Knowles Separate Peace Essays: Loss of Innocence -- Separate Peace Es

Loss of Innocence in A Separate Peace  In the human instinct, gullible obliviousness of the world's defects inevitably respects the acknowledgment that the world contains scorn and violence.â John Knowles places his novel A Separate Peace in circumstances which require this passionate transformation.â The characters become progressively mindful of the idea of the world.â also, images help show the interrelation of thoughts and occasions as they show up in Gene's subliminal mind.â In this novel, setting, character, and images build up the topic of loss of blamelessness.   â â Setting elaborates the subject of loss of innocence.â For instance, the four significant characters in this story are sixteen and seventeen years of age, which is the age when adolescents get ready to end their youth and become adults.â Also, the Devon school, where the story happens, is where young men make the progress to full adulthood, thus this setting shows all the more unmistakably the young men's own growth.â Finally, World War II, which in 1942 is seething in Europe, powers these high school young men to grow up quick; during their seventeenth year they should assess everything that the war intends to them and conclude whether to take a functioning ... ...nature.â Finally, the tree off which Finny and Gene bounce speaks to the Tree of Knowledge; hopping from the tree is contrary to the principles, and in doing so the young men emblematically acknowledge the loss of their blamelessness as Adam and Eve did by eating of the prohibited fruit.â Symbols positively pass on the subject of loss of honesty.   â â In John Knowles' tale A Separate Peace, the topic of loss of honesty is ably evolved through setting, character, and symbols.â This story essentially subtleties a youngster's entering the grown-up world as all kids do.â Everyone endures loss of blamelessness. Â

A DNA Bank Is Good For All Essay Example For Students

A DNA Bank Is Good For All Essay Envision that a sentenced youngster molester is discharged from prison andthat he is currently going around the nation searching for work. One daythis criminal comes back to his old ways and he assaults a small kid whosedead body is found in an abandoned field the next day. The main traceof proof at the wrongdoing scene is a semen example on the young men garments. Presently this example could be valuable on the off chance that the police found, and arrestedthe suspect, and afterward took a blood test of his that coordinated the crimescene example. Be that as it may, since no different intimations are discovered this criminal wasnever captured and for the following couple years he rehashed this demonstration manymore times. It is a disgrace that blameless kids needed to kick the bucket on the grounds that ofthis debilitated man, and the vast majority would concur lawbreakers like this ought to bestopped at any cost.Now simply figure what might have happened had theirbeen a DNA information bank that contained this man To comprehend why a DNAdata bank is fundamental it is imperative to know precisely what DNA is. Initially, there are cells which makes up all creatures and inside thesecells are chromosomes. Chromosomes, which are comprised of DNA, contain allthe genetic data that an individual has. Presently this DNA(Deoxyribonucleic corrosive) which makes up these chromosomes just containsthe outlines of the living being. It is DNA which figures out what, where,and when to make a specific protein, and it essentially is the capacity centerfor data in practically all creatures.This information on DNA isimportant on the grounds that now it is conceivable to show the connection between's DNAand legal innovation. There are numerous reasons why DNA is such a valuable device for lawenforcement. One significant component of DNA, identifies with the way that allindividuals have remarkable DNA, is that every cell in a living being hasidentical DNA. Regardless of whether it is found in skin cells, hair cells, semencells, or platelets the DNA found in one cell is indistinguishable from the DNAfound in every single other cell in the bodyAnother amazingly crucialcharacteristic of DNA is that everybody has their own one of a kind DNA. Sincehumans when all is said in done are fundamentally similar in that we as a whole have legs, arms,hearts mind clearly most DNA is indistinguishable. The key however toidentifying people through DNA isn't through the strands of DNA thathave a known capacity, rather the DNA has no known capacity. Inside these strands of DNA with no known capacity, called Junk DNA, aredifferent tedious DNA designs which are extraordinary from individual to individual. This is the reason DNA can generally, be followed back to one individual (with theexception of indistinguishable twins). There are two tests for dissecting DNA for legal use, RestrictionFragment Length Polymorphism (RFLP), and Polymerase Chain Reaction (PCR). The RFLP test comprises of taking an example of body tissue which containsDNA. In the wake of finding the DNA a large number of various mixes of DNArepeats called Variable Number of Tandem Repeats (VNTR) are analyzed. These VNTRThere are an extraordinary number of motivations to have a DNA databank, however first it is imperative to precisely depict the requirementsfor this DNA information bank. Just indicted hoodlums would be entered intothe bank.Also, just Junk DNA would be kept as information, DNA that containsno individual or inherited information.One bit of leeway to an information bank willbe the fast access to data. Investigators will be capable tomatch the DNA gathered at a wrongdoing scene with DNA that has as of now beencollected in the bank and this will permit them to apply for a warrantfaster.Take the instance of Jean Ann Broderick. In 1991 she was foundmurdered and assaulted in her Minnesota loft. There were no observers orevidence that prompted any one think. The main lead at the wrongdoing scenewas a semen stain on the person in question. Minnesota as of now was one of thefew states that had and utilized a DNA information bank of indicted crooks, sothe Minnesota specialists checked their example DNA with the DNA information bankand found a match that connected the DNA with Martin Perez, a multi year oldillegal alien.After Perez was distinguished by the DNA, he was alsoidentified by witnesses, who saw him at Jean Ann BroderickAnotheradvantage of having a DNA information bank is that it is a lot simpler to identifyrepeat offenders.Most sexual guilty parties carry out a progression of violations, sothe significance of a DNA information bank can clearly be seen. The DNAspecimen left at the wrongdoing scene can be utilized to distinguish a suspect beforeother comparable violations are convicted.A circumstance like this occured in1994 in Manhattan, New York, when three assaults occured. Anthony Monagashad lived in Florida in the mid 1980One increasingly critical utilization of DNAwill be to dispose of suspects and stay away from bogus arrests.AttorneyGeneral, Janet Reno may have put it best DNA is an incredible asset forconvicting the blameworthy, however todayMany individuals contend against the ideaof a DNA information base. They guarantee that DNA conveys the hereditary blueprintsof individuals and that with the finish of the Human Genome Project DNAwill have the option to uncover all the individual data about a person. .u0530a0bb533dd4edd93b4b859c3039c4 , .u0530a0bb533dd4edd93b4b859c3039c4 .postImageUrl , .u0530a0bb533dd4edd93b4b859c3039c4 .focused content zone { min-tallness: 80px; position: relative; } .u0530a0bb533dd4edd93b4b859c3039c4 , .u0530a0bb533dd4edd93b4b859c3039c4:hover , .u0530a0bb533dd4edd93b4b859c3039c4:visited , .u0530a0bb533dd4edd93b4b859c3039c4:active { border:0!important; } .u0530a0bb533dd4edd93b4b859c3039c4 .clearfix:after { content: ; show: table; clear: both; } .u0530a0bb533dd4edd93b4b859c3039c4 { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; haziness: 1; change: murkiness 250ms; webkit-change: obscurity 250ms; foundation shading: #95A5A6; } .u0530a0bb533dd4edd93b4b859c3039c4:active , .u0530a0bb533dd4edd93b4b859c3039c4:hover { darkness: 1; change: mistiness 250ms; webkit-change: murkiness 250ms; foundation shading: #2C3E50; } .u0530a0bb533dd4edd93b4b859c3039c4 .focused content region { width: 100%; position: relative; } .u0530a0bb533dd4edd93b4b859c3039c4 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content design: underline; } .u0530a0bb533dd4edd93b4b859c3039c4 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u0530a0bb533dd4edd93b4b859c3039c4 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; fringe span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-fringe range: 3px; content adjust: focus; content beautification: none; content shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .u0530a0bb533dd4edd93b4b859c3039c4:hover .ctaButton { foundation shading: #34495E!important; } .u0530a0bb533d d4edd93b4b859c3039c4 .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .u0530a0bb533dd4edd93b4b859c3039c4-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u0530a0bb533dd4edd93b4b859c3039c4:after { content: ; show: square; clear: both; } READ: Autism Essay IntroductionDNA can say who the transporters are for illnesses, or the estimations of oneintelligence, and this is an intrusion of protection. These outcomes can besold to insurance agencies or different organizations that can hold an individualsgenetic data against their ownselves. Presently as referenced beforeonlyJunk DNA, which contains data that has no known use, will be utilized. Next, the genuine DNA test doesn't need to be kept just the X-beam film,and testing strips which would all be able to be kept on PCs. The legislature inan exertion to ensure all DNA information basing is up to standard structured theDNA Identification Act to oversee both the examination and revealing of DNAforensic results, just as giving punishments to the divulgence of DNAinformation. Awards will be given out throughout the following five years toforensic research facilities that conform to legislative gauges, participatein outer proficency testing and limit access to DNA data. Under this sort of framework DNA data is not any more perilous than actualfingerprints. Another contention that numerous individuals have about DNA is the case thatDNA is unreliable.There is a high possibility of getting either incorrectresults, or fudged results in light of the little space for mistake and thetampering that should be possible. Truly there is an opportunity of blunder however resultshave indicated that DNA is 99% precise. Nothing is great and a systemcannot be significantly more productive than this.Tampering with proof is notunique to DNA; proof of any kind can be altered. DNA does notdetermine blame, it is simply proof and regardless of whether DNA matches it doesnot imply this is a clear sentence of blame. Take the O.J. Simpsoncase. Monstrous DNA proof was incorporated that all highlighted O.J., butsince there was doubt of altering by the L.A.P.D. he was notconvicted of the wrongdoing. DNA proof can be inconsistent, yet under thelegal framework untrustworthy proof likely wonBy weighing up thearguments for a DNA information bank unmistakably there oug ht to be a DNA databank for all indicted lawbreakers. As of now the presence of a DNA bankfor indicted lawbreakers is essential to the wrongdoing battling business. Over30 thirty states have their own DNA databases and the FBI has a nationaldatabase named Combined DNA Index System(CODIS), and it incorporates the DNAdatabases of all expresses that as of now have one. The benefits of a DNAdata base are overpowering: The moment access to data can help inthe speedy dread of a crook, it is a lot simpler to distinguish repeatoffenders so as to forestall future wrongdoings, and the information base can alsoeffectively dispose of suspects and end bogus arrests.All of societ

How to Write an Essay Using PDF For Free

How to Write an Essay Using PDF For FreeHow to write an essay is not a question many people ask but if you have never tackled a paper, then maybe you should read on. There are different types of writing and there are many questions one has to answer when writing an essay. This is the first step in writing a paper and although you may be overwhelmed by this, it will give you a direction to follow.So many factors need to be taken into consideration when writing an essay. The formality of the school, or the subject matter of the paper, is going to affect the ease in which the essay is written. Therefore, there are some pointers that can be used to help you with how to write an essay in various forms of writing.Punctuation is another thing that needs to be taken into consideration as it can make or break the essay. Any mistakes in this area could cost you points and at the same time, make it impossible for the essay to be accepted. All punctuation has to be checked before sending the com pleted assignment for evaluation.The next factor that needs to be taken into consideration when writing an essay is the topic of the essay. In this case, there is going to be no use of personal experience to write about something you have personally experienced. Instead, you will be using the experiences of others. This can be in the form of a testimonial, an anecdote or a personal story.Since the purpose of writing an essay is to convince the reader of your point of view, whether you are advocating something positive or a negative opinion, you must make sure to make your opinion clear. Words that might be confusing for some people are words such as; 'it,' 'and,' 'as well'which are' etc. When all these words are used, they lose their meaning and clarity and therefore they need to be replaced with more precise terms such as; 'it' 'and' 'and/or.'A good essay is one that creates an argument and not a debate. It should have proof with a factual basis that the writer is right. It should be able to point out something that cannot be disputed.There are five of these types of essays which can be used by students. These five styles are: the summary essay, the argument, the conclusion, the study guide and the thesis statement.Write an essay as it was meant to be written. This may sound simple but you may not be aware of the necessity of being organized and careful while writing.

SAT Writing Verb Tense Mood

Verb errors can take several  forms on the SAT. Here, well examine two of these tense error and mood errors and which  clue words can help you identify and correct them. What SAT grammar rules do you need to know about verb tense? fosco lucarelli Tense Errors Youre probably familiar with the three main tenses past, present, and future. However, you may not be as comfortable with the various forms of this trio, and knowing when to use them can be surprisingly tricky. If you need a refresher on the tenses, check out our grammar guide to verb tenses. The SAT Writing test uses certain words and phrases to clue you into which tense should be used in each problem. One of the easiest ways to check for tense errors is to look at the other verbs in the sentence or in the sentences around the underlined portion. If everything else is in a certain tense, it is likely, although not guaranteed, that the selected verb should also be in that tense. When faced with a choice between perfect tenses and regular tenses, though, you’ll have to dig a little deeper. For example, if you have to choose between using the regular past tense or the past perfect, look for the words â€Å"before† or â€Å"until†. These words indicate that something began and  ended sometime in the past, which is the definition of past perfect tense. Words like â€Å"since† or â€Å"after† should point you in the direction of present perfect, meaning something began in the past but is still happening.    Example (regular past tense): James drank three cups of coffee this morning. Example (past perfect tense): Before he got to work this morning, James had drunk three cups of coffee. Mood Errors Mood-based questions appear much more rarely than those focused on verb tense, but its still a good idea to become familiar with them since they can be a little tricky. There are three main types of mood in English: indicative, imperative, and subjunctive. Most sentences are in indicative mood, which is the standard, information-sharing mood. Example: The humidity is making my hair frizzy today. Imperative mood is specific to sentences that instruct someone to do something. Example: Go brush the dog. Example: George, don’t do that. Subjunctive mood is the one that confuses most people. It only comes into play when a sentence is talking about something hypothetical, counter-to-fact, or wishful. Keep an eye out for the words â€Å"if†, â€Å"would have†, â€Å"should have†, â€Å"wish†, etc. They tell you that subjunctive mood is potentially being tested. The most common errors the SAT makes with subjunctive mood involve the verb â€Å"to be†. Where you would normally use â€Å"was†, for example, subjunctive mood uses â€Å"were†. Example: If I were you. NOTE: â€Å"If I was you† is incorrect, no matter what Meghan Trainor says! Subjunctive mood also uses the verb â€Å"to be† in its basic form when you might not expect it. Example: The teacher asked that we be in our seats before the bell rang. Because the above example is discussing a situation in the future that has not yet occurred, we use the word â€Å"be† instead of any other form of the verb. These instances of the subjunctive mood tend to feel pretty natural, so they don’t stand out as much as uses of â€Å"were† do. And there you have the essentials of verb tense and mood errors on the SAT. These and subject-verb agreement  errors are pretty common on the SAT, so when in doubt, check the verbs! Check out Magooshs expert advice for even more SAT Writing and Language practice!

Sonnets The Power of Love Essay - 1581 Words

Sonnets: The Power of Love The majority of Elizabethan sonnets reflect two major themes: time and love. William Shakespeare, too, followed this convention, producing 154 sonnets, many of which deal with the usual theme of love. Because the concept of love is in itself so immense, Shakespeare found several ways to capture the essence of his passion. Therefore, in his poetry he explored various methods and used them to describe the emotions associated with his love for a mysterious dark lady. These various ideas and views resulted in a series of sonnets that vibrantly depicts his feelings of true, undying love for his lady. Instead of making the topic less interesting, as some might expect, Shakespeares myriad approaches†¦show more content†¦In Sonnet 43, Shakespeare writes that his love has great powers, to make the world transform from darkness to light. The days are dark and sad until he saw her, but his nights are always bright from sight of her in his dreams: All days are nights to see till I see t hee,/ All nights bright days when dreams do show thee me. In the sonnet that follows, he extends this idea by saying, If the dull substance of my flesh were thought,/ Injurious distance should not stop my way. Here, Shakespeare wishes he were thought, for if this were true, he could always be with his lady; thought, unlike himself, can travel great distances to find her and is always welcomed into her mind. This theme is again expressed in Sonnet 47, in which Shakespeare settled the argument over possession of his lady between his eyes and heart: Thyself, away, are present still with me;/ For thou not farther than my thoughts canst move. Even if his eyes arent gifted with the sight of her, he can feel her nearness in his thoughts. In Sonnet 52, Shakespeare compares himself to a wealthy man who treasures his jewels, like he prizes his lady: So am I as the rich whose blessà ¨d key/ Can bring him to his sweet up-lockà ¨d treasure. For him, the key to his riches is his thoughts, which bring him immediately to his love. Many of Shakespeares sonnets also focus on the extent of his love, such as the sacrifices he makes for hisShow MoreRelatedThe Power of Love in Sonnets by Petrarch Surrey and Wyatt2243 Words   |  9 Pagesï » ¿ The Power of Love in Sonnets by Petrarch, Surrey and Wyatt Francesco Petrarch, Sir Thomas Wyatt and Henry Howard, the Earl of Surrey were three of the greatest poets in history. They were truly visionaries in their work and with their origination of the sonnet, they crafted poems of love in all its incredible forms. With these poets, we are able to see how the sonnet evolved into the form popularized by Shakespeare and even how it still influences the modern poetry of today. 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Integration Strategy and Human Resource Management

Question: Discuss about the Integration Strategy and Human Resource Management. Answer: Introduction: Human Resource Management or (HRM) is an organisational function dealing with the recruitment, management, training and development of the employees working in the organisation. Increasing globalisation has made people management more sophisticated and complicated as more number of corporations are becoming global. HRM deals with the management of people and hence it is least likely to converge between countries. It may not be easy to manage people in different countries using same HRM practices and policies. Irrespective of their origin, it is necessary to learn the successful HRM practices because of continuous globalisation (Boxall and Purcell 2011). This paper reviews the HRM practices operating Australia, US and Canada. The essay presents an overview of HRM in each country. The essay focuses on the three elements of HRM of recruitment selection, training and development and performance management. The essay provides a comparative analysis of these three elements of HRM between t he three selected countries as well as highlighting the issues related to culture. When dealing with employees from different cultures it is crucial to shape the cultural values of the organisation and motivating the employees. A literature review is performed to support the facts in the essay. This comparative study provides an understanding of how the HRM practices in three countries work and it highlights what it entails for the possibilities of learning from one another. In Australia, the HR managers make a recruiting plan to ensure recruitment of diverse pool of participants. Employees are allowed to participate by making referrals or interview. The line mangers disseminate the information about vacant positions to potentially qualified applicants both internally and externally abiding all the legal regulations. Based on the Hofstede analysis (detailed in Appendix) the culture in Australia is individualistic (McGraw 2014). The employees are expected to be self-reliant and take initiatives. However, the communication between the employees and the managers is open and free and to some extent people may have moral and cultural connections with their jobs. The hiring and selection procedure is based on the merit or on the experiences of the employees (what they have done and what they can do). Work culture is based on the shared values of the people, which is strive for the best and winners takes all (Jackson 2014). The superiors are always accessible t o the employees to address their needs. The managers are dependent on the individual employees for their expertise. The training and development of the staff is based on the competencies needed by them for achieving the organisational goals and to manage the personal differences such as race, ethnicity, age and gender (McGraw 2014). The HRM policy in US is defined by set of principles designed to solve a set of problems. These principles were developed by Taylor in 1964 in US after his pioneering study in the field of scientific management (Kaufman 2014). According to Taylor, for an organisation to be successful, both human skills and organisational competencies are essential (McLean and Budhwani 2016). Based on Hofstede analysis the culture in US is very individualistic (Kaufman 2014). People are goal oriented and the employees lack moral connections to their jobs. The managers of the organisation give high level of importance and preference to the knowledge than anything else. The US managers consider knowledge as an asset and highly knowledgeable people are rewarded for their contribution. The skills pyramid is presented as a large base with small top. The small group represented on the top posses high knowledge. The recruitment system in US is neither strongly based on the position nor on the career. The emp loyee selection criteria in US are based on previous experience and extensive interview. The training and development provided to the people is based on their needs and demands of the specific post. These factors form a basis of HRM model of US (Zeichner and Hollar 2016). The Canadas HRM model is strategic in nature. The HRM practices in Canada are largely linked to the strategic objectives. Based on Hofstede analysis the culture in Canada is very individualistic (Zeichner and Hollar 2016). The employees of this nation prefer and are autonomous. They exhibit self-control indecision-making and do not depend on external guidance for working. They tend to take initiatives with minimum supervision. The HR managers recruit employees either internally and externally. They recruit best personnel for the job using skills tests, talent acquisition programs, and by helping the applicants to get a right person for the job. Canada is a secular country and the HRM practices are not affected by the discriminations with respect to age, religion, race and caste. The recruitment system in Canada is strongly based on career. People are goal oriented and the employees lack moral connections to their jobs (McLean and Budhwani 2016). For any organisation preparing for globalisation, the most important factor it must focus on is culture. The term culture refers to the patterned ways of reacting, feeling and thinking which are acquired through socialisation and social learning (Weber et al. 2013). Culture means a set of cognitions that are shared by all or several groups of members in a society. Traditions and attached values are the core of culture. According to Hoftsted analysis the five dimensions to culture are Individualism, Power Distance, Masculinity/Femininity, Uncertainty Avoidance and Long Term Orientation (Hofstede 2011) (Appendix). HR managers need to deal with people from diverse cultural background. HRM should facilitate cross-cultural interactions for better results. HRM play a crucial role in shaping the cultural values of organisation. Lack of cross cultural interactions hampers relationships between people, motivational orientation, and attitudes towards workplace (Thomas and Peterson 2014). There fore, HRM practices should not ignore the cultural dimensions mentioned when globalising the operations to successfully achieve organisational objectives. The figure below depicts the difference in cultural dimensions between Australia, Canada and US. More or less all the three countries exhibit low context cultures that is individualistic with US being highly individualistic culture. Australia has high uncertainly avoidance followed by Canada and US (Taras et al. 2012). US has high power distance index followed by Canada and Australia. The culture of long-term orientation is high in Australia followed by US and then Canada (Chathoth et al. 2011) (See Appendix for Hofstedes cultural dimensions). HR managers play a vital role in recruitment and selection of competent staff for the organisation to make it more socially and environmentally responsible. Efficient decision-making is important which means HR should assign employees as per their talent. Their role is essential in the recruitment strategy, identifying potential gaps and setting the correct measures in the whole recruitment process (Buller and McEvoy 2012). Analysing the recruitment and selection element of HRM practice, it was found that in Australia and Canada people are recruited by advertising the job vacancies within either the government or open to the public. In all the three countries, employees are selected after recruitment if they meet the merit criteria such as the requirement of official language, essential qualifications for job, and others. The US firms highly prefer and recruits well educated and trained people having Go for it attitude. The recruitment system in Canada is strongly based on career whe reas in Australia it is neither strongly based on the position nor on the career (Grenier and Xue 2011). The hiring objectives in Canada and Australia are set at workforce availability levels for designated groups such as women, disabled, Aboriginals, and visible minorities (Teo et al. 2011). However, compared to US, in Canada and Australia, the recruitment policies are affected by the socio-cultural factors such as discrimination based on race, ethnicity and colour. Since the uncertainty avoidance index is higher in Australia than Canada and US, Australians may prefer clear cut job descriptions and responsibilities. It is necessary for the HR managers to create an inclusive and equitable work climate. It necessitates the need of performance assessment (Buciuniene and Kazlauskaite 2012). Assessing the staff performance, will help determine the level of performance management required in the organisation. Performance appraisals and reference checks are used to assess the merit criteria which is mainly performed for creating promotional opportunities (Brewster and Mayrhofer 2012). The analysis of performance assessment elements of HRM practice, showed that US firms offers bonus schemes to employees for their motivation. Few years ago US has introduced the skills auditing system. US firms have the tendency of evaluating the employees work only once in a year and have recently introduced the system of presenting newsletter (Teo et al. 2011). However, most of the Australian firms evaluate the work performance of the employees more than once a year. There is a low level of implementation of skills audi ting and offering bonus schemes in Australian firms (Stanton et al. 2010). The use of performance assessment in HR decisions in Canada is similar to US except that the assessment in Canada most of the firms focus on middle and senior managers and staff evaluation is performed twice a year. Canada offers performance related pay scheme that ranges from 15-39% of base salary (Akbari 2011). However, it is mainly offered to senior staff rather than all the employees as in US. This type of discrimination may add to high job attrition. HRM practices should support the employees addressing their needs and adding learning value. Therefore, the training and development practices of HRM include addressing the immediate concerns of the employees and reduce staff turnover. Getting a right person for the right job is not always sufficient. Employee motivation is essential to ensure a consistent performance with the long-term goals of the organisation. These practices are useful for narrowing skill gaps as well as for conducting career planning (Weber et al. 2013). Analysing the training and development element of HRM practice revealed that US and Canada practices conducting regular meetings between the employees and the senior managers for their training and development. These practices are being implemented for longer than the Australian firms. Australia had recently introduced the system of regular meetings between the employees and the senior managers. Australia has specialists available on call for ergonomic assessmen ts in workplace setting. These programs are designed for career development of the employees and enhance their skills-sets aligning with their respect goals (Edwards et al. 2014). In Australia the meetings are held only when every can one attend (Stanton et al. 2010). In US the companies provide training for employees on own cost benefits and does not depend on institutions to provide pressures. In US and Canada due to individualistic culture and employees being self interested in their pursuits, the training in these countries is viewed as means of building interpersonal and technical skills of employees (Buciuniene and Kazlauskaite 2012). Therefore, in tight labour market the individualistic employees find better positions using the newly acquired skills. Unlike in US both in Australia and in Canada training and development of staff is focused mainly on positions requiring mandatory training (Akbari 2011) It can be concluded that the US firms are more sophisticated than the Australian firms in terms of their HRM practices. In approaching the HRM practices, US value its employees as resources. It may be due to this sophisticated HRM practices (operationally) that US have stable environment with relatively less competitive atmosphere. Australia and Canada also have well established regulations for HRM but are less stringently implemented when compared to US. Various research papers also indicates that unlike US, both in Australia and Canada the HRM practices are influenced by the socio-cultural factors. However, the last decade had showed significant transition in the HRM practices and policies in both Australia and Canada with the help of government support. Overall, there is no vast difference of HRM practice in Australia and Canada but then both the countries are different from US in this context. Majority of the firms in Australia do not or have low level of implementation of the HR M practices and policies. There is a minute difference between the three countries with respect to cultural dimensions therefore; it is possible for Australia and Canada to adopt sophisticated HRM practices implemented in US. It is particularly recommended to the Australian managers to consider the HRM practices more thoroughly. Though HRM has a multifaceted nature, particular approach adopted by the managers is another tool in their competitive repertoire. References Akbari, A.H., 2011. Labor market performance of immigrants in smaller regions of western countries: some evidence from Atlantic Canada.Journal of International Migration and Integration/Revue de l'integration et de la migration internationale,12(2), pp.133-154. Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan. Brewster, C. and Mayrhofer, W. eds., 2012.Handbook of research on comparative human resource management. Edward Elgar Publishing. Buciuniene, I. and Kazlauskaite, R., 2012. The linkage between HRM, CSR and performance outcomes.Baltic Journal of Management,7(1), pp.5-24. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Chathoth, P.K., Mak, B., Sim, J., Jauhari, V. and Manaktola, K., 2011. Assessing dimensions of organizational trust across cultures: A comparative analysis of US and Indian full service hotels.International Journal of Hospitality Management,30(2), pp.233-242. Edwards, T., Lavelle, J., Minbaeva, D., Sanchez-Mangas, R. and Jalette, P., 2014. Global Standardization or National Differentiation of HRM Practices in Multinational Companies?. InProceedings of the 56th Annual Meeting of the Academy of International Business. Academy of International Business. Grenier, G. and Xue, L., 2011. Canadian immigrants access to a first job in their intended occupation.Journal of International Migration and Integration,12(3), pp.275-303. Hofstede, G., 2011. Dimensionalizing cultures: The Hofstede model in context.Online readings in psychology and culture,2(1), p.8. Jackson, D., 2014. Factors influencing job attainment in recent Bachelor graduates: evidence from Australia.Higher Education,68(1), pp.135-153. Kaufman, B.E., 2014. 18. The origins, evolution, and current status of human resource management in the United States.The Development of Human Resource Management Across Nations: Unity and Diversity, p.461. Mazanec, J.A., Crotts, J.C., Gursoy, D. and Lu, L., 2015. Homogeneity versus heterogeneity of cultural values: An item-response theoretical approach applying Hofstede's cultural dimensions in a single nation.Tourism Management,48, pp.299-304. McGraw, P., 2014. A review of human resource development trends and practices in Australia: Multinationals, locals, and responses to economic turbulence.Advances in developing human resources, pp. 92-107. McLean, G.N. and Budhwani, N., 2016. 10 Human Resource Development in Canada and the United States.Global Human Resource Development: Regional and Country Perspectives, p.191. Stanton, P., Young, S., Bartram, T. and Leggat, S.G., 2010. Singing the same song: translating HRM messages across management hierarchies in Australian hospitals.The International Journal of Human Resource Management,21(4), pp.567-581. Taras, V., Steel, P. and Kirkman, B.L., 2012. Improving national cultural indices using a longitudinal meta-analysis of Hofstede's dimensions.Journal of World Business,47(3), pp.329-341. Teo, S.T., Le Clerc, M. and Galang, M.C., 2011. Human capital enhancing HRM systems and frontline employees in Australian manufacturing SMEs.The International Journal of Human Resource Management,22(12), pp.2522-2538. Thomas, D.C. and Peterson, M.F., 2014.Cross-cultural management: Essential concepts. Sage Publications. Weber, W., Festing, M. and Dowling, P.J. eds., 2013.Management and International Review: Cross-Cultural and Comparative International Human Resource Management. Springer Science Business Media. Zeichner, K. and Hollar, J., 2016. Developing professional capital in teaching through initial teacher education: comparing strategies in Alberta Canada and the US.Journal of Professional Capital and Community,1(2), pp.110-123.

Video Essay Vs Free Course Material

Video Essay Vs Free Course MaterialThere are a number of free MBA samples out there for everyone to download. How many of them do you use? Most probably, none. Why is that?The free samples are not doing your course justice. They often contain inaccuracies or are plain wrong. How can a free sample guide to an online MBA course be so off the mark? It is because the providers of such free samples do not offer a quality or updated course material. So when a student gets a free sample, their expectations are not met.It is easy to download and use free material to learn. But before doing so, you should know what to look for in a quality MBA online course. A reliable course will be full of correct terminology, clear explanations, and detailed examples. The material will be organized and easy to understand.A credible provider of MBA online material should have large volumes of free course material available for download. You can download all the chapters in a course at one time and take as m uch time as you need to study each chapter.How does one go about studying for a course without accessing video and audio lessons? Do you read books and think you know what you are reading? With the use of audio and video materials, you can receive all the support you need to learn and do not have to worry about going to the library to get a book and putting it on your shelf.A well-known provider of MBA online course material should provide free course material for you to download. Some may have chapters that are not completely finished but there are a lot of them online. So you can go through them as they come, if you choose to. If you want a comprehensive understanding of your online MBA course material, you will need to download the free course material. They should not be unusable, but you should still be able to find the information you need online.If you are serious about your MBA, consider getting some free course material. You will learn much more by using free material than you will with MBA video essays.