Essay --

Seeing a family member winning medication can be very affright for an eleven year old child, for me however, it was fascinating to see how a single pill can walk out the human body. Ever since, Ive been intrigued by how something so small could have such an impact on ones quality of life. Over the ancient years I developed an interest in the science involved in drug discovery, mechanisms and the heart of drugs on body metabolism. Pursuing a travel as a pharmacologist I tang compelled to contribute to the exciting and ever changing field of pharmacological science that has the power to save soulfulnesss life. Studying chemistry and biology at A-level I have come to appreciate their value within the context of health. In biology, I am fascinated with how the nervous system behaves in the aim of certain chemical compounds found in existing drugs. An area of study during my A2 chemistry course is whats in medicine? I found this issuance thought-provoking as it helped me develop my knowledge of how medicinal drugs are synthesized. Furthermore it aided me to comprehend the effect of ... Essay -- Seeing a family member taking medication can be very frightening for an eleven year old child, for me however, it was fascinating to see how a single pill can affect the human body. Ever since, Ive been intrigued by how something so small could have such an impact on ones quality of life. Over the past years I developed an interest in the science involved in drug discovery, mechanisms and the effect of drugs on body metabolism. Pursuing a career as a pharmacologist I feel compelled to contribute to the exciting and ever changing field of pharmacological science that has the power to save someones life. Studying chemistry and biology at A-level I have come to appreciate their value within the context of health. In biology, I am fascinated with how the nervous system behaves in the presence of certain chemical compounds found in existing drugs. An area of study during my A2 chemistry course is whats in medicine? I found this topic thought-provoking as it helped me develop my knowledge of how medicinal drugs are synthesized. Furthermore it aided me to comprehend the effect of ...

Roger Williams and his Attack on Puritanism Essay -- American America

Roger Williams and his Attack on PuritanismDuring the seventeenth century a group of Christians split off from the Anglican Church of England and form their own theological system know as Puritanism. The Puritans were made up of the middle-class teachers, lawyers, merchants, clergy, and parliament members. Joshua Miller explains how the Puritans, equated the church with the body of Christ and further states that, to admit everyone, even open and impenitent sinners, to the church was to pollute Christs body (Miller 59). The Church of England corruption of this body was the main reason for the great Puritan Migration during the seventeenth centry, along with the fact that the King refused to call together parliament at the time causing an uprising against the Throne of England. 1 The Puritans were cast out by King Charles of England and sent to the Americas to start a new colony of their own. The Puritans came to the Americas with a set idea of union between church and state. In the patent prone to the Puritans by the King a selct few men were given the power to make laws without consent of the commonwealth and allowed to confiscate lands from the natives. Roger Williams a man who openly opposed these kinds of injustices committed by Puritan leaders like can Cotton and John Winthrop. A Puritan that had turned Separatist, Roger Williams wanted no part of the tainted Church of England. Separatists completely severed ties with the Anglican Church and formed their own denomination with their own theology and system of beliefs. Williams separatist views did not sit well with the Puritans and as a result he paid the outlay for his open rebellion against the Puritan acts in New England. The Puritan church and government banis... ... his radical religious beliefs and his liberal political views which now live on in present day society. Works Cited1.Covey, Cyclone. The Gentle Radical A Biography of Roger Williams. New York MacMillan Company, 1966. 2. Gr eene, Theodore P. Roger Williams and the Massachusetts Magistrates. capital of Massachusetts 1876. -Dexter, Henry M. As to Roger Williams and His Banishment from the Massachusetts Plantation. Boston 1976. - Knowles, James D. Memoir of Roger Williams. - Williams, Roger. Mr. Cottons letter Lately Printed, Examined and Answered. Narragansett Club. Providence 1866. - Winthrop, John. Winthrops ledger. Original Narratives of Early American History. New York 1908 Vol. 13. Miller, Joshua. Direct Democracy and the Puritan Theory of Membership. Journal of Politics. Vol. 53 Issue1 Feb. 1991 pp. 59. Jstor June 3, 2000.

Men Will Rise From The Dark Depth Of Prejudice To The Majestic Heights :: essays research papers

work force Will Rise From The Dark Depth Of Prejudice To The Majestic Heights OfBrotherhoodMen will rise from the dark depths of prejudice... What is prejudice?The Websters dictionary defines it as a biased opinion based on emotion ratherthan reason. This is most certainly the case. Through out history groups of deal of the kindred race, religion, color, etc. have had unspeakable actscommitted against them by others who think with their ...emotionss ratherthan reason. Because one is a polar color they think that that mortal isodd, or inferior. Or they see some one of a different religion as a person whois spurned by God. These are both examples of prejudice.Many people have seen the effects of prejudice and sought to put an endto it. one such person was Dr. Martian Luther powerfulness. By the time Dr. King becameinvolved in genteel corrects he was already an ordained minister. He had married andhe and his wife had four children. His civil rights activities began with theprot est of an incident that occurred on a humanity bus. Rosa parks had broken thelaw by not getting out of her seat to accord a white person to sit in her seat orrow. An organization was formed to boycott the buses and Dr. Martian Luther kingwas asked to be president of it. In his first, and in my opinion, most powerfulspeeches Dr. Martian Luther King stated First and foremost we are Americancitizens...We are not here advocating violence...the totally apparatus that wehave...is that of protest...The great glory of American democracy is the rightto protest for right. Dr. King and the organization succeeded. The SupremeCourt ordered the city to have equal, integrated seating. This was only thefirst in many battles lead by Dr. Martian Luther King.Dr. Martian Luther King had a dream. A dream to unite all mankind as one.A dream to see an end to prejudice. A dream to reach the promise land. Althoughmany of his goals as far as discrimination have been met, Dr. Martian LutherKing never got to see this. He was stab and killed on April 4, 1968. In 1983congress passed a national holiday in his honor. It celebrated on the tercetMonday in January. Dr. Martian Luther King Became the second person to have anational Holiday, the first being George Washington, the countries firstPresident. One of his Ideals that has not yet been achieved nor flopaddressed is that of brotherhood.The Majestic heights of brotherhood. Anyone who has ever experiencedMen Will Rise From The Dark Depth Of Prejudice To The Majestic Heights essays research text file Men Will Rise From The Dark Depth Of Prejudice To The Majestic Heights OfBrotherhoodMen will rise from the dark depths of prejudice... What is prejudice?The Websters dictionary defines it as a biased opinion based on emotion ratherthan reason. This is most certainly the case. Through out history groups ofpeople of the same race, religion, color, etc. have had unspeakable actscommitted against them by others who think with their ...emot ionss ratherthan reason. Because one is a different color they think that that person isodd, or inferior. Or they see some one of a different religion as a person whois rejected by God. These are both examples of prejudice.Many people have seen the effects of prejudice and sought to put an endto it. one such person was Dr. Martian Luther King. By the time Dr. King becameinvolved in civil rights he was already an ordained minister. He had married andhe and his wife had four children. His civil rights activities began with theprotest of an incident that occurred on a public bus. Rosa parks had broken thelaw by not getting out of her seat to allow a white person to sit in her seat orrow. An organization was formed to boycott the buses and Dr. Martian Luther kingwas asked to be president of it. In his first, and in my opinion, most powerfulspeeches Dr. Martian Luther King stated First and foremost we are Americancitizens...We are not here advocating violence...the only weapon that wehav e...is that of protest...The great glory of American democracy is the rightto protest for right. Dr. King and the organization succeeded. The SupremeCourt ordered the city to have equal, integrated seating. This was only thefirst in many battles lead by Dr. Martian Luther King.Dr. Martian Luther King had a dream. A dream to unite all mankind as one.A dream to see an end to prejudice. A dream to reach the promise land. Althoughmany of his goals as far as discrimination have been met, Dr. Martian LutherKing never got to see this. He was shot and killed on April 4, 1968. In 1983congress passed a national holiday in his honor. It celebrated on the thirdMonday in January. Dr. Martian Luther King Became the second person to have anational Holiday, the first being George Washington, the countries firstPresident. One of his Ideals that has not yet been achieved nor properlyaddressed is that of brotherhood.The Majestic heights of brotherhood. Anyone who has ever experienced

The Canadian Governing System is not Fair or Democratic Essay -- essay

There are Canadian citizens who thought that the Canadian government activity we have is perfect, citizens who believed that both aspect of the government was truly democratic, and citizens who believe that government could do no wrong. Truly this group of believers has been living a lie. In our Canadian dust of government, round aspects within are far from democratic and need to be changed. Liberal-minded people will cry out for a change in order for government to serve the people better, and on the other hand the more conservative thinkers will argue that no change is needed because our government is efficient and considerate. However, our pick out system, our Senate, and the power vested to the Prime Minister are far from democratic, do not meet the actual involve of the people and definitely need to be addressed. Canada itself claims to be democratic, yet the Canadian Senate is appointed to pip by the current Prime Minister rather than elected by the citizens. The original purpose of the Senate was to give good representation between provinces and to the citizens. Having failed its purpose, clearly there are issues within the Senate that need to be addressed. Because of the Prime Minister appointing the Senators, they will now serve the Prime Ministers needs rather than the people who they should have been listening to. As if this were not enough of a show of power for the Prime Minister, the Senators cannot be lawfully kicked out of office until the age of seventy-five. An example of Senate idiosyncrasy in Canadian government is Ross Fitzpatrick, who was appointed to office by former Prime Minister Jean Chretien of the Liberals in June 1990. His positive opponent, Preston Manning, rightfully questioned the circumstances regardin... ...e a lot of parties are going to be running for office. However, for the fringe parties this creates a major advantage for them. With the load of political parties in the House of Commons, there would be a wider rang e of interests for people but there would be a lot of indecision and coalitions.It is cold hard position that Canadian government is not entirely democratic. The question remains of how to deal with this. Canadian government, as effective as it currently is, has major factors in their system that have a negative effect on Canadians. Our current voting system favors the higher-populated provinces and creates a tyranny of the majority. Our Senate is distinctly undemocratic as it is an assigned position. Our passing play of State, the Prime Minister, holds too much power. Unless we resolve these issues, our government will remain far from a perfect governing system.

Nineteen Eighty-Four, George Orwell :: essays research papers fc

Topic 1 What warning does the novel carry for readers at this stopover in time about where their society is heading?IntroductionNINETEEN lxxxivs society carries a warning to our society about where we mogul be heading. However I believe that we are already at a parallel with the society in NINETEEN EIGHTY-FOUR . Taking the condense of the media it becomes very clear that our society is very similar to the one in NINETEEN EIGHTY-FOUR if to a lesser extent. Looking at the media shows that the media have direct over what we know and therefore what we think. Therefore who ever controls the media controls our thoughts, both here and in NINETEEN EIGHTY-FOUR . By showing the similarities between NINETEEN EIGHTY-FOUR and our world through the media it becomes clear that our society is very closely related to that of NINETEEN EIGHTY-FOUR .Control of our knowledgeThe media controls our knowledge of the outside world. If we dont listen to the watchword we dont find out what is happening i n other countries. The media can be very selective about what stories they program they will broadcast the news that they think the public will want to hear. An example of this in our world was the September 11 attacks. We heard lots of news about how approximately 7000 people died but we didnt hear aboutoThe floods in India which killed thousands of peopleoThe 32700(approx) people who died from hunger and curable diseases on September 11.In NINETEEN EIGHTY-FOUR Ingsoc controls the media. They decide what the people need to know and so effectively control their knowledge. If the party says that Oceania is at war with Eastasia then for all the people know it is. This is also true if the party says that Oceania is at war with Eurasia. Effectively the media controls our knowledge we know what they choose to broadcast.Control of mediaEvery media convention is controlled by somebody. Whoever controls it controls what is broadcast to the public. The extreme case of this is in NINETEEN EIGHTY-FOUR . The party controls the media and so all stories go through them. They broadcast what they think it is requirement for the people to know and that is the end of the story. The party is basically the media and everything they say is always correct. If it turns out to be incorrect they change their records so that it is correct.

Nineteen Eighty-Four, George Orwell :: essays research papers fc

Topic 1 What warning does the novel carry for readers at this point in time about where their golf-club is heading?IntroductionNINETEEN cardinals confederation carries a warning to our society about where we might be heading. However I bank that we are already at a parallel with the society in NINETEEN EIGHTY-FOUR . Taking the focus of the media it becomes actually clear that our society is very similar to the one in NINETEEN EIGHTY-FOUR if to a lesser extent. Looking at the media shows that the media have control over what we know and therefore what we designate. indeed who ever controls the media controls our thoughts, both here and in NINETEEN EIGHTY-FOUR . By showing the similarities between NINETEEN EIGHTY-FOUR and our world through the media it becomes clear that our society is very closely related to that of NINETEEN EIGHTY-FOUR .Control of our knowledgeThe media controls our knowledge of the outside world. If we dont listen to the news we dont find out what is happenin g in other countries. The media can be very selective about what stories they broadcast they will broadcast the news that they think the public will want to hear. An example of this in our world was the September 11 attacks. We heard lots of news about how approximately 7000 people died scarcely we didnt hear aboutoThe floods in India which killed thousands of peopleoThe 32700(approx) people who died from hunger and curable diseases on September 11.In NINETEEN EIGHTY-FOUR Ingsoc controls the media. They decide what the people need to know and so effectively control their knowledge. If the society says that Oceania is at war with Eastasia then for all the people know it is. This is likewise true if the party says that Oceania is at war with Eurasia. Effectively the media controls our knowledge we know what they choose to broadcast.Control of mediaEvery media group is controlled by somebody. Whoever controls it controls what is broadcast to the public. The extreme sideslip of thi s is in NINETEEN EIGHTY-FOUR . The party controls the media and so all stories go through them. They broadcast what they think it is necessary for the people to know and that is the end of the story. The party is basically the media and everything they say is always correct. If it turns out to be incorrect they change their records so that it is correct.

Recognise and Immediate Action to Deal with Any Bullying, Harassment or Oppressive Behaviour According to Thepolicies and Procedures of the Setting

Unit 334 Support Children and Young Peoples Health and Safety Task 2 After looking at my schools wellness and safety policy the school makes references to current legislation and complies with Leicester city council legislation. To show that we understand the health and safety policy and that we ordain abide by with it we have to sign a docu manpowert. So if we use a chair instead of a ladder to put up a display and pivot off the chair and hurt yourself you cant sue the school or HCC. Task 3 Case Study 1This would be a good place to visit as some of the children have never been but there ar concerns about health and safety and the risk of universe in a big open space but to minimise the risk a risk assessment leave behind be done. This lead make out the hazards and the control measures to reduce the risk. You would discuss this as a year group to ensure that all staff understand their roles on the trip. A allowter will be sent home with the children in your year group to get pargonntal consent if the school doesnt have a p arnt mite the child will not be allowed to go on the trip.This letter also has all the information the parents will need to know like places they will be visiting e. g. a museum, butterfly gardens. Also in the letter it will have information such as 1. date the trip will take place 2. What clothing and shoes the children will need to wear. 3. Arrangement for packed lunch and free school meals and what drinks are suitable to take 4. The personify of the trip if any 5. When the trip will return guts to school.They will be a slip at the bottom of the letter to return back to the school. For all staff and governors going on the trip they will be given a timetable with what will be come to pass during the day at fare times and where to meet. This will also have the focus of the day. There will be a group contestation with the timetable which has the name of all staff that are going on the trip and the children they will be looking a fter and any one on one requirements.In the school shoes there are two lists, one which has all staff and governors going on the trip, there contact details, there emergency contact details, and the other list has all the children going on the trip and there emergency contact details. The school uses a ratio of 16 in years 1 &2 and a ratio of 1. 4 in year R against the national recommendation of 1. 8 for an infant school on a trip. solely children are given name tags to wear with the schools details just in case they get lost or separated from their group with their names are facing down.Before going on the trip the children are talk to about stranger danger this not done intrusive with the children there are told never to lose sight the adult in there group so their will not need to talk to strangers when on the trip. This is done pair off of times during the week as a class and in small groups. Case study 2 Amiria should say to the group of children lets let the men get on with their work and engage them in an activity away from the fence, if there is enough space, if not she should take them inside.Because she doesnt know if the men are CRB checked and following the schools child protection policy. Within my work place I support a child with physical needs so I have to be aware of where he is and what he is doing and point out potential risks to make him aware, such as walking across a classroom with toys in his path. In this case I stopped him and asked why that route was not a safe way to walk, I then discussed what could happen and together we chose a safer way to cross the room.

A Response to Macbeth and the Rituals of Tragedy

In both Macbeth and Romeo ND Juliet, the demise of the namesake protagonists is prelude in the early parts of the play. In Romeo and Juliet, the audience Is made aware that the two trounce expose die by the chorus In the prologue the relationship Is called a finale-marked love 1 and this Is done as well In Macbeth with an apparently saying he would be conquered under certain circumstances the apparition states, Macbeth shall never vanquished be until Great Birdman Wood to high Adenosine Hill Shall go in against him. The tragic genre complicates the ritual of death by laying out a perceived path of success for he protagonists e. G. Romeo and Juliet to get married, and Macbeth to remain king which finally leads to their death and therefore provides a prelude to death. The tragedy genre also complicates the pose of death due to the nature of the plays the nature of the plays are so to entertain and this is done through and through tools such as irony and paradoxes that com plicate the space of death, amongst other things.The spaces in which the protagonists die have significant relevance to their increment as characters throughout the play. The key peculiar(prenominal) of a Shakespearian tragedy Is death. Coupled with the contrasting story line to the comedies comedies have an ascending story line, usually ending in marriage, whilst tragedies have a descending story line, usually ending in death it (death) is the key component that checks the two apart. The tragic genre complicates this ritual through the core concomitant of it being a genre of stage performance which by definition, exists to entertain audiences.This paper adopts the view that similarly as Shakespearian comedies reach their crescendo through a marriage, that tragedies reach their crescendo through the death of the/a main hereafter(s). Therefore, just as comedies centre around two lovers trying their utmost to get married In a Midsummer Nights Dream Lessened and Hermit fled Ath ens in order to get married tragedies centre around a protagonist (or protagonists) who try equally as hard to attain that which will never be theirs Macbeth trying to remain king of Scotland and Romeo and Juliet to get married.Thus, this plot development utilized by Shakespeare must use death in as many ways as is conceivable in order Macbeth to die of a heart attack in the third act. With regards to death being such an integral part of tragedies, A. C. Bradley remarked, It is remarkable that almost all the scenes which at once reiterate to memory take place either at night or in some dark spot. 3 The knottiness of death in Macbeth is thus two-fold. Death is built up to be something dark throughout the play, a menacing enigma. However Machetes death brings hope and light, thus contrasting the darkness.This is translucent after he is killed when macadam exclaims, Behold where stands the usurpers cursed head. The time is free. 4 This implicates not only death but also the play as a whole. Previous deaths in the play, such as that of fagot Duncan and Banquet, were done for reasons of self-gain and self- preservation complaisanceively on behalf of Macbeth. However Machetes death was done for the betterment of the region of Scotland. This complicates the ritual of death in the context of the play by providing it with another dimension.As Bradley remarked, the play in general is dark and the deaths preceding Machetes were dark, by virtue of the already-mentioned reasons cigaret them. This creates a ritual a series of actions or type of behavior regularly and invariably followed 5 of death for the play and therefore the killing of Macbeth, which has been naturalized as not being dark as it ushered out his tyrannical rule, complicates that ritual. This complication relates to the point increase in paragraph two, whereby it can be seen that the complication itself exists for the improvement of the play as a spectacle.For example, Macbeth might have been murdered by his wife so that she may gain power, instead of by Macadam to restore order. This complication of the ritual of death is also evident in Romeo and Juliet whereby he deaths prior to Romeo and Gullets come as a result of the feud amid the Montague and the Capsules. Romeo and Gullets death does not come out of that feud but out of love for each other. This was similarly the case in Macbeth, as his death came not out of self-gain or self-preservation, but out of necessity for the kingdom of Scotland.Their death (Romeo and Juliet) ultimately stops the rivalry between the two families, as Machetes death halt the war and his rule. In both instances, we see the final death in a contrasting light to preceding deaths, with an equally contrasting effect. Naturally, the role of Shakespeare as the author is significant as the protagonists themselves shaped their deaths in both Romeo and Juliet and Macbeth. Not only did they create the figurative space which allowed for them to die, but also the literal space where they died was of their own creation.Shakespe sports stadiumn role in this could be more direct than it initially appears. It draws substantially from the context of the period and place, when and where his plays were overlordly performed. Romeo and Juliet was first stages at the Theatre, which was in an area describe as being, less object to London Jurisdictions, 6 and this therefore allowed for Shakespearean creativity to blossom Shakespeare later moved to the Globe, in an area described as a fairly lawless environment. Shakespeare staging his plays away from the gaze of effort and this has been translated into the tragic genre. In Macbeth, Macbeth seems to go increasingly further out of his realm of what is acceptable and what is not and his actions appear Juxtaposed to his character this is evident in his internal struggle to kill King Duncan, We will proceed no further in this business/ He hath moored me of late. 8 One could perceive this as Macbeth leaving the Jurisdiction of his former self into one that is more, for require of a better word, evil.One sees Macbeth becoming increasingly lawless and does things regardless of authority the fact that he is king does not mean that he should not respect other forms authority. In this regard, Macbeth as well as Romeo and Juliet, who do so more directly creates his own space of death, contrasting to the deaths preceding his own e. G. King Duncan was murdered in his bed. Contrasting this, Macbeth actively creates the environment he finds himself in when he loses his life by virtue of wanting to remain king.This is also seen in Romeo and Juliet whereby the love of both main characters sees them willingly choose to meet in the Capsule tomb, which has significance as two youths from both families lost their lives prematurely in a place in existence in order to remember the dead the death of Romeo and Juliet however, is something both families would rather forget (and this ul timately sees the feud come to an end). This complicates the space of death, for we are lead to believe n both plays that death does not have a set space. However in both plays, Macbeth and Romeo and Juliet set their space of death up on their own accord.These instances are when Macbeth, along with his wife, decides to kill King Duncan and when Romeo and Juliet decide to run away. In conclusion, it can be seen from the points raised that the ritual of death is complicated through Shakespearean insertion of the final, perhaps most important death at the end of his tragedies. This final death is contrasted to the deaths that inclose it through factors such as motive, repercussions and space. The issue of space and its complication draws its roots from the actual staging of Shakespearean plays on the outskirts of London, where the law had less influence.Figurative comparisons can be drawn from this as one could relate Shakespearean willingness to be away from or above the law to the p rotagonists in the two plays. What is wholly evident though, is that similarly with death, the notion of space does not remain constant throughout the play. Macbeth, who can be considered the false king, being killed in the castle whereas King Duncan, the true and original king, being killed in he bed of another man raises the issue of space and how Macbeth created his own and King Duncan did not.

Specialty of Yellow Sapphires

Yellow sapphire ring Long g champion be the times when grim was the only color associated with sapphires. With every leap mankind has taken, new wonders in every field have come to the forefront, yellow sapphire being one of them. Cheerful, sunny Yellow is synonymous with success, self confidence and power. Universally, yellow sapphire rings atomic number 18 worn for therapeutic, medical and spiritual reasons . The power of yellow sapphires is such that it is reported that by wearing it the girl of your dreams will become yours truly and if girls wear it they will find their true prince charming.The history of yellow sapphires is very interesting. For ages, the interior people of rock trade guarded its existence and found this magnificent stone worthy of nobody less than royalty. Considered to be the safest stone in gem industry for its neutral effects on the people with which it has least compatibility and exceeding effects on those it suits, it is the most valuable gem, comin g second only to the diamonds. In fact the diamonds and sapphires are very much alike in appearance and luster. It is the unique chemical structure of each which sets them apart.It is often said that a natural human eye plundert easily distinguish between these two beauties. Like diamonds, sapphires also exist in various hues and shades, depending on the pillow slip of impurity impregnating its internal structure. After chemically analyzing it, it has been found that iron, aluminum and florin are present in it. The yellow sapphires were originally found in the lands of Srilanka and India. In several cultures all over the world, yellow sapphires have great astrological significance.Wearing a large yellow sapphire ring brings peace, good luck and prosperity. It is the symbolic representation of wisdom and wit. It exudes a calmness and serenity which enables the wearer to deal with his day to day activities with the attitude of a winner. Apart from this, ladies will agree that weari ng unique, eye surprise and one of its kind yellow sapphire rings will no doubt add an extra oomph to their outfit and personality and give it a warm accent on grayest of the days. You can always ear a small, delicate ring with formal attire or a large, eye espial piece on fancy occasions and be the centre of attention. Additionally, different colored sapphires can all be worn simultaneously depending on the mood and they will still look beautiful. Sapphires are often confused with the mood identifying opals because they have the ability to diverge color based on the intensity of lightso workforceess they are exposed into. Yellow, green, pink, violet, blue and purple are just some colors which these sapphires can show.The color changing ability has nothing to do with the change in mood in fact its the following three factors which play a major role in the color changing abilities of sapphires. interpenetrate The hue is what you see as the color. Saturation The saturation descr ibes the brightness or vividness of the color. Tone The tone refers to the darkness or lightness of the color. Yellow sapphires are found in a range of hues from smooth transparent light yellow to deep greenish yellow and orange yellow.Sometimes the yellow in these sapphires can be so pale that it can be deemed as a transparent white sapphire. Deep golden sapphires with a tint of orange in them are considered to be the finest type of yellow sapphires. The deeper the color of the stone the more it is valuable. Mostly these gem stones are cut in oral shapes with multiple facets to hold up maximum weight of the stone and highlight inclusions like feather, color zoning, crystals or the natural fissures etc Because of their distinctive value in history, these stones are favored by men and women all over the world.Buying yellow sapphire rings is a safe bet as they are astrologically suited to every kind of nature and let for wonderful rings to celebrate your past, present and future wit h your loved one. Distinctive yellow engagement sapphire rings look bedazzling, are durable and are marked with the power of creating harmony and affection in a relationship. Indeed, Princess Diana herself received one of the most exquisite sapphire ring on her engagement. In precise cuts, brilliant hues and its shimmering beauty yellow sapphire rings will be undoubtedly an unparalleled addition to your jewelry collection.

Hr Systems Comparison: System Thinking , Best Practice, Best Fit

Managing human capital HUMAN RESOURCE MANAGEMENT Table of Contents 1. Abstract3 2. Introduction3 3. System and bionomic Thinking4 3. Best Practice5 4. Best Fit6 5. Discussion7 5. 1. Systems Thinking7 5. 2. Best-Practice8 5. 3. Best-Fit9 6. Summary and shutting10 7. Bibliography11 1. Abstract This assignment result assess leash primary(prenominal) nurtures of thought that contain to humankind Resources Management (HRM). With regards to contemporary HRM patterns it is evident that a regard of the full-sizer vulnerability is inevitable to be able to effectively push an governing body towards its conceptionls goals.A consideration of governing body persuasion, highschool hat practice and lift out add systems of HRM lead to balanced conclusion that it is necessary for an HR Manager to have a esthesia to the individual involves of the clearforce as well as the ultimate mission of the caller-up. Each system discussed here does this differently here does this diffe rently with for apiece one reducesing on alternate viewpoints of what is well-nigh(prenominal) important be it the intricacies of the system, the freight app deceptiond to the overr distributivelying goals of the brass instrument.This study finds that our of the three argonas studied is viable and arguable that best practice system offers the closely well rounded focalise of principles for general HRM. However, to assess the appropriate HR System for a more particular transcription either topical anesthetic or international, it is essential to consider a conglomerates system, which takes into consideration the specific aims of the telephoner the needs of the ply to create an efficiency and enhanced performance that is still systematic and easily applicative.Key treatments System Thinking, Best Practice, Best Fit, human being Resource Management 2. Introduction Human Resource Management was influenced from the ever-changing look of the employment focus relationship that occurred after the First and Second World War. It starts with the First World War it bathroom be classified in terms of a changed attitude of managers towards labour, changed labour management practices, the turnment of personnel techniques, and development of the personnel profession.During WW1 the demand for workers significantly increased, as a result of this, the need for monitoring workers, and finding qualified workers to manage the group of people similarly increased. These new values became incorporated in what was emerging as a typical body of management thought, practice and ideology, upon which later theory and practice are founded. WW1s impact on HRM grew rapidly during WW2, with an increase in new theories and ideas. In addition to this, labourers created their industrial unions which enhanced the monitoring of the people and also allowed a development in training.During WW2 developments uncloudeded vast fields for HRM. Significant impacts occurred after the w ar, when the idea was introduced that quality adds to costs. Subsequently, western organisations have since come to emulate the philosophy and practises of quality that proved so successful. The concept of HR can consequently find their beginnings rooted in the aftermath of the two world wars This essay will consider three main systems of HR namely systems thinking, best practice and best fit.Within these topics there will be an assessment of what each of these systems involves with regards to HR and occasionally the International HR Manager. The best-fit system can be sub shared into three role models which shall be discussed also. These are the life-cycle model, the competitive model and finally the configurational model. Furthermore there will be consideration of the benefits and limitations of each of these practices, culminating in an assessment of which of these systems could offer the advantageous and beneficial HRM for the Director. . System and Ecological Thinking By def inition, the context of HRM is complex because the nature of HR is that it is affected by many different factors, both internal (Vision, Mission and Goals, Policies, Management Approach, organizational Culture, Quality of Work Life) and outer (Political , economic, Social and Technological). Collins comments that from the perspective of context, the story is unfading. He refers here of course, to the idea that these internal and external factors have an enormous effect on the working environment.It is a sensitive issue which requires a large amount of continued assessment the goal being to keep these factors in check and accounted for in order to create a harmonious, productive and efficient workforce. This procession helps to simplify the complexities of context by looking upon HR as a system, a term which de circulars a delicate habitat made from smaller sub-systems, where each sub-system domiciliates a layer of information that feeds up the chain to create the bigger paradi gm.In the context of International HR (IHR), managers take on the same responsibilities as their local based colleagues but the area of activity and encumbrance of these duties is based on the extent of internationalisation of the organisation. As they move towards a more global economy, organisations are conjectural to revise their HR strategies. From one country to another, for example, external factors (e. g. politics) or internal factors (e. g. practice) would be vastly different.As a result of this, normal decisions can be really complex in an organisation operating around the world in multiple countries, particularly since for international organisations, all HR events are supposed to be synchronised across the home country and different national branches. The IHR manager needs to consider how to improve their leadership of a global play along, choosing high potential employees and making correct decisions for the overall HR organisation A critical issue for IHR managers is creating co-operative strategies between countries.Consequently, the IHR manager cannot look at the big picture from only one perspective. As Collins suggests, positivist and alternative views of a system can open useful insights into the understanding of context, system thinking allows us to see the whole rather than just its parts and recognise that we are a part of that whole. It registers patterns of change, relationships rather than just individual elements, a mesh of interrelationships and reciprocal flows of influence rather than linear chains of cause and effect. The system approach is organised in such a way that the processes and targets are considered as a whole. For example, the system consists of the organisation of the human element, machines, material resources, tasks, formal authority relationship all of which are small informal groups. Each of these components works towards achieving the objective of the organisation all of the processes are connected to each ot her. The main system is the organisation, and this includes the interrelated and interdependent subsystems.The system thinking approach can be divided into an open system which refers to systems that take information from the environment, and a closed system whereby the system does not have any relationship with the environment. It is important for IHR Managers to remain firmly indoors an open system. They are required to start a dialogue with their environment and constantly adjust internally to remain buoyant and in balance with the external factors. It is interesting to consider an opinion of systems thinking referred to as both Hard Systems Thinking (HST) and Soft Systems Thinking (SST).Within HST, humans are considered as an objective resource. Its mark is to pinpoint the pattern solution for predicting and controlling the use of existing resources. Once this ideal solution has been identified, the role of HRM then focuses on enforcing compliance with the designed regime. T he difficulty with HST however, is that it is incapable of taking into consideration any kind of human misunderstanding or conflict which may hinder goal achievement. On the other hand, SST as proposed by Checkland (1980), is available to help tackle those problems which could not be handled by HST.SST has seven corresponds, which focus heavily on wide participation to create self-control of the outcome. Firstly, one must enter the problem situation, secondly express the problem in a rich picture, thirdly Formulate Root Definitions so that one can create precise perspectives of the participant system, fourthly Build Conceptual Models to understand better what each system does, fifthly, compare these models with reality, sixthly put possible changes and seventhly take firm action to improve the situation. The benefits of SST are that it truly is able to recognise that problems occur due to differences of opinion.Its chief aim is to develop a genius of mutual understanding and pre serving the existing state of affairs. Another aspect of systems thinking is Critical Systems Thinking (CST). According to Jackson (1991), CST accumulates five main components critical awareness, social awareness, and dedication to human emancipation, complementarism at the theoretical level and complementarism at the methodological level. Midgeley (1995) stresses that CST developed around three areas of thought improvement, critical awareness, and methodological pluralism.Improvement is able to be easily monitored through value systems, critical awareness considers participation factors and boundary judgements while methodological pluralism reflects on the range of methodologies available to exasperation communication and observation in order to supply an improvement, offer mutual understanding and involve a decision making process. Both Jackson and Midgeley verbalise that CST is able to satisfy the three key human interests that were identified by Habermas in 1970 as being the t echnical interest, the practical interest and the emancipatory interest. 3. Best PracticeThe concept of best practice falls under the category of a strategic human resource management technique (SHRM). It is also an example of high commitment HRM. The idea behind best-practice SHRM is that if an organisation adopts a particular selection of HR practices that are considered best or most effective, then this will allow that organisation to enjoy an improved performance both in terms of organisational productivity and output, and employee satisfaction. It is argued that with the ideal set of best practices, any company or organisation will benefit if they implement these practices fully (ie. ith a level of high commitment). There has been much research into the perfect set of best practices since without knowing what constitutes the ideal universal set, it is impossible to claim any is really a best set. Pfeffer (1994) provides one of the most commonly considered set of HR practices a bespeakion of xvi HR principles designed for competitive advantage through people. These sixteen were then later simplified in 1998 into seven practices for building profits by putting people first.Marchington and Wilkinson later tweaked these practices for the benefit of the UK populace in 2002. The simple act of Pfeffers work needing to be altered to better fit a UK audience, suggests that the original principles were not relevant and consequently, not universal. If, the concept of best practice is for an organisation to follow a set of universal practices as near as possible, with the idea being the more closely followed, the better the performance, then these principles need to be relevant to a universal audience to begin with.Guest (1987) expands on this by noting that since lists of best-practices vary wildly in their inclusions it is difficult for there to be any rigorous evidence that supports any kind of universal application. Youndt et al. (1996) provide a generalised acknowledgement of what most models of best-practice seem to focus on. In this research it is claimed that most focus on enhancing the skill base of employees. Extensive training of stave is undoubtedly important for many sets of best-practice, with most providing at least induction training and/or performance appraisals.Similarly Youndts recognition that many practices promote empowerment, participative problem-solving and teamwork which we can see reflected in examples such as Huselids (1995) stress on information sharing, Kochan and Ostermans (1994) problem-solving groups, and Arthurs (1994) suggestion of social events respectively. Youndt et al. goes some way towards establishing a more universal set of best practices, by taking the most commonly emergeing practices and collecting them into a likely looking set of the most popular practices.In doing so, one could hopefully assume that the principles are relatable to a vast majority of organisations if not, ideally, all. Consid ering the difficulty in pinning down a firm set of best practices acknowledged and agreed upon by all, it is interesting then that Capelli and Crocket-Hefter (19967) believe that in place of a whiz set of practices, which they believe to be exaggerated, it is rather the distinctive human resource practices that cause progression and enhancement of organisation.A type of practice that is thus distinguishing and characteristic or a particular work cannot be considered universal, but rather a focused set of practices that are applicable in a specific work environment. A final aspect to consider with best-practice is the notion put forward by Storey, 1992, that single practices will be less affective if they are executed individually. MacDuffie, 1995, expands on this further by suggesting that it is essential for each practice to be grouped together into with complementary practices.This concept is known as level desegregation. It is recognised that this type of integration allows some practices to be added or left out, as long as there are a core set of exceedingly committed principles to cleave to. Although this too has problems, since in Guest et al. s analysis of the WERS data in 2000, they found that the only combination of practices that made any sense was as square(a) count of all the practices. 4. Best Fit Best-fit is also an example of SHRM.It is a concept which is rooted in vertical integration the idea that a companys business and HR strategies are aligned and cohesive. The suggestion being that an organisation fuck offs increasingly efficient when its HR department and the overall aims, goals and mission of the company are tailor fit. There are three models of best-fit that explore this vertically integrated relationship, firstly the life-cycle models (Kochan and Barocci, 1985), secondly the competitive advantage models (Miles and Snow, 1978 and Schuler and Jackson, 1987) and thirdly the configurational models. . 1. Life-Cycle Models This model tries to link the vertical relationship between HR practices and company policy to a metaphoric life-cycle of a company, from its start-up phase through to freeze off. Baird and Mershoulam (1988) states that human resource managements effectiveness depends on its fit with the organisations stage of development. The inference is that as a company grows, changes, progresses etc. so must its complementary HR department. During the start-up phase, the emphasis for the HR department is flexibility and informality.As the company grows (growth phase), so must the HR policies. With the assumed increase in staff it is necessary for there to be a more rigid and formal HR department to cope with this. It is a perfect opportunity to foster innovation. The next stage is the maturity stage whereby a company is more established. During this time the HR role is about stability and control, and about perfecting practices al fix in place. Finally the decline stage considers HRs role in matters such as redundancy and generally reducing company size. 5. 2. Competitive Advantage ModelsThis model commonly applies to the research conducted by ostiary (1985), in which three bases of competitive advantage were identified cost leadership, quality of service, and focus or innovation (i. e. being the furbish up provider of a product or service). Schuler and Jackson (1987) expand on this research by defining HR practices that fit Porters three bases. Within each base (which can be referred to as a market strategy) there is an ideal set of employee roles alongside a reinforcing set of HRM policies. If the two are able to align efficiently, then it is presumed a higher level of performance will incur. 5. 3.Configurational Models The configurational model was proposed by Delery and Doty (1996). It attempts to rectify the problem that the best-fit school is often levelled with, that it oversimplifies the organisational reality. It does not take into consideration the ways in which a comp any is expected to grow and change in conformance with external factors (economic, political, social). The configurational approach aims to steer clear from linear thinking, and allows for the prospect that a company/organisation may be subject to many independent variables and may be focusing on multiple performance strategies at any given time.In short, the configurational models aim is to simultaneously achieve both horizontal and vertical integration. It responds to the truth that it is necessary for a company to be able to integrate its HR policies both horizontally and vertically (i. e. in accordance with the companys overall direction but also with a set of practices that provide employee satisfaction and growth) in order for it to survive. This concept is easily depicted through Miles and Snows (1978) defender and prospector categories.The defender category refers to a system that operates in a stable and predictable environment, while the prospector category is conversely unpredictable and hurried. Each category is necessary for the progression of the company (vertical integration), while the varying characteristics of both allow for a set of fairly general HR practices designed to secure employee satisfaction (horizontal) while adhering to the needs of both categories. 5. Discussion The three systems that have been discussed address HRM in vastly different ways.What is interesting to note is that despite this incongruence, they each prove to be successful and efficient systems. It is necessary however to discuss each system a little more critically in order to assess which system would be the most useful and effective in a work environment. 6. 1. Systems Thinking Systems thinking is a highly beneficial process for the IHR Manager. What is whimsical about its application is that it is able to take a very complex, perhaps global, situation and conceptualise it in such a way that it becomes clear how it can be manipulated by external factors.The mana ger is able to witness how the environment can affect the subsystems and consequently implement changes that oppose with the environment so as to produce a dialogue that is able to breathe and develop organically. For the IHR Manager it is essential for such complex dynamics to be simplified to an extent that it becomes easily manageable and they are able to grasp the bigger picture, whilst remaining in tune with the intricacies of the subsystems that are flexible to change. It is this open system that makes systems thinking so unique.Furthermore, the concepts of HST and SST are equally beneficial at bottom systems thinking. HST is perfect for workforce planning and optimising resources, while SST is excellent for agreeing goals, performance feedback and participation. However, systems thinking finds its descent in the fact that while HST and SST are effective systems, they are only able to work independently of each other. Ideally, one would merge the two to provide an all encom passing system both in tune to the personal needs as well as the technical aspects. Another limitation of most systems thinking in general is that it is primarily oriented towards ethodology, and is fundamentally rationalist. Flood (2001) argues that when focused on human existence, systemic thinking helps people to sense a deep holistic or spiritual quality, but arguably perhaps only if the idea of systems thinking can be expanded to become part of a worldview, rather than just a discipline or methodology. In short, systems thinking is at risk of only seeing the bigger picture to the detriment of the particulars. 6. 2. Best-Practice The concept of best-practice is one that takes into consideration the specifics of HRM.It encompasses some of the most commonly used principles of HR by identifying key policies that are essential to HRM. The advantages of this system lie in its simplicity. It is able to present a firm, established and tested selection of HR principles that will undoubt edly be beneficial to an organisation. The problems with best-practice arise centred around the word best, however if one concurs with Capelli and Crocker-Hefter (1996), that these practices would be better referred to as distinctive, then we are faced with a healthy abundance of productive systems, ready to be implemented.An HR Manager in this instance need only choose a set of principles which they feel is most applicable to their situation and organisation and start using the immediately. Since there are so many best-practice systems, it is arguable that one could alter and tailor-make a set of best practices that are specific and unique to a particular organisation. The technique of horizontal integration, or bundling allows complementary systems to be implemented alongside each other and heightens a sense of congruence and cohesion, as asserted by Wright and McMahan (1999).Furthermore there is evidence to support the idea that the high-commitment strategy behind best-practice ( i. e. an organisation should aim to follow all systems within a best-practice set) creates a higher achieving organisation. While horizontal integration can be considered beneficial, frustrations may arise due to the fact that ideally no single practice should be pulled out of a system and used individually as its efficacy will drop considerably. Additionally, the best-practice system is only effective on a non-universal plane.Since there is such an abundance of systems it is impossible to select just one set as being the only best-practice. Consequently for an organisation on an international level, the best-practice system would not be beneficial and could potentially neglect certain important aspects if it is not catered towards the specifics of that organisation. On the other hand, Youndt et al. (1996) were able to briefly collect a sample of some of the most commonly appearing policies, which could provide a sound starting point for any HRM. 6. 3. Best-Fit When considering the best-fit model it is plain that its main advantage is its use of vertical integration. By paying close attention to the overall aims and goals of the company, the best-fit system is able to create a set of HR policies that work in complete cohesion with those aims in order to fully maximise the potential of the staff and consequently the business. Every aspect of the organisation works with the focus of the same goals. The various models within the best-fit system each have their own benefits too.The life-cycle model is able to vividly explore the natural progression of a company and alters its HR policies in tandem with this progression. However, it is difficult to know throughout this model which HR strategies are able to secure the type of human resources that are necessary to continued viabilities, even when industries develop, and which are more likely to contribute to sustainable competitive advantage through the life cycle? (Boxall and Purcell, 2003). The life-cycle model is unique also since it is able to allow the HR Management master the present while pre-empting the future.However, it is incapable of allowing for unexpected incidents and relies on an organisation not veering outside(a) from the pre-planned cycle. The competitive advantage model is useful since it focuses on company gain and edge and tries to set an organisation apart from the other by an awareness of Porters three key bases (1985). Finally, the configurational model allows both horizontal and vertical integration, which ideally allows the full potential of a company to be realised, whilst expanding and enhancing staff prospects. The difficulties of the best-fit system lie in its common criticism, that it oversimplifies the matter entirely.It does not take into consideration internal turmoil or conflict which needs to be sensitively addressed. It assumes that everyones best interests are with the overall aims of the business, and provides a rather harsh reality of working life. It f orces HR into a submissive system that fits into the overall goal, and implies that within this model HR is a secondary factor. On balance, on an advisory level for an IHR Manager, systems thinking would be the most beneficial, since it offers the opportunity to assess the situation on a larger scale and implement strategies that can be manipulated in harmony with the external influence.However, when considering a start-up company or a localised company, it would appear that the best practice model is the most viable. While it is not able to be fully universally applied, it is able to provide an excellent basis for most businesses. For the discerning HR Manager, a set of best-practices can be established specific to that organisation that can be assessed and manipulated as the company progresses with time. 6. Summary and Conclusion In conclusion, this assignment is able to consider the complexities of HRM through the investigation of three strategic systems.It is likely that each s ystem has many benefits, and each is certainly applicable in various situations. 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