Shame Essay Example For Students

Disgrace Essay Disgrace Criticism of ShameShame, distributed in 1983, a year prior to his most well known work The Satanic Verses, presents a fabulistic account in a nation that shockingly speaks to Pakistan. Basically, Shame is contrasted with Midnights Children on the grounds that the of its likenesses in subjects and style. The thought for Shame, detailed questioner Ronal Hayman in Books and Bookmen, became out of Rushdies enthusiasm for the Pakistani idea of sharam, a word that indicates a mixture of humiliation, frustration, respectability, unobtrusiveness, and a feeling of having an appointed spot on the planet. Response to Shame was for the most part positive; many praised the style of Rushdies work and the subjects it introduced . Numerous pundits valued the topic and introduction of Rushdies work. Cathleen Medwick in Vogue expressed, His new novel. . . uncovers the essayist in sure control of his excessive, fiendish, smooth, polemical creative mind. (414, Editor) Magic authenticity, a strategy frequently utilized by Rushdie is basic to the structure of how the tale of the book is passed on. Michael Gorras portrayal of Rushdies style expressed, His writing skips, a revelation of opportunity, an attestation that Shame can be anything he desires it to be bashful and prodding an amusing and merciless at the same time. . .Rushdies work is receptive to the world instead of expelled from it, and it is a direct result of this responsiveness that the mode where he work speaks to the proceeded with life of the novel. . . also, one needs something better to depict it that the term supernatural authenticity is an affirmation of individual opportunity in this present reality where opportunity is choke. . . (360, Editor) C hristopher Lehmann-Haupt strongly attests, If Mr. Rushdie had followed the rationale of reasonable brain science in Shame, he would have looted his novel of its otherworldly enchantment, its breakdown of story rationale that permits time to surge out of nowhere advance and uncover the finish of things, or grants characters to be resurrected in one another. He would have looted his novel of the truthnot exactly reality of the story or purposeful anecdote or legend, yet reality of an account that depicts a world separated and is a framework precise and legitimate just unto itself(356, Editor) Lehmann-Haupt then proceeds to contrast Shame with Midnights Children: . . .this doesnt start to represent the extremely tragicomic bad dream evoked by Shame, which accomplishes for Pakistan what Mr. Rushdies similarly wonderful first novel, Midnights Children accomplished for Inida.(356, Editor) Una Chaudhuri audit of Shame deviated from Haupts survey in that it thinks about Shame and Midnights Children in an unexpected way. She announces, Shame has an immense and outlandish a give of characters a role as Midnights Children, and it is as wealthy in episode, yet it is an entirely unique kind of book. History here is an aggregate dream sticking to the dusty deserts and haggard urban communities of the real world, not-exuding from the wild creative mind of a solitary, appallingly reluctant storyteller. The giggling it incites is thus edged with recognizable agony and the wonders it contains are never liberated from discernable horror.(357, Editor) When contrasted with The Satanic stanzas, the books length is miniscule. Chaudhuri commended this by saying that Shame is significantly upsetting book. Bravely, Rushdie has opposed the impulse to compose another overflowing epic. Rather, he has made a concentrated and dim artful culmination, a response to the individuals who may guarantee that specific shades of malice of current history are past either portrayal or translation.(357 , supervisor) Patrick Parrinder concurs with Chaudhuri by conceding, Shame, his most firmly controlled and maybe his best novel to date. . . It seems as though the Decameron or Arabian Nights had been burdened with the Sub-Continental identical Animal Farm.In another analysis for a similar book he remarks, his own abundant and increase expanding fictions don't give the feeling that anything has been kept from being told (219, Editor). .u49cbbc85c05c771d64700c07ec6553e8 , .u49cbbc85c05c771d64700c07ec6553e8 .postImageUrl , .u49cbbc85c05c771d64700c07ec6553e8 .focused content territory { min-stature: 80px; position: relative; } .u49cbbc85c05c771d64700c07ec6553e8 , .u49cbbc85c05c771d64700c07ec6553e8:hover , .u49cbbc85c05c771d64700c07ec6553e8:visited , .u49cbbc85c05c771d64700c07ec6553e8:active { border:0!important; } .u49cbbc85c05c771d64700c07ec6553e8 .clearfix:after { content: ; show: table; clear: both; } .u49cbbc85c05c771d64700c07ec6553e8 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; darkness: 1; progress: mistiness 250ms; webkit-progress: murkiness 250ms; foundation shading: #95A5A6; } .u49cbbc85c05c771d64700c07ec6553e8:active , .u49cbbc85c05c771d64700c07ec6553e8:hover { obscurity: 1; progress: haziness 250ms; webkit-progress: darkness 250ms; foundation shading: #2C3E50; } .u49cbbc85c05c771d64700c07ec6553e8 .focused content zone { width: 100%; position: rel ative; } .u49cbbc85c05c771d64700c07ec6553e8 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content enrichment: underline; } .u49cbbc85c05c771d64700c07ec6553e8 .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u49cbbc85c05c771d64700c07ec6553e8 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; fringe range: 3px; box-shadow: none; text dimension: 14px; text style weight: intense; line-tallness: 26px; moz-outskirt sweep: 3px; content adjust: focus; content improvement: none; content shadow: none; width: 80px; min-stature: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .u49cbbc85c05c771d64700c07ec6553e8:hover .ctaButton { foundation shading: #34495E!important; } .u49cbbc85c 05c771d64700c07ec6553e8 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u49cbbc85c05c771d64700c07ec6553e8-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u49cbbc85c05c771d64700c07ec6553e8:after { content: ; show: square; clear: both; } READ: The Effects of Clumbus Arrival in the Americas EssayLike Midnights Children, Shame has insisted Rushdies distinction as a talented author. Maybe, Christopher Lehmann-Haupt had commended Rushdie among his companions most properly with his announcement, . . . Milan Kundera, Franz Kafka, Nikolai Erdmann and George Buchner. To a great extent in the content, one cannot resist considering Gabriel Garcia Marquez. These are remarkable essayists with whom to be related, however its organization that Salman Rushdie merits. Without a doubt, with the melange of political story and social examination found in Shame, it is without a doub t one of Rushdies best works yet.

Relationship between CRISPR-Cas9 and Stem Cells - Free Essay Example

Have you ever wondered if it is possible to cure cancer, have genetically related babies from same-sex parents, completely eradicate mosquitoes, resurrect an extinct species, or even insert a GIF into bacteria and have the bacteria replicate the GIF? With technology becoming more advanced by the hour, increasing possibilities are arising. In 1993, certain segments of DNA were discovered, called CRISPR (Clusters of Regularly Interspaced Short Palindromic Repeats). Twelve years later, Cas9, an enzyme responsible for separating areas of DNA was discovered. Used together, it is called the CRISPR-Cas9 system. The CRISPR-Cas9 system is definitely capable of benefiting the human race by slowly filtering out the unwanted or undesired traits or diseases in the gene pool that will hinder the human race by slowly spreading throughout the gene pool, if not filtered and avoided. Along with CRISPR-Cas9, there appears to be certain cells called stem cells, which are types of cells that are multi-functional and, naturally, have the power to develop into any type of cell that is necessary, depending on and given the situation. Furthermore, CRISPR-Cas9 and stem cell research are the absolute tipping point for breakthroughs in biology to come. CRISPR is a repeated pattern, most of the time found in prokaryotic organisms, that guides RNA to certain sequences of DNA. Cas9 is an enzyme that is in a position to cut DNA using a guide RNA. CRISPR-Cas9 will attach itself to a certain segment of DNA found by the guide RNA partnered along with the CRISPR-Cas9 enzyme. CRISPR-Cas9 literally cuts the DNA so that the other DNA can be inserted or so the DNA can heal itself leaving the harmful mutation or section of DNA behind. By using CRISPR-Cas9 and the natural technologies it provides to us, we can filter out many undesired traits or diseases that hinder our gene pool, especially those which cause certain fatalities or make life far near impossible for not only the victim of the disease or trait but the families of that individual person, too. Many people have been incorporating CRISPR-Cas9 into their lives for nearly the past 10 years and have no knowledge of the technology or aspect it plays in their lives. CRISPR-Cas9 has been and can be used in many different ways; such as, the fact that it is used to enhance the shelf-life of many yogurts and cheeses that are sold to the public in commercial-sized quantities (Grens, Kerry. There is CRISPR in Your Yogurt.). The improved resistance of the cultures pertains to foreign bacteria and possible viruses. Not only does CRISPR-Cas9 improve the shelf-life of certain foods, but it also reduces the risk of getting people sick, which in turn saves a lot of money. Sicknesses like malaria are a global burden, but fear not, CRISPR-Cas9 can also be used to progressively eradicate the population of a few certain species of mosquitoes on the earth. Scientists have recently located a female infertility gene that will spread down to other female mosquitoes, rendering them infertile. CRISPR-Cas9 will latch itself on to the female infertility gene (Molteni, Megan. Heres the Plan to End Malaria With Crispr-Edited Mosquitoes.) And then, with human effort will be transported to another female mosquitoes genes. Over time, the population of harmful mosquitoes will become extinct, saving thousands maybe even hundreds of thousands of people. Although this may sound like a solid idea, the ethical side of the notion is not solid, at all. There seems to be many people that say that its outright wrong to eradicate an entire species of animal, no matter what situation it is under. Many other people disagree, bringing up the rhetoric that mosquitoes carry malaria and malaria kills thousands a day. Eradicating harmful mosquitoes has been discussed by multiple African leaders as of Monday 7 July 2018, with a project called Zero Starts with Me (African leaders launch new, continent-wide campaign for a malaria-free Africa Zero Malaria Starts with Me campaign empowers Africans to take a stand in the fight against the deadly disease). The UN nearly unanimously decided against a moratorium that would ban gene drives on a few species of mosquitoes (Matthews, Dylan. Gene Drives Could End Malaria. And They Just Escaped a UN Ban.). Right now, a group called Target Malaria, is working on a project similar to what had been earlier discussed (Matthews, Dylan. Gene Drives Could End Malaria. And They Just Escaped a UN Ban.). Once the gene drive is released into the wild, thousands of lives will be saved, and the malaria threat will become less intimidating. Now to the other key, stem cells, are an unspecialized cell that has the ability to form itself into any type of cell, given the situation that it is in. The earliest mention of stem cells dates back to 1868 (Bostons Childrens Hospital) in German biologist Ernst Haeckels papers with the German term Stammzelle (translates to stem cell). Stem cells have been used in countless procedures with the goal of curing once incurable diseases, Such as sickle cell anemia. According to the Fetal Treatment Center (UCSF Fetal Treatment Center.), sickle cell anemia is treatable using what is called stem cell therapy (UCSF Fetal Treatment Center.). Sickle cell anemia is an inheritable disease that causes red blood cells to break down causing blood blockage and/or pain in the hosts body, and in even some rare cases cause death. Using the modern technology that we have today and all of the acceptance of stem-cell therapy, infants can avoid the aggravatingly painful disease and avoid passing it down to their children. People who have already lived with the disease for an extended period of time can be cured of sickle cell anemia, eliminating a possibly infinite amount of pain. How stem cell therapy for sickle cell anemia works is by replacing the native cells in some persons body that produce red blood cells, these cells are called hematopoietic stem cells, with new cells. This leads to the termination of some persons body producing sickle cells, the cells t hat are produced by sickle cell anemia that causes the aggravating pain. Within the procedure, a doctor will begin to transfer healthy stem cells from a donors bone marrow to some persons body by an injection from an IV tube into one of some persons veins. When the stem cells are all inside of some persons body, theyll head over to some persons native bone marrow and will commence creating healthy blood cells. A majority of the people in the United States of America believe that stem cell research is morally acceptable. According to a Gallup news poll (Gallup, Inc. , Stem Cell Research.), out of an unspecified number of people, nearly 66% of people polled approve of stem cell research and believe that its morally acceptable, 29% of people polled did not approve and found it morally unacceptable, 2% of the people polled believed that it depended on the situation, and 3% of people polled had absolutely no opinion on it, whatsoever. Gallup had recorded this survey over a lengthy span of 16 years, from 2002 until 2018. Along with that, The numbers have started to differ greatly with acceptance in favor. Most likely, in the future, stem cells will be the most accepted way of treating diseases and abnormalities throughout the human body. Most people throughout European countries have really shown acceptance according to a variety of articles, so accepted to the point where there is even commercial stem-cell based treatment to regenerate damaged ocular system called Holoclar. After 20 years of studies, experiments, and trial, it was finally accepted in Europe. (Europe Approves Holoclar? ®, the First Stem Cell-Based Medicinal Product., Eurostemcell.) Despite these positive views of stem cell research and treatment There seems to be several flaws in the system. Stem cell therapy, according to Dr. Marvin M. Lipman, M.D., should be low cost and if not, virtually free. (Interlandi, Janeen. The Trouble with Stem Cell Therapy) The FDA, explicitly advises people to be very cautious when considering stem cell therapy for an ailment, the FDA also has the power to regulate the systems in which different types of stem cell therapies, treatments, enhancements, and etc., run through. They also advise customers of stem cell treatments to warn the FDA of adverse reactions they had experienced from the usage of the variety of stem cell treatments including, for cancer treatments, the growth of malignant or even benign tumors, as malignant ones can be fatal and benign ones can be costly and hindering. Other advisories from the FDA contain asking the vendor of the stem cell if they have been reviewed and approved by the FDA for treatment and also to ask for an explanation from the vendor to what to the customer of the treatment doesnt understand (Office of the Commissioner. Consumer Updates FDA Warns About Stem Cell Therapies.). Although, stem-cell research has its negatives, many people have claimed that stem-cell treatments have thoroughly improved their lives. According to Kevin Punsky, a controlled study on stem-cell therapy effectiveness on arthritis, found that stem-cell therapy greatly improved the effects of arthritis on those affected with it. Even the placebos seemed to cause relief from pain, too. The two conclusions from the study that was conducted by Mayo Clinic were that; stem cell injections did work and provide pain relief and that it is possible that injections of anything can cause pain relief. Another benefit of stem cell research is that Gay and Lesbian couples will be in a position to have biologically related children to both parents. They will also feel less alienated from society as time goes on and as stem cell babies become more common. Using haploid (contains only half of the information) embryonic stem cells, researchers in china were in a position to successfully create healthy mice from two mothers that went on to have children of their own. According to Victoria Forster of Forbes ( Forster, Victoria. Researchers Have Created Healthy Mice From Same-Sex Parents. But Why?), Chinese researchers were in a position to produce healthy offspring from two mothers. The offspring also went on to have healthy babies, too. Although they did try creating offspring with two male mice and a surrogate mother, it did not work out nearly as well, and therefore, the babies died shortly after birth. The reason for this happening was due to the cause of imprints. Imprinting is the process of inheriting certain genes, one from the father and one from the mother. To create the mice offspring using two mothers, the scientists had to cut out a few imprints, using CRISPR-Cas9, but with the male mice and their offspring the scientists had to cut out several imprints, again, using the CRISPR-Cas9 system. Even with all those imprints cut out of the male mice, the babies were still, born unhealthy, which led the scientists and their team to search for the hindering imprint and/or imprints that caused the hindrance in the health development of the mice which were born from two fathers and a surrogate mother. ( Forster, Victoria. Researchers Have Created Healthy Mice From Same-Sex Parents. But Why?) Using this method may even be possible in humans, according to journalist, Julie Compton of NBC News. Referencing the experiment with creating mice offspring with two mothers and two fathers, the article discussed how same-sex couples, sometime in the future, will be in a position to have children with both of their parents DNA (Compton, Could Same-Sex Couples Soon Conceive a Child with Both Their DNA?). In the second part of the article, Compton, in-depth, discusses the social implications and the legal implications given that, in some states, the processes of having babies via donors is still uncertain in quite a few states (Compton, Could Same-Sex Couples Soon Conceive a Child with Both Their DNA?). Using the method of biologically related same-sex parents, the courts will have no other choice than to assign legal parenthood to the same-sex couple, given that a problem arises related to custody. CRISPR-Cas9 and Stem Cell research has provided so many groundbreakers and breakthroughs in the field of biology. As previously stated, people have been incorporating the CRISPR-Cas9 into their lives for the past 10 years with not even a trace of a clue. Yogurt and cheeses have been altered with the system. It saves many lives and inadvertently saves everyone involved in the business so much money. Not only have we found a cure for a once-incurable disease called sickle cell anemia which is agonizingly painful and carried down through generations, weve also found a way to progressively eradicate an entire population of malaria-carrying mosquitoes that currently kill thousands a day, weve even found a way to produce offspring from biologically same sex parents in mice. What was once thought of, as science fiction, is becoming non-fiction. In order for us, as humans, to evolve, we need to take advantage of what CRISPR-Cas9 research and stem cell research has to offer.

Main Group Elements Definition

In chemistry and physics, the main group elements are any of the chemical elements belonging to the s and p blocks of the periodic table. The s-block elements are group 1 (alkali metals) and group 2 (alkaline earth metals). The p-block elements are groups 13-18 (basic metals, metalloids, nonmetals, halogens, and noble gases). The s-block elements usually have one oxidation state (1 for group 1 and 2 for group 2). The p-block elements may have more than one oxidation state, but when this happens, the most common oxidation states are separated by two units. Specific examples of main group elements include helium, lithium, boron, carbon, nitrogen, oxygen, fluorine, and neon. Significance of the Main Group Elements The main group elements, along with a few light transition metals, are the most abundant elements in the universe, solar system, and on Earth. For this reason, main group elements are sometimes known as representative elements. Elements That Arent in the Main Group Traditionally, the d-block elements have not been considered to be main group elements. In other words, the transition metals in the middle of the periodic table and the lanthanides and actinides below the main body of the table are not main group elements. Some scientists do not include hydrogen as a main group element. Some scientists believe zinc, cadmium, and mercury should be included as main group elements. Others believe group 3 elements should be added to the group. Arguments may be made for including the lanthanides and actinides, based on their oxidation states. Sources King, R. Bruce (1995). Inorganic Chemistry of Main Group Elements. Wiley-VCH. ISBN 0-471-18602-3.Nomenclature of Inorganic Chemistry. (2014) International Union of Pure and Applied Chemistry.

Influence of Western Society in Thing Fall Apart by Achebe

When a foreign imperial force lays claim to a new colony, social displacement ensues. As the natives are forced to adapt to the colonizer’s more civilized lifestyle, the rich and cohesive indigenous community becomes increasingly fragmented and irrelevant in the emerging state. Consequences include the abandonment of diverse religious practices as well as the loss of native languages. In the novel Thing Fall Apart, Achebe draws his readers into the Igbos way of life, making the readers feel more connected as if they are members of the tribe, only to sharpen the pain that the readers must feel as they witness as the tribe’s erosion under the influence of the white missionaries who are introduced in the second half of the novel. Through his narrative, Achebe explores how conversion to westernized Christianity is actually the adoption of British mercantilism which subsumes and consumes the rich and comprehensive Igbo society, forcing the tribe to accept new teachings about their lives, religion, society, and most importantly, their place in the British Empire. In the first part of the novel, the readers are immersed in the Igbo society, learning about its way of life through the novels central character, Okonkwo. Often throughout the novel, the tribal members profess their dedication to their traditions and beliefs. The feast of the New Yam was held every year before the harvest began, to honor the earth goddess and the ancestral spirits ofShow MoreRelatedChinua Achebe’s Things Fall Apart Essay1736 Words   |  7 PagesAfrican literary tale Things Fall Apart, written by Chinua Achebe, is a brilliant account of historical African culture and the destruction colonialism can cause upon such cultures. 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Human Resource Management and Employees free essay sample

After an organizations structural design is in place, it needs people with the right skills, knowledge, and abilities to fill in that structure. People are an organizations most important resource, because people either create or undermine an organizations reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right staff can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent staff, effective human resource management is crucial to the success of all organizations. Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mold a companys workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles: All managers are human resource managers. Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge. Human resource management is a matching process; it must match the needs of the organization with the needs of the employee. HR Management: Laws and Regulations Laws and regulations at the federal, state, and local levels regulate how companies conduct staffing. Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. These areas, as well as other laws, impact all human resource practices. Equal Employment Opportunity Individuals covered under Equal Employment Opportunity (EEO) laws are protected from illegal discrimination, which occurs when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of that characteristic. People who have the designated characteristics are called the protected class. Federal laws have identified the following characteristics for protection: Race, ethnic origin, color (for example, African American, Hispanic, Native American, Asian) Gender (women, including those who are pregnant) Age (individuals over 40) Individuals with disabilities (physical and mental) Military experience (Vietnam-era veterans) Religion (special beliefs and practices) The main purpose of the EEO laws is to ensure that everyone has an equal opportunity of getting a job or being promoted at work. Affirmative action While EEO laws aim to ensure equal treatment at work, affirmative action requires the employer to make an extra effort to hire and promote people who belong to a protected group. Affirmative action includes taking specific actions designed to eliminate the present effects of past discriminations. Employees are also protected by the Equal Employment Opportunity Commission (EEOC), which was established through the 1964 Civil Rights Act, Title VII. The scope of authority of the EEOC has been expanded so that today it carries the major enforcement authority for the following laws: Civil Rights Act of 1964. Prohibits discrimination on the basis of race, color, religion, national origin, or sex. Civil Rights Act of 1991. Reaffirms and tightens prohibition of discrimination. Permits individuals to sue for punitive damages in cases of intentional discrimination and shifts the burden of proof to the employer. Equal Pay Act of 1963. Prohibits pay differences based on sex for equal work. Pregnancy Discrimination Act of 1978. Prohibits discrimination or dismissal of women because of pregnancy alone, and protects job security during maternity leaves. American with Disabilities Act. Prohibits discrimination against individuals with physical or mental disabilities or the chronically ill, and requires that â€Å"reasonable accommodations† be provided for the disabled. Vocational Rehabilitation Act. Prohibits discrimination on the basis of physical or mental disabilities and requires that employees be informed about affirmative action plans. Most employers in the United States must comply with the provisions of Title VII. Compliance is required from all private employers of 15 or more persons, all educational institutions, state and local governments, public and private employment agencies, labor unions with 15 or more members, and joint (labor-management) committees for apprenticeship and training. Sexual harassment Few workplace topics have received more attention in recent years than that of sexual harassment. Since professor Anita Hill confronted Supreme Court nominee Clarence Thomas on national television over a decade ago, the number of sexual harassment claims filed annually in the United States has more than doubled. Since 1980, U. S. courts generally have used guidelines from the Equal Employment Opportunity Commission to define sexual harassment. Sexual harassment is defined as â€Å"unwelcome sexual advances for sexual favors, and other verbal or physical conduct of a sexual nature. † Sexual harassment may include sexually suggestive remarks, unwanted touching, sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature In a 1993 ruling, the Supreme Court widened the test for sexual harassment under the civil rights law to whether comments or behavior in a work environment â€Å"would reasonably be perceived, and is perceived as hostile or abusive. † As a result, employees dont need to demonstrate that they have been psychologically damaged to prove sexual harassment in the workplace; they simply must prove that they are working in a hostile or abusive environment. Sexual harassment is not just a womans problem. Recently, a decision handed down by the U. S. Supreme Court broadened the definition of sexual harassment to include same-sex harassment as well as harassment of males by female coworkers. In the suit that prompted the Courts decision, a male oil-rig worker claimed he was singled out by other members of the all-male crew for crude sex play, unwanted touching, and threats. From managements standpoint, sexual harassment is a growing concern because it intimidates employees, interferes with job performance, and exposes the organization to liability. Organizations must respond to sexual harassment complaints very quickly because employers are held responsible for sexual harassment if appropriate action is not taken. The cost of inaction can be high. The Civil Rights Act of 1991 permits victims of sexual harassment to have jury trials and to collect compensatory damages in cases where the employer acted with â€Å"malice or reckless indifference† to the individuals rights. Employers can take the following steps to help minimize liability for sexual harassment suits: 1. Offer a sexual harassment policy statement. This statement should address where employees can report complaints, assure confidentiality, and promise that disciplinary action will be taken against sexual harassers. 2. Provide communication and training programs for supervisors and managers. These programs should emphasize that sexual harassment will not be tolerated. 3. Conduct fair, impartial investigations and base actions on objectively gathered facts. The complainant must be insulated from the kinds of behavior that prompted the complaint. Other employment laws Several other laws impact staffing practices as well. The Fair Labor Standards Act specifies the minimum wage, overtime pay rules, and child labor regulations. The Employee Polygraph Protection Act outlaws almost all uses of the polygraph machine for employment purposes. Privacy laws provide legal rights regarding who has access to information about work history and job performance for employees in certain jurisdictions. Under the Whistleblower Protection Act, some employees who publicize dangerous employer practices are entitled to legal protection. Table 1 lists additional federal laws that shape HRM practices. TABLE 1 Some Federal Laws Shaping HRM Practices Law Date Description National Labor Relations Act 1935 Requires employers to recognize a union chosen by the majority of the employees and to establish procedures governing collective bargaining. Age Discrimination in Employment Act 1967, amended in 1978 and 1986 Prohibits age discrimination against employees between 40 and 65 years of age and restricts mandatory retirement. Occupational Safety and Health Act 1970 Establishes mandatory safety and health standards in organizations. Vietnam-Era Veterans Readjustment Assistance Act 1974 Prohibits discrimination against disabled veterans and Vietnam-era veterans. Mandatory Retirement Act 1978 Prohibits the forced retirement of most employees before the age of 70. Immigration Reform and Control Act 1986 Prohibits employers from knowingly hiring illegal aliens and prohibits employment on the basis of national origin of citizenship. Worker Adjustment and Retraining Notification Act 1988 Requires employees to provide 60 days notice before a facility closing or mass layoff. Employee Polygraph Protection Act 1988 Limits an employers ability to use lie detector tests. Family and Medical Leave Act 1993 Permits employees in organizations with 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons for each year. Determining Human Resource Needs Staffing is an ongoing process that begins with finding the right people through proper planning, recruiting, and selecting. But staffing doesnt end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs. Human resource planning The first step in the staffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. A job description is a written statement of what a jobholder does, how its done, and why its done. It typically portrays job content, environment, and conditions of employment. The job specification states the minimum acceptable qualifications an incumbent must possess to perform a given job successfully. It identifies the knowledge, skills, and abilities needed to do the job effectively. Job analysis is then followed by a human resource inventory, which catalogs qualifications and interests. Next, a human resource forecast is developed to predict the organizations future needs for jobs and people based on its strategic plans and normal attrition. The forecast is then compared to the inventory to determine whether the organizations staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones. Recruiting strategies Recruitment includes all the activities an organization may use to attract a pool of viable candidates. Effective recruiting is increasingly important today for several reasons: The U. S. employment rate has generally declined each year through the 1990s. Experts refer to the current recruiting situation as one of â€Å"evaporated employee resources. † Many experts believe that todays Generation X employees (those born between 1963 and 1981) are less inclined to build long-term employment relationships than were their predecessors. Therefore, finding the right inducements for attracting, hiring, and retaining qualified personnel may be more complicated than in previous years. Keep in mind that recruiting strategies differ among organizations. Although one may instantly think of campus recruiting as a typical recruiting activity, many organizations use internal recruiting, or promote-from-within policies, to fill their high-level positions. Open positions are posted, and current employees are given preferences when these positions become available. Internal recruitment is less costly than an external search. It also generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. If internal sources do not produce an acceptable candidate, many external recruiting strategies are available, including the following: Newspaper advertising Employment agencies (private, public, or temporary agencies) Executive recruiters (sometimes called headhunters) Unions Employee referrals Internship programs Internet employment sites But theres more to recruiting than just attracting employees; managers need to be able to weed out the top candidates. Once a manger has a pool of applicants, the selection process can begin. Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or these questions may create an adverse impact on protected groups. For example, employers should not ask whether an applicant rents or owns his or her own home, because an applicants response may adversely affect his or her chances at the job. Minorities and women may be less likely to own a home, and home ownership is probably unrelated to job performance. On the other hand, asking about the CPA exam for an accounting position is appropriate, even if only one-half of all female or minority applicants have taken the exam versus nine-tenths of male applicants. A quick test for disparate impact suggested by the Uniform Selection Guidelines is the four-fifths rules. Generally, a disparate impact is assumed when the proportions of protected class applicants who are actually hired is less that 80 percent (four-fifths) of the proportion of the majority group applicants selected. For example, assume that an employer has 100 white male applicants for an entry-level job and hires one-half of them, for a selection ratio of 1:2, or 50 percent (50/100). The four-fifths rule does not mean that the employers must hire four-fifths, or 40 protected class members. Instead, the rule means that the employers selection ratio of protected class-applicants should be at least four-fifths of that of the majority groups. Testing Testing is another method of selecting competent future employees. Although testing use has ebbed and flowed during the past two decades, recent studies reveal that more than 80 percent of employers use testing as part of their selection process. Again, these tests must be valid and reliable, or serious EEO questions may be raised about the use of them. As a result, a manager needs to make sure that the test measures only job-relevant dimensions of applicants. Most tests focus on specific job-related aptitudes and skills, such as math or motor skills. Typical types of exams include the following: Integrity tests measure factors such as dependability, carefulness, responsibility, and honesty. These tests are used to learn about the attitudes of applicants toward a variety of job-related subjects. Since the passage of the Employee Polygraph Protection Act in 1988, polygraph (lie detector) tests have been effectively banned in employment situations. In their place, attitude tests are being used to assess attitudes about honesty and, presumably, on-the-job behaviors. Personality tests measure personality or temperament. These tests are among the least reliable. Personality tests are problematic and not very valid, because little or no relationship exists between personality and performance. Knowledge tests are more reliable than personality tests because they measure an applicants comprehension or knowledge of a subject. A math test for an accountant and a weather test for a pilot are examples. Human relations specialists must be able to demonstrate that the test reflects the knowledge needed to perform the job. For example, a teacher hired to teach math should not be given a keyboarding test. Performance simulation tests are increasing in popularity. Based on job analysis data, they more easily meet the requirement of job relatedness than written tests. Performance simulation tests are made up of actual job behaviors. The best-known performance simulation test is known as work sampling, and other credible simulation processes are performed at assessment centers. An assessment is a selection technique that examines candidates handling of simulated job situations and evaluates a candidates potential by observing his or her performance in experiential activities designed to simulate daily work. Assessment centers, where work sampling is often completed, utilize line executives, supervisors, or trained psychologists to evaluate candidates as they go through exercises that simulate real problems that these candidates would confront on their jobs. Activities may include interviews, problem-solving exercises, group discussions, and business-decision games. Assessment centers have consistently demonstrated results that accurately predict later job performance in managerial positions. Work sampling is an effort to create a miniature replica of a job, giving applicants the chance to demonstrate that they possess the necessary talents by actually doing the tasks. Interviews Another widely used selection technique is the interview, a formal, in-depth conversation conducted to evaluate an applicants acceptability. In general, the interviewer seeks to answer three broad questions: 1. Can the applicant do the job? 2. Will the applicant do the job? 3. How does the applicant compare with others who are being considered for the job? Interviews are popular because of their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information where interviewers can learn about the applicant and the applicant can learn about the employer. Interviews do have some shortcomings, however. The most noticeable flaws are in the areas of reliability and validity. Good reliability means that the interpretation of the interview results does not vary from interviewer to interviewer. Reliability is improved when identical questions are asked. The validity of interviews is often questionable because few departments use standardized questions. Managers can boost the reliability and validity of selection interviews by planning the interviews, establishing rapport, closing the interview with time for questions, and reviewing the interview as soon as possible after its conclusion. Other selection techniques Reference checking and health exams are two other important selection techniques that help in the staffing decision. Reference checking allows employers to verify information supplied by the candidate. However, obtaining information about potential candidates is often difficult because of privacy laws and employer concerns about defamation lawsuits. Health exams identify health problems that increase absenteeism and accidents, as well as detecting diseases that may be unknown to the applicant. Orientation and Training Programs Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily. Orientation and training programs are important components in the processes of developing a committed and flexible high-potential workforce and socializing new employees. In addition, these programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividends. Unfortunately, orientation and training programs are often overlooked. A recent U. S. study, for example, found that 57 percent of employers reported that although employees skill requirements had increased over a three-year period, only 20 percent of employees were fully proficient in their jobs. Orientation Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organizations social fabric. The HR department generally orients newcomers to broad organizational issues and fringe benefits. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process. Training needs Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. Here are some changes that may signal that current employees need training: Introduction of new equipment or processes A change in the employees job responsibilities A drop in an employees productivity or in the quality of output An increase in safety violations or accidents An increased number of questions Complaints by customers or coworkers Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. If the problem is lack of motivation, a poorly designed job, or an external condition (such as a family problem), training is not likely to offer much help. Types of training After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals. The following are typical training programs provided by employers: Basic literacy training. Ninety million American adults have limited literacy skills, and about 40 million can read little or not at all. Because most workplace demands require a tenth- or eleventh-grade reading level (and about 20 percent of Americans between the ages of 21 and 25 cant read at even an eighth-grade level), organizations increasingly need to provide basic literacy training in the areas of reading and math skills to their employees. Technical training. New technology and structural designs have increased the need to upgrade and improve employees technical skills in both white-collar and blue-collar jobs. Interpersonal skills training. Most employees belong to a work team, and their work performance depends on their abilities to effectively interact with their coworkers. Interpersonal skills training helps employees build communication skills. Problem-solving training. Todays employees often work as members of self-managed teams who are responsible for solving their own problems. Problem-solving training has become a basic part of almost every organizational effort to introduce self-managed teams or implement Total Quality Management (TQM). Diversity training. As one of the fastest growing areas of training, diversity training increases awareness and builds cultural sensitivity skills. Awareness training tries to create an understanding of the need for, and meaning of, managing and valuing diversity. Skill-building training educates employees about specific cultural differences in the workplace. Training methods Most training takes place on the job due to the simplicity and lower cost of on-the-job training methods. Two popular types of on-the-job training include the following: Job rotation. By assigning people to different jobs or tasks to different people on a temporary basis, employers can add variety and expose people to the dependence that one job has on others. Job rotation can help stimulate people to higher levels of contributions, renew peoples interest and enthusiasm, and encourage them to work more as a team. Mentoring programs. A new employee frequently learns his or her job under the guidance of a seasoned veteran. In the trades, this type of training is usually called an apprenticeship. In white-collar jobs, it is called a coaching or mentoring relationship. In each, the new employee works under the observation of an experienced worker. Sometimes, training goals cannot be met through on-the-job training; the employer needs to look to other resources. Off-the-job training can rely on outside consultants, local college faculty, or in-house personnel. The more popular off-the-job training methods are classroom lectures, videos, and simulation exercises. Thanks to new technologies, employers can now facilitate some training, such as tutorials, on the employees own computers, reducing the overall costs. Regardless of the method selected, effective training should be individualized. Some people absorb information better when they read about it, others learn best by observation, and still others learn better when they hear the information. These different learning styles are not mutually exclusive. When training is designed around the preferred learning style of an employee, the benefits of training are maximized because employees are able to retain more of what they learn. In addition to training, employers should offer development plans, which include a series of steps that can help employees acquire skills to reach long-term goals, such as a job promotion. Training, on the other hand, is immediate and specific to a current job. Evaluating Employee Performance Employee performance should be evaluated regularly. Employees want feedback—they want to know what their supervisors think about their work. Regular performance evaluations not only provide feedback to employees, but also provide employees with an opportunity to correct deficiencies. Evaluations or reviews also help in making key personnel decisions, such as the following: Justifying promotions, transfers, and terminations Identifying training needs Providing feedback to employees on their performance Determining necessary pay adjustments Most organizations utilize employee evaluation systems; one such system is known as a performance appraisal. A performance appraisal is a formal, structured system designed to measure the actual job performance of an employee against designated performance standards. Although performance appraisals systems vary by organizations, all employee evaluations should have the following three components: Specific, job-related criteria against which performance can be compared A rating scale that lets employees know how well theyre meeting the criteria Objective methods, forms, and procedures to determine the rating Traditionally, an employees immediate boss conducts his or her performance appraisal. However, some organizations use other devices, such as peer evaluations, self-appraisals, and even customer evaluations, for conducting this important task. The latest approach to performance evaluation is the use of 360-degree feedback. The 360-degree feedback appraisal provides performance feedback from the full circle of daily contacts that an employee may have. This method of performance appraisal fits well into organizations that have introduced teams, employee involvement, and TQM programs. Making Employment Decisions Employment decisions go beyond determining which employees are due for raises. Through regular, objective performance appraisals, managers acquire information to make and implement decisions about promotions, transfers, demotions, separations, and compensation. In most organizations, outstanding employees are recognized for their hard work and outstanding performances, and offered promotions. A promotion generally means rewarding an employees efforts by moving that person to a job with increased authority and responsibility. Downsizing has led many firms to rely on lateral moves or transfers instead of promoting employees. A lateral move can act as an opportunity for future vertical advancement because it can broaden an employees experiences and add skills. On the other hand, sometimes employees performances signal that they arent adapting well to their jobs and may need fewer responsibilities. One option is a demotion, or reassignment to a lower rank or less prestigious position. Demotions are not a popular technique because of the stigma attached to this move. A misconception is that demotions should be used as punishment for ineffective performance. The departure of an employee from an organization is referred to as separation. Separation may be voluntary or involuntary. Resignations and retirements are voluntary separations. Involuntary separations are layoffs and/or firings. Lately, the rash of downsizing throughout the United States has resulted in many layoffs. Sometimes, however, an employee must be terminated because of poor performance. Dismissal or firing of employees should occur only on the basis of just cause and only after all reasonable steps to rehabilitate the employee have failed. In some cases, such as gross insubordination or theft, immediate dismissal is required. Compensating Employees Employee compensation refers to all work-related payments, including wages, commissions, insurance, and time off. Wages and salaries are the most obvious forms of compensation and are based on job evaluations that determine the relative values of jobs to the organization. Under the hourly wage system, employees are paid a fixed amount for each hour they work. The system is generally used for lower skilled occupations. Salaried employees receive a fixed sum per week or month, no matter how many hours they work. Most professional positions are salaried; the reality is that these jobholders typically work in excess of a â€Å"minimum† 40-hour workweek. Some occupations are compensated through incentive pay programs. Salespeople typically receive commissions based upon the quantities of goods they sell. Some sales compensation plans contain elements of both a salary and commission. A production workers pay may be based upon some combination of an hourly wage and an incentive for each â€Å"piece† he or she makes. Some employees are offered merit awards as a reward for sustained superior performance. Employee benefits are supplements to wages or pay. Some benefits, such as unemployment and workers compensation, are legally mandated. Other benefits are optional and help build employee loyalty to an organization, including the following: Health insurance Pension plans E

Writing Term Papers Essay - Learn How to Write One Now

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