Gender and Evil in Crime and Punishment and The Master and Margarita Es

Gender and Evil The conflict between good and evil is one of the most common conventional themes in literature. Coping with evil is a fundamental struggle with which all human beings must contend. Sometimes evil comes from within a character, and sometimes other characters are the source of evil; but evil is always something that the characters struggle to overcome. In two Russian novels, Fyodor Dostoevsky’s Crime and Punishment and Mikhail Bulgakov’s The Master and Margarita, men and women cope with their problems differently. Raskolnikov in Crime and Punishment and the Master in The Master and Margarita can not cope and fall apart, whereas Sonya in Crime and Punishment and Margarita in The Master and Margarita, not only cope but pull the men out of their suffering. The main character in Crime and Punishment, Raskolnikov, has nihilistic ideas, which ultimately lead to his own suffering. Raskolnikov, an impoverished student, conceives of himself as being an extraordinary man who has the right to commit any crime. He believes that as an extraordinary man that he is beyond good and evil. Since he does not believe in God, he cannot accept any moral laws. To prove his theory, he murders an old pawnbroker and her step sister. Besides, he rationalizes that he has done society a favor by getting rid of the evil pawnbroker who would cheat people. Immediately after the murders, he begins to suffer emotionally. Raskolnikiv â€Å"[feels] a terrible disorder within himself. He [is] afraid of losing his control†¦Ã¢â‚¬  (Dostoevsky 95). He becomes ill and lies in his room in a semi-conscious state. As soon as he is well and can walk again, he goes out and reads about the crime in all the newspapers of the last few days. The sheer mention of the murder.. . ... cope and so they suffer, yet the women find ways to cope with the evil. The men completely fall apart and suffer both physically and mentally. The women even save the men by helping them end their suffering. However, the women do it in very different ways. Sonya in Crime and Punishment turns to God, while Margarita in The Master and Margarita turns to the Devil. Both women realize that in order to end the suffering, they must find a way to escape from it Works Cited Bulgakov, Mikhail. The Master and Margarita. Trans. Diana Burgin & Katherine Tiernan O’Connor. New York: Vintage Books, 1996. Dostoevsky, Fyodor. Crime and Punishment. Trans. Richard Pevear and Larissa Volokhonsky. New York: Vintage Books, 1993. Volkova, Elena. â€Å"The Salvation Story in Russian Literature.† Oxford Journal 20.1 (March 2006). 31-46. 1 Dec. 2007 .

Financial Management Case Study-Payout: Gainesboro Essay

Corporate Goals Management expected the firm to grow at an average annual  compound rate of 15% and reach $2.0 billion in sales and $160 million in net income through 2011. Recent strategy of Gainesboro The company devoted a greater share of its research-and-development budget to CAD/CAM as to reestablish its leadership in the field. The company also underwent two massive restructurings, including selling two unprofitable lines of business, selling two plants, eliminating five leased facilities, and reducing personnel in 2002. Then, in 2004, the company implemented a second round of restructuring by altering its manufacturing strategy, refocusing its sales and marketing approach, and adopting administrative procedures for a further reduction in staff and facilities. The Artificial Workforce was an array of advanced control hardware, software, and applications that could distribute information throughout a plant. Thus a product could be designed, manufactured, and packaged solely by computer no matter how intricate it was. Although the company had successfully patented several of the processes used by the Artificial Workforce, there were two factors that could affect sales which shou ld be concerned. First, two strong competitors were developing comparable products and would probably introduce them within the next 12 months. Second, sales of molds, presses, and CAD/CAM equipment and software were highly cyclical, and predictions about the strength of the U.S. economy were not encouraging. II. The inferential process Cause the company goal is to change its revenue structure, which make CAD/CAM and peripheral cutting edge products generate 3/4 of the sales, and the traditional presses and mold would account for the remainder. Thus, we think that the company will definitely have to leave some money for the R&D design. On the other hand, expanding aggressively in the international arena and getting new product through M&A also need to prepare a lot of money. Base on the idea we got from the Microsoft readings, company had better keep some percentage of the cash for the operating expense in case there would have emergency need. The analysis of investors’ attribution From the Exhibit 4, we can see that the attributions of the investors are changing. As for the institutional investors, the growth-oriented investor drop from 13% to 6%, while the value-oriented investors raise from 8% to 13%. This gives us a cue that the institutional investors are gradually change from growth-oriented into value-oriented. Which means that now the institutional investors think that the Gainesboro Corporation is not a highly growth company. Instead, it’s a stable growth company .So the institutional investors will expect to have high dividends. As for the individual investors, the long-term investors drop from 37% to 26%, while the short-term investors increase from 5% to 13%. This shows that individual investors have a trend to sell the stock in a short  time and regardless the dividends. The suspicion of forecasting We hold doubt on the stated speculation of a 15% compound rate of growth due to manufacturing mishaps and missing components which delayed production growth, as well as start-up costs continued to penalize earnings. How much dividends did other companies pay? In general, investors could accept 20.8% payout ratio, and there is a trend that the ratio has been decreasing for decades (66.5% in 1978; 20.8% in 1999). So we think Gainesboro doesn’t need to pay 40% dividends. We can see that in CAD/CAM industry, PE ratio is so high because they are expected to be high-potential, so they need lots of capitals to reinvest, such as acquisition, R&D. As a result zero dividends-payout is acceptable and makes sense. So if Gainesboro wants to prove they are also high potential, they can make the same decision in order to keep money for their growth but they has to communicate with investors well to make them understand what they are going to do. III. Conclusion The percentage of firms paying cash dividends had dropped to 20.8% since 1999. In that case, perhaps the market would react favorably, if Gainesboro adopted a zero dividend-payout policy. In the meantime, we strongly recommend the firm buyback partial stocks so as to increase EPS and stock price. Send a signal to the market that managers are confident on company’s new development  and expansion. Regarding to numerous growing strategies of the firm, we prefer canceling dividend payout and save more capital to support all the new projects. Besides, we support to launch image advertising and name change program step by step, which is not necessary in 2005. The firm can periodically reveal new expansion policy and R&D progress, for building up a solid image that the firm is under a transformation with highly innovative speed. The branding campaign should be done before 2011 when growth projects finished. In 2005, the firm should keep maintaining revenue growth rate and optimize productions for sustainable growth.

Ilm Developing Yourself and Others

Know how to identify development needs 1. 1 Identify own learning style(s) and the learning style(s) of another team member To identify the learning and development style of myself and a team member we both completed a Multiple Intelligence (MI) test developed by Howard Gardner. After completion of the test on myself I have discovered that I have a learning style of Logical – Mathematical, with a majority score of 37, closely followed by Interpersonal with a score of 32, (see Appendix 1). People who are strong in logical-mathematical intelligence are good at reasoning, recognising patterns and logically analyse problems.These individuals tend to think conceptually about numbers, relationships and patterns. Characteristics of Logical-Mathematical Intelligence are: * Excellent problem-solving skills * Enjoys thinking about abstract ideas * Likes conducting scientific experiments * Good at solving complex computations The conclusion of the test does not come as a revelation to me . As I am the Finance & HR Manager with an accounting qualification this examination confirms my knowledge and learning style as being logical thinking with ability to evaluate and solve problems.During the course of my career and training aspects I believe that I learn and develop in a methodical and analytical way. I execute mathematical calculations, detecting irregularities and patterns, creating resolutions to issues that have been identified, plus producing a strategy to achieve successful working systems within my role. After completing the MI test myself I then requested a member of my team (Jane Doe) to complete the same learning styles questionnaire to see what type of style they were. On completing the questionnaire she scored equally n 3 areas; Linguistic, Logical-Mathematical and Intrapersonal, (see Appendix 2) People who are strong in linguistic intelligence are able to use words well, both when writing and speaking. These individuals are typically very good at wri ting stories, ability to learn languages, memorizing information and reading.They tend to learn best by reading, taking notes, listening to lectures, and by discussing and debating about what they have learned. The characteristics of Linguistic Intelligence are as follows: * Good at remembering written and spoken information * Enjoys reading and writing Good at debating or giving persuasive speeches * Able to explain things well * Often uses humour when telling stories Individuals who are strong in intrapersonal intelligence are good at being aware of their own emotional states, feelings and motivations. They tend to enjoy self-reflection and analysis, including day-dreaming, exploring relationships with others and assessing their personal strengths. The characteristics of Intrapersonal Intelligence are: * Good at analysing their strengths and weaknesses * Enjoys analysing theories and ideas * Excellent self-awareness Clearly understands the basis for their own motivations and feeli ngs 1. 2 Use a simple technique to identify own development needs and the development needs of another member of the team To identify any development needs that would enhance my current skills and abilities I decided to complete a development needs analyses in the form of a SWOT analysis (Strengths; Weaknesses; Opportunities; Threats). Strengths: * Very organised and meticulous with excellent prioritisation skills * Always willing to help others, friendly and approachable * Ensures protocol is followed by me and others at all times * Quick learner *Conscientious * Finance / Accounts * Excellent communication skills with all levels of people| Weaknesses: * Expect others to be very tidy and meticulous like myself * Sometimes try to take on too much work, as I don’t like to say no * Forget people have different learning speeds * Perfectionist * Health & Safety management * Management training| Opportunities: * Work closely with the Director of Support Services * ILM Course * Job Opportunities * Network meetings with other business managers * External / Internal training| Threats: * Funding for courses due to funding cuts * Unexpected things in personal life * Out of comfort zone * Policy Changes| I then requested for a member of my team (Jane Doe) to carry out a development needs evaluation by completing a SWOT analyses. Strengths: * A willingness to learn * Always happy to help others * Quick learner * Can work at a quick pace * Good IT skills (Excel / Word)| Weaknesses: * Not always very confident with others * Need to have confidence in my answers, so I don’t need to check I am doing things correctly * Stress easily under pressure * Works too quickly at times and make trivial mistakes|Opportunities: * Take work from others to learn new roles * Study AAT * In-house training with colleagues. Shadow colleagues to learn new roles * Read policies / bulletins / news to keep up to date with rules and regulations * Customer Service courses| Threats: * Not enough time to learn new tasks due to busy office environment * Not enough funding to pay for training * Training too expensive to pay from personal income * Confidence| After completing the SWOT for me and Jane the following development needs were identified: * Myself – Leadership & Management Training; HR development training; Health & Safety development * Jane – Customer Service Training; AAT Qualification; In-house training to improve skills. 1. 3 Identify potential barriers to learning. After considering the DELTA model and barriers to learning I have found that there are potentially a various number of barriers that Jane and I face. I have listed the potential barriers below: My Self Time /Workload – Work is extremely busy and the amount of work is exceptionally high, therefore to take time out of work to attend training would mean work could suffer, get backlogged and deadlines missed. * Personal Commitments – This is due to home life being very busy and possibly not having time to complete studying on an evening or weekend. * Resources / Funding – due to funding cuts with the LA, the school has had to reduce budgets therefore depending on the costs of courses there may be no funds available to pay for training. Jane Faulkner * Time / Workload – Work is extremely busy and the amount of work is exceptionally high, therefore to take time out of work to attend training would mean work could suffer, get backlogged and deadlines missed.Costs for AAT training is expensive and she is unable to afford the full costs from her personal income * Confidence / Fear / Self-esteem – Jane is very quiet and shy, and she feels very uncomfortable in unfamiliar surroundings and may shy aware from learning. * Personal Commitments – This is due to home life being very busy and possibly not having time to complete studying on an evening or weekend. * Mobility / Transport – Jane doesn’t drive t herefore if a course is some distance she may have difficulties getting there. * Resources / Funding – due to funding cuts with the LA, the school has had to reduce budgets therefore depending on the costs of courses there may be no funds available to pay for training. 1. 4 Explain how barriers to learning can be overcome.There are a number of solutions for Jane and I to be able to overcome the barriers to learning that was mentioned above: 1) Time / Workload – Some courses/training aspects are important and workload should not be a reason for not attending any coursers. Jane and I need to ensure workload is organised and prioritised, and possibly get other staffs assistance to ensure work load does not get behind. 2) Expensive Training Costs – Contribution or full costs of any training development should be paid for by the school or at least a contribution towards the costs if the training will benefit the school and improve Jane and the service she provides th e school. 3) Confidence / Self Esteem – Put Jane at ease and give her ownership of and pride in what she can do.Also have regular progress reviews in order for her to measure her personal achievements and progress. 4) Personal Commitments – Undertake training through the school day or provide time off in lieu if the training is beneficial to the service we provide. 5) Funding – Free training may be available, if very beneficial to the school funding should be located. 6) Transport – Training can be provided in local colleges or at school, therefore there would be very little travel required. Jane would be able to get local public transport and costs would be reimbursed by the school. Section 2: Know how to develop self and others to achieve organisational objectives 2. Briefly analyse learning/development options to meet need(s) of self and another member of the team. After studying and analysing the SWOT analyse and appraisals completed earlier in the ye ar, I have identified various learning opportunities for Jane and I. After undertaking my appraisal in December 2011 it was identified that I required further training on leadership and management of others. I felt that this was a significant area to develop as I had never received any training on managing staff, yet I have line managed several numbers of staff over the years. I am now currently undertaking the ILM Effective Management course. Another area that I found to have a weakness in is Health and Safety Management.I currently line manage a member of staff who has the responsibility for the Health and Safety of the school, pupils and staff. I currently have limited knowledge in this area and believe that this is an important area to improve to ensure I can manage the member of staff and her role efficiently. The member of staff is currently attending a diploma course in Health and Safety, which was organised by me through school. I have also arranged for myself to attend a 2 day workshop on Health and Safety within the workplace. A further area for development for me is HR & Recruitment policies and procedures. As a HR manager I feel that I have not received adequate training relating to HR Law, rules and regulations and Recruitment policies.I also feel this is the same for my team that manages the day to day processing of personnel matters, including contracts, sickness, maternity leave and much more. I have therefore arranged a one day seminar with a HR Adviser from OMBC to talk to myself and the team on HR & Recruitment policies and procedures to develop my team and I. Through Jane’s appraisal completed earlier this year and the SWOT analyses I feel that a vital area for development is her confidence with people, including staff and pupils. With her lack of confidence this sometimes affects her customer service, therefore I have arranged for a customer service course to be done at the school so Jane and 14 other staff receive training in this remit.Also to improve her confidence within the work place I ensure I give her tasks that encourages her to leave the sanctuary of the office and work with other colleagues in the school. Another development for Jane, which she is keen on is to commence her AAT (Association of Accounting Technicians) qualification. This is an expensive course and I have arranged for the school to contribute funds towards the costs of this course. Jane will also be attending a one day seminar that I have arranged in relation to HR and Recruitment policies and procedures. She currently works in the Finance & HR office and all staff come into the office asking questions in relation to contracts, pay, special leave, recruitment and I feel this is an area for her to develop.I have also arranged for some training to be provided to Jane, by me, on the payroll system so she can learn how to process timesheets, unpaid leave, and sickness pay. Again this is another vital area for Jane to develop i n to enable her to progress in the future in her career. The development of my needs and the needs of my team are always connected to the service provided to the school and to improve their professional development. 2. 2 Identify support mechanism for the development of self and another member of the team. For me, Jane and all other members within my team there are a number of significant support mechanisms in place. These are: * Annual appraisals where discussion on past progress and future development takes place. Termly (3 times a year) 1:1 meets take place to discuss any issues, training requirements, any difficulties they may be facing. * Monthly team meetings providing updates, and any questions, queries or ideas the staff may have to improve service or themselves. * Termly www. ebi (what works well & even better if) feedback from staff in relation to the office or themselves. * Regular in-house training provided by me to improve necessary skills for their development of t hemselves and the team. *Flexible working arrangements if necessary. * Engraining a whole school Continuous Professional Development (CPD) attitude and constantly reminding staff that school funding is available for self-development. 2. Prepare a development plan to achieve a learning objective either for self or another team member. The below table has been extracted from the staff appraisal which is completed every year and referred to throughout the year to review and monitor the development of the staff members development. Development Need| Development Action. | Approx. Cost| Measure of Success (Training Outcomes)| Evaluation Outcomes (Individual Outcomes)| Who to take action /By| Customer Service training to improve confidence and service| Arrange training course to come to school and provide training for 15 staff (including Jane)| ? 800 for 15 staff| Jane to attend and complete course. Improvement to Jane’s customer service| Line ManagerCourse booked for March 2013 ins et day| AAT Qualification training for work and self-development| Oldham College contacted and course information, dates and costs sent out to me and Jane. Jane to commit to 2 evenings per week at college| ? 1200 approx. for 1st year. This is a 3 year course. | Jane to attend course over the year and enrol for year 2. | To improve knowledge of basic accounts, improve self-confidence with attending college. | Line Manager & Jane Doe. Information obtained by December 2012. Funding secured by February 2013. Enrol during August 2013. | HR & Recruitment Training| HR Adviser from OMBC contacted by Helen Sharples.They are to provide training in the school conference room for HR team| Free| Jane & other HR staff member to attend one day seminar| To improve knowledge of HR/ Recruitment policies and procedures for whole of the team| Line ManagerNovember Inset training day. | 2. 4 Describe a method that could be used to monitor the development of self and another member of the team . One method that can be used to monitor the development of people, myself and team members is an appraisal system. This is what is currently used in my place of work. The main objective of an appraisal system is to review performance, potential and identify training and career planning needs. Performance reviews give managers and employees opportunities to discuss how employees are progressing and to see what sort of improvements can be made or help given to build on their strengths and enable them to perform more effectively.They are also used to look back on what has been achieved during the specific period and agree objectives for the next year. By using the appraisals system this can help to improve a team member’s job performance by identifying strengths and weaknesses and determining how their strengths can be best utilised within the organisation and weaknesses overcome. They can help to reveal problems which may be restricting employees’ progress and causing i nefficient work practices. As a manager I appraise my team on an annual basis setting target and development needs. In their initial or annual appraisal the staff member and I talk about how they wish to develop and progress within their role and the team.The areas of development are then discussed to ensure training is provided, either in-house or an external provider, to meet the development needs. Target dates are then set to ensure the training has commenced or completed before the next appraisal. Throughout the year I monitor the progress of the team member on a regular basis to ensure they are developing as discussed and no issues have come up. When monitoring I review their targets through 1:1 meetings which are done every half term. At the end of the 12 month period the training and development of the person is reviewed and assessed to ensure the training has had a beneficial impact on the person and the service the team provide. They cycle then commences again with a new se t of targets for the next 12 months are agreed.

Broken Windows and Victimology

The spinsterhood where you do not want to get out of the car. Are people more likely to be a victim of crime in these neighborhoods? The spatial syntax theory supports the idea that you are more likely to be a victim of a crime in certain areas (Nubian, 2006), and the broken window theory of crime volitionally supports the Idea that people are more likely to commit crimes If they think no one cares. Small crimes can lead to bigger crimes in areas where people are used to disorder and a lack of consequences for the smaller crimes (Keeling & Wilson, 1982).The broken window theory was introduced in a 1982 article titled broken windows by James Q. Wilson and George L. Keeling. In the article they discuss psychologist Philip Sombrero's experiment with an abandoned car. The experiment was done to show how even good people that usually do not commit crimes will commit a crime under certain circumstances (Keeling & Wilson, 1982). Zanzibar did many experiments that involved elements of good p eople doing evil things. He may be best known for his Stanford prison experiment, where he wanted to explore situational variables on human behavior.The prison experiment remains one of the most well-known psychological experiments (Rubberiest, 2013). Zanzibar served as the president of the American Psychiatric Association in 2002. My great respect for Summarizes work got me Interested In the broken window theory. The broken window experiment showed how even in a nice neighborhood where people would not usually commit crimes they did vandalize and damage the abandoned car after Zanzibar broke the window on the car. The experiment set the stage for the broken window theory.According to the broken window theory crime will be more prevalent in areas that are run down and uncared for. If a building has one broken window that has not been fixed it gives the impression that no one cares enough to fix the window. When people think that no one cares they will break more windows in the build ing Just for fun. As the neighborhood deteriorates and gets more vandalism the more crimes will be committed in that area. According to Keeling and Winslow community deterioration and crime are inextricably linked (Keeling & Wilson, 1982).New York Mayor Rudy Giuliani was motivated by the broken window theory to clean up New York. Together with the chief of police Willie Britton they took a very strict stance on graffiti, pan handling, prostitution, and other petty crimes. They proved that by cleaning up the neighborhoods and taking care of the petty crimes it had a big effect on the bigger crimes as well. There were 2,801 murders were committed 1994 the year that Giuliani took office and by 2003 the murder rate was down to 537, the lowest murder rate since 1963 (Adams, 2006).Another study done by a college student on the broken window theory in 2011 also produced positive results (US Fed News Service, Including US State News, 2011). The student cleaned up neighborhoods near campus t o decrease the crime rate and to test out the validity of he broken window theory. The work that she did had a positive impact on the residents of the areas that she cleaned up. Opposition to the broken window theory state that there is no real evidence to prove that this theory is valid.A main point that they make is that the lack of crime in the areas that have been cleaned up and have been policed more regularly may be due to other things and not Just the policing and upkeep of the neighborhood. While the opposing people do recognize there is a 4 correlation between the areas that have had increased policing and more upkeep ND the reduction in crime, they are quick to point out that correlation does not indicate causation (Miller, 2001). The main weakness in the broken window theory is that it is very difficult to prove the theory.I think that the opposing side of the broken window theory is not very strong. Much of the criticism takes the theory too literally expecting that Just fixing the windows and graffiti will stop murder. However, the theory is more about how once an area starts to deteriorate with petty crimes it can quickly turn into an area where more serious crimes are committed. Once law abiding citizens' start feeling unsafe in an area they leave the area and while the area is becoming less populated by law abiding citizens it will gradually become more populated by criminals.Anyone can be a victim of crime however, there are things that people can sometimes do that can increase the chances that they will be unable to fix it and leave it parked in the parking lot with the broken window it could increase the chances of someone trying to steal the radio out of the car. I experienced factorization of property crime on two occasions in my life and looking ace on it after learning about the broken window theory I now see that there were things I could have done to decrease my chances of being a victim.The first time I was a victim of property crime I had left my car parked in my work parking lot for two weeks while I was waiting to get the car repaired. It had engine trouble and I thought it would be k to leave it in the parking lot. The car sat there for weeks before someone broke the window and tried to steal the radio. The second time I was a victim of property crime I had moved into an apartment complex in a city I had lived n for years. I Just moved a few blocks over from where I had been living so I thought that it was obviously a good neighborhood and I did not even look for any signs of trouble.I was 5 used to living in the surrounding neighborhoods with homeowners who took good care of their property however, the apartment complex was different people did not take care of their property left broken down cars in the parking lot many of the cars were damaged with busted windows and accident damage to them. I did not pay attention to the cars or the parking lot when I decided to move in. Within weeks of moving into the a partment my car was vandalized and my daughter's bike was stolen off of the back patio.I believe that the broken window theory does explain the amount of property damage and vandalism of that apartment complex that I lived in. To remain safe and not continue to be a victim of crime I moved out of that neighborhood. People in general want to be safe and not become victims of crime if I had understood the theory of spatial syntax and the broken window theory at the time I moved into that neighborhood I would probably paid more attention to certain details and avoided the situation by choosing a different apartment complex.I am not different in the way that I moved to get away from crime many people alter their lifestyle as a result of fear of crime. Many people now live in gated communities (Nubian, 2006). People often feel safer in gated communities and in areas where they feel that people care more about their property. When people feel safer they are more present in the streets and therefore criminals would be less likely to be active in these areas. There are areas that are not kept up where the sense of community is rower that crime is more prevalent in.I can see the broken window theory active in society because of this. People who live or spend a lot of time in these areas are more likely to be victims of crime. I support the broken window theory and believe that communities should be more involved in the condition of their neighborhoods and that would reduce the crime rate. When people do not take care of their property they are more likely to become a victim of crime. In that same manner of thinking 6 overlooked or go unpunished that can lead to bigger more violent crimes.

Job analysis 2 Essay Example | Topics and Well Written Essays - 2000 words

Job analysis 2 - Essay Example Safdar et al. (2010) conclude that individuals with higher levels of knowledge, skills and abilities (KSA) tend to be better job performers. They also suggest that jobs need to be analyzed for the nature of the job and the nature of the relationships that the job entails as well as the job outcomes. Heathfield (2011) defines job analysis as â€Å"the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job† (para. 1). These are conducted in organizations as a strategic Human Resource Management practice with the aim of contributing to the efficiency of organizational performance (Cascio, 1998). Safdar et al. (2010) foresee that the increasing recognition of job analysis’ connection to H-R performance will make organizations conduct it more often in order to gain competitive advantage advantage (Anthony et al., 2002; Dessler, 2003). A job analysis was conducted on a lady director of a chi ldren’s centre. In this paper, she would be referred to as â€Å"jobholder†, being the subject of my job analysis. ... One day was a regular day on the job and the other day was observing her during a special event which is the parent orientation. She said I could ask her questions along the way. So the methods used in this job analysis are direct observation in the form of job shadowing, and interview. Job shadowing entailed my tailing her in the performance of her tasks for the day as she explained them to me. She assured me that I was free to interview her informally should any queries come up on my side. The job analysis that follows includes information gathered from both job analysis methods for the smooth flow of the analysis. Job Description The interview commenced with the jobholder describing her job. Such job description comprises the roles and responsibilities that the position entails. These are key determinants in estimating the experience, education, skill, etc. that the job requires. Heading a children’s centre entails a host of roles and responsibilities to keep it not only af loat but thriving at its optimal level. The jobholder is the managing director of a children’s centre and its sister preschool. Her job is being in charge of the day-to day operation of the centre which includes the over-all management of all areas from the availability of supplies, to scheduling of staff, to interviewing parents and to budget considerations, among many other responsibilities. She is there to ensure that the centre runs smoothly. She also works with a Board of Directors composed mostly of volunteer parents. They make final decisions on some financial issues. Aside from management concerns, she also does strategic planning with staff for brainstorming other decisions for the centre and the children. Although she does not have a teaching load, she is on

What factors determines use of a certain device Research Proposal

What factors determines use of a certain device - Research Proposal Example The independent variable will be measured using the coefficient associated with regression of the objector data to be measured. According to Marshall, Data will be collected using mixed methods approach. Data collection tools will include: Key informant interviews, observation and questionnaires. An example of the questions that will be asked involves, According to Ingersoll, Data will be analyzed using contingent tables. The application of the chi-square statistic is used to assess the relationship between the two variables. The investigator takes the observed frequency (O) and compares it to the expected frequency (E) and combined using the following formula. The importance of this study is to understand the factors that determine the use of a device. The results of this study will confirm the already existing data, add to that data or provide new knowledge in the field. This will promote more research in the field and the public and the government will be more interested to know the findings. The plan for this project is as follows: presentation of the research topic, preparation and presentation of the proposal, data collection, data analysis, documentation and final presentation of the

What is 'News' Examine critically and discuss how it is constructed Essay

What is 'News' Examine critically and discuss how it is constructed and produced - Essay Example There is furthermore a tendency for news organs to try to vary their content - an excellent example is in the UK where the TV news bulletins, even on days which are dominated by â€Å"bad news† stories, will usually end with a piece of light relief - so much so that popular mythology has it that a certain news-caster was fired when his over-mirthful reaction to one such item was accidentally aired. Newspapers also follow this format - in most countries the â€Å"serious† news being placed at the beginning of a publication, with less serious issues such as TV listings, sports and letters being placed later in the publication. However, the advent of 24 hour TV news stations such as CNN, BBC World and Euronews, along with the massive expansion of the internet, has made significant changes to the ways that media construct their reports. A vast amount of effort is now put into gathering news, and once consequence of this is that news media are no longer able to manage the flow of news as comprehensively as in the past, nor to restrict access to what information the public will become privy to. Throughout history individuals, organizations and governments have sought to control public access to information. In this they have been sometimes aided and sometimes obstructed by the organs of the media which deliver that information. In particular newspapers in many countries have, until recently, tended to follow the guidance, or even censorship, which governments have imposed on them. However, more recently this has become a less followed path for news media. This greater independence appears to spring form several disparate sources. Firstly - the burgeoning of the internet has provided a new and largely unregulated source of news material. Items that mainstream news media might have previously not reported are now in the public domain. To fail to report these would leave the traditional media open to allegations of news manipulation, scorn and