The Great Depression A Economic Catastrophe Of All Times

The great depression has been considered the biggest economic catastrophe of all times, it was a crisis that affected every individual in the United States and it extended to other countries in the globe. The unemployment rate grew from 5 million of people to 13 million from 1929 to 1930. Little kids were put into headwork in order to support their families, it was a period of desperation and starvation that left a mark in American history. So what open the doors to this economic crisis? We will analyze the causes of the great depression, how the great depression evolved and the main theories that were created to explain the depression. The great depression was a rough economic world recession that started at the beginnings of the 1929s and it concluded in different times thought the 1930s or beginning of the 1940s de pending on which country were evaluating. This event affected and indebted many countries besides the United States where decline in the industrial production was 46%, then Canada with a 42%, and Germany with 41%. In total there were 15 countries that were majorly affected. It was the main and most important economic depression of the modern history and it could be used as a reference to describe a situation of the same kind in the future of the world economy. (Encyclopedia Britannica). The stock market crash had a huge impact not only in developing economies but also in developed economies. The international commerce was extremely affected, as well as theShow MoreRelatedThe Great Depression Essay1390 Words   |  6 PagesIntroduction: The world had faced two main economic problems. The first one was the Great Depression in the early of 20th Century. The second was the recent international financial crisis in 2008. The United States and Europe suffered severely for a long time from the great depression. 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From this point of view, Franklin Delano Roosevelt is one of the most influential and most powerful men in the history of the US. He led the United States out from a crisis the US would emerge victoriously and into a war it would win. The Great Depression and the period of the New Deal was a trying time for the United States. From this point of view, theRead MoreA Brief Look at American Exceptionalism1085 Words   |  4 Pageshistory is that empires do not and cannot last indefinitely. The graveyard of empires is littered with great powers who did not understand this very fact. The most recent empire to join this historical path to failure was the Soviet Empire, and the American Empire is well on its way. Many Americans are oblivious to this fact and think that somehow America is inherently different and protected from all of the ills that have come to other nations throughout history. They speak of American exceptionalism

Neighborhood Poverty, Social Capital, and the Cognitive...

Children in families with lower incomes at or below the poverty line have been connected with poor cognitive and social development in early childhood. The studies that I chose to use evaluate the cognitive and social development during early childhood using various surveys, evaluations, and observations completed by or with the children, parents, and teachers. Development of any kind is dependent on the interplay of nature and nurture, or genetics and environment. These studies draw from a child’s environment during the earliest years of development, specifically birth, pre-school, and early elementary school. The studies propose living in an impoverished environment as opposed to an environment above the poverty line imposes certain†¦show more content†¦Neighborhoods with higher poverty, ethnic diversity, and population instability are associated with higher rates of crime and delinquency. All of these things contribute to the breakdown of social cohesion and inform al social control (O’Brien, 2006), creating an unlikely environment for early childhood development and optimal outcome. The second study I used focused more on the significance of the timing a duration of poverty for a child from birth until third grade and the effect held on the child’s development and was titled â€Å"Duration and Developmental Timing of Poverty and Childrens Cognitive and Social Development from Birth Through Third Grade†. Allhusen et al. examined the effects of different amounts of poverty by comparing children from families that were never poor, poor during the child’s infancy, poor after infancy, and always poor. In this study, poverty is defined as living 200% below the federal poverty threshold (Allhusen et al, 2005). Children in poverty scored lower on cognitive and pre- academic tests, lower competence, and exhibited a higher level of behavior problems (Allhusen et al, 2005). The focus groups of this study were split into never poor, early poor, or poor during the child’s first three years, late poor, or poor from age four to nine but not before, and chronically poor, or always poor. The evaluations were aimed at finding any association between duration and timing of poverty andShow MoreRelatedSupporting the Development of English Literacy in English Language Learners22851 Words   |  92 PagesSUPPORTING THE DEVELOPMENT OF ENGLISH LITERACY IN ENGLISH LANGUAGE LEARNERS Key Issues and Promising Practices Diane August August Associates Report No. 61 February 2003 This report was published by the Center for Research on the Education of Students Placed At Risk (CRESPAR), a national research and development center supported by a grant (No. R-117-D40005) from the Office of Educational Research and Improvement (OERI), U.S. Department of Education. The content or opinions expressed

Truman Doctrine and Marshall Aid Free Essays

Greece and Turkey -By 1946, Greece and Czechoslovakia were the only countries in Eastern Europe that weren’t Communist. -Even in Greece, the government, which was being supported by British soldiers, was having to fight a civil war against the Communists. In February 1947, the British told Truman they could no longer afford to keep their soldiers in Greece. We will write a custom essay sample on Truman Doctrine and Marshall Aid or any similar topic only for you Order Now President Truman stepped in. The USA paid for the British soldiers in Greece. Truman noted that Turkey too was in danger from Soviet aggression, so Congress voted to give aid to Turkey as well. -Part of the money was given in economic and humanitarian aid, but most was spent on military supplies and weapons. Truman Doctrine In the 1930s, America had kept out of Europe’s business. Now, on 12 March 1947, Truman told Americans that it was America’s DUTY to interfere. His policy towards the Soviet Union was one of ‘containment’ – he did not try to destroy the USSR, but he wanted to stop it growing any more. This was called the ‘Truman Doctrine’. Greece -After WWI Greece appeared to be ‘under threat’ from Communism. -Britain was unable to support Greece (as it had done in the past). -In 1947 Greece was under attack from Communist rebels and asked the USA for help. Communism -Truman was concerned about the spread of Communism and was determined to take action. -He offered arms, supplies and money to Greece. -Communism in Greece was defeated by 1949 following a civil war. Doctrine Truman was determined that the USA would not live in isolation. -The Truman Doctrine aimed to contain Communism, but not push it back – known as Containment. -Offered assistance to â€Å"all free peoples† resisting â€Å"attempted subjugation†. Marshall Aid -Truman saw war ravaged Europe as a â€Å"breeding ground† for Communism. -He felt it was vital to encourage countries to become prosperous again – to recover from the war. -US Secretary of State, Ge orge Marshall, propsed Marshall Aid (also know as the Marshall Plan) Just being helpful? -Helping European countries to recover also meant creating a market for US exports. -Also (although not publicly admitted) it was a clear aim to prevent the spread of Communism. -Stalin saw this as America trying to buy support. Tension -Between 1947-51 12 billion dollars was given in aid! -Vital help for recovery. -However, Stalin refused Marshall Aid and banned Eastern European countries under the USSR’s control from accepting it. -This created tension on both sides. How to cite Truman Doctrine and Marshall Aid, Papers

Citizen Kane Analysed free essay sample

Introduction Citizen Kane is undoubtedly one of the world’s most popular films, creating a huge hype even before its release in 1941 (The Battle Over Citizen Kane, 1996). The film has twice topped the American Film Institute’s best American films list in 1998 and 2007. Orson Welles, the director, first came to prominence through his Mercury Theatre’s broadcast production of the radio drama War of the Worlds, intended as a Halloween prank. The drama caused near pandemonium as listeners believed Martians had really invaded New Jersey (Vivian; pg383). Orson Welles, apart from directing, also wrote the film, produced and starred in it. The film was inspired by the William Hearst, a newspaper tycoon, a fact that critics attribute to the film’s commercial failure as he is thought to have had influences on the bad publicity served to the film and its studio RKO. Nearly everyone who previewed the film realised that Citizen Kane was a work of brilliance and Hearst had influenced the failure of the film, with many of his newspapers and other media outlets side-stepping the film. Hearst is reported to have attempted to buy the film rights so that he could burn the negatives, as he claimed it was malicious and defamatory towards him. However, the film did indeed draw some similarities between Hearst and the films character Charles Foster Kane, which I will look into in detail later. The film’s popularity is not mainly its controversies but its style and complexity that have influenced many films that followed in later years. The editor, Robert Wise, did a splendid job in keeping a flawless, homogenous structure for the film. It took nearly two decades for Welles’ masterpiece to be recognized and gain the cult status it enjoys (The American Experience, p4). The film also boasts of eight Oscar nominations, winning one (Best Original Screenplay). . 1. The Marriage of Personalities- Hearst vs. Kane Citizen Kane is widely accepted as a fictitious portrayal of Hearst’s life, concentrating mainly on the last word he muttered before he died- ‘Rosebud’. Born on April 29, 1863 in San Francisco, California, Hearst was the only child of self-made millionaire George Hearst and Phoebe Apperson Hearst. Aged 23, Hearst became the owner of the San Francisco Examiner, while still student at Harvard. It is reported that the paper was given to Hearst Snr, as a debt from a gambler who owned him money (Wierichs, 2002; pg3). According to Wierichs, the George Hearst was a US Senator and was not very much interested in a newspaper; hence he gave its control to William in 1887. Young William, like Welles’ young Charles Kane, was dexterous and vowed to oversee the popularity of his new publication. To achieve his goal, young Hearst acquired the best, both in technology and creative talent. (Wierichs, 2002; pg3). Hearst’s newspaper began to unravel cases of corruption and scandals drawing similarities in the stories carried in the film character’s newspapers. The Examiner was converted to a mixture of investigative reporting and dramatic sensationalism, showing some traits Hearst inherited from his former mentor, journalist Joseph Pulitzer. In 1895, Hearst added the New York Journal to his portfolio, starting a circulation battle with New York World, the newspaper Pulitzer wrote for. (Vivian; pg264). In an attempt to increase circulation, Hearst started to print largely exaggerated articles on the Cuban Insurrection in both his papers (Wierichs, 2002, pg4). Hearst’s series of powerful articles blamed Spain for the bombing and sinking of USS Maine ship. His articles were perceived to incite Americans to go to war with Spain, and are fingered as the causing factor in the Spanish-American War in 1898. Hearst’s famous claim, †¦You furnish the pictures, Ill furnish the war when a reporter from his newspaper visited Cuba and reported that there would be no war (Vivian; pg265) is recreated in the film, when Kane said something similar, in the scene where he was with Thatcher and received a telegram from Cuba. He asked Bernstein to send a message to the reporter, saying, You provide the prose poems Ill provide the war. Hearst later got the nickname Father of Yellow Journalism for his role in sparking off this war. Such sensational stories took centre stage in the film Citizen Kane. Hearst, like Kane, bribed rival writers who tried to tramp him and his papers (Wierichs; pg6). The two characters, Hearst and Kane, had a lot other similarities, apart from being in the publishing business (Dirks, 2002). The two men were both into politics and dreamed of one day becoming America’s President. Hearst followed his father into and twice, got voted into the House of Representatives but was unsuccessful in his running for the post of governor for New York. Wierichs; p8). In the film, Kane had a dream to become president and he ran for the post of governor of New York and also married Emily Monroe Norton, who plays a presidents niece in the film. Similarly, both William Hearst and Charles Kane were involved in extra marital affairs but Hearst is believed to have been in true love with his mistress, Mario n Davies. In the film, Kane had a rugged affair with Susan Alexander, a struggling aspiring opera singer. This shows a link in both men’s love of women in the arts, as Davies was a silent movie actress. (Dirks; 2002). Marion Davies had a successful relationship with Hearst, unlike Susan Alexander, who had got fed up with Kane and left him. Both men are used their influences to help propel their girlfriends’ careers, with Marion Davies receiving a gift of a film studio from Hearst, and Susan Alexander got an opera studio from Kane (Dirks, 2002). The other evident similarity between the two characters is their ownership of luxurious mansions filled expensive art collections. Hearst named his home ‘Hearst’s castle’ whilst Kane’s is called Xanadu (Dirks, 2002). 2. 2 THE GENIUS BEHIND THE FILM Orson Welles, boy genius who gave us Citizen Kane Orson Welles, was born on 6th of May 1915 in Kenosha, Wisconsin. He was born in a family of two- him and his brother who was sent away to school, making Welles the only child at home. Welles parents were estranged when he was four years old (A Welles Biography). In his early years, Welles father became addicted to alcohol and spend time out of employment, at a time Welles mother, a pianist, was ill. She eventually succumbed to her illness when he was only nine. Welles Snr died when his son was only 15. Welles early education was difficult but that changed when he moved to Todd School in 1926. At eleven, Welles was introduced to Roger Hill, the school’s headmaster. Hill later became a father figure in Welles life, something that was lacking in his life. Welles, now the school’s public entertainment organizer, was given free access to the school theatres and printing press. He wrote, directed and starred in a number of school performances. He is reported to have based his career on controversial productions, as he believed that the more they got talked about the better his career progressed. Examples of his works include Macbeth (1936) which was set in Haiti and boasted an entire black cast. In 1937, Welles worked on Julius Cea ser was re-created as a modern drama on fascism. His major break was his role in the radio drama ‘War of the Worlds’ where he convinced listeners to believe that Martians had invaded the earth. This drama caused concern and uproar that threatened to kill his career. However, his talent and hyper-energy seemed to elevate him above the fray, delivering him unscathed to his next challenge and when he graced the cover of Time magazine, he was only twenty-three years old (About the Program, The American Experience; p14). The success of War of Worlds handed Welles a route into Hollywood, with RKO rewarding him with a brilliant contact to write, produce and directs his own films (Lodge et al; 1996; pg136). It is reported that Welles openly declared his love for authority not money (BBC Education; pg14). This declaration can be linked to the character of Kane where similarities between these two men can be drawn. Welles wielded a lot of power in his productions, clearly supported by the numerous roles he played in all his productions, for example he wrote, directed and starred in Citizen Kane and Julius Ceaser. This love of authority is evident in Charles Kane’s personality, as he despised being under someone’s leadership, and loved doing things his own way even if it means hurting others along the way. It is believed that Welles modeled Kane of his own personality and love for authority. William Hearst found Citizen Kane to be too close to his life, especially with portrait of him in the narrative. He was infuriated and attempted to halt the film’s release. This action indirectly went in the films favour as it garnered more publicity to the Welles’ Hollywood debut (Orson Welles Biography, BBC Education; pg150). RKO finally got the green light to release the film in 1941, just a week before Welles’ 26th birthday, but he had already left Hollywood for Europe. He had criticized the studio system and expressed disappointment with his films dismal performance at the box office. Welles arrived in England in 1947 and carried on working in theatre and film. His most remarkable performance was in the play Chimes in Midnight (Orson Welles Biography; pg17). Welles strongest effect was immediate and lasting, credited to years of experience drawn from radio plays and experiments with lenses to create dramatic effects within the frame. His directorial career was as a director unpredictable and scattered with incomplete works. Welles was regarded as maestro within the film industry. He sadly passed away in 1985. 3. An Analysis of the film’s Main Characters 3. 1 Charles Foster Kane The film starts with an introduction of the old main character Charles Foster Kane on his deathbed in his castle Xanadu. Kane, moments before he died, inaudibly whispers the cryptic word rosebud which becomes a key factor in the film as it explores his life up to his death. A March of the Time parody in the film shows a glimpse of Kane’s life, a distant away from the real lifestyle that the character led. This note observation is shown in the scene where an old Kane walks past some mirrors, which subsequently procreates his reflection continuously, metaphorically depicting his multiple personalities and a lost identity. People viewed Kane differently when he was alive and when he died. He was seen as a giant, a titan, a freak who man who saw himself as a demi-God, a superior force up and above everyone else. This is also shown in the promotional poster of the film. The following is a look at the five depictions that other characters gave for Charles Kane. 3. 1. 1 WALTER THATCHER A flashback though Walter Thatcher’s memoirs opens us to the early childhood days of Kane. The memoirs gives us a glimpse of the effects of Kane’s separation from his parents and the decision for him to be taken into Thatcher’s care to prepare him as an heir to his father’s wealth. The director focused on the young Kane as his parents talked with Thatcher about their son’s future, clearly showing us that he was the central to the discussion. His anger and resentment towards Thatcher is also showing when he assaults the banker. The confrontation between Thatcher and Kane also depicts the animosity between them. The memoirs also shows that Thatcher dislike Kane, describing him with phrases like ‘a common adventurer’, ‘spoiled’ and ‘unscrupulous’. 3. 1. 2 MR BERNSTEIN A different depiction of Kane is showed through the eyes of Mr Bernstein. He introduces us to a high-spirited and optimistic evaluation of Kane. It is through him, that we are told how Kane became a newspaper mogul, his coup on New York Enquirer, where he got rid of the editor and recruited the best, renowned staff including his critic friend from college, Jedediah Leland. Kane was earlier on perceived to be a fighter for the oppressed Kane after writing a ‘declaration of principles’ in his first editor’s note. He was a revelation to the poor masses boosting his circulation with stories about scandals and corruption, just like Hearst prodding the American government into a war in Spain. Bernstein’s recounts gives a depiction of problem-free Kane full of essence and good health and having high aims in life that could have made him President, if he had not messed up by having affairs. 3. 1. 3 JEDEDIAH LELAND A third point of view of Charles Kane’s life comes from his best friend Leland. Through him, we are introduced to a rather darker portrayal of the character Kane, with a provided the third flashback of Kanes jigsaw-puzzled life. Leland provided a much darker aspect of Kanes complex life. Contrary to Bernstein’s assertions, Leland believes Kane was an unethical publisher who strayed from the truth by focusing on entertaining the readers. Leland also shows us the disintegrating marriage between Kane and Emily, blaming Kane for spending more time at work than with his wife. Through Leland, we deduce that Kane may have only been attracted to Emily’s good looks and used her as a stepping-stone to his presidential aspiration. He also showed us his disapproval and anger towards Kane’s affair with Susan Alexander though his facial expression. Leland depicts Kane as a nice person who helped other to reach their goals, for example by letting him go to Chicago and when he tried to help Susan with her opera career. Kane’s contradictory personality is depicted when he tried to bribe Leland and also tearing up the declaration of principles he had showed pride in earlier. In conclusion, Leland shows what became of Kane after meeting Susan, his fall from grace and the opposite of the man Bernstein depicts in his flashback. 3. 1. 4 SUSAN ALEXANDER Susan Alexander had imagined Kane to be an ordinary man in the street and at one point he thought he was a magician when Kane played shadow card games. Kane, to Susan, was a funny person with a great sense of humour as showed by her high-pitched laughs. Susan also gave us an insight into Kane’s feeling about the relationship showed by him staying with her despite his rival ousting the secret affair. Kane’s arrogance is also evident as he declares that he is ‘no cheap, crooked Politian trying to save himself from the consequences of his crimes’. This tells us how he was not dependent on someone else to fight his wars. Having lost everything, Kane felt Susan was his last hope and only person who understood him, hence he puts his efforts into making her an opera star by hiring a vocal coach and getting her, her own opera studio. This again is depicted when he is shown as the only person enthusiastically applauding her shows, other than his associates. However, Kane’s enthusiasm changes in a scene when Susan’s character is towered over by Kane’s shadow and almost pushes her over the edge when he demands her to sing again. Kane’s love for Susan is also show by his positive reports and exaggerated popularity of her acts. This again, is evident when Kane gives everything she wants, even building the ‘Xanadu’ for her. Susan’s flashback also shows Kane’s sinister silhouette siting on a throne surrounded by darkness, which in this instance depicts his lavish lifestyle full of controversies. 3. 1. 5 RAYMOND Raymond, Kanes butler, depicts his master as a weird, old man. He gave us an insight into how Kane was lonely and pitiable in a huge and empty palace, a huge contrast to the young Kane before Thatcher took him into his care. Raymond also shows us how Kane, in his last days, searched for his soul for the happy times he had as a boy in the Colorado Mountains. Raymond’s view help us understand that Kane was just a bitter person who resented the way his childhood was taken away from him by this parents’ decision to have him mentored by Thatcher. He was an old man looking for the pure love that his mother has showered him before she gave him away, but that love was hard to find regardless where he searched for it. Kane was a man trying to love and be loved back despite him not knowing how to love. His complex life was well define when the reporter in the sequence, Thomson, summed up that ‘I dont think any word can explain a mans life’ 4. THE BREAKFAST TABLE SEQUENCE A soon as the newly married Charles Foster Kane brought his bride Emily Norton back from Europe, the crack began to develop in their marriage. This scene, recreated in Leland’s flashback is fondly remembered and is one of the famous scenes in the film. Welles intelligently fused techniques to create a time lapse of many years of Kane’s’ life. A mixture of dissolves and clever make up and props showed sheer brilliance in the way the editing was done. Starting with an eye-level two shot of the new couple, sitting closer together, Welles used bright lighting to aid the playful and intimate dialogue. Reserve shot of the couple, depicted them as a loved-up, youthful and enthusiastic pair that is full of life and love. Their young ‘innocent’ love is shown when Kane tells his wife how beautiful she was and subsequently rescheduling his meetings after she complained that he was leaving her alone at home. Five brief shots pairs follow the sequence, each depicting, their eyes growing the increasing doubt and suspicions about each other. The intimacy showed earlier had clearly fizzled out as revealed by the couple’s conversations. The Enquirer later became the link and symbol to their growing animosity. This is shown when Emily started to question Kane’s late night appointments and his heightening vitriol against her uncle, the President. Further, Kane’s lack of patience with his wife is evident as he interrupts her conversations with no sign of care or bother. This is shown when he blurted out ‘What care do I give them’ when Emily was trying what explain how people expected the truth from the media. Welles cleverly uses mise-en-scene to show the time lapse by constantly changing the props and make up. The change in music also depicted the changing emotion within the two characters, from intimacy to near hatred. Kane changes from his beautiful dinner jacket to a formal suit, whilst his wife costume and hairstyle changes with the time lapse. The once clear table, showing their intimacy, changes to a dump with plants and newspapers. This is used to show the problems that has come into the once clear and delightful relationship, now cluttered with suspicions and doubt The sequence is powerfully ended with shot/reverse shot and another two-shot. The reverse shot, shows Kane and Emily, no longer seeing eye-to-eye, as they did before, but now spending silent moments reading separate newspapers, with Kane reading The Inquirer and Emily reading the rival, Chronicle. This shows that the rivalry of the two publications have been transferred into the couple’s home. The camera tracking away from the table, reveals that’s its length have increased and the couple were now occupying opposite position thereby showing us the rift growing in their marriage. The scene is cold and darkly lit in comparison to the earlier scene which undoubtedly brighter and cheerful. Creative editing ensured that this sequence seamlessly packed in several years of Kane’s ill-fated marriage in just a few minutes. The sequence clearly gives the audience a rundown of both happy and sad events in Charles Foster Kane’s marriage to Emily Norton by cleverly joining a variety spaces and a series of conversation from different days into a linear story of the couple’s marriage. The sequence also shows us how Charles Foster Kane’s dreams and desire are turned to nothing as soon as the achieves them, eventually trapping him in vast empty spaces as shown by his lonely last days in the ‘Xanadu’ 5. THE PICNIC SEQUENCE This film’s success is credited to Welles’ articulate use of film as a medium o communicate and explore Charles Foster Kane’s life by using creative and imaginative camera work and locations, aided by equally outstanding use of sound, editing and lighting to captivate the audience and invite them to be part of the protagonist’s journey. All these exceptional traits are evident in the picnic scene recounted late in Susan’s se quence when she was talking to Thompson, the reporter. The three minute, ten seconds sequence consists of just fewer than 25 shots, indicates the end of Charles Foster Kane and Emily Norton’s married life, just like the breakfast table scene I talked about earlier. The scene opens with a mid-shot of Susan, looking sad and dressed casually, sitting next to Kane in the back of the chauffeur-driven car. He was wearing glasses and a hat to show us the sunny weather conditions of on that day. Her disapproval of where they were going is depicted by their silence and the chilled blues music playing on the car radio. The music proved to be explaining Susan’s emotions at that precise time in the car with Kane, in addition to the physical distance between them in the back of the car. The couple continuously argues in this sequence, with Susan claiming that Kane never gives her what she yearns for. Kane’s response is hidden behind the glasses and his silence shows the patience he takes with Susan. The scene that followed, joined by a dissolve, showed the afternoon bright sunlight, in deep focus, shedding a thick, dark shadows, falling right before a line of cars. The different sombre, monotonous, softer cast made the passing cars seems like a funeral convoy. The long blues music provided a long continuous flow, depicting the recurring problems in Charles and Emily’s marriage. The introduction of the song ‘This Cant be Love, added a sad feel to the sequence, and with the somber, soft shadows of passing car, created a funeral-like moment as if this indicated the state of the marriage at that moment. The next shot depicted a singer performing the line ‘this cant be love, because there is no true love’ from the song ‘This can’t be Love’ by Robert Farnon. The use of a black singer to perform this piece could be metaphorically depicting the darkness hovering above the couple’s marriage. This lyric could also be a reference to Kane’s search for that real love he enjoyed from his mother, which he is finding hard to find. Mise-en-scene becomes useful in challenging audience attention to the deep-focus on the other areas of this frame. The presence of Raymond in the scene suggests that whatever is going on, right or wrong, is something to do with their life, the future of their home- the Xanadu and their marriage. It shows that despite where the goes, the Xanadu travels with them in various forms. In one shot, we are shown a Susan and Kane’s tent brightly lit with group of dull lit tents in the background. Their tent is miles away from the rest in appearance and proximity to the camera. Welles tracks towards the tent and dissolves the following shot to reveal the interior of the couple’s dwelling. Here, Welles applies the traditional filming style of shot reserve shot to capture the couple’s conversation inside the tent. This style frames one person at a time within the shot to create a sense of one individual speaking and another listening. This is shown when Kane is in the shot when he is speaking to Susan and same applies when she speaks to her. This style is crucial in showing characters’ facial expressions and emotions as they are usually framed in a mid shot or close up. In this sequence, we are shown an older, overweight and dejected Charles Kane, sitting slouched in a chair, an example of excellent use of make up and props to portray a twenty-something-old young man as an old pensioner. Susan is shown on her knees in front of Kane; a position is captured she assumes a number of times in front of the fire in their palace- Xanadu and on her operatic debut. The director, Orson Welles, employs a low-key lighting technique to shed a dark shadow on Kane’s face, a depiction of the man’s dark personality. Susan rips into Kane, pointing out how he believes buying is the same as love. This is an important point that Leland, Kane’s college friend, as reiterated that Kane had not idea of how to love, often thinking possession and giving out money was a definition of love. When this accusation was leveled against him, Kane was sitting above Susan, assuming a dominant position in the conversation (and her life as well). Leland and Susan’s comments were very important as they were not disputed by throughout the film and were poignant in describing Charles Foster Kane’s complex life. Kane appears to be losing his patience with Susan recurring attacks when he remarks about the pitch of her voice and his wish to have her stop flaunting their life and avoid disagreements and come to same levels with their guests. Kane had remarked: Youre in a tent, darling. Youre not at home. And I can hear you very well if you just talk in a normal tone of voice (Mankiewicz Welles; pg133), implying that he was not keen on their guests listening in on their argument. Susan, however, did was not worried about what others thought, as she carelessly continued with her rhetoric. Kane’s love for Susan is clear when he stands over her, captured from a low angle to give him dominance over her, as the love is evident his eyes, and his face brightens up on seeing his beloved wife in a submissive position. The love in his eyes is further confirmed when he explains that he does everything he do because of the love he has for her. Susan, however, refutes Kane’s show of affection as a front, as he is only interested in her love for him and not vice-versa. Susan goes ahead and mimic the arrogance Kane expresses when compares money to being loved. The vile and bitterness in her voice engulfs the whole situation into an inferno as it hit Kane hard, resulting in his slapping her. Susan shows her defiance by not flinching and telling Kane not to apologise to her, something Kane was not intending to do after all. This picnic scene’s ending shows Susan tightly framed and looking straight up at Kane. Welles dissolves this scene into the next one, with Raymond taking us to inform his boss of the missus’ departure. s with a close up shot of Susan glaring up at Kane and dissolving into the next sequence to a shot of Raymond who leads us to Kane to inform him of Susans leaving. This scene is the final chapter in Kane’s search for love, as his wrong definitions of love are proved wrong, as finally realizes that money is not love. This sequence explains why Kane did not have a happy life despite all the wealth he got from his parents. They, like Kane, used the ‘bank’ to define their love of their son, alienating him from the parental love that he yearned for. 7. CONCLUSION As a flute of smoke rose from Charles Kane’s mansion’s furnace, it effortlessly defines the wasted life of a hardworking man, as the results of his sweat and blood goes up in flame. This demise for Kane’s empire is unexplainable to both him and those around him. Charles Foster Kane died a lonely, miserable man, with no family or friends and soon, his existence would be soon forgotten. This film serves as a moral teaching about the worthlessness on material possession in times of need. Welles showed us that love is very vital and should be cherished whilst it still exists. Charles Kane’s journey is a reminder that money and power become worthless as love and friends can never be bought.

Carbon Taxation in Australia

buy custom Making Literary Matter essay

buy custom Making Literary Matter essay Literature can be defined as mans investigation of man by synthetic light, which is superior to natural light for the reason that we can direct it where we want. Through literature, a student learns to scrutinize thoughts and events empathetically. Once a reader is able to make out with the character and his crisis in a story and view life from the characters perspective, he or she begins to share the writers point of view and thus begins to read with positive reception. By reading this way, the reader responds expressively and academically. This enlightens, humanizes, and sensitizes the reader. By reading and analyzing the selection of stories, poems, plays, and novels, the understanding of ideas and attitudes about literature changes. By analyzing, the reader gets to know the explanation of a literature work. This analysis shows how the possessions of literature are used to generate the meaningfulness of the wording. The reader gets a deeper understanding of an effusive appreciation of the literature. After reading and analyzing a work of literature, the reader becomes aware of the enriching delineations of a written work and its underlying ideological aspects. The art work used in literature is to be found historically, socially, and rationally. The works ar printed and comprehended at scrupulous time, with exacting intents, under meticulous remarkable circumstances. We also see ideas in operation through art. This can be useful to us when it comes to understanding our own customs and moments in time. Through close reading and through deep manifestation we get an understanding of feelings, in a manner in which they are talked about in our culture or in other epochs and cultures. This gives us a good judgment of both of communities meanings as well as diverse kinds of perception that can be in relation to matters of significance in the human life. We get to access the figurative words of communities, their ideas about life, and their feelings concerning them. Peoples imaginations are well depicted in the way they relate them to different aspects of their lives. Fiction in the literature is generally a representation of reality in some way. Any literature work is always presented through the symbols and codes of individual meanings and communication systems. Most of the narratives are very substantial and hold closely to occasion and situation, thus representing daily proceedings. Moral and spiritual aspects may also be represented through cryptogram; characters used characteristically, implausible events, and other devices. This can escort to a more percceptive and powerful use of the tools of the meaning on the readers part. Literature describes reality and adds to it. When an individual is exposed to good literary works, he or she is provided with the most excellent education opportunities. Exposing the reader to technical writings such as those on logistics and mathematics provides him with technical know-how which spices human life. Classical literature work serves as a food for accepted wisdom and a stimulant for mind's eye and inventiveness. Conclusion Literatures thus serve as a massive source of information. Famous scientists and outstanding scientists often recount stories of their revolutionary discoveries and inferences. The continuing developments in the fields of science and technology are documented for the world to access them with ease and know about them. These documents have constantly served as a bona fide source of information from all around the world. This can be of great help to the reader as he gets to understand the dynamics of the world. As a result of reading a well-written literature, a reader can learn how to compose a good story, up-to-the-minute vocabularies, and even get exposure to acceptable spelling and punctuation. This provides more routine benefits to the reader. Buy custom Making Literary Matter essay

Taran Swan at Nickelodeon Latin America Term Paper

Taran Swan at Nickelodeon Latin America - Term Paper Example Due to her personal need, the management is left with considerable options how they could continuously perform operation on a normal basis, and without interrupting the possible opportunities of Nickelodeon in Latin America in the future. This report tries to recommend important suggestions how the organization could effectively emancipate action based on these crucial concerns without possibly compromising its future opportunities in Latin America. This report starts with the actual issues and assumptions of the actual scenario Nickelodeon in Latin America is facing. This is followed by a brief analysis of management functions which have been playing elemental role towards the success of Taran from the past and even for future achievement of best opportunities. Problems are presented and the required actions to address them are also elaborated in detail. Keywords: Nickelodeon, management functions, management, leadership Issues and Assumptions Taran Swan, branch director and general manager of Nickelodeon Latin America is faced with various options how she could deliver her role effectively far from Miami to New York after her doctor recommended she had to stay at home for the duration of her pregnancy. This is not going to be an easy situation on her part especially that there were major projects that could either make or break Nickelodeon in the future such as the Cablevision/TCI and the Brazil-dedicated feed. Swan was faced with two major important issues in order to effectively manage or lead her team. She needs to consider her leadership style and working relationships while working with her team from afar. Then she also needs to consider a possibility of appointing an interim director who would take her post while she is absent, which for her, needs to have substantive criteria and evaluations. Assuming Swan would continue work with her team so as to ensure maximum achievement of various opportunities like those for Cablevision/TCI and the Brazil-dedicat ed feed even at a far distance, she therefore needs to enhance her ability to formulate and initiate the whole plan, extra-organize her team, lead them and even ensure a high level of control. Assuming further that she would appoint interim director for the mean time, Swan should therefore consider certain criteria in order to choose the one with excellent qualification that would be able to fit to the prevailing task. Swan needs to consider strategic human resource management which would include but also may not limit to human resource selection process. The case â€Å"Taran Swan at Nickelodeon Latin America† based on the above issues and assumptions is therefore composed of complex management activities which can be subdivided into four functions: planning, organizing, leading and controlling. Analysis Planning The first management function clearly indicated in the case is planning. Obviously it is here where Swan started everything how she was able to prove herself that sh e could actually make it to Nickelodeon Latin America as a branch director and general manager. In the industry where Nickelodeon belongs, planning plays a crucial role as a gateway to its success. As a novice in Nickelodeon business from the beginning, Taran learned to appreciate the significance of planning activity, and she found at the later part there were more complex things to be considered in the actual planning activity rather than relying on pure assumptions and estimates or projections. Planning has become integral part to leapfrog company’s success and achieve competitive advantage (Porter, 1998; Schnaars, 1998). In planning activity, Swan was able to understand the importance of ensuring the achievement of a

Evaluation and Dissemination Research Paper Example | Topics and Well Written Essays - 250 words

Evaluation and Dissemination - Research Paper Example Moreover, examining of costs and pre-allocated resource constraints that had been included in the activities can also enable to identify the level of success of a strategy. In addition, a process of identifying different strategic measures and practices that were executed to deal with different risks or challenges and evaluating their outcomes can also facilitate to measure the level of success of a particular business strategy (Dobbins et al., 2002). Dissemination of findings has major significance as it helps to understand about changes and provides effective directions to achieve postulated goals. The communication plan will be conducted for sharing findings by involving individuals and transmitting changes that can enable them to increase their operational efficiency. In this context, safeguarding an open and clear communication of the success of a strategy can enable each individual to increase their efficiency. Moreover, dissemination of key strategic measures and practices that were executed can further enable each individual to ratify their operational skills and help to identify effective set of practices. The communication process includes reporting system wherein all the strategic measures and practices are discussed with both internal and external groups of stakeholders. The process will enable to increase validity, reliability and value of the organization towards its stakeholders and ensure to build long-term sustai nability (Durlak & DuPre, 2008). Dobbins, M., Ciliska, D., Cockerill, R., Barnsley, J., & DiCenso, A. (2002). A framework for the dissemination and utilization of research for health-care policy and practice. Sigma Theta Tau International, 9(7), 1-12. Durlak, J. A., & DuPre, E. P. (2008). Implementation matters: A review of research on the influence of implementation on program outcomes and the factors affecting implementation. Am J Community Psychol, 42,

Public Speaking and Success Term Paper Example | Topics and Well Written Essays - 1250 words

Public Speaking and Success - Term Paper Example Even a cursory perusal of the human history testifies to the fact that the leaders in all ages and times, was it Alexander, Caesar, George Washington, Churchill, Kennedy or Martin Luther King owed a great part of their success to their public speaking skills. Public speaking is not merely about speaking, but rather involves a range of factors and attributes that help a competent public speaker emerge as a natural leader and a success story. Public Speaking Bolsters Self Confidence Self confidence is primarily about having an unshakable faith in one’s beliefs, values and aspirations. Almost everybody agrees to the fact that public speaking is a challenge. It goes without saying that the willingness on the part of an individual to embrace a challenge, especially a challenge of the nature of public speaking that involves public audience is bound to make a person confident and self assured (Davidson 36). The very ability to convey one’s thoughts and feelings to an audience in a way that is interesting, involving and attention grabbing could positively be expected to do much good to a person’s self confidence and self esteem (Davidson 36). In the realm of public speaking there is always a risk involved of ending up being a laughing stock of the people or getting oneself misunderstood (Davidson 112). Every time an individual dares to embrace this risk, one adds loads of substance and gumption to one’s personality. Eventually this faith in oneself infiltrates the varied other aspects of a person’s life and helps one face the challenges posed by life with an attitude of courage and daring that is the mark of a true leader. Public speaking instills an attitude of risk taking and a spirit of adventure in a person that make that person grasp the challenges posed by life with calm and poise. For what could be a better measure of faith in one’s beliefs and aspirations than the willingness to express it before people. Public Speaking Enhances Visibility Irrespective of the existence of a millions of books on the topic of leadership and a range of courses existing in the academic institutions aimed at enhancing leadership abilities, the reality is that leadership is a scarce public resource in varied facets of public life, be it politics, business, academics, religion or social service. In society there is no dearth of individuals who are competent and accomplished, yet not all manage to emerge as a leader. Public speaking enhances the visibility coefficient of an individual (Davidson 15). Besides, the willingness to speak before people in itself conveys much about the potential and abilities of a person. Of what use is all the accomplishment and ability of a person if the people who matter do not know about him. In contrast, even people with mediocre skills and proficiencies end up projecting themselves as capable and willing, every time they ascend the stage to express their views. Hence, when it comes to choo sing a leader, be it in the chambers of business and commerce, neighborhood clubs, social associations or academic programs, people mostly do not opt for the person who is most accomplished, but rather vie for the person who had been most visible. Public speaking is the most accessible and cheapest avenue for advertising oneself and one’s abilities. Transference of Skills Almost every successful public speaker and leader will undeniably and unexceptionally testify to the fact that

Analyzing Leadership and Motivation Styles at Tata Steel

Analyzing Leadership and Motivation Styles at Tata Steel As we all know that the steel is an important item which implies the evolution and prosperity of any nation .The steel industry is basically a start-up for the development of any country .For an overall growth of India ,which is emerging as an expeditiously industrialized country ,it was very essential to accomplish the technological change in the making of iron and steel .Today ,some of the top nations which produces steel are developing countries .For instance ,China is one of the largest steel producing country in the world .Indias position is tenth as mentioned in Wilhelm 1998,Steel Scenario Yearbook,1998.India being a large deposit of iron-ore ,a low labour workforce ,highly qualified manpower resources but still it could not generate the required thrust in order to bring the technological changes. Developing countries cannot always afford to build up or extend their own technologies .They need sometimes to bring technologies from other developed countries .The characteristics of socio-economic factors of India have greatly influenced the technological growth of the country in general .India turn out to be having a good technology base and also has developed a high level of adequate quality in the areas of information technology ,atomic energy and space sciences. In such case when India was emerging to be a developing nation,I would like to state about one of the leader whose leadership skills and motivation styles took India to great level of technology and growth and prosperity features. Jamsedji Nusserwanji Tata was one of the leader whose continuous innovations led India to develop a lot.He was born in a Parsi family on march 3,1839. At the age of 14,he came to Bombay and in 1868,at the age of 29,he started a private trading firm with a small capital of Rs 21,000.During this period,he travelled a lot to various places which inspired in him the desire to set up a bankrupt oil mill and then he convert it into cotton mill where cotton goods were manufactured and was named as Alexander Mill.His continuous efforts and inspirations led him to develop and launch few mills which were supported by Indian shareholders.He was a unique personality.He not only thought about the innovative ways to manufacture textiles and gain profit from them but he also devised new labour practices which satisfied his employees.He always mentioned that its not just his personal success but also for all those employess who have worked for him. Jamshedji was such a nationalist who made significant remarks of the industrial revolution and came to the conclusion that the economic self-sufficiency should go hand in hand with political independence and thus he then made three important basic ingredients: the steel is very important and can be addressed as the mother of heavy industry; hydroelectric power was the cheapest energy to be generated and finally, the technical education. A report on the rich iron ore deposits in India highly motivated him to set up a steel plant for the nation.He researched for years about the process of making the steel and also travelled to Europe and the US for technical advice from other revolutionary thinkers and nationalists.Due to his leadership skills,he was able to set and start a steel plant.The Tata iron and Steel was formed in 1907,in Jamshedpur,in Jharkhand.Also in 1892,he endowed an investment for deserving students for their higher education in abroad.He basically envisioned a national system of education and research institutes in the fields of science and technology,medicine,philosophy and arts. Unfortunately,he was not able to achieve all the three key ideas that he had in mind during his lifetime.The achievement he had was that he had completed Taj Mahal. The Tata Iron and Steel Company grew rapidly and by 1911,its production increased upto 70,000 tons of iron per year .According to the Dictionary of National Biography,the entire industry would support 60,000 workers and their dependants which was truly a high number.Jamshedji was renowed for his enthusiasm embrace innovations and use them not only to improve not only his business but also the lives of the Indian people.He was the first man in India to use rubber tires on his carriage and the first to drive an automobile in the Mumbai city.As the Dictionary of national Biography noted,he characteristically showed ,first,an extensive imagination and keen perception,next a scientific and calculating study of the project and all that is involved and finally a high capacity for organization.He was a man of simple values and perceptions and he scorned publicly or self-adverstisement.Though he passed away by the time,his spirits and efforts were carried forward by his son RD Tata and his co usin Dorabji. Jamshedji was a man whose leadership skills and motivations styles made the plant established,thought about the welfare of his employees.He not only envisioned a emphasized and dynamic workforce but he also envisioned a planned city with a lot of greenery around. Leadership according to JRD meant motivating others, As a chairman,my main responsibility is to inspire respect. According to JRD,the quality had to match innovation.He repeatedly stressed , If you want excellence ,you must aim at perfection. The symbol T has to be the symbol of quality.He was the man who was known for his renowed brand comprising the total quality of the Tata group. Tata too believed in the positive Pygmalion effect towards his employees.He asked the question ,if the workers or employees were being treated exceptionally well,why were they frequently discontented and suspect and hostile towards the company? According to Tata,the viewpoint of any successful labour policy depends upon making the employees feel what they wanted. He was a man who continuously believed in the positive Pygmalion effect which led to a great extension of the Tata group with the help of all the motivated and inspired employees. Thus Tata Steel became one of the earliest companies in India who had a dedicated human resources department.JRD was Indias most well known industrialist,widely respected for his massive contribution to the development of Indian Industry and aviation in particular.Some of the leadership skills about JRD Tata can be stated as follows :approachable,realistic,charismatic,courageous,compassionate,supportive towards innovation,aware of a sense of responsibility,committed to values and a visionary.Jamshedji and Tata both proved themselves to be an authentic leaders and had set a vision for Tata group. Tata Iron and Steel set up in 1907 comes under Tata group which is a private multinational firm with its headquarters at Mumbai.The present chairman is Ratan Tata who took over from JRD Tata in 1991.With the continuous efforts ,its operations covers many fields related to industry,application engineering,information technology,communications,materials,automotive,chemical energy,telecommunications,softwares,hotels,steel and consumer goods. Mission: The aim of the Tata Group is to improve the quality of life in the society by virtue of integrity,understanding,excellence,unity and responsibility. The Tata Group is 150 years old.It currently comprises 96 operating countries,which together employed some 357,000 people worldwide and had enough revenues of US $ 72.5 billion (Feb 2009).It exports products and services to one hundred and forty nations.The Charitable trust of Tata holds 65.8% of the ownership of Tata Group.The production in Tata Steel actually started in 1912 and produces steel at the lowest cost in the world.In 1910,the Tata Hydro-electric Power Supply company was set up. Today the extension of the Tata Group is really remarkable.Tata offers management,economic and financial services.It offers great services in investments and market shares.It is linked to consumer durables like tea,watches,gold,diamonds ; information and communication systems like TCS,Nelco,Tata Infotech,VSNL,Tatanet. Current Financial Crisis: Due to the global financial market crisis,the demand in the steel and its related products has led a drop down.But Tata Steel has still expressed the tendancy for the best possible outcome about retaining its position as one of the worlds largest steel makers.According to media reports ,in October 2008,company vice president ,Partho Sengupta claimed that Tata steel was deliberately well planned to handle the current financial crisis. Awards and Achievements: The Tata Steel was awarded Deming Application Prize in 2008 for Total Quality Management. It is very clear that the leaders are very clear about what they are making and also very flexible about how it gets made.The leaders can make and remake organizations.Jamshedji and Tata were such leaders who were succeeded in embarking on brand building expedition and whose goal was to unify the distinct and diffuse enterprise . Tata brand has strengthen its leadership position on all parameters and those parameters includes knowledge of the business environment,dynamism,workplace quality,quality of products and services ,consistency,reputation and renowed. The Tata Group can be called as a unique assest which represents Leadership with Trust. It provides complete management and financial resources to emerge and develop globally competitive skills to succeed in this endeavor.Tata has strong values where vision and mission comprises of ensuring growth and developing sustainable value to all stakeholders.It mainly focus on the culture of sustainability.It believes in collaboration mea ns it believes in achieving success through teamwork,within employees and partners.Its values composes of care or concern about the well being of its employees and bettering its standards continuously with passion and pride. According to Ratan Tata,in addition to good leadership and management,loyalty must be earned by managers and employees.Hes gentle,kind manner give rise to loyalty and yet he encourages his manager to make tough decisions. I am highly inspired by the leadership skills and motivating styles of such great leaders who have really worked for the growth and prosperity of the nation.Their inspirational motivations associates them to commit to the vision of the organization which in turn had also encourage the employees to reach the goals.I firmly believe that their innovations and creativity had really has a challenging effect on the normal beliefs of the people.They are the real leaders who had individual consideration with each of its associates which help them to reach goals of the organization.Today the Tata group is a renowned company which inspires confidence in its employees,encourage employees to volunteer to perform tasks and high employee satisfaction.This is the reason why the leading brand of Tata group is able to maintain its position and becoming better with its own authenticity.Today,Tata deals with its costumers worldwide countries like China,Japan,Malaysia,Singapore,France,Germany. It is ver y true that the teamworks within any organization helps businesses to overcome all kinds of problems whether it is internally or externally.Moreover,corporate teamwork covers the whole information on how people can expand their knowledge through teamwork and how teamwork helps organization build and grow.Tata is a global growing company where employees keep emerging with their ideas of innovation.The big reason for this is the brand recognition of Tata.According to the Economist blogs,Tata has interests ranging from mineral water to steel.It has also become the symbol of Indias growing overseas.Its transformation into global scale is very large.

Wayne Gretzky - Comparison Of Two Biographies :: essays research papers

In this essay, I need to compare two biographies of a famous person. I will plot out the difference and compare the two books considering point of view, bias, aim, omission, interest and interpretation. This person is my hero and idol. He is one of the great player in the history of hockey. He set the all-time NHL scoring record in 26 seasons and got four Stanley cup in a row from 1984-1988. He is Wayne Gretzky, the most brilliant and talent hockey player in this century. Ichose the "Gretzky and Taylor" and "Gretzky with Rick Reilly.The book "Gretzky with Rick Reilly was an autobiography. It showed how Wayne Gretzky from his AHL to a famous NHL player. In this book, there were a lot of Gretzky's childhood. We knew that Wayne Gretzky could skate at two years old. He was well known by people at six. When he was ten, he was signing autographs and had a national magazine article written about him. A thirty- minutes national television show done on him at fifteen. It also talk about Gretzky's hero when he was a kid. He was a funny guy. He was Gretzky's hockey instructor. He was also his lacrosse, baseball basketball and cross country coach. He was not only coach, but also trainer and chauffeur. Gretzky called him dad, his name was Walter. However, in the book "Gretzky and Taylor", it did not show anything in Gretzky's childhood. It was started when Gretzky became the NHL player, a member of Edmonton Oiler's rookie. How he became the hall of the frame. The description of this book was very interesting. The writer show the thing through the game. For example the first chapter was talking about the 1984 Stanley Cup final between the Edmonton Oilers and New York Islander. "Wayne," he said, "don't worry about not scoring so far. Just make sure that when you do get a goal for us is a big one. " (Page 15 Gretzky and Taylor ) From this conversation, we could know what had happen at that time. So, there was different between the point of view of those two books. Although this two books had the different point of view, they both had the same aim. They also showed to young people that worked hard was the only source of success. In the book "Gretzky with Rick Reilly", Gretzky showed his talent when he was young.

Dialectics

Dialectics has been considered as one of the three original liberal arts known to classical philosophers as the Trivium, with the other two as rhetoric and grammar Dialectics Dialectics has been considered as one of the three original liberal arts known to classical thinkers as the Trivium, with the other two as rhetoric and grammar. During the ancient times in Greece, dialectic's forte was at the affairs of persuasion, very much like its sister counterpart rhetoric. Dialectic's purpose was to resolve discrepancies and disagreements through logical and rational discourses.The simple approach and explanation to how dialectics work is through the three step process of thesis-antithesis-synthesis, which was postulated by a German idealist philosopher named Georg Wilhelm Freidrich Hegel. He identified that for which, say a given premise, would be the emergence of a proposition (the theses) only later to be refuted (hence the anti-thesis of it). Being in this state of unacceptability, the only alternative is to arrive at a higher understanding or denial of the supposed presupposition of the thesis and anti-thesis forming a third proposition termed as the synthesis.A more simple and un-Hegelian example to understand dialectics is, let's suppose you just got a hold of a brand new cell phone. Being new to you, you have a limited understanding of it. You start on a state of ignorance knowing that its only purpose or the only reason for having one is to enable you to communicate. (thesis) Sooner or later, one way or another, the batteries will run out(assuming it is not a solar powered device) and it will stop functioning, hence the opposite of communicating or not being able to communicate. anti-thesis)Only then when you have a deeper understanding that for a cell phone to work and operate it needs a power source and learning the concept of recharging/changing the power source(a synthesis is reached and you gain a higher knowledge about the cell phone)will you get it to function properly again. Frederick Engels and Karl Marx, two very well-known revolutionary thinkers during their time applied this philosophical thought in studying the ideal and material condition of the world.It has been the theoretical foundation of Marxism which led to the development of dialectic materialism, which is simply the combination of Hegel's theory of Dialectics and Materialism and Historical Materialism, the application of dialectic materialism in studying history. The first principle of dialectics according to Frederick Engels is that everything, be it physical and material objects to real world processes, is made of opposing forces or opposing sides. (Fleck) To elaborate on this principle just look at everything around you.Everything works like a magnet. Objects hold each other because of the opposing forces that keep them from flying separately. The chair you sit on tries to break away from the earth, but the planet's gravity keeps it from doing so, the sun is he ld together by gravity which counteracts the nuclear reaction from its core. Even seemingly abstract concepts are made of opposites. For instance, to have an idea of the concept of bad, we need an idea of what is good, to have an idea of what is hot, we need an idea of what is cold and so forth.This is what Engel called the interpenetration of opposites which he frequently referred to as the unity of opposites. Many critics have argued on this property of dialectics which up to until now, many thinkers, new and old alike have yet to settle. Another important principle of dialectics that Engel stated in his work about dialectics is that in everything, gradual changes lead to turning points. (Fleck) What happens is that the two opposing forces in a process of change push against each other. Change would be gradual if one side is stronger than the other one.But when the other side becomes stronger, there is a turning point, much like when too much trees is cut down in a mountain slope, a mud slide occurs (turning point), you heat a kernel of corn until it turns into popcorn (turning point). This is what Engel referred to as the principle of the transformation of quantity into quality. Quantitative change results from the steady but continuous dominance of one opposing side or force. Things then follow a qualitative change when the other or opposite side dominates the other.The third principle of dialectics is that changes moves in spirals, not circles. (Fleck) Around us processes of change are cyclical in the sense that at first, one side dominates, then the other as in the cycle of day and night, breathing in and breathing out, one opposite then another. Engels claims things turn in cycles. However, it is not indispensable that they would return to where they came from and how they started. It is therefore cyclical but not circular. Change is ever-changing, moving in spirals.This principle is referred to by Engels as the law of negation of negation. This seeming ly complex principle, according to Engel goes on and on in everyday life. This happens when one side overpowers the other making the first negation. The dominated side then overpowers the dominating side at some point making the second negation. This is what law of negation of negation explains. In real-life drama, dialectics play a crucial role, in communication specifically in day-to-day normal conversations more than we ought to think.Traditionally, dialectics has been considered as a linguistic process that leads to generation of new ideas and thought by one's apprehension of a contradiction and paradox between two or more opposites. It layman's term, a conversation starts with stating a point of view followed by the others verification of its validity or questioning it from other points of view. In this whole conversation process, the clash of ideas or propositions trying to reach a consensual agreement which in turn is still ultimately questioned from other perspectives.Much l ike dialectics, in dialogues there is an imminent clash of ideas that are going on between individuals which ultimately lead to a consensus. The use of the dialectical approach or method in analyzing our history has long been used by its pioneer thinkers, more notable in arts, philosophy, science and religion. This may have been due to the analytical and critical capability of dialectics in explaining why and how changes occur which is essential for historians in probing the past.By pinpointing what stream of thinking and clashing ideas during a particular epoch, much can be surmised to wisely presuppose what will would or could happen next. Dialectics is essential in understanding fully the how's and the why's of how things happen. It provides the tool that gives wisdom on knowing the factors of change in a society and how it is ultimately molded and formed. Another concept that is noteworthy in the field of dialectics is called the â€Å"principal contradiction†, termed by Mao Zedong.This is defined as the contradiction in all things that needs to be resolved first and foremost. In determining what the principal contradiction in a thing, it is necessary to look at the overall or main goal of it. The three principle of dialectics namely. (1)the unity of opposites,(2)quantity into quality, and (3)negation of negation fits clearly on how to identify and possibly solve the principal contradiction in our society though it does not give a clear blueprint on what should be done.

The opening of a story with reference to essays

The opening of a story with reference to essays The opening of a story plays a significant role in introducing the ideas and issues that are addressed in a story. We all fall down by Robert Cormier is no exception to this. The opening of Cormiers book introduces the issues of deception, destruction and the idea that an event can affect every person differently. It is these ideas and issues that play an important role in the story. The issue of deception is present throughout we all fall down. The first time the reader acknowledges the idea of deception is when the avenger is describing his supposedly requited relationship with the Jeromes. The reader believes the avenger to be like a son and brother to the family. This incorrect idea only lasts a short while as the reader begins to question why, if he is such a significant part of the family, the avenger watched while the Jeromes house was being destroyed. The reader is introduced to the character Mickey Stallings, or Mickey Loony as he has been named by the children in the community, and they believe him to be just a neighborhood handy man even if he is a little loony. Not only are the other characters in the book lead to believe this but the reader is also. This idea is retained by both the reader and the character until his real identity is revealed towards the end of the book. At this time the deception surrounding Mickey Stallings and the avenger is revealed. The opening of we all fall down presents the reader with an image of the trashers. This image is that of disobedient teenage rebels seeking fun at the expense of other. This image is maintained until the avenger states that the trashers were regular kids, not sleazies rough guy or drop outs. Later in the book the avengers image of the trashers is enforced when we are introduced to the character Buddy walker, one of the ...

Braque the Fogotten Cubist Master essays

Braque the Fogotten Cubist Master essays Although George Braque (May 13, 1882 - Aug. 31, 1963) was one of the most influential painters of the twentieth century his name is all but forgotten. He has received little credit for his efforts towards the creation of analytic cubism. Many art historians believe that his prestigious role as father of analytic cubism was cut short because of Picassos fame. Many arguments have arisen asking the question: Who is the father of cubism? There is no doubt that Picasso started the spark which ignited modern art movements with the creation of Les Demoiselles dAvignon.. But, soon after Picasso created this work Braque created Houses at LEstaque. This painting started the analytic phase of cubism. With this in mind, it can be stated that Picasso is the father of modern twentieth century art and Braque is the father of analytic cubism. George Braque is one of the most influential painters of the twentieth century. He co-worked with Picasso to create cubism and helped spark all the future art movements of the twentieth century. As well as this, he was the influence that made Picasso the fame that he was to become. Braque has never received the recognition he should have because of Picassos fame, but his personal position in the art community was high and his involvement with World War One was a major culprits that aided in his downfall in artistic popularity. Who the father of cubism?, has always been a question that has pondered the minds of art historians and scholars. It is clear though that both Braque and Picasso played their prominent role in the creation of cubism. Picasso provided, with his proto-Cubist "Demoiselles," the initial liberating shock. But it was Braque, largely because of his admiration for Cezanne, who provided much of the early tendency toward geometrical forms. Braques early tendency towards geometric form and cubes wa...

Using Mental Force of The Employees Thesis Example | Topics and Well Written Essays - 8000 words

Using Mental Force of The Employees - Thesis Example People pursue good health and will do anything new that will help them to live a better life. Corporates too do the same by pursuing strategies of improvements and breakthroughs that create new products and new markets. This is a continuous exercise and any let up, in health or corporate endeavours will invite a decline. Innovations are the engine that persuaded the corporates to innovate. The source of innovation is usually the entrepreneur. These are individuals that come up with new ideas of what the market is likely to want or desire. These people have usually gathered this knowledge through interaction with consumers. Sometimes it is the imaginative impulsive desire on their part to offer something new or different, at other times it is an improvement on previous knowledge. However in a corporate or large organisation environment it is often the employees who come up with innovative ideas because of their close contacts with consumers of the product or service of the company. They are very close to the ground realities and can be a great source of finding out the consumer desires or preferences. Although they are employees, they have the entrepreneurial spirit to meet the expectations. This gives them the same satisfaction an entrepreneur would feel on the success and acceptance of his innovative idea. Despite the fact that the urge to innovate exists equally in the entrepreneur and an employee, the larger companies usually ignore the employee contribution. There are not many companies that rely on their employees to contribute towards innovations. Some companies are seen to make a half hearted effort by offering reward for new or innovative ideas to their employees but there is no regulated or organised effort in this direction. There can be some results through rewards but these are few and far in between and just an improvement of the existing product or service and do not fall into the class of an innovation. It has been understood for very

Evaluation of Agency's Public Personnel Administration, Part 2 Essay

Evaluation of Agency's Public Personnel Administration, Part 2 - Essay Example Coaching sessions are always targeted on their senior employees and managers of various units. The organization has enough and sufficient resources for purposes of developing and training its employees. The organization is funded by user’s fees. The organization charges fees on various services it offers. Such fees include the visa processing fees, fees paid to access the various forms that the organization offers. For example, in 2008, the congress allocated 1% of the federal budget to fund the activities of USCIS. The remaining 99% emanated from the various fees charged to users. These financial resources help the organization to train its employees for purposes of imparting the necessary skills that the organization needs. The organization manages to clearly identify its mission statement, and core values to its employees. In communicating these messages, the organization uses their official websites, at the about us page. The organization values integrity, vigilance, respe ct and ingenuity. Employees of the organization have to work hard to satisfy these values (About Us, 2013). Weaknesses of US Citizenship and Immigration Services: One major weakness of the organization is that its employees are not trained on the capability to enforce the various immigration laws. The responsibility to enforce these laws lies on the federal and state security organs. For instance, immigration officials cannot arrest nor detain a suspected drug trafficker using falsified immigration documents at the border. All they have to do is to notify the police so an arrest can be made (Kretsedemas, 2012). Employees of the organization are also faced with too much work. This is because the employees have to verify and check on the profiles of numerous applications. The number of people applying for citizenship and visa always range to millions. There is a need for relevant technology to help in these areas (Kretsedemas, 2012). Linkages and Personnel Management: The organization has a presence on almost all the countries of the world. This is because of an interest by citizens of other countries to visit the States. This organization seconds its employees to the various embassies of the country, who in turn offer their services there. Due to their international presence, the organization normally trains its international employees on the various aspects of international relations. This knowledge is necessary because it will help them interact with the communities in which they are sent to work in (Eastman, 2012). On this basis, the organization will post its employees to work in positions that they have skills in. The best human resource management theory that explains this approach is the motivational theory. According to this theory, the management has to motivate its human resource personnel for purposes of achieving the best results. Providing education on international relations is an important way of motivating these staff. Personnel Recruitment and Hiring Practices: One of the major components of the organizations systems goals and practices is to identify and develop the necessary talent amongst its employees. Talent identification is a major goal of the various human resources policies of the company. This involves conducting performance appraisals for purposes of identifying top performers. The organization will either promote these people, or train them further for purposes of

Physics Assignment Example | Topics and Well Written Essays - 1000 words

Physics - Assignment Example Consequently, by dividing the weight of the pet turtle with the gravitational constant, then the value found is approximately one kilogram; that in this case is the mass of the turtle. Force acting on a given object is directly proportional to its mass. Similarly, the constant of proportionality in this case, is the acceleration. In an instance that may see, the increase in the force acting on the object, while decreasing its mass, will in this case lead to increase in its acceleration. Every idea in the field of science has some principles that lead to the explanation of its originality. For this reason, that is why there are always other options of verifying the validity of the facts so that it fit within the demands of the present. Such tests on the facts also make it possible for correction of errors that theory came with from its original inventors The mistake here is failure to have the knowledge of expressing very huge numbers into standard figures. For this case, expression of 4,000 in standard form would be 4.0*103 which is the correct answer for justifying the figure to have three significant

Perfume Essay Example for Free

Perfume Essay Identify all the things that happen to Grenouille in these chapters that you feel either shouldn’t happen to a child or are insensitive. Explain or attempt to justify these events. Within the pages of the first few chapters, Grenouille’s birth and early childhood is narrated. Grenouille is coldly dismissed at birth. He was brought to the world, by his mother on heap of fish guts, only for her to abandon him. No child should ever have to endure such cruel rejection, no human should ever be left to die in such a grotesque manner. Grenouille however survives and is placed under the care of a wet nurse, who put him into anothers arms in complain of him drinking too much milk and being too much of a liability. Grenouille was passed on from one wet nurse to another, never being shown any affection. He was not treated as a child should be, never allowed to received a mother’s love. The last wet nurse that was given the responsibility of caring for Grenouille, handed him over to Father Terrier, in accusation of the infant being a devil due to his lack scent. She claimed he did not smell of a normal child, that he gave off no smell whatsoever. At the harmless age of a month, Grenouille was accused of being a monster. Father terrier however disregards the wet nurse’s absurd allegations. The novel progresses however, with Father Terrier wanting to rid the baby, as he felt Grenouille had violated him, almost as if he had the ability to penetrate his innermost thoughts, as if he could see what was within Father Terrier with his nose. Grenouille was thrown around for the way he made people feel, however he never brought no harm upon people this early in the book. Father Terrier then puts him in Madame Gaillard’s orphanage. Here he was given a roof for a long time, however he was not welcome by the other children. Many attempts were made at his life, bricks were piled on him, in attempt to suffocate him, however Grenouille managed to survive each and every one of these attempts. Grenouille’s presence made the children feel uncomfortable, just as Father Terrier had felt. There was a coldness, a darkness about Grenouille. However the attempts at murdering him, were made only on the basis of how Grenouille’s presence made the other children feel. Grenouille up till this point had not done anything wrong; he had caused no harm to any of those around him. A few years later however, Madame Gaillard no more received money on Grenouille’s behalf, and so sent him off to work for a man under harsh conditions. Here he contracted a disease leaving him a cripple, bearing permanent scars. Grenouille withstood all these things, a child should never deserve. What is the significance about the context in which Grenouille is introduced in Part One Pg 16. Why does Father Terrier refuse the wet nurses accusations of Grenouille being a devil? â€Å"He’s possessed by the Devil† â€Å"Impossible! It is absolutely impossible for an infant to be possessed by the devil. An infant is not a human being, it is a pre-human being and does not yet possess a fully developed soul. Which is why it is of no interest to the devil. Does some evil stench come out from him? † These are the words Father Terrier speaks in retort of Jeane Beusse, the wet nurse’s accusations. According to Father Terrier, a devil would only possess one with a fully developed soul and has no interest in possessing an infant due to its lack of one. Father Terrier also believes in the devil carrying a foul odor, and hence the nurse’s claims of the baby being odd in that, his flesh carries no scent, only re-affirms his stand on the baby being ordinary, and unaffected whatsoever by the devil. Terrier believes, that the baby not smelling at all, a sign of good health. Father Terrier is also a strong believer of children being God sent, and hence them being possessed is completely out of the question. Terrier also claims the olfactory sense a primitive one, a sense that cannot be trusted. â€Å"The fool sees with his eyes rather than his nose†. Pg 18. Is Father Terrier responsible for Grenouille? Father Terrier is not officially given the responsibility of taking care of little Grenouille, however takes it upon himself to care for him. In some ways he is responsible for Grenouille, as he took him in from the wet nurse, and so in a way is making a commitment towards caring for him. Therefore it is his duty to take care of him to the best of his ability. Father Terrier also sympathizes with Grenouille as he believes a child should not be treated the way Grenouille was. Father Terrier also imagines himself being the child’s father, he feels sentimentally connected to the baby, adding to the responsibility he has over him. Pg 18. What do you make of the actions of the baby and Terriers   response to it? The child awoke, his nose first. Little Grenouille perceived Terrier through his nose. It seemed almost as if the little infant was scrutinizing Father Terrier. The baby’s actions seem as though he can penetrate Father Terrier’s innermost thoughts, as if he can see through Father Terrier’s exterior, see what he really is. Father Terrier feels violated, and feels ashamed, as this baby with no scent, who is innocent, sees through Father Terrier, a man with odor, as everyone at the time. The odor is used as a metaphor for what Father Terrier has to hide. The baby in his arms has no odor, and so has nothing to hide, however Father Terrier is odorous, hence explaining his sense of being violated. Forever crinkling, and puffing and quivering†. These are the words used to describe the baby’s nose after smelling Father Terrier. One crinkles their nose, and puffs air outwards, upon smelling something foul. As smell is used here as a metaphor of who Father Terrier really is, as the baby perceives him through his nose, the baby perceives him as someone who is foul and repulsive. Father Terrier is threatened by the baby , and feels uncomfortable in its presence leading to his hurried notion to find another to take care of the child. Pg 20. ‘Gone was the homely thought that this might be . Explain what happens. 1. Pg 24. This is a challenging page. What does it infer about the teller of Grenouilles tale and his attitude towards him? How do you feel about Grenouille after this? 2. Pg 28-29. These pages relate to Grenouilles language acquisiton. What is particularly noticeable about his vocabulary growth? 3. Pg 35. What happens to Madame Gaillard? What is ironic about this? Look particularly at the last sentence of Chapter 5.

Influence of Employee Relations on Work Performance

Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that Influence of Employee Relations on Work Performance Influence of Employee Relations on Work Performance This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. http://www.cipd.c o.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.http://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion http://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. http://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ http://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. http://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that