History of Board Games, Playing Cards, and Puzzles

Should Marriages Aren t Be Successful - 984 Words

Marriages aren’t made to be successful. To the contrary, the imperfection is what makes couples perfect. There is no such thing as success in marriage, that would only mean that tolerance is at a high and couples are cooping with each other’s flaws in order to remain together, or successful in the eyes of a judgmental society. The aggressive assertion of how marriages aren’t meant go be successful comes from the stance that the way you deal with each other’s failures which is exactly the opposite of â€Å"success†, transforms it in a great relationship. The phrase you listen to right before you get married â€Å"for poorer, in sickness and in health, to love and to cherish, till death us do part† is a clear demonstration of how marriages aren’t meant to be â€Å"successful†. As the phrase points out two extremes â€Å"in the sickness and in health†. In this case the sickness part emphasizes that the person who is not sick, has the obligation to be there taking care of the one who is. Hoping for a better day to come. â€Å"To love and to cherish†, despite all the mistakes and the bad decisions, one shall always give their unconditional love to their partner, and value them among others. The final statement, â€Å"till death do us do part† shows that no matter what problem â€Å"life† brings you, nothing will set you a part; but death alone. Getting married is giving another person permission to share their problems with you, and yours with them. Granting permission to have full access to your troubles andShow MoreRelatedDiscrimination Based On Gender And Gender Discrimination1574 Words   |  7 Pageschildren over time grow, and produce the men and women who make up society. In psychology you have a term called norm, a norm is an unwritten role, or expectation for how a group should behave (Pastorino, 2013). Men and women both make up separate groups. In each group norms have been formed on how members of the group should conduct themselves. Masculinity is often associated with competition, emotional detachment, aggression and violence (â€Å"Gender Issues in the Media†). Femininity is associated withRead MoreHow to become a good manager1508 Words   |  7 Pagesjealous. Other disadvantages may be that as a wife gets older she can be replaced with a better younger woman. She may feel neglected as her time has passed, but monetarily she should still be taken care of and she still has her place in the family. 4- What are the advantages and disadvantages of arranged marriage? Advantages:   Your parents know you personally from birth to raising you your whole life so they best know your dispositions and personality and how you cope with others and allRead MoreThe Confusion Of Today s Culture1246 Words   |  5 Pagestoday’s culture about â€Å"roles† in marriage compels us to understand what unique responsibilities various cultures assign to a wife. With this, many cultures place a special emphasis on the headship granted to the husband and the role of subordination belonging to the wife. In various places, men have authority over their wives, in law and in practice. Modern values such as gender equality may be at odds with some traditions, one example being a traditional jewish marriage, which is based on the man acquiringRead MoreThe Fight For Black Civil Rights1248 Words   |  5 PagesAmerica is unfortunately once again significant, however this time in reference to marriage equality in Australia. The failure of the law to allow all couples regardles s of sex to marry, and furthermore refusal to acknowledge marriages conducted overseas, is a disgrace to the nation supposedly know as accepting of difference and intolerant to discrimination. Among innumerable reasons why marriage equality should be legalized in Australia, a prominent one is that restricting the option to marry anyRead MoreFamily Is A Word With Diverse Meaning1539 Words   |  7 Pageswith diverse meaning. The Oxford Dictionary defines it as † A group of people consisting of two parents and their children living together as a unit.† This definition is known to be the most common stereotype in North America. â€Å" This definition doesn t comply with other cultures†, for example, the African concept of family states that â€Å" Family is considered a basic cell of society. All social and cultural practices find their connection with a notion of family, either supporting or distorting it†.Read MoreIs Beauty Actually The American Dream?1529 Words   |  7 Pagesknow it or is it we just don t care. .American Beauty intent is to display the lifestyle of middle class suburban families, and the different conflicts each household goes through like; how parents aren t really apart of their teenagers lives and the different struggles not only parents, but what people go through. The film captures issues like depression, self hate, discrimination and how tangible midlife crisis can be. Some people can t fathom how a person can experienceRead MoreMedia Changes The World For The Worst1565 Words   |  7 Pagesconsider traditional. This concept is outdated and offensive to Americans who don t have a traditional family. The US media needs to redefine the definition of the traditional American family. Divorced and remarried parents, extended families living together, and kids who never really had a family should also be included. This will increase the overall sense of happiness and well-being among children whose families don t necessarily fit in with society. Both mothers and fathers play a vital role inRead MoreAnalysis Of The Book The Help 890 Words   |  4 Pagesoutside restroom installed for the maids and seeing the way they think of the maids; like animals.  A second image is the women s clothing. There is a very specific clothing that represents the theme of gender stereotypes on how southern women should dress and act. Women in the era are raised and are taught to act, think, and dress a certain way. They mainly are supposed to be house wives but Skeeter breaks this lifestyle. The clothing these women wear represent their fake personalities. TheyRead MoreFrey Farms Vs Wal-Mart Negotiations943 Words   |  4 Pageshard bargaining situations (Sarah Talley and Frey Farms Produce: Negotiating with Wal-Mart, 2006). The concept of win-win bargaining is a good and powerful message, Sebenius says, but a lot of our students and executives face counterparts who aren t interested in playing by those rules. So what happens when you encounter someone with a great deal of power, like Wal-Mart, who is also the ultimate non-negotiable partner? (Frey Farms Produce Profile) Sarah Talley was 19 in 1997, when she firstRead MoreThe Role Of Student Students1173 Words   |  5 Pagesspecial need student with families with low income, students from a different race and ethnic backgrounds as well lesbian, Gay Bisexual, Transsexual and Questing (LGBTQ). Students should be able to approaches learning regardless of who they are. The importance of each student in gaining the skills, knowledge needed for successful in school. The needs of individual student approaches to learning, while recognizing that learning is a social activity, helps development of a child is based on family morals

Australian Society Sociology

Question: Discuss about the Australian Society for Sociology. Answer: Introduction Sociology deals with the subjective evaluation of societies and even attempts to demand the real power of analogous readings of physics and its progeny (Durkheim 2014). C. Wright Mills was a sociologist who had the extraordinary capacity of being able to see themselves concerning broader common procedures and devices. He opined on the feelings of men in todays time regarding their lives and troubles, which would be discussed in this essay (Jackson 2016). Discussion Mills stated that men feel their lives are like a series of traps, sensing that inside their daily world they would not be able to cross their hurdles. The only thing ordinary men are aware of and try to do are circumscribed by the own circles where they live; their dreams and their forces are restricted to the nearby scenes of occupation, family, neighbourhood; in another milieu, they move cautiously and remain onlookers (Mills 2000). Throughout late years, it can be seen how social associations change the course of own humanity's history. Taking direction for example, people of the past time (the Gen X-ers considered in the region of 1946 and 1964) were the recipients of a gigantic addition in government spending on training, making the present period all the fundamentally more probable than both past and future times to make something like the sociological imagination - all in light of consistent and mechanical advances from the gnawing adversary at the time the former Soviet Union (Hegeman 2015). For Mills, public issues need to do with matters that transcend these area states of the individual and the extent of his inside life. They have to do with the relationship of various such milieu into the establishments of a recorded society in general, with the courses in which distinctive milieu cover and interpenetrate to shape the greater structure of social and irrefutable life. An issue is a public matter: some regard cherished by publics is felt to be incapacitated. Habitually there is an open consultation about what that regard genuinely is and about what it is that incapacitates it. This common contention is consistent without focus if just because it is the method for an issue, not in any manner like an even broad bother, that it can't probably be described in regards to the provoke and normal circumstances of basic men. An issue, frankly, consistently incorporates a crisis in institutional strategies, and as often as possible too it incorporates what Marxists call "contrad ictions" or "antagonisms" (Hayden 2015). The move from public issue to own burden has changed our once insightful activities into an expert guideline for the associations that will benefit by understudies' enthusiasm for themselves. Where we were once fundamentally excited about the progression of the whole local for the public awesome, we are quickly transforming into an instrument for the readiness of future, additional, tradable agents, a basic walk in the utilization of the direct corporate business operational model. When we consider the greater setting in which our individual establishments work, we find that the past provider of the public incredible, the professors, doctor's, therapeutic administrations provider's claim to fame in the social demand has been committed to a littler game plan of limits than we may have thought possible. It is essential that we research ourselves, in case it isn't starting at now past the final turning point (Giroux 2015). Conclusion On a concluding note, to answer the main concern of this essay, it has been understood that Mills idea about public and private troubles have been widely considered as the benchmark. His distinctions are still existing in todays society, even though the feeling of being trapped has changed and has been replaced by a sense of broader imagination. References Durkheim, E., 2014.The rules of sociological method: and selected texts on sociology and its method. Simon and Schuster. Giroux, H.A., 2015. Public intellectuals against the neoliberal university.Qualitative inquiry; Past, present, and future: A critical reader, pp.194-223. Hayden, T., 2015.Radical nomad: C. Wright Mills and his times. Routledge. Hegeman, S., 2015. A Sociological Imagination.Studia Neophilologica,87(sup1), pp.97-103. Jackson, S., 2016. For A Feminist Sociological Imagination: A Personal Retrospective On C. Wright Mills.The Anthem Companion to C. Wright Mills, p.159. Mills, C.W., 2000.The sociological imagination. Oxford University Press.

Employee Selection Principles and Techniques Essay Example

Employee Selection Principles and Techniques Essay Organizational Entry A study of managerial, professional and technical employees of a large OLL company mound that those who demonstrated success early In their career were more Likely to be promoted than those who were less successful early in their career (Dither Brett, 1991). Initial Job challenge has a positive impact on employee performance and success. The challenge should be compatible with your expectations and preferences. Employee preferences Challenging, interesting and meaningful work High salary Opportunities for advancement Job security Satisfactory working hours Pleasant working conditions Compatible co-workers Feeling of being respected and appreciated Opportunity to learn new skills Fair and loyal supervision Being asked ones opinion on work Issues Assistance with personal problems A study of business students showed the most important consideration to be the companys location, followed by salary and benefits (Barber Rolling, 1993). Another factor that affects employee preferences Is level of education. College graduates nave Deterrent preferences Trot null cocoons graduates anon tenure are also differences BTW college graduates. Engineering majors differ from liberal arts majors and students differ from C students. Age also plays an important role as well as specialization. Employee preferences change as a function of economic conditions. When Jobs are difficult to obtain, new employees may be more interested in pay and Job security. We will write a custom essay sample on Employee Selection Principles and Techniques specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Employee Selection Principles and Techniques specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Employee Selection Principles and Techniques specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In a better economic climate when there are plenty of Jobs, issues such as challenging work or the opportunity to develop new skills rank higher. Preferences also differ as a function of race. A survey comparing Job preferences of black and white women college students, found that more blacks than whites wanted a high-paying Job rather than interesting work (Muriel, Frieze Frost, 1991). The recruitment process Sources of potential employees Recruiter characteristics College campus recruiting Information provision to Job recruits Sources of recruiting: Formal > ads in newspapers, referrals from employees, employment agencies, search services, placement services of professional associations, Job fairs, outplacement agencies, college campus, online recruiting (e. G. Several major newspapers including the New York Times, the Washington Post and the Chicago Tribune have Jointly begun an online career employment service). Informal > contacting friends and acquaintances > more accurate information and more often lead to hiring. A study of 186 students at universities and training schools found that the longer the bob search, the less the students used formal recruiting sources. However, those who remained unemployed 3 months after the study began significantly increased their use of formal sources > the use of formal sources was high in the early stages of a job search and again later if the search proved unsuccessful (Barber, Daly, Contamination Phillips, 1994). Recruiter characteristics like smiling, nodding, maintaining eye contact, demonstrating empathy and warmth and showing thoughtfulness, competence and personalities are important and influence applicants to accept Jobs. College men expressed en same Kelvin AT JODI acceptance winter tenet recruiter was male of female, but college women said they would be much more likely to accept a Job offer if the company recruiter was male. Research has shown that 50% of women interviewed are offended by gender-related comments made to them by male recruiters about their personal appearance. Also, Job applicants prefer recruiters to spend time during the interview to provide information about the company, to seek information about the applicant (give the chance to the applicant to speak about their achievements), and answer applicant questions. Also issues like how comfortable the applicant feels in the presence of their prospective superiors and the location of the company are important. Campus recruiting Fewer than half of the corporate recruiters have received training in the proper techniques for interviewing Job applicants > problems with the success of campus recruiting. Many organizations are turning to computerized recruitment databases: compilations of student resumes. Colleges and universities also maintain online resumes of graduating seniors as well as listings of companies that are hiring. Also dents can access information about alumni who will serve as mentors. Universities also offer computerized videoconferencing facilities in which companies can conduct long-distance interviews with college seniors > company access to schools they may not visit. Major problem for campus recruiting is finding Job candidates who have a realistic view of the business world. Both applicants and recruiters may present misleading images in order to attract attention > high incidence of turnover in the first 3-5 years of the first Job entry. Realistic Job previews: provide information that is as accurate as possible about all aspects of a Job. Such information can be supplied through a brochure or other written description of the Job, through a film or videotape, or through an on-the-Job sample of the work to see if the applicant can perform the required tasks > reduction of unrealistic expectation about Jobs. Research shows that realistic Job previews correlate positively with Job satisfaction, 100 performance Ana reach turnover rates. Also teeny reduce ten mummer AT applicants accepting Jobs. Their effect varies as a function of the prior exposure applicants have had to the Job in question > a study of 1,117 applicants for positions as correctional officers found hat applicants with previous experience at prison work were far less likely to accept job offers after watching a realistic Job preview on videotape than were applicants who had no such prior experience (Meaning, Denies Ravioli, 1993). After the recruiting process has been completed and applicants and organizations have decided that each meets the others needs, the selection process formally begins. The Selection Process Job and Worker analysis > 1/0 psychologists must investigate the nature of the Job. The organization will not know what abilities potential employees should have unless t can describe in detail what they are expected to do to perform the Job effectively > Job Analysis: the study of a Job to describe in specific terms the nature of the component tasks performed by the workers. A Job analysis determines the specific skills necessary to the Job and from it a profile of worker qualification can be developed. Once these abilities have been specified, the human resource manager or the occupational psychologist must determine the most effective means of identifying these characteristics in potential employees, and evaluate them in each applicant. Then a score or level for the various abilities is established > the 1/0 psychologist may look at the present workers of the company to determine the cutoff scores that should be set. Recruitment decisions The company should then decide what recruitment method they will use to recruit new employees > ads, employment agencies, referrals from current employees. The response number of potential employees affects the criteria set for their selection > The selection ratio: the relationship between the number of people to be hired and the number available to be hired ( the potential labor supply). If there is a shortage of applicants and the Jobs must be filled within a few weeks, some requirements will have to be changed (e. G. He cutoff score on an intelligence test). A shortage of applicants may also force the company to expend its recruiting campaign and to offer higher wages, enhanced benefits or improved working conditions to attract and retain new employees. Selection techniques Application blanks, interviews, letters of recommendation, assessment centers and psychological tests. Usually a combination of techniques is used. In the U. S. Testing for drug use is no w widespread for all types of Jobs. Also, there is an increased concern for AIDS and some organizations screen their applicants for the HIVE. Some scientists have suggested that in the future, genetic testing may be applied to identify applicants who may be sensitive to certain chemicals used in the workplace and to predict those individuals who are likely to develop specific diseases. Testing the Selection Techniques Every new selection program must be investigated to determine its predictive accuracy or validity. This is done by evaluating the performance of the employees selected by the new procedures, through e. G. Supervisor ratings of their performance. By comparing hose ratings with the performance on the selection techniques we can determine how the 2 measures correlate. Did the selection techniques predict which of the applicants turned out to be the better workers? Based on the results, we either keep or modify our selection procedures. Fair Employment Practices 1972: regulations of the Equal Employment Opportunity Commission (EEOC) > all Job applicants regardless of race, religion, sex or national origin are guaranteed equal opportunities for employment > discrimination on such grounds is illegal. Adverse impact When a minority group of applicants or employees is treated markedly worse than he majority group in personnel decisions, that minority group is said to be the target of adverse impact in the selection process. Any selection rate for a minority group that is less than 80% of the selection rate for the majority group is evidence of adverse impact > the company could be challenged in court for maintaining different rejection rates for minority and majority applicants, but other evidence would also have to be presented and not Just statistical documentation. Dilatoriness Stetsons Interviews and application blanks have been greatly affected by nondiscrimination isolation because questions that discriminate against a particular group can lead to lawsuits. No questions can be asked that identify applicants national origin, race, or color. Applicants cannot be asked to name their birthplace or that of their relatives, to identify their religious affiliation, or to give the maiden names of female relatives. It is also unlawful to inquire about the clubs or societies to which the applicants belong and to ask them to submit photographs with their employment applications. It is lawful to ask if applicants have ever been convicted of any crime (as conviction loud be considered relevant to Job performance in certain instance such as when someone convicted for embezzlement applies for a Job as a bank teller), but it is unlawful to ask if someone has ever been arrested because members of certain minority groups are much more likely to be arrested on suspicion of wrongdoing. Reverse Discrimination Equal Opportunities legislation has sometimes resulted in discrimination against members of the majority group > reverse discrimination: the phenomenon that may occur when recruiting, hiring, promotion and other personnel decisions in favor of embers of a minority group result in discrimination against members of the majority group. A 4-year study of 13,509 employees in scientific and engineering occupations found that women and blacks had greater promotion opportunities than equally qualified white men (Sheehan, 1992). Persons hired or promoted on an affirmative action basis may be stigmatize in this way. New legislation notes that the rights of the majority group must not be unnecessarily restrained in the effort to help minorities and that minorities should not be hired or promoted solely on the basis of percentages. Other targets of discrimination Older workers The work force is aging. Life expectancy is increasing and health in later life is improving. At the same time, working lives have been getting shorter with a trend towards early retirement. Old age formally starts at the point of retirement: 60 for women, 65 for men, but older workers are considered the ones who are above 50 years AT age. However, management still prefers to hire younger workers, despite consistent evidence from 1/0 psychology research that older workers are as productive and sometimes more so, as younger workers and have lower absenteeism and turnover rates. In general, older employees do not suffer from poorer health, diminished vigor or declining mental abilities when compared with younger employees. Studies of about 24,000 persons in managerial Jobs in the manufacturing, clerical and service sectors of the work force found that age was positively related to performance in highly complex and cognitively challenging Jobs and that performance declined with age only in less demanding Jobs such as low-level clerical or repetitive assembly-line work (Viola, Walden McDaniel, 1990). However, the stereotypes about older workers persist. They receive more negative reference evaluations than younger workers > a meta-analysis of studies of ratings of older employees found that workers 34 years old and younger tended to give less favorable ratings to workers aged 55 and older than they did to younger workers (Finniest, Burke Raja, 1995). Older workers are protected by law against ageism (discrimination in hiring and promotion with regard to age). The emphasis in the developed world should shift from planning for early retirement towards encouraging longer working lives. In Finland, the government has taken an active approach towards the employment of elder people for some years > longitudinal research program: the Finance project > developed the concept of work ability to assess the ability of workers to do their Job and to predict quality of life > increasing heterogeneity in work ability amongst older groups of workers > Nation-level action programs to promote health and lifestyle, to make adjustments to the physical work environments and to design work and organizational systems more carefully to the needs of older workers (adjustments include improved workplace design to reduce the physical workload, regular updating of professional skills and knowledge, and the introduction of more flexible scheduling of work, for example, by introducing micro-pauses following peak loads). Different countries have adopted different approaches to the issue of ageing, work and health due to their policies towards labor market intervention as well as the organizat ion of their health care systems. A major factor is whether health care is supported through employer-funded insurance or through general taxation. Workers with disabilities Employees with physical and mental disabilities are protected by law against Job Localization. Employers are required to make reasonable accommodations to ten physical or mental impairments of a qualified applicant or employee with a disability if it would not impose an undue hardship on normal business operations. Defining the term disability has proven difficult and requires some 60 pages of government regulations: in general, a person is considered disabled if s/he has a physical or cognitive impairment that limits one or more major life activities. [sensory impairment: vision or hearing disabilities, motor impairment, cognitive impairment: learning disabilities, speech impairment, mental retardation]. Research has shown that disabled employees perform as well as or better than nondurable employees do. Job opportunities for disabled persons vary as a function of type of disability: Pl with impairments of vision, hearing or motor skills experience greater difficulty obtaining employment than Pl with less disabling conditions. Women workers Women face discrimination particularly when applying for what are still considered to be traditionally male Jobs. Once hired, women receive lower wages than men with similar skills and qualifications that are performing the same Jobs do. Gender-based wage discrimination: lower pay for comparable worth. Comparable worth: the idea that Jobs that require comparable or equivalent skills should receive comparable compensation. Thus, discrimination against women today may occur less in the hiring process but more in terms of pay and promotion. Discrimination based on sexual orientation Gay men and lesbian women face discrimination in hiring in public agencies and private companies. Some companies, such as ATT, Xerox and Levi Strauss actively sponsor support groups and networks for their gay employees. Discrimination based on physical attractiveness Beautys: Judgment based on a pleasing physical appearance > has shown to affect ring and promotion decisions. Many Pl Delve Tanat phonically attractive persons also possess more sealed personality and social traits. A bias against overweight Job applicants has also been found. Job Analysis Job analysis: the study of a Job to describe in specific terms the nature of the component tasks performed by the workers. Includes information about the tools or equipment used, the operations performed, the education and training required, the wages paid and any unique aspects of the job such as safety hazards. Essential for employee selection and the design of training programs. Also, it helps in he design of Jobs and workspaces for more efficient performance. Example: if an operator has to walk a long distance from the machine to the storage shelves every time it is necessary to replenish the supply of raw material, this wasted time and effort can be eliminated be redesigning the work area. Job analysis can also uncover safety hazards or dangerous operating procedures. It can also be applied to the development of Job evaluations which are used to determine appropriate wages for various Jobs > in order to determine fair pay, judgments are made by experts that are based on Job analyses after the collection ND evaluation of data from large numbers of employees on such Job-related factors as the specific skills required, the level of education, the level of responsibility and the consequences of making errors. 2 basic approaches to Job analysis: the Job-oriented approach and the worker- oriented approach. The Job-oriented approach: focuses on the specific tasks involved in performing a Job and on the Job outcome or level of productivity. The worker-oriented approach focuses on worker behaviors on the Job and on the specific skills, abilities and personal traits needed to perform the Job. Most Job analyses involve a combination of Job-oriented and worker-oriented data. Interviews: used in Job analysis and involve extensive meetings with the persons directly connected with the Job: the workers performing the Job and their supervisors, and sometimes the instructors who trained the workers for the Job. I nose Interviews may De supplemented Day quaternaries. Questionnaires: 2 types used: the unstructured one and the structured one. In the unstructured or open-end approach, the subject matter experts describe in their own words the components of the Job and the tasks performed. In the structured approach, workers and supervisors are provided with descriptions of tasks, operations and working conditions and are asked to rate the items or to select those items that characterize their Jobs. Length of Job experience and race have been shown to influence the content of the lob analysis. Level of education and gender have only minimal effects. A widely used questionnaires is the PAS: Position Analysis Questionnaire: consists of 194 Job elements related to specific behaviors. These elements are organized into 6 categories of Job behavior: information input, manila processes, work output, legislations with other persons, Job context and other Job activities and conditions. Subject matter experts rate each element for its importance to the Job in question. Such quantifiable ratings have an advantage over the kind of information yielded by the unstructured questionnaire. Direct observation: direct observation of the workers on the Job. But Pl may behave differently when they are being watched, so it is necessary for the Job analysts to remain as unobtrusive as possible. Also, they should observe a representative sample of workers and make observations at various times throughout he workday to take account of changes caused by such factors as fatigue. Systematic Activity Logs: workers maintain a detailed written record of their activities during a given period. Critical Incidents: The critical-incidents technique is a means of identifying specific actions or behaviors that lead to desirable or undesirable consequences on the Job. It is based on identification of those incidents that are necessary to successful Job performance. The goal is to have subject matter experts indicate the behaviors that differentiate good from poor workers. A single critical incident is of little value, but undress of them can effectively describe a Job task sequence in terms of the unique behaviors required to perform it well. Research comparing the effectiveness of various approaches to Job analysis indicates that they vary in their usefulness. The choice of a specific technique must depend on the organizations reasons for conducting the analysis in the first place. Unless the purpose of the Job analysis is stated (e. G. Refining a selection or training program), the company cannot make an informed decision about which technique to use or what kind of information to seek. But generally, a combination of methods provides