistic imperialism originated in the 1930s as part of a critique of Basic English and was reintroduced by linguist Robert Phillipson in his monograph Linguistic Imperialism (Oxford University Press, 1992). In that study, Phillipson offered this working definition of English linguistic imperialism: the dominance asserted and maintained by the establishment and continuous reconstitution of structural and cultural inequalities between English and other languages. Phillipson viewed linguistic imperialism as a subtype of linguicism. Examples and Observations of Linguistic Imperialism The study of linguistic imperialism can help to clarify whether the winning of political independence led to a linguistic liberation of Third World countries, and if not, why not. Are the former colonial languages a useful bond with the international community and necessary for state formation and national unity internally? Or are they a bridgehead for Western interests, permitting the continuation of a global system of marginalization and exploitation? What is the relationship between linguistic dependence (continued use of a European language in a former non-European colony) and economic dependence (the export of raw materials and import of technology and know-how)? (Phillipson, Robert. Linguistic Imperialism. Concise Encyclopedia of Applied Linguistics, ed. by Margie Berns, Elsevier, 2010.) The rejection of the linguistic legitimacy of a language- any language used by any linguistic community- in short, amounts to little more than an example of the tyranny of the majority. Such a rejection reinforces the long tradition and history of linguistic imperialism in our society. The harm, though, is done not only to those whose languages we reject, but in fact to all of us, as we are made poorer by an unnecessary narrowing of our cultural and linguistic universe. (Reagan, Timothy. Language Matters: Reflections on Educational Linguistics. Information Age, 2009.) The fact that†¦no uniform British empire-wide language policy developed tends to disconfirm the hypothesis of linguistic imperialism as responsible for the spread of English†¦ The teaching of English by itself†¦, even where it did take place, is not sufficient grounds to identify the policy of the British empire with linguistic imperialism. (Brutt-Griffler, Janina. World English: A Study of Its Development. Multilingual Matters, 2002.) Linguistic Imperialism in Sociolinguistics There is by now a well-entrenched and very respectable branch of sociolinguistics, which is concerned with describing the world of globalization from the perspective of linguistic imperialism and linguicide (Phillipson 1992; Skutnabb-Kangas 2000), often based on particular ecological metaphors. These approaches†¦oddly assume that wherever a big and powerful language such as English appears in a foreign territory, small indigenous languages will die. There is, in this image of sociolinguistic space, place for just one language at a time. In general, there seems to be a serious problem with the ways in which space is imagined in such work. In addition, the actual sociolinguistic details of such processes are rarely spelled out- languages can be used in vernacular or in lingua franca varieties and so create different sociolinguistic conditions for mutual influencing. (Blommaert, Jan. The Sociolinguistics of Globalization. Cambridge University Press, 2010.) Colonialism and Linguistic Imperialism Anachronistic views of linguistic imperialism, which see as important only the power asymmetry between the former colonial nations and the nations of the third world, are hopelessly inadequate as an explanation of linguistic realities. They especially ignore the fact that first world countries with strong languages seem to be under just as much pressure to adopt English, and that some of the harshest attacks on English have come from countries [that] have no such colonial legacy. When dominant languages feel they are being dominated, something much bigger than a simplistic conception of power relations must be involved. (Crystal, David. English as a Global Language, 2nd ed. Cambridge University Press, 2003.)

Marketing (branding) Essay Example | Topics and Well Written Essays - 500 words

Marketing (branding) - Essay Example Firstly, branding is an elementary method of strategizing a firms’ position within the market that involves the entire aspects of the firms. Although branding is a task of the marketing department, it cannot be kept restrained to that department alone. Secondly, a brand has to be the carrier of a firm’s value and at the same time the value has to be explained in such terms which can be adapted by the consumers (Randall, G., â€Å"Branding: A Practical Guide to Planning Your Strategy†). Branding as a Business Policy â€Å"Functions, differences, image and source† are considered as the four dimensions of brand that eventually shapes the essence of brands. The brand identification becomes strong as a result of uniformity among the above mentioned dimensions. If it happens that cohesion among the dimensions is not strong and any one dimension among those is sending ambiguous indications to the market, then the essence of the brand gets hampered as the customer s perceive confusing notion about the brand (Randall, G., â€Å"Branding: A Practical Guide to Planning Your Strategy†). Source: (Randall, G., â€Å"Branding: A Practical Guide to Planning Your Strategy†).