Consumer Behavior – Chapter 1

Consumer behavior chapter 1 – introduction In our ever-increasing global market, attention needs to be paid to the global consumer in order to identify who they are. Marketers and consumer behaviour researchers are constantly attempting to determine the similarities and the differences of the multifaceted global consumer. Some general theory about the sociological and psychological influences on consumer behaviour may be common to all Western cultures, but there are still strong com/pricing-psychology-consumption/">regional consumption trends.Consumer behaviour as it pertains to the marketplace is concerned with the manner in which consumers purchase and use products and services, and how these goods are incorporated into their lives. Researchers use various techniques to determine the features of consumers. These techniques include categorisation by the use of descriptive characteristics, such as demographics and psychographics. Individual consumers are part of a larger socie ty with common cultural values and beliefs, which can be further segmented into smaller groups, or subcultures.There are regional differences between consumers from different European countries, despite their being part of the larger European community. Marketers use  market segmentation strategies  to adapt their communications to meet the varied needs of a diverse target market. Consumer behaviour is good business! Marketers who understand their customers' needs and wants do better than their competitors. The essential component is deciding who to target and how.Marketers do this by defining markets and then dividing these markets into smaller chunks, or segments. A segment is based upon the demographic and psychographic aspects of the targeted population. The consumer's response is the ultimate test of whether or not a marketing strategy will succeed. However, initial consumer testing is not an absolute science. Sometimes a product can fail its initial test marketing and stil l go on to be highly successful. Sony has responded to market and consumer changes with its latest MP3 player, a rival to the Apple iPod.In attempting to define accurate information about the traits, habits, likes and dislikes of consumers, effective market segmentation separates members of a population into smaller segments of consumers who share unique characteristics that set them apart from the main population. Market segmentation  can be described as ‘slicing up' the market into bit-sized chunks of information. It is essential that for effective segmentation the following criteria are met: Consumers within the identified segment share similar product needs that will be different to other consumers in other segments.Important differences between the segments can be clearly identified. The segment is large enough to be profitable. Consumers in the segment can be reached with an appropriate marketing mix. The consumers in the segment will respond in the desired way to the marketing mix. Two important segmentation tools are the use of demographics and psychographics to determine unique attributes of the targeted population. Demographic statistics measure the observable aspects of the population. Psychographics are far more subtle. They illustrate the differences in consumers' personalities and cannot be measured objectively.Demographic variables include: Age Different age groups have different needs and wants. Consumers in similar age groups often share similar values and cultural experiences. Gender The behaviours and tastes of men and women are constantly evolving. It is thought that gender segmentation is an unintended result of marketing strategy. Family structure Marital status and family are important demographic variables that often affect spending priorities. Social class and income People in the same social class often have similar occupations and may share values and interests.Income is a good determinant of buying power and market potential . Race and ethnicity Immigrants from Asia and Africa are the fastest growing ethnic groups in Europe. Increased multiculturalism creates new opportunities for marketers. Geography Cultural differences play an important role in consumption patterns. Within the European context, consumption is common across cultures, but it is also specific between different cultural groups. European segmentation factors include: Consumption traits that are common across different cultures. Consumption traits that are specific to cultural groups. Relationship Marketing: building bonds with consumers The more marketers understand their current and potential consumers, the more effective they will be. This concept has developed into the role of  relationship marketing, in which marketers build long-term relationships between the company and the consumer. Relationship marketing is seen as the big trend for marketers. In conjunction with relationship marketing, a major growth area has been the need to g ather and manage accurate information about customers. This has culminated in the formation of sophisticated  database marketing  that tracks consumer buying habits.However, this ‘big brother is watching you' concept intimidates some consumers. Database marketing is required to comply with respondent confidentiality restrictions. As global consumers, we are influenced significantly by marketers through a number of mechanisms centred upon building relationships with customers. Advertisements illustrate how we should act and define roles, as well as informing about the use of products. As of 2006, the majority of people will live in urban centres and the number of ‘megacities' will increase to 26 in 2015.A controversial effect of the sophisticated marketing strategies used to communicate with these large potential markets is the emergence of  global consumer culture, in which people are united by their common devotion to brand-name consumer products, film stars and m usic celebrities. 2 Virtual consumption and the power of crowds There is little doubt that the digital revolution is one of the most significant influences on consumer behaviour, and the impact of the Web will continue to expand as more and more people around the world log on. It is not all bout businesses selling to customers (B2C e-commerce).The cyberspace explosion has caused a revolution in consumer-to-consumer activity (C2C e-commerce): welcome to the new world of  virtual brand communities. A close cousin of the global consumer is the  Euro-consumer. Much research and marketing effort is focused upon determining the characteristics of this consumer. Findings indicate links between social class, culture and income, with consumers who expressed more positive attitudes towards cultural change being more likely to consume luxury goods, despite their demographics and social class. 2 Marketing EthicsThere is a constant battle between achievement of organisational profit goals an d the necessity to conduct business honestly and ethically. 1 Prescribing Ethical Standards of Conduct Organisations often devise codes of conduct for their employees, and marketing associations provide guidelines for conduct, such as the following: Disclosure of the substantial risks associated with a product or service. Identification of added features that will increase the cost. Avoidance of false or misleading advertising. Rejection of high-pressure selling. Prohibition of selling or fund-raising under the guise of market research. Socially Responsible Behaviour Some marketers continue to violate the bond of trust with the consumer with the use of ‘bait-and-switch' tactics and misleading claims. A critical barometer of ethical behaviour is the action taken by companies to rectify a problem with their advertising or products. Benetton discontinued their controversial advertisements that featured the depiction of an AIDS victim and which were deemed to be exploitative by co nsumers. Much criticism has been leveled at marketing techniques that influence consumers to purchase products that are not essential.Philosophers view this conundrum from the perspective of individuals exercising their free will and free action in coming to decisions. However, this clinical approach supports the argument so long as only informative advertising is used in the marketing communication. Any other type of advertising – such as ones with imagery and underlying motives – cannot be so clinically rationalized. The raging debate that marketing techniques manipulate customers continues. We explore this issue from three perspectives. 3 Do Marketers Create Artificial Needs?Some conservative traditionalists believe that advertising can lead to the moral decay of societies by the pursuit of hedonistic pleasure, while some liberals believe that the misleading promises of material pleasure function to buy off people who would otherwise be revolutionaries working to ch ange the system. Through advertising, then, the system creates demands that only its products can satisfy. Numerous responses to this criticism abound, including the argument that needs are a basic biological motive and that a want represents one way that society has taught us that the need can be satisfied.The primary objective of advertising is to create awareness of needs, rather than to create the needs themselves. Needs are thus something that we are socialized to have. Marketers must be cognisant of the fact that they contribute heavily to the socializing influence of individuals in modern society and, thus, influence needs. Some commentators believe that purchasing decisions are manipulated by marketers using their understanding of psychology and the social sciences. They claim that marketers devise advertising techniques that manipulate a majority of individuals. A sense of social responsibility should underpin all advertising.There is little doubt that advertising creates a nd changes patterns of consumer behaviour. The central issue is whether the audience is discerning enough to see through the marketing hype and still make a deliberative judgement. Have a look at the  PBS Frontline website on ‘The Persuaders', which explores the world of modern marketers and advertisers, and discusses the methods they use to decipher who we are and what we want. As powerful an influence as advertising is, in the majority of cases advertisers still do not know enough about their target audience to effectively manipulate them.This fact is supported by the high degree of product failures (40-80 per cent) that occur. 4 Interdisciplinary Influences on the Study of Consumer Behaviour Consumer behaviour is a multidisciplinary field that integrates a vast array of disciplines, from psychophysiology to sociology and anthropology. Each discipline views the subject from their own perspective, which results in a rich sociological interpretation of a fascinating and dyna mic topic. The figure below illustrates the integrated and interconnected approach to consumer behaviour from both a macro and micro perspective.The macro perspective represents the social focus and the micro perspective represents the individual focus. [pic] pyramid of comsumer behavior Consumer research has adopted two popular forms of research paradigms, or sets of beliefs: Positivism Believes that human reason is supreme and that objective truth is only revealed by science. Structured and ordered. Stresses functionality. Celebrates technology. Regards the world as an ordered, rational place with a clearly defined past, present and future. Emphasizes material well-being, and is based predominantly on the homogenous views of a predominantly Western and male culture.Interpretivism Believes the social and cultural world in which we live is complex. Dislikes too much emphasis on science and technology. Emphasizes the importance of symbolic and subjective experiences. Believes individ uals construct meanings based on unique, shared cultural experiences, therefore there are no right or wrong references. Consumption is interpreted as a set of diverse experiences. Many consumer behaviour experts believe that the existing predominant positivistic paradigm of consumer behaviour is undergoing a paradigm shift, due to challenge from the competing paradigm of interpretivism.

Argummentative Essay Essay

You are to write an argumentative essay in response to one of the following topics: High school students aren’t ready to enter college. Age matters in relationships. All citizens should speak a second language. Your essay should have the following format: Paragraph I. Introduction: Give necessary background information and includes a clearly defined thesis statement. II. Supporting Evidence: Provide specific factual and/or anecdotal evidence to support your thesis. III. Refuting Contrary Positions: Show why counterarguments are incorrect. IV. Conclusion: Summarize main ideas and reaffirm your thesis. Expectations: Please use Times New Roman 12 point font, 1 inch margins, and 1. 5 line spacing. You may not exceed two pages. Deadline: This essay is due on Sunday, May 19th at 11:59 p. m. Please e-mail it rather than printing a hard copy. Evaluation: You will be evaluated according to the attached rubric. Mark| Criteria| 4. 5-5| The student performs the task very well, covering all the main points using a wide range of structures and vocabulary. There are no errors and the language is very well-controlled. Ideas are organized clearly and the student uses linking words with ease and proper punctuation. The register and form are also correct. The student greatly exceeds the level expected for the task. | 4-4. 5| The student performs the task well covering most, if not all, the important points using a good choice of structures and vocabulary. The language is controlled with few mistakes and the whole text is clearly comprehensible. Ideas are well-organised and the student uses linking words and generally punctuates. The register and form are also correct. The student is above the level expected for the task. | 3. 5-4| The student covers many of the important points using relevant tructures and vocabulary with few mistakes. There may be occasional incomprehensibility but this does not affect the overall understanding of the text. Ideas are mostly organized correctly and there is some use of linking words and punctuation. The register and form are mostly correct. The student is at the level expected for the task. | 3-3. 5| The student attempts the task. Some points are made but they m ay not all be relevant, clear or comprehensible. Structure and vocabulary contain errors that can affect meaning and there may be cases of incomprehensibility. Ideas may not be organized correctly and there may be little evidence of linking words and punctuation. Register and form are mostly correct. The student is below the level expected for the task. | Below 3| The student largely fails to perform the task. The student is not consistently relevant, clear or comprehensible. There are major errors of structure and vocabulary which affect meaning. Ideas are not well-organized and there is little or no evidence of linking words. Register and form may be incorrect. The student is well below the level expected for the task. |

Education: Your First Ticket to a Journey Called Life Essay

Every schools, universities, or institutions have their own mission for their students to hone their skills but all of them has one goal, it is to produce intelligent and productive graduates, for them to produce educated men. But what is an educated man? For me, an educated man is someone who studied very well who always work hard and doing efforts in school and most especially who finished his studies with excellence. Mr. Jovito Salonga did a really good job on giving different citations that will justify what an educated man really is. I got his point that an educated man do not refer to those people who is really fond of reading, the problem to us Filipinos, we all have the ability to read but we don’t know what reading materials are worth reading for, that is why we often have low quality of education here in the Philippines.. And with my observation to my fellow Filipinos especially to the young ones, they are fond of reading showbiz magazines, comics and other non-essential reading materials and if you let them read a story or novel, they can read but the don’t know how to comprehend. And I also agreed on his comparison between Philippines and Japan. Philippines is a rich country in terms of natural resources that we Filipinos are our source of food and often in our livelihood. But still, our country don’t have sufficient skills to make our country great that is why we are one of the third world countries while Japan is a poor country in terms of natural resources and even tested by calamities like the deadly tsunami in 2011 and killed many lives but we can see now that Japan stood up and recovered simple because it has people of abundant skills. Education is a man’s stepping stone to a better and brighter life. It’s a way of improving and enhancing their skills and education is the first and important ticket to a long journey called life. Mr. Jovito Salonga’s â€Å"An Educated Man† is one of the best and inspirational speech a student can ever hear or read. He gave a great emphasis on what an educated man really is. Many factors are considered to say that a person is an educated man but Mr. Salonga broke the unusual outlook in an educated man. When I read the title â€Å" An Educated Man†, I have this own perspective on what was the content of the speech. I expected it to be inspirational and it is really inspirational but my mistake is, I thought an educated man will just depend on how much he reads often and how many books he already read and how many facts and information are piled up on his mind but through the speech, I had y his clear understanding about a real educated man. As I read it, I was so inspired and in the back of my mind , I had this big determination to push through and do my best in my studies. I realized it is not really about how many medals and awards you had but it is about how you live your life and at the same time apply the learnings you had when you were still studying. Like what other people say, at the end of your life of being a student, you can’t always use your medals and awards in this complicated life, it is not always how you did good in school but it is sometimes how you go through and how you excel outside the four-cornered room and how you face the realities of life. In Mr. Salonga’s speech, he wasn’t intended to say or mean that a student’s hardwork of memorizing a lot and reading hundred of books are a waste of time but he was just trying to imply that far more important than the making of a living, is a living of life. In connection to Mr. Salonga’s An Educated Man, I am a future educator, a future provider of wisdom and knowledge to my students. Aside from sustaining and providing my students an enough knowledge, I also want to share my thoughts and experiences through teaching. I want to touch lives and I guess it is good and overwhelming to see little children grow up and transform from being childish and immature to a man that should be. I want to inspire students not just by showing them how good I am academically but how I grew up as a teacher. Because for me, teaching is not just a profession, it’s a life. Educators are the light of every student’s path, they just not simply stood up in front of the class and teach, they also guide the students because it will reflect to the student if you are really a good teacher. Students should not just acquire knowledge but apply every lesson they got to their teacher because it is the partnership of a teacher and a student that produce an educated man plus factor is the experience. An educated man is not just an great and intelligent but a man with courage and passion and a man who has a positive outlook in life and a man that still looks up above and thank Him even hoe successful he is now. Like Mr. Salonga said, an educated man should be living a good, meaningful and abundant life. In conclusion, it is better to have two good qualities to show what an educated man is. For me, they should have great mind and at the same time the courage and hardwork to accomplish every task life has to give. Education has a really great impact on a person’s future and it is really a great factor on honing a person’s brighter and successful life. Education is just a start of your journey in this cruel and silly. After graduation and outside the four-cornered room will be the realities and it is in your own hands how you will excel in life because in life it is not anymore getting high grades and awards, it is now how you face every challenge and survive.

How useful is the concept of ideology for media analysis Discuss in Essay

How useful is the concept of ideology for media analysis Discuss in relation to soap operas - Essay Example As the strength of the British army grew weak in confronting an imposing German hostility, the military administration had to resort to Conscription as a means of restoring its strength. But a glimpse at the history of media in the backdrop of public administration and consumerism will show that the positive application of ideological propaganda is an exception than the rule. Almost every known media type is susceptible to ideological undercurrents, whether as a result of design or accident. The Television as a medium of communication and entertainment allows sophisticated application of ideological persuasion. It has to be remembered that television is a product of the twentieth century. The centuries prior to its invention were not devoid of prevalent ideologies or their imposition on the masses. However, the imposition of the desired set of beliefs and habits were achieved through brute force. These centuries saw colonialism at its peak; and where imperialism exists violence follows. But the twentieth century is different in that empires were giving way to independent republics, especially after the Second World War. Soap Operas, which form the bulk of cultural programming, are truly representative of the rest of the electronic media. A careful study of soap operas helps us understand media in general and media’s role as vehicles of ideological propaganda in particular (History Today, 10). The soap operas serve as vehicles of ideology in two different ways. The more obvious way is through advertisements and sponsorship. Advertisements are essentially messages to the target audience as to what is good for them, what is it they should aspire for, what it that will gain them respect, etc., is. Of course, the process is not based on force but manipulation and exploitation. In a study conducted by Cynthia Frisby for the Journal of Advertising Research, the relationship

Effective Team and Performance Management Essay

Effective Team and Performance Management - Essay Example 6). The team has become more effective, in norming stage. Each individual began to focus on the possible ways to improve their team. Due to this, more group effort and unity has increased within the team. At this stage, the team is focusing on collaboration or cooperation. The task of the group is to interact, and to ensure the flow of data. It is my duty to support the members and group as a whole. â€Å"During the norming stage of team development, team members will begin to solve discrepancy they felt between their individual expectations and the reality of the team experience† (Parcon 2007, p. 33). I have been a part of the best  team, and that worked out very well, for the reason that all of us, as a team loved the work we were doing. So the teams are ready to set aside their differences, and we truly move forward for attainment of team goals. In norming stage, leaders â€Å"help the team take responsibility for progress towards the goal. This is a good time to arrange a social or a team-building event† (Gears off a Leader Seriies (GOALS) 2011, p. 2) team interacted well each other. This means that we worked together efficiently, and are well with conscious of our goals, and the ways to accomplish those goals. There is no teamwork, devoid of regular communication. â€Å"Teamwork accomplishes a task more effectively and efficiently than individual efforts. Every team member should contribute equally toward accomplishing the task† (Gibson et al. 1980, p. 6). The â€Å"individual behavior† (Gupta 2010) is influenced by factors like abilities, gender, race and culture, perception, attributes, and attitude of the individuals. Behavior and Expectation for the Team in Each Area of Norms: Meeting: All team members should be attending at the meeting, so that they can own group norms resulting from the meeting. In the meeting, only one person at a time is supposed to speak. The opinion of each member is to be placed during the meeting t ime itself. If a member is found to be late, the member is not supposed to interrupt in between the meeting. A member, if always comes late for the meeting, should be asked to depart the group. All members are asked to get involved in the meeting, and the silent members are encouraged to speak and place their opinion. Specific time is also alloted for each member to speak. â€Å"Meeting norms  set ground rules or expectations on how people treat each other at a meeting† (Meeting Process Recommendations n.d.). Decisions: Decision is made by the consensus of the team members. Consensus means the voluntary support from the group. It is difficult to obtain complete consent for a team decision, but the members have to support the decisions, whatever it might be. All members are supposed to contribute their views and opinions regarding the issues. If they remain silent in the group means they too support the decisions. This is applicable for those who abstain from the meeting, as their opinions in absentia have no value. Communication and Co-ordination: Every member should participate, speak on one’s burn behalf, and also give chance for others to speak. Each person will be held responsible for their own actions. There are three choices left before every member: to accept the decisions, or to try to work to make it superior, or leave it. But they are not expected to complain about it, if one is not ready to work on it. Communication

Summary Essay Example | Topics and Well Written Essays - 500 words - 77

Summary - Essay Example The target market of this corporation is the small businesses and the home PC users. It wishes to promote its product and services using local media such as local newspaper and radio. This is because at this developmental stage its main target market is local. It will also distribute fliers within the vicinity of the company to attract the local clientele. The manager will be the owner of the business whose responsibilities will be to oversee the daily operations. Originally the staff will consist of only three individual, the technicians, sales persons and the administrative staff. Since the organization will be dealing with an area that requires great technical knowledge, it s crucial that the integration of the necessary hardware be done with precision. The customers will choose the desired look they need o their customized computers and then the company technical expert will work with this. The company will minimize costs of production by ordering computer pats in large scale form the suppliers. Daily operations will involve consultations with the salesperson and technicians and sales. The employees will be expected to work 8 hours a day for five days. In case they are required to work extra hours, this will be paid different. IN all operations, efficiency and quality will be emphasized so as to retain and attract more customers through word of mouth. The first six months, the workers will be maintained at only three staff members and this will minimize the cost. After one year into operation, computer heavens will increase its staff depending on the requirement. It is believed that the company will have a larger customer base. The staff could be increased up to six members but this will highly depend on the business requirements of that time. At its third birthday, Computer Heavens will have proved its viability and should have an even larger staff and even have plans of expanding the business to other areas. The company plans to

Researched Proposal Research Paper Example | Topics and Well Written Essays - 1000 words

Researched Proposal - Research Paper Example If you found this article by using the World Wide Web, you must complete the following portion of the form as well. Answer the following questions: If the article comes from an online subscription service found in the SCC library, you may stop here. If you found this article by using the World Wide Web, you must complete the following portion of the form as well. Answer the following questions: If the article comes from an online subscription service found in the SCC library, you may stop here. If you found this article by using the World Wide Web, you must complete the following portion of the form as well. Answer the following questions: If the article comes from an online subscription service found in the SCC library, you may stop here. If you found this article by using the World Wide Web, you must complete the following portion of the form as well. Answer the following

Macro Economics Essay Example | Topics and Well Written Essays - 2000 words - 2

Macro Economics - Essay Example What where the policies adopted for combating their effects? Where these policies deemed appropriate or adequate? What role has OPEC played in the wide fluctuations of international oil? Seeking to address these questions and many more with respect to the role of geopolitical affairs on the international oil sector, this essay will explore the Oil Crises of the 20th century (1973 to 1974 and then 1979-81). With an emphasis on international events and the role that that they play in the international supply of oil, we will begin with a quick overview of OPEC and expand our analyses of these two major events (Aldeman 2003). What is OPEC? OPEC, the Organization of Petroleum Exporting Countries, is an international trade cartel composed of 12 oil producing countries. These 12 countries account for two-thirds of the world’s total reserves and close to 40% of the world’s total oil production. Due their significant share of the world oil market, OPEC plays a huge role in global oil production and the determination of oil prices (Mouad 2006; BBC 2008). During the First Oil Crisis, the Arab countries of OPEC established OAPEC, Organization of Arab Petroleum Exporting Countries, an organization which played an important role in the oil shocks of the early 1970s. It is to this event that we now turn as we explore the geopolitical factors which precipitated this international crisis. A Jewish state in the Middle East remains a divisive and controversial subject and the Palestinian-Israeli conflict remains one of the most enduring and complex disputes of modern times. After two major wars, in 1948 and again in 1967, Israel and her neighbors entered into another armed conflict in 1973, this one however, had enormous geopolitical and economic ramifications. On Yom Kippur 1973 – the Day of Atonement, the holiest day of the Jewish year - the concerted armies of Egypt and

Language and Literacy Essay Example | Topics and Well Written Essays - 3000 words

Language and Literacy - Essay Example There seems to be no agreement as to when language was first used by humans. Some estimates date as far back as two million years ago, during the time of Homo habilis, while others date as recent as forty thousand (40,000) years ago, during the time of Cro-Magnon man. What is unarguably clear, however, is that language development is a continuous process affected by several social factors and that most contemporary human languages are a blend of several primitive ones. One main feature of human language is arbitrariness of symbols and sounds. A symbol or sound only needs to be attached to a particular concept or meaning, or even applied to the rules of grammar and becomes a part of the language. For instance, while the word 'nada' is conceptualised to mean nothing in the Spanish language, for Croatian speakers, it means 'hope' (Hudson, 2000). Through the course of this essay, I shall attempt a discourse of the various social factors that come into play in language, within the context of literacy development. In this regard, three students currently undertaking a basic skills "Brush Up Your English" course at Halton College will be used as case studies. After a brief analysis of what has been said and researched on the impact of social factors on language development, I will give a brief account of the backgrounds of the three students in this group, before examining how the duo of region/geography and gender (two main social factors) have affected language development and literacy in these students. Language and Social Factors Sociolinguistics are social sciences that consider the interactions between languages and society as a whole. It is an established body of knowledge that studies language on a social basis. Thus, it involves an interest in interaction, variability and diversity in language (Deumert, 2005). Or as described by Trask (1999), it is "the study of variation in language, or more precisely, the variation within speech communities." (Trask, 1999, p.283). This field of interest only dates back to the 1950s, this perhaps explain why most of the social influences on language development are still not fully comprehended. Within the Sociolinguistics school, there are two broad approaches to language variation; prescriptivism and descriptivism. Prescriptivists tend to be found among the ranks of language educators and journalists, and not in the actual academic discipline of linguistics. They hold clear notions of what is right and wrong and tend to advocate what they consider as 'correct' use of language according to set rules (Hudson, 2000). Describing this school of thought, Thorne (1997) states that "it is associated with formal written and spoken language and is used in dictionaries, grammar books and language handbooks." (p.92). To further buttress this point, Thorne (1997) cited the example of the original version of the National Curriculum for schools' emphasis on Standard English (SE) being taught as "the language of wide social communication and was generally required in formal contexts" (p.138). Descriptivists, on the other hand, do not accept the prescriptivists' notion of "incorrect usage." They prefer to describe such variance as 'non-standard'. Thus, they see Standard English as "only one variety among manylinguistically speaking it can not legitimately be

The historical progression of African Americans Research Paper

The historical progression of African Americans - Research Paper Example Slavery and servitude was all they had ever known. The outcome of that was many Blacks sought to recreate their lives in freedom. Some found the means to open up a business or work as a free labourer. That did not mean however, the people of Southern states accepted them as their equals. Even though many Blacks sought to live a free life and in practical aspects they did, they were also forced to deal with segregation. White people who were angry about the abolition of slavery (especially in the Southern states) declared that Black people could only enter certain shops, streets, and they had to attend their own schools. They were often detained and held for questioning by prejudiced officials even in Northern towns (Volo & Volo, 2007). Black people sought to try and live their lives with as much dignity as possible, but they faced many barriers as a direct result of emancipation. The old prejudices that ran deep in American society were not going to be erased so easily, and the practical matter of integrating Black people into American society would take well over a century. As a result, many Black people remained extremely poor. They also faced lynchings, angry mobs and outright prejudice in many aspects of their lives. The people of the Southern states felt that abolition of slavery had been forced on them, and they were not going to be forced into integration. As a result of emancipation, Black people were free. They were not equal and would not be for a long time. In the period of 1877-1920 America moved through what some historians refer to as 'The Gilded Age'. It was a period of tremendous economic growth and technological innovation. For many African Americans who had lived their entire lives on a farm or in a rural area, the push towards greater urbanization represented a new trend in their lives after emancipation. Those who continued to live on plantations and work the land were free by proclamation but not in practicality. Plantation owners continued to be very angry about emancipation. One of the key issues they faced was the loss of the protection of Union troops who withdrew from Southern states in 1877. This forced African Americans to face the new reality that many White Americans were not happy about abolition and would not be subdued so easily. In addition, there was a great deal of immigration to the US at this time which brought people of many new cultures to the US. There were many Americans who were unhappy about this as the y saw them as outsiders and not real Americans (Mjagkij & Cantu, 1999). The African Americans were often perceived of as outsiders as well. Prejudice continued to run high as many Americans felt their country was being taken away from them. African Americans often faced lynchings and other horrific acts of prejudice against them. Mjagkij and Cantu (1999) noted that even though they were free from slavery many African Americans had no place to go and many Southern plantation owners no longer wanted them. The unfortunate reality is that they remained economically dependent on Whites and the work they could give them. A major blow during this period was the passing of the Jim Crow laws which basically recognized that American society was to be a segregated

Is Lyon's portrait of Aristotle accurate Does it match what Classics Research Paper

Is Lyon's portrait of Aristotle accurate Does it match what Classics scholars know about Aristotle - Research Paper Example Lyon’s Aristotle and Alexander are highly credible portrayals of a great thinker confined by the exacting discipline learned under Plato, and of the strong-willed and heedless young son of Phillip of Macedon. Lyon writes a telling exchange between the two that encapsulates the complex dynamic at work in one of history’s most engrossing relationships. Lyon addresses the fundamental difference between them. â€Å"You conflate pleasure and happiness, real enduring happiness,† Aristotle remonstrates. â€Å"A few thrills, a few sensations. Your first woman, your first elephant, your first spicy meal, your first hangover, your first ascent of a mountain no man’s ever climbed, and your first view from the top to the other side. You want to string together a life of thrills.† Name 2 With characteristic self-assuredness, Alexander responds, â€Å"Teach me better then. Come with my army. Come with me. You’ve been a father to me. Don’t orphan me twice† (Lyon, 278). It’s an affecting scene one might expect to take place between an older, wiser father and an impetuous son. It is unlikely that the headstrong Alexander would have yielded to his tutor, despite the great scholar’s renown, anywhere but in the classroom. ... History affords few such comparative character studies, few that exhibit such a fascinating contrast of personalities involved both emotionally and in conflict. â€Å"Here is a rare intellectual collision: the wintry hearted philosopher and the future military commander, whose own incipient depression is caused not by a lack of passion, but a surfeit† (MacDonald, 2009). Both men are dynamic in their own ways, but Alexander ultimately outstrips his brilliant but repressed tutor. â€Å"It is Alexander who ultimately wins the book-long joust with his tutor, since he is a man who not only feels but also acts† (MacDonald, 2009). Aristotle and Alexander appear to have comprised something of an â€Å"odd couple:† Alexander the â€Å"A-type† personality, non-reflective and dynamic; while Aristotle, who had seen military service, by comparison a bookish, non-physical, even effeminate type, according to Name 3 ancient accounts. The biographer Diogenes Laertius, draw ing on secondary and tertiary accounts, wrote that â€Å"He had a lisping voice, as is asserted by Timotheus the Athenian†¦He had also very thin legs, they say, and small eyes; but he used to indulge in very conspicuous dress, and rings, and used to dress his hair carefully† (Shields, 419-20). Lyon tells us that Alexander’s view of Aristotle’s golden mean was, at best, derisive, telling Aristotle that his â€Å"middle way† philosophy prizes mediocrity (Lyon, 193). In spite of such criticism, Lyon’s treatment of the complex relationship between Aristotle and Alexander serves as a kind of cautionary tale. Alexander fails to learn important lessons that are really about character and

Another Kind of Racism Essay Example for Free

Another Kind of Racism Essay Racism is a disease. Spread by not only words and actions but by silence and inaction. In two stories presented in different media – a novel and a movie—racism is spread by people who feel they are not racists, but who do nothing to prevent and stop racism. The reality is that it is easy to pretend racism doesn’t exist, yet everyone practices it in some way. Those who know racism is wrong and do nothing are the â€Å"perpetrators† of racism. They allow the disease to cling to a group and spread like sending a sick toddler to preschool; touching everything and everyone, infecting all. In T. C. Boyle’s book Tortilla Curtain, racism is present throughout the book – enough to exhaust the reader. In the movie Crash, racism is one element of a complex plot. They teach the reader similar, compatible lessons. The character Delaney from the book and the Cameron from Crash both are used to depict stereotypical persons who claim to fight racism, stereotyping, and discrimination, yet when faced with a situation when it is directed toward them or someone near to them they allow racism to happen as if nothing was wrong. Following these people are dying morals and blind humanity. Delany is a white, affluent, born on the East Coast; he now lives in Los Angeles. Living in a â€Å"gated community† had insulated him from the poverty that surrounded the very edges of the walls of exclusive neighborhood. During community meetings he does not want to discuss the increasing numbers of illegal immigrants; he prefers to focus on the coyote attacks. Until the accident he did not know his life would cross paths with an Illegal Immigrant. He had seen them only in the parking lots where they waited looking for work. He claims to not be a racist, to not be biased, and to not stereotype individuals at these meetings. As he claims this, his car hits a Mexican named Candido. Delaney soothes his conscience by giving Candido $20 blood money, explaining to his wife Kyra that Hes a Mexican. Delaney actions suggest that Mexicans are not â€Å"people.† More than 50 years earlier John Steinbeck’s characters in the book The Grapes of Wrath phrase the issue much of the same way, â€Å"They ain’t human. A human being wouldn’t live like they do. A human being couldn’t stand it to be so dirty and miserable.† Delaney prefers to pretend as if the Mexicans didn’t exist, as the alternative is showing how he feels insecure and threatened by them. This is same way the character of the Hollywood Director Cameron in the same movie allows racism and harassment to occur in front of him to his own wife. He allows her to be violated by a racist white cop. After his wife gets molested, instead of standing up against the cop and protecting his wife; he grovels and thanks the cop for not giving him a ticket, â€Å"Look, were sorry, and we would appreciate if you would just let us go with a warning, please.† (Crash, 2004). Delaney and Cameron are hypocrites being perpetrated from both ends of the spectrum; they represent individuals directly affected by racism who fail to respond in a way that causes it to cease, and those indirectly causing the racism to occur and spread. In the movie Crash this is shown by Cameron feeling cornered and lashing out against those around him; in Tortilla Curtain it is shown when the main character gives up fighting against the walls and letting those around him decide for him what is right and wrong. By their silence they allow the racism to perpetuate around them. Individuals like those portrayed in these scenarios run the risk of causing an unending cycle of racism and bigotry that will not stop until someone stands up against it. Their fear feeds those around them. In Crash Cameron is confronted by fellow worker asking about an African American actor. â€Å"This is gonna sound strange, but is Jamal seeing a speech coach or something?This is weird for a white guy to say, but have you noticed hes talking a lot less black lately?† And the answer is, â€Å"No, I havent noticed that.† At first the character stands up to the â€Å"racist† questioner but in the end he gives up, he ignores why Jamal hasn’t been â€Å"sounding Black† and goes on acting as if the words had not been said. In the same way after a canyon fire is set accidently by Candido in Tortilla Curtain; Delaney attacks a Mexican man who is being questioned by the police. Delaney looked round at his neighbors, their faces drained and white, fists clenched, ready to go anywhere, do anything, seething with it, spoiling for it, a mob. They were out here in the night, outside the walls, forced out of their shells, and there was nothing to restrain them.† (The Tortilla Curtain, 289) This occurs immediately after Delaney has attacked the handcuffed Josà © Navidad, arrested under suspicion of starting the fire. Delaney’s furious, uncontrolled actions and unexplainable anger towards the Mexicans has incited a full-on riot, with the evacuated residents of Arroyo Blanco ready to attack anything and anyone. The idea of the wall comes up in both movies, with whites being forced outside their walls, and their comfort zones. The results are frightening. The white citizens of the town have abandoned their ordered ways, Delaney has even abandoning his self-imposed rules; he has indulged in alcohol. All have become more like the uninhibited immigrants they dislike and fear. In Crash the audience sees the hatred and racism feed on itself when two suspicious black men attack the District Attorney after complaining about racism towards them. The wife goes off on a rant after the attack and says many racial slurs and insults the locksmith. Her anger spills over into her husband who starts ranting as well. â€Å"Why did these guys have to be black? I mean, why?† (Crash, 2004). Like a disease, racism and hatred spreads from person to person impregnating their souls with bigotry and a blind sense of what is right. In the end both characters lose sight of what is right. More concerned about themselves than how their actions affect those around them. Their arrogance in thinking that they are above the racism and bigotry has significant consequences. The infectious nature of racism in individuals who are intelligent, and who have power and influence, is the real danger. Their thinking is infectious, and once these thoughts are inside someone’s head they don’t leave. It is especially dangerous when these individuals are opinion leaders. These are characters in fiction, but in the real world, people like Delaney and Cameron should not be tolerated. They cause the spread of racism, creating an unending circle of pain and grief for everyone they touch and a wider circle touched by those whom they have touched. Works Cited: Crash. Dir. Paul Haggins. Perf. Don Cheadle and Sandra Bullock. Warner Brothers, 2004. DVD. Frenken, Wiltrud, Angela Luz, and Brigitte Prischtt. T.C. Boyle: The Tortilla Curtain. Paderborn: Schöningh, 2007. Print. Steinbeck, John. The Grapes of Wrath. New York: Viking, 1939. Print.

History of the Selective Service and the Draft

History of the Selective Service and the Draft Albeit with some qualifying distinctions, women have always served in the U.S. Military since the birth of America. Their roles, responsibilities and numbers have steadily increased over the years and their strides in equality have afforded them the same opportunities as men. However, they have never been subject to Selective Service registration or a military draft in America. Women continue fighting towards being considered equals in the eyes of the nation even though U. S. Military policies changed, lifting all restriction on combat roles. Some might say it is time while others might say women should never have to register. Women should be given the same legal obligation as men to register for the Selective Service by their 18th birthday. In 1917, Congress passed the Military Selective Service Act (MSSA) at the end of World War I, which authorized them to draft men as troops. President Roosevelt supported amending the act to draft women as nurses during World War II and the act passed in both the House and Senate just before the end of the war. The country came close to drafting women as nurses during World War II, but a surge of volunteers made it unnecessary. The draft, again, was used during both the Korean and Vietnam Wars and pulled from qualified men only. There was a lot of protest against the Vietnam War and the draft during this time. Nobody wanted to send the nations boys off to fight and die in a senseless war. Many men would find ways to dodge the draft. The drafts immense unpopularity during the Vietnam War saw to its end in 1973 and in 1975, whereupon registration for the Selective Service was no longer required. U. S. Military would now and for the next 40 years be considered an All-Volunteer Force. In 1980, the MSSA was reinstated and, once again, men between the ages 18 and 26 would have to register with the Selective Service. This reinstatement of the Selective Service Act came in response to heightened Russian military action and President Carter wanted to ensure that the nation had the contingence force to meet any possibly threats. Included in the Act was an amendment to consider women for registration and service in the U. S. Military. Congress approved reactivating registration, but declined the amendment due to Department of Defense (DOD) policy excluding women from assignments in combat positions. Even with the reinternment of the MSSA by President Carter, the draft was never enacted after 1973. December of 2015 brought a major shift to the U. S. Military with the announcement that all military jobs were now open to women. Military officials and Senators took this opportunity to reexamine and amend the MSSA to include female registrants. In June of 2016, the Senate passed the 2017 National Defense Authorization Act that included the amendment as the next logically progressive course of action. The primary reason for the Selective Services exclusion of women relied upon womens restrictions from combat roles. Still, many legislators oppose having the nations daughters, mothers and wives being drafted and forced to fight in a war. There are speculations that Congress had removed the amendment and corroborated a compromised version of the legislation with the Senate. The White House initially opposed women having to register with the Selective Service, but in December of 2016 voiced support for amendment and with women in combat roles. The final decision may not be with the President, Senate, or Congress, but rather with Federal Judicial branch, which may ultimately be the deciding voice on whether this policy is effectuated. Legal case against the Selective Service The MSSA has been legally challenged on severely occasions by citizens and organizations claiming unfair discrimination or unconstitutional merit. The issues are: who is being discriminated against and what rights are being violated? The answer: women for not having the same obligation and opportunities as men to defend our country or men for being singled out and forced to fight in a war in the event of the draft being enacted. In July of 1980, Robert Goldberg filed a lawsuit against Bernard Rostker and the Selective Service System, claiming the MSSA violated the Fifth Amendments due process clause and was unconstitutional. Rostker appealed the decision of the Pennsylvania Federal Court to the Supreme Court when Goldberg won. In the Supreme Court case of Rostker v. Goldberg (453 U.S. 57) of 1981, the court ruled in favor of Rostker stating that the MSSA does not violate the Fifth Amendment due process clause due to current restriction of combat roles on women. Congress concluded the MSSAs purpose relied on drafting combat troops, and restrictions made registering women null. In April of 2013, James Lesmeister and the National Coalition for Men filed a lawsuit against the Selective Service Administration once more claiming that the MSSA was unconstitutional. The Central District of California Court dismissed the case, stating U. S. Military policies still excluded women from combat positions. However, in February of 2016, the Ninth Circuit Court of Appeals overturned the courts dismissal, since the lawsuit had new legitimacy due to combat roles being now opened to women. Women in combat roles Women have societally fought hard to be considered equally qualified for the same positions and opportunities as men, and the U.S. Military is no exception. Since the 1990 and for the next 27 years, women have started to take a more direct role in combat positions and so has their heroism and sacrifices. The nation saw the first of many in the increase of womens roles; U.S. Navy warship and U.S. Air Force fighter squadrons commanders, women fly fighter jets in combat and combat missions off of aircraft carriers, cleared to serve aboard combat ships at sea and aboard submarines, and most recently with two women graduating from the U. S. Armys Ranger School. Army Capitan, Kristen Griest, one of the first women to graduate became the first female infantry officer in U. S. Army history (Kamarck, 2016b, p. 7). Women are now being accepted to many training courses that were once off limits. The U. S. Army has approved female officers for the Infantry and Armor branches and the U. S. Marine Corps approved women as riflemen and machine gunners. Womens heroism and sacrifice The Global War on Terrorism has proven that women being outside of combat roles do not equate women not being involved in combat. Women have earned an overwhelming number awards for valor during Operation Enduring Freedom (OEF) and Operation Iraq Freedom (OIF) than any conflict before. The awards included Silver Stars, Distinguished Flying Crosses, Air Medals, and Bronze Stars the same awards men have received valor in combat roles. U. S. Army Sergeant Leigh Ann Hester became the first female soldier to be awarded the Silver Star since World War II and to be cited for close combat action (Kamarck, 2016b, p. 7). Heroism and sacrifice often intertwine, and women bore witness to sacrifice in combat, just like men. Margaret Cochran Corbin became the first woman to receive a military pension for an injury sustained in defense of Fort Washington during the American Revolutionary War (Kamarck b p1). The nonlinear warfare of the OEF and OIF put women in direct combat engagement, as a result women casualties and wounded then all other military conflicts combined. Women required register In a world of unpredictable political climates, inevitable foreign and domestic threats to our country and its U. S. Military call forth the need for the Selective Service. It serves as a natural deterrent to possible threats, stating that the U. S. Military has the ability to assemble a much larger force in times of crisis. The Selective Service System to as a relatively low-cost insurance policy against potential future threats that may require national mobilization beyond what could be supported by the all-volunteer force (Kamarck, 2016a, p. 24). Having women register for the Selective Service benefits our country twofold as it grants the U. S. Military an equally qualified group of citizens protecting the nation and it shows the U. S. Military has a higher ability to fill its ranks. The nation would truly show women are equal and in a time of national emergence can be called upon. Women not required register The ethical and moral issues arise by excluding women from registering now that military restrictions have been lifted; men would be forced to fight on the front line while women get to choose if the draft is ever enacted, and the MSSA is unconstitutional and discriminatory. Concerns of fairness and equality for men are raised when exemptions for women are currently in place, as men would not have an equal opportunity to opt out of combat assignments. The ability to choose opting from combat may cause its own issues for the Service, as many would choose to avoid combat, especially in the event of a war or national emergency (Kamarck, 2016a, p. 26). Legal cases can now be made against the MSSA being unconstitutional and discriminatory. Previous court roles will have to be re-examined and whether or not the MSSA violate the U.S. Constitutions equal protection clause will have to be addressed. A clear message would be sent throughout the nation regarding womens equality in society and t heir inability to protect the nation, even with the changes in military views (McGuire, 2014, p. 709). Resolving the Selective Service System By resolving the Selective Service, it could potentially increase the possibility of crisis throughout the world. Studies have shown that if the government tried to reintroduce a registration requirement during a time of a national need, there would sufficient challenges fully staffing and optimizing the necessary infrastructure that would be needed to meet the urgent DoD requirements. Enforcing a new registration requirement during time of need would likely result in a very low compliance rates, making difficult to establish a database of eligible individuals. (Kamarck, 2016a, p. 25) Conclusion The desirable outcome for the Selective Service will be with either women having to register or resolving the system all together. The truth is, nobody wants to see their sons or daughters being forced to fight in a war. The draft has been negatively perceived since the Vietnam War. Even the mention of the draft during any military action insets many to protests. The last time the draft was enacted, the overwhelming unpopularity caused it to be resolved. Many men found ways to avoid the draft, some more extreme than others. The Selective Service System has come under legal fire many times, suits claiming unfair discrimination or unconstitutional merit. For far too long, the Selective Service has been gender-exclusionary in regards to U.S Military restriction on combat roles. Now that policies have changed, so should the Selective Service. Regardless of gender, people who meet the required standards should be assigned to roles consistent to their abilities.

JKL Industries

JKL Industries This report has been prepared for the General Manager of JKL Industries for his/her approval for the recommendations for introducing an advanced performance management system to improve on the current system. This report covers each of the following performance management standards: The goals and objectives of the proposed JKL PMS in the context of JKLs broader organisational and human resource goals and objectives. Outline of the performance management cycle, and the role and responsibility of all JKL employees in the successful implementation of the PMS. Sample template for use in the conduct of performance appraisal interviews. This template allows for the linking of job elements and key performance indicators to the ongoing development of the individual. Policies and procedures to ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance. Policies and procedures to address performance excellence. Policies and procedures that address unsatisfactory performance and, where necessary, termination of employment as a result of ongoing unsatisfactory performance. This process conforms to existing organisational and current legal requirements. Process to deal with any problems or grievances that arise from the performance feedback. Policies and procedures to ensure that the documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy. Definition of HRs role during the implementation and ongoing operation of the performance management system. How the performance management system will be evaluated. Timeline/schedule for implementation, which addresses all communication and staff training requirements. Types of reporting that will be generated by the PMS and how these reports will be utilised by the management of JKL. How the various components of the PMS will be quality assured and How HR will support the PMS by providing specialist advice on all aspects of the implementation of the PMS, including career development, to all participants in the process. Proposed Vision Statement JKL Industries vision is: To be recognised nationally and internationally as an employer of choice and a model of best practice human resource management. Provide best quality service and products in their field. JKL Industries is a large company and therefore individual employees in different states will be accomplishing different tasks but all working towards the same goal therefore they will need several different approaches to managing performance. 1. Performance goals and objectives A performance management system ensures all staff are aware of and work towards organisational goals through providing clear goals and frequent reviewing of staff performance (Behn R 2006, p.8). 1.1 Goals and Objectives The new performance management system being implemented at JKL industries will support expansion of the business and play a more active role within the company through the development and implementation of a performance management system. The new performance management system will aid in the redevelopment of the organisational chart as there is a new HR officer that will now oversee the co-ordination of HR services across the organisation, as prior to this HR was divided up between each of the three business areas. With these new changes the performance management system will help identify what positions are necessary and unnecessary, and ensure JKL is employing the right people through developed recruiting processes and position analysis. The performance management system will provide guidelines on employing the right people and how regularly performance evaluations will take place to identify to what extent staff goals are being achieved and what can be done to further improve staff performance. Performance management uses past performance as a platform to improve future performance through regular reviews, the setting of clear goals, staff recognition and feedback (Jones 2010, p 95). The new performance management system at JKL will also provide guidelines on how training and support will be delivered to staff and enable staff skills and performance to be evaluated against job descriptions and key elements of the job including KPIs. The performance management system will also identify opportunities for further development of skills in staff. The performance management system will help in developing the following aspects: Improve organisational effectiveness Facilitate employee development, training and support Determine appropriate awards and compensation Facilitate legal compliance Facilitate planning process Increase motivation Address poor performance JKL Industries plans to expand existing branches to include the sale of large and medium trucks by the beginning of July. The performance management system will allow for the monitoring of performance of current staff and identify training and developmental opportunities. This will save recruiting costs and further challenge and develop staff skills and knowledge by identifying skills gaps through the reviewing of job descriptions (QDET 2010, p8). Through monitoring of current staff using the performance management system it will ensure the right staff are used in the implementation of the expansion (QDET 2010, p8). The performance management system will also help JKL Industries identify staff who are deserving of a promotion and could be used in the further expansions and new branch openings planned for 2013, 2014 and 2015 (QDET 2010, p8). 2. The Performance Management Cycle A Performance management system is a tool used to motivate and inform staff and managers of performance outcomes in an organisation for a particular period of time (QDET 2010, p7). It involves the use of a performance cycle that involves planning, performing, reviewing and recognising staff performance (QDET 2010, p7). The use of this performance cycle will help JKL Industries monitor the success of their staff in reaching their own individual goals, and monitor the status of the planned strategic goals that includes expansions and new branch openings. Before implementing a performance management system it is important that appropriate foundations are laid down to effectively evaluate staff performance objectively (Bedford D Malmi T p.12). This is done firstly through reviewing job duties and responsibilities (Bedford D Malmi T p.12). This will give an accurate job description to benchmark employee performance against and ensure employees are clear of their goals, what is to be achieved and the standard required (Bedford D Malmi T p.12). Job descriptions for similar positions may be researched online for comparisons (Bedford D Malmi T p.12). The performance management system at JKL Industries should be aligned to the budget cycle to further measure to what degree staff are achieving their goals, and to be able to plan for reward or further development opportunities or in some cases recruitment needs (QDET 2010 p.7). The length of the performance management cycle should be 12months for the formal processs including planning and reviewing with review conversations taking place every six months (QDET 2010 p.8). These timelines can be shortened and conducted more regularly during periods of large change that JKL industries will experience in the coming years with the planned business expansions for 2013, 2014 and 2015 to update performance plans as strategic business goals change (QDET pg 8). 2.1 Performance management stages Planning- clarifying expectations, reaching an agreement, negotiating performance goals, setting expectations and planning to develop skills Performing (ongoing support) learning on the job, continuous improvement, providing feedback Reviewing- discussing individual performance and contribution comparing achieved goals against goals agreed upon and whether goals were achieved in a way that further organisational goals Recognition- continuously recognising team members contribution, making staff efforts acknowledged and encouraging further achievements This cycle will operate at different times for each employee. It is recommended that performance cycles start from the anniversary date of employment for each employee to avoid large amounts of appraisals distracting management and HR from their respective duties. 2.2 Roles and Responsibilities At JKL Industries all staff will play an important role within the performance management system. The Managing Director must be thoroughly committed to the performance management system and ensure the workforce is managed in accordance with the policies and procedures of the performance management system. Human Resources are responsible for the development and design of policies and procedures in regards to the performance management system. The Head Human Resources Officer that has been employed to oversee the HR Assistants for each division will be responsible for training the HR Assistants in the new performance management system, ensuring all staff are competent and fully understand the reason why they are doing what they are doing and the outcome desired. The Head Human Resources Officer will be responsible for overseeing the implementation of the PMS and monitoring its success and any changes that will need to occur as well as collaborating relevant documentation. Operations Manager is responsible for guiding and managing the performance of the Service Manager, Rentals Manager and Sales Manager. The Operations Manager with the support of the Head HR Officer develops performance objectives, provides feedback, appraise performance, guide development and ensures the Service Manager, Rentals Manager and Sales Manager are rewarded for good performance (Government of South Australia 2012). Finance Administration Manager develops performance objectives with the guidance of head HR for the Accounts Manager. Accountants Manager with guidance from head HR develops performance objectives for Accountants. HR in the Divisions with guidance of respective Manager (SALES, RENTALS, SERVICE) develop performance objectives for employees ie plan perform review recognise. And support Manager in conducting appraisal interviews and implementing system. Employees are responsible for their performance and their participation in performance management both formal and informal (Government of South Australia 2012). Supervisors are to manage the performance of the team and each individual team member (Bedford D Malmi T p.12) 3. Performance Appraisal Template Performance appraisal interviews help identify any skills gaps and evaluate to what degree employees understand their roles (Jones 2010, p.131). The following performance appraisal template will assist in training and development plans for each individual and encourage two-way communication (Jones 2010, p.131). The performance appraisal template provided allows for linking of job elements and uses aspects of the balanced score cards system. The balanced scored card system help overcome the limitations associated with managing staff performance through financial indicators alone (Kaplan R Norton D 1992). The balanced score card approach looks at assessing staff from four business aspect, finance, customer satisfaction, internal business processes and learning and growth (Kaplan R Norton D 1992). 4.1 Policy Monitoring Staff Performance Interventions to Address Poor Performance and Acknowledge Excellent Performance 4.2 Purpose: The aim of this policy is to ensure management at JKL Industries are continuously monitoring staff performance effectively through reviewing individual goals set for employees against the level of outcome achieved (Personnel Management 2012). 4.3 Scope: This policy is relevant to all HR and management positions conducting employee performance reviews and applies to all employees receiving feedback. This policy does not apply to cases of gross misconduct. This policy does not apply to cases of long periods of absence due to illness (Personnel Management 2012). 4.4 Background: It is a requirement of management to conduct regular reviews to monitor progress of employee performance against previously set standards and goals. Ongoing monitoring will give management the view as to how well employees are progressing and make necessary changes to any issues that prevent employees from achieving their work goals. Unacceptable performance can be addressed at any time during the performance appraisal period and should be dealt with when situation arises, not left to the annual review meeting (Personnel Management 2012). Policy: This policy aims to ensure management can effectively identify poor performance and take the necessary steps to intervene and correct employee performance through identifying skills gaps and providing training and support (University of Brighton 2003). For cases of extreme unsatisfactory performance where disciplinary action or termination is involved please refer to (Policy No. 6 Monitoring Staff Misconduct). This policy also includes steps to address excellent performance however is covered in more detail in policy Staff Excellence policy and procedure. 4.5 Procedure: how to conduct appraisals and manage records Management to conduct monthly meetings to determine whether there has been any change in the responsibility of employees that may hinder performance (QDET 29). Formal performance appraisals to be conducted every 12months from anniversary date of employment Management to notify employee in writing 3 working days before performance appraisal is conducted. (email accepted) Employee to fill out employee satisfaction survey prior to commencing performance appraisal Management conducting performance appraisal to confirm date with appraise 3 working days before performance appraisal Human Resources Assistant to distribute or make readily available all documentation required to conduct performance appraisal After conducting performance appraisal employee and managers are to sign to say meeting has taken place All outcomes of the appraisal are to be approved by Senior Management. This includes proposals for further training, further financial delegation, moving to a different position. These outcomes must be addressed and decided upon in full 14 working days after meeting has taken place. All paper work from appraisal to be finalised 14 working days after meeting has taken place, all management and human resources assistants involved must sign and date relevant paper within this period and present paper work to administration assistant for filing. Administration Assistants are to make copies to distribute to ALL personnel involved in appraisal for secure storage. All documentation handled during the performance management process to be handled in accordance with Documentation Policy and all hard copies scanned and uploaded into the system as stated in the Documentation Policy. All Management to monitor staff performance daily by management by walking around and encouraging staff feedback and submitting reports on staff performance to relevant HR Department monthly Staff excellence in performance to be rewarded accordingly immediately when recognised. For more information please refer to the staff excellence policy and procedure Service Managers to identify any problems or difficulties staff may have encountered in achieving their goals and report these to HR Assistants who record details and document them for Head HR Service Manager to check with staff daily and encourage feedback on any difficulties that are being experienced with regards to achieving their work goals Informal feedback sessions to be conducted with all staff every three months Management are to plan with staff annually from date of employment agreed upon goals that link with JKLs organisational objective and assure that these goals are specific, measureable, achievable, and relevant and have time frames (QDET 2010). Management are to develop team plans annually. Team plans need to consider who is accountable for what and what management has agreed to delivering (QDET 2010). Team plans need to work towards organisational objectives. Team plans need to state what each individual is responsible for achieving and the behaviours expected of them. Individual performance planning takes place after team goals are decided. Management are to conduct regular conversations within their respective divisions with team members these include : Coaching conversations give helpful feedback, listen and ask questions, helps to reinforce the actions and behaviours that are needed to achieve team members performance goals Day-to-day conversations showing genuine interest in employees and their work will help build effective working relationships and create a supportive environment, gives management and employees open two way communication and the opportunity to provide and receive immediate feedback Management are responsible for recording information about staff performance and documenting conversations that take place during the performance cycle. Management must record staff performance against goals/standards previously decided upon to be able to provide feedback during the formal review Human Resources and Management are responsible for conducting the performance review conversation. These conversations are to take place annually from date of commencement of employment. Prior to this previously planned goal have been developed. The performance review conversation meeds to address the following; Measure actual performance against agreed upon goals General day-to-day behaviours and how effective these behaviours have been Things that have helped/hindered team member achieve goals Any change in responsibilities during cycle that would have affected team member performance Recognition- Staff performance is to be recognised accordingly. Staff recognition needs to be directly linked to an achievement. Recognition should be timely and praised/identified at time of achievement. This can be done informally simply by telling staff when they have done a great job and sincerely thanking them. Staff performance can also be recognised in form of career development opportunities when set goals are achieved extremely well, this will be recognised formally in the staff performance appraisal conducted yearly and continuously monitored by relevant line managers. 5. Monitoring Staff Performance Excellence JKL Industries Policy: Performance Excellence Policy No. P05/263 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 5.1 Purpose: JKL Industries is committed to providing a work environment that promotes, recognises and rewards performance excellence. The purpose of these principles is to provide an open and transparent system for rewarding and formally recognising performance excellence. The performance reward and recognition process is directly linked to the JKL Industries Performance Management System and all awards provided under these principles are determined from appraisal outcomes. It is important to recognise and reward people because it: positively support excellence in behaviours and performance builds staff commitment and increases job satisfaction leads to higher retention rates of key staff reduces stress and builds an environment where people are encouraged to explore innovative approaches to their work sends a message to potential staff that staff are valued, and supports a culture of performance excellence 5.2 Scope: These principles apply to all staff employed at JKL Industries continuously for more than 12 months. 5.3 Background: The reward recognises performance that exceeds what would be expected of staff in the normal performance of duties Performance excellence must meet one of the following criteria: an outstanding and exceptional achievement or success; outstanding service to internal or external stakeholders; an outstanding or novel initiative which has been successfully implemented; significant improvements to work procedure or operational systems; or outstanding contribution to enhancing the student experience 5.4 Definitions Nil 5.5 Legislation Fair Work Act 2009 5.6 Policy: JKL Industries aim to make the Reward and Recognition process fair and equitable, transparent and appropriate. The following guidelines outline considerations when applying rewards. Ensure that the level of the reward or recognition is appropriate with the achievement, level of performance or impact on the organisation The reward process should ensure equity in the distribution of awards, be transparent and be based on merit. Where appropriate, there should be evidence based data to support reward or recognition decisions. Ensure the type or form of rewards and recognition provided to staff are valued and meaningful to the particular staff member(s), recognising their preference for the things they find rewarding and how the recognition is given. For example, some individuals enjoy public recognition and others prefer private recognition in person or with a thank you note. Ensure that the reason for the reward and the impact of the behaviour or actions has been clearly communicated, firstly to the individual or team, and then to a wider audience (where appropriate) Rewards are not allocated to avoid promotion and reclassification processes; however rewards can be included as support in the promotions process. 5.7 Procedure The supervisor and HR manager will evaluate the evidence in the documentation from appraisal feedback, to determine which employee they would recommend receive rewards. Costs associated with these rewards are to be met from the cost centre budget and should be funded from productivity gains, either by way of increased income generation or cost savings. The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 5.8 Types of Rewards Unofficial rewards: spontaneous, timely, sincere and personal appreciation of an individual, team or group. Unofficial rewards may include: Praise or thank you, either privately or publicly. Writing a short note or thank you card or email. Acknowledgement at staff meetings or other appropriate functions. A Certificate and/or letter of appreciation with a copy placed on the staff members file Providing small appreciation rewards (e.g. movie tickets, morning teas, area sponsored luncheons, vouchers, plaques). Setting up a notice board to display thank you memos, photos, progress towards goals, etc. Implementation of a staff idea or proposal. Arranging a personalised gift to celebrate a milestone or service anniversary. Providing flexible working arrangements (where appropriate). Developmental Opportunities through Job Responsibilities Developmental opportunities (e.g. given priority to attend higher level meetings attendance at external conferences). Selected to represent area at a meeting or attend as an observer. Provision of more autonomy in their job. Additional responsibilities in a job or role. Opportunities for the staff member to provide comment on specific issues, policies etc. Providing greater access to information and increased opportunities for input and advice. Mentoring and work shadowing opportunities. Invitation to co-ordinate and chair meeting. Provide increased flexibility in working arrangements e.g. working from home. Opportunities to take on additional responsibilities that are more personally rewarding. An opportunity to be involved in a major presentation. Provide special project/assignment work. Smaller Monetary Rewards Where budgetary conditions allow: Small gifts (e.g. movie tickets, gift voucher, bottle of wine, flowers, certificates, plaques). Occasionally allow all staff to leave an hour early in recognition of their efforts. Pay professional membership. Official Rewards Employees achievements consistently exceed the expectations of performance and reasonable expectation the level of the performance will continue. Salary Increment One off bonus payment according to budgetary conditions Promotion to a higher position within the organisation Responsibility Loading Where a staff member, as a reward for performance, undertakes or is appointed to a position or role that carries additional responsibilities. Extraordinary Reward and Recognition When the need for a reward falls outside of the guidelines above and the available formal mechanisms, an Extraordinary Reward can be applied. 5.9 Tips and Traps The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 6. Monitoring Staff Misconduct JKL Industries Policy on: Managing Misconduct, Managing Unsatisfactory Performance and/or Workplace Behaviour Policy No. P06/260 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 6.1 Purpose: This policy must be read in full before proceeding to address misconduct or serious misconduct. Supervisors must discuss any allegations of misconduct or serious misconduct with an officer from Human Resources and their own supervisor. This policy is intended to assist supervisors when handling misconduct in the workplace and to provide guidance in taking appropriate action, and provide employees with a clear understanding of the processes for dealing with allegations of misconduct or serious misconduct Employees must be afforded procedural fairness throughout the implementation of this policy. Normal standards of respect, civility and confidentiality must be maintained throughout the process. Nothing in this policy precludes the University from terminating the employment of an employee without notice for serious or wilful misconduct. Depending on the nature of the misconduct, it may also be appropriate to refer to the Universitys policy on Anti-Fraud and Corruption. Conduct that is serious misconduct includes but is not limited to theft, fraud, assault, being intoxicated a serious breach of JKL Industries Code of Conduct, statutes or policies repeated acts of misconduct for which the employee has been counselled serious bullying or harassment (including sexual harassment) disobeying a lawful and reasonable instruction given by a supervisor abusing or threatening an employee or anyone within the workplace malicious damage to JKL Industries property or reputation repeatedly refusing to carry out a lawful or reasonable instruction that is consistent with the employees contract of employment Employees who are unsure about any aspect of this policy should seek further advice from HR. Confidentiality: the confidentiality of all parties involved in the management of misconduct and serious misconduct processed must be respected and all information gathered is confidential. 6.2 Scope: These procedures do not replace the normal responsibility of a supervisor to discuss work or conduct issues with staff members, to ensure that staff members have a clear understanding of the work and conduct expected of them and to provide appropriate feedback on their performance. The emphasis should always be on early intervention and informal resolution of a problem, as opposed to a more formal intervention at a later time. In any event, unless the matter is of a serious nature, the formal disciplinary process outlined below should only be commenced when it becomes clear to the supervisor that a work performance or conduct problem has not been corrected through relatively informal discussion between the supervisor and staff member. Nothing in these procedures prevents JKL Industries from terminating the employment of a staff member for unsatisfactory performance. 6.3 Background: The managing of unsatisfactory performance requires the principles of natural justice and procedural fairness to underpin all actions undertaken by supervisors. Staff from the Human Resources Section can advise on this. The principles of natural justice are: All parties will have the right to be heard and judged without bias All issues are investigated thoroughly and justly The principles of procedural fairness are: The standards of conduct or job performance required will be made clear to the staff member by documentation or during interviews The staff member will be made aware of the likely next steps in the event that satisfactory performance or conduct is or is not maintained The staff member will be afforded the right to be accompanied and represented by an employee representative at discussions or interviews at any level of the discipline process When a complaint about performance or conduct is brought to the supervisors attention by a third party, the substance of the complaint will be verified before any action is taken on the matter 6.4 Definitions Disciplinary ActionÂÂ  is the action or actions taken as a result of an allegation meeting the required standard of proof, for which a penalty is considered appropriate. Penalties may include: Formal reprimand, warning or counselling Suspend the employee for a period with or without pay Demotion to a lower position or transfer to another position Termination of employment Disciplinary ProcessÂÂ  is the process undertaken by JKL Industries management to investigate and manage allegations of unacceptable conduct or workplace behaviour. EmployeeÂÂ  means a person employed by the JKL Industries who has an ongoing or fixed term contract under the terms of a General Staff Agreements (as amended or replaced from time to time) Employee RepresentativeÂÂ  is a person nominated by an employee to provide support and/or to make representations to JKL Industries on their behalf, and who is not currently a practising solicitor or barrister. Employee Assistance Program

The Effectiveness of A Modest Proposal by Jonathan Swift Essay example

The Effectiveness of A Modest Proposal by Jonathan Swift "A Modest Proposal for preventing the children of poor people in Ireland from being a burden to their parents or country, and for making them beneficial to the public" - Jonathan Swift 1729. In reading this you will discover the answer to the above question in three parts;  · How effective is it as an argument  · How effective is it as a piece of information  · How effective is it as satire "A Modest Proposal" first appeared in public in 1729, Swift wrote this article after all of his previous suggestions had been rejected by the Irish authorities. Swift felt the English government had psychologically exiled him and this greatly added to the rage he felt over the way the Irish People were treated or rather mistreated by the English. Although Swift's highest and most prominent concerns were for his own class, the Anglo-Irish, he in the end spoke for the nation as a whole. Swift defined satire as; 'A sort of glass wherein the holders do generally discover everybody's face but their own, which is the chief reason for that kind of reception it meets in the world, and that so very few are offended with it." Swift presents his "Proposal" as an entirely reasonable suggestion to aid the Irish, he enumerates the many benefits, counters the objections many may have, uses rhetoric reasoning and proves his humanitarianism views. Swift has written in considerable detail over the degree of poverty in Ireland, he draws attention to the causes of it obliquely and proves in great detail that his "Proposal" will work and in which ways it does work. Ireland was a colony of England; it was economically, politically and militarily dependent on ... ...tire Swift has successfully drawn attention to the extremely dire economic state of Ireland and the incompetence of the British government to solve or even begin to contemplate, in Swift's mind, these problems. This "Proposal" should be viewed as a fictional work, designed to entertain the upper-class whilst enlightening them upon the conditions of poverty in their own country. This "Proposal" could be viewed as an attempt to change the ways in which both England and Ireland viewed the state of Ireland, which was in a lethargic state. It is masterful in its own nature, the way in which Swift has challenged the prospect of changing lives and living conditions, while entertaining the audience at the same time. The true irony in "A Modest Proposal" lies not in analysing the minute details, but rather in the context of the "Proposal" as it is written.

Gun Control Essay -- Second Amendment The Right To Bear Arms

Gun Control Gun control is an action of the government that is supposed to reduce crime. Congress has passed many laws on this subject and there really has not been an effect. Gun control has been a controversial issue for years, but the citizens of the United States have a right to own guns and the Constitution states that. On the government's path to control guns they created the Brady Act. Handgun Control Incorporated is the major organization for lobbying, and introducing legislation on gun control. It is headed by Sarah Brady, wife of former White House Press Secretary James Brady. James Brady was shot during an attempt on President Reagan's life in 1981. Sarah is the one responsible for introducing this bill. This bill was supposed to stop criminals from obtaining guns. If an individual wants a firearm bad enough, chances are they will get one (Brennen and Polsby). All it does Is prevent honest people from being able to purchase guns. The person purchasing the gun has to wait for two week while the government performs a background check. The problem with this is it stops the average citizen from purchasing a gun on the whim, while it protects the common criminal. What if a burglar enters a house with full intention to maim or kill? The innocent victim can not get a gun to protect his family because he was arrested seven years ago for drunk driving (Larson). According to the General Accounting Office, in the first seventeen months of the law's existence only seven criminals were convicted for attempting to buy a handgun. Banning more and more guns may reduce gun violence, but it will not eliminate guns from society and will only lead to more and bigger problems. While continuing to take more freedom away from the Ame... ...Banning guns will not solve the crime problem it will only change the method. If guns are not available then another weapon will be used or an older gun. Simple laws will not stop a person who is determined to cause someone harm. This is why people should be allowed to own and carry guns. This allows them to protect themselves from those kinds of people. Proper education in school and other places to teach how to use a gun and to respect guns as a dangerous weapon is what is needed to reduce gun violence in the future. If we allow the government to ban guns the American people will be defenseless and powerless to stop the government from taking over or to stop an outside invasion if either were to occur. This country was born because the citizens were armed and could fight for themselves. How can we remove the very object that helped give our country its freedom?

Factors That Influence Human Development Essay

In our day and time, socioeconomic status, cultural context, and ethnicity play a huge role in human development. Human development begins while in the womb and at birth and continues through life heavily depending on these particular factors. These factors determine how a person communicates, works, looks, and chooses to live their daily lives. People are individuals and therefore, are all different people and will develop in different ways all depending on the influence of these three things in their lives. The first factor that influences human development is a person’s socioeconomic status. This indicates a person’s position in society as determined by income, wealth, occupation, education, and place of residence. As a child, socioeconomic status has a big effect on the way a child is raised and the opportunities available to him/her. Children that come from high socioeconomic status families typically are more successful because they have more resources readily available to their children. They are able to afford high-quality childcare, education, and healthcare. Read more: Explain how children and young peoples development is influenced by a range of personal factors essay Their children are also typically more involved in recreational sports and extra-curricular activities broadening their children’s horizons and talents. Children that are raised in low socioeconomic families lack the financial, educational, and social support that would make them feel equal to children from higher social standing families. These feelings of unease and not fitting in can lead to low confidence and low motivation. Children have to live with these feelings and the circumstances they were born into until they become adults and can make their own livings. Anyone is capable of overcoming his or her circumstances! When children grow up, they get to decide how far they want to take their education and what type of career field they want to go into as well as where and how they will choose to fit into modern day society. Cultural context is also a large factor that shapes a person’s development. Culture is defined as the characteristics of a particular group of people, defined by everything from language, religion, cuisine, social habits, music, and arts. Culture affects the way we dress, what we eat, what we believe, and even the way we think about life and make decisions. I think that culture is beginning to play a larger role in development as our country begins to grow exponentially with the number or foreign immigrants making this nation their home. Different cultures are beginning to merge together making their heritage and beliefs that much more important in the hearts of their people as they grow and develop into adults. For example, a Muslim or Hindu individual will celebrate certain holidays very differently than a Catholic or Christian individual. A person’s cultural beliefs and traditions have an affect on their everyday lives, and those things will be passed down through generations. One example of a culturally taught idea here in America is the typical â€Å"American Dream† that we, as American children, have been taught through childhood and youth. From an early age, we were taught and told that with hard work, determination, and never giving up on a dream, our opportunities would be endless. Culture is another huge factor on human development. According to the textbook, there is some confusion regarding the differences between race and ethnicity. Ethnicity or an ethnic group is defined as a people whose ancestors were born in the same region and who often share a language, culture, and religion. Race is defined as a group of people who are regarded by themselves or by others as distinct from other groups on the bases of physical appearance. Race can definitely be a misleading concept though. I think ethnicity and culture are very different things, but definitely go hand in hand pertaining to human development. Each human being is their own individual person, therefore, will grow and develop differently. Being a part of an ethnic group can have a very positive influence on a child or an adult by giving them a sense of belonging and identity; it helps them to discover and understand who they are and where they come from. It can also present negative consequences such as creating divisions between different groups of people which have caused discrimination and prejudice which in our history has unfortunately led to conflict and in extreme cases, war. All three of theses areas influence a person’s physical, cognitive, and social development in different ways. Explain why researchers interested in human development study different cultures. Give an example of a research question that would benefit from a multicultural comparison. This question can greatly be connected to the following one. Cultural tendencies are a huge factor in human development, so to get an accurate study regarding development; it would have to be a cross-cultural study. If you were questioning the correlation between height and weight of children from higher socioeconomic families versus children from lower socio economic families testing the theory that a major cause of malnutrition and low growth rate is family income and status, you would have to test your theory in different parts of the world and in different people groups. Things that would need to be considered are different styles of cooking and the way that certain people eat as well as amount of physical activity. For example, children in Africa whose job it is to work in the fields or help their family out doing some form of chores that most likely is outside and involves laborious activity are going to naturally get more physical exercise in their everyday lives that American children who sit in a classroom and then go home to play video games and maybe play an occasional game outside. Children raised in America definitely live a more sedentary lifestyle than most other people groups, and that is something to take into consideration when looking at things such as height and weight that ride on factors such as physical activity and activity level. This is the reason for researchers and psychologists that are interested in studying different cultures to get accurate answers to these questions regarding human development. Since culture, race, and ethnicity play such a huge role in development, it is necessary to study different types of people to make these assumptions. Review information related to Figure 1. 2 (Ecological Model). Explain your own development from a social, physical, and cognitive perspective from this model using at least three of the Five Characteristics of Development (page 11). This model illustrates the social, physical, and cognitive development of a person through these five different characteristics of development. The five systems are the Microsystems, exosystems, macrosystems, mesosystems, and the chronosystem. This model was created by Urie Bronfenbrenner to show how each person is significantly affected by interactions among a number of these overlapping systems. The microsystem seems to be the most critical in my personal opinion; they intimately and immediately shape development. Personally, the examples given in the model are the most important areas or things that mean the most to me as a person, and I would definitely say they are the things that have made me who I am today. My family, friends, and my faith are the most important things in my life and certainly have shaped my life. I was raised in a strong Christian family with two loving parents who support me in everything that I do. My faith is the cornerstone and foundation of who I am, and is my basis for decisions I make and the way I choose in which to live my life and the people I choose to surround myself with. I have an incredible group of friends that keep me grounded and sometimes I feel like they know me better than I know myself. These things that are included in the microsystem of development have certainly been heavyweights as I have developed into the woman I am today. The next system illustrated in this model is called the exosystem, which include external networks such as community, mass media, school/educational settings, and medical institutions that influence the inner circle of the microsystem. Personally, these areas definitely carry weight, especially in such a generation and society that is led by social networking and the media/entertainment industry. Facebook, Twitter, Instagram, and all of the other social networking sites drive this generation, so I believe this system has a large impact on development. As far as schooling, since I am deciding to go back to school to aim for a master’s degree in nursing, this plays a huge role in my life and development. I spend large amounts of time focusing all of my attention on schoolwork and reading to further my education. The third area I feel like has had a large impact on my personal development and life itself is the macrosystem, which influences all of the other systems and includes cultural values, political philosophies, economic patterns, and social conditions. I think the one of these areas that has personally had the most influence on me is the social conditions. Being socially aware and socially open to meeting new people and being able to learn new ways to engage others at the college age level is crucial. When our high school group of friends breaks up and moves away to take on new endeavors of their own, you have to be able to adjust and meet new people, and I feel as if that is an area I have done really well in. I love to meet new people, and I think the reason for that is the social foundation that I already had established from growing up in an environment and around people who made me feel comfortable and established self-confidence and self-worth in me. These are the areas in which I feel like have greatly influenced my personal physical, cognitive, and social development.