The Lottery Point of View Paper free essay sample

â€Å"The Lottery† is that of being told as an outsider looking in. The story is told more by an observer’s perspective as opposed to that of a member. In â€Å"The Lottery† she outlines how what is being done to the relatives, of individuals in the town, is a demonstration of futile carnage. It isn’t clear concerning why they continue with the antiquated custom yet what is clear is that the individuals in the town are submissive to the past law and are reluctant to perceive the truth about the entire thing, silly murdering. Jackson’s third individual view is essential to the plot of the story since it permits the brightening of the way that the townspeople, drove by Mr. Summers who had expected the city obligation of directing the lottery, are continuing with a custom of the lottery in light of the fact that â€Å"there’s consistently been a lottery† (239). We will compose a custom exposition test on The Lottery Point of View Paper or then again any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page At the point when I initially started perusing the story I had no clue about what Jackson was paving the way to. As the network individuals meet up they are depicted as simply individuals amassing for a brisk undertaking that will just upset their lives for a brief timeframe. The tension starts to work in the group as she composes of their anxious chuckling and their quietness as the lottery is going to happen. When the lottery is in progress the perusers can start to get a sense from the villagers’ dithering and anxiety that the lottery may not be something that one needs to win and the pending result won't bring bliss. Jackson’s perspective makes the story so amazing in light of the fact that she illustrates the lottery similar to a standard piece of life. The individuals don’t appear to see the malevolence in what they are doing. It’s a savage and determined act yet they have recently acknowledged as the standard in light of the fact that that’s the way they’ve consistently done it. In â€Å"The Lottery† Jackson expounds on a point in the story, during the drawing of slips, where a man makes reference to that there are towns toward the north where they are looking at closure the lottery and that there are in truth puts where they have just quit doing them. He’s excused by a senior who says they are a â€Å"Pack of insane morons. Tuning in to the youthful people, nothing’s adequate for them† (239). He proceeds to state that they should come back to such primate ways as living in caverns. He portrays the finish of lotteries just like a stage back in their movement of an edified society with the end goal that it is. The title of this story is misdirecting in light of the fact that when a great many people think about the lottery they rush to accept you are going to pick up something positive. This isn't the situation in this short story by Jackson. It is definitely not a triumph and there is no joy when you are attracted this lottery. This lottery is an unusually envisioned if not celebrated by the townspeople. We see what individuals did before and pass judgment on them by their activities. There are barbarities in our history that appear to be preposterous. We see what individuals are able and it’s horrifying. For reasons unknown it appears as if individuals are happy to do unfathomable things basically on the grounds that they’re custom or that it’s simply the status quo. Their ethical alert neglects to go off and silly savagery is acknowledged. In â€Å"The Lottery† the individuals developed knowing nothing else, similar to the little fellows in the town who gather the stones for the executing, it’s the main thing they know. Hence, they don’t see what is so amiss with what is happening. From the third person’s see we can watch the townspeople travel through the occasions of the morning as the lottery goes on. Shirley Jackson’s decision of perspective in this short story, â€Å"The Lottery† was fundamental to its prosperity in light of the fact that without it, the entire story would have been deciphered diversely and you would not have comprehended what she is attempting to state. We as people should be sympathetic and defend what is ethically right. Because somebody says that we have to accomplish something since it is the thing that has consistently been done doesn’t imply that it’s right. Standing firm and making change can be a terrifying and now and then hazardous however on the off chance that it’s the correct activity we have to do it. Jackson represents what happens when we as individuals hold on and sit idle. She shows this moment that she expounds on Tessie toward the finish of the story. Tessie Hutchinson was dead-on when she held up her hands urgently to the group and said â€Å"This isn’t reasonable, it isn’t right! † (241). Despite the fact that this is just a story it strikes consistent with our souls since we have all observed the barbarism on the planet.

Essay about Career Plan

Exposition about Career Plan Exposition about Career Plan Profession Plan Profession Plan Interest Profile: Conventional, Social and Enterprising. Skills: Coping with pressure, adhering to directions, conveying results, objective center, holding fast to values and coordinating. Work Culture: High controlled, moral and strong. In the profession plan intrigue profile my outcomes indicated that I was ordinary, social and venturesome. Ordinary vocations include following a set daily practice and methods. This generally requires the worker to cling to a hierarchy of leadership. Social professions including working, instructing, aiding and speaking with others. Venturesome professions frequently include driving individuals and working with different organizations. I found that my capabilities results demonstrated that I adapt well to pressure, adhere to guidelines, convey results, objective centered, hold fast to values and help out others. Adapting to weight can be utilized in a wide range of employment zones. I saw in my exploration that as separated of the board you should have the option to manage the quick change in the workplace (Demers, Colman, 2003). To do so you should have the option to adapt to pressure. There is steady weight when in an administration position. You should shuffle a wide range of abi lities when taking on such a vocation, for example, association, preparing, staffing, profession arranging, work place assorted variety, and so forth. Another activity I found that would function admirably with my abilities was a secretary. In my examination I saw that as a secretary you should have the option to help out other (marketing specialists, 2009) As a secretary you are continually managing various individuals and can not let others activities and mentalities influence the work you do. While watching the outcomes from my work culture inclinations I found that I would prevail in a culture that is powerful, moral and additionally steady. I feel that working in the board would accommodate my work societies. Working in a powerful work culture implies scanning for vocation advancement, getting the opportunity to learn new ability as often as possible, working in better places, significant pay and high possibility of

How to Manage Financial Stress

How to Manage Financial Stress How to Manage Financial Stress How to Manage Financial StressDon’t let bad credit and money woes impact your health.Sweaty palms. Trouble sleeping. Adrenaline coursing through your veins. For many of us, these are telltale symptoms of stress. If these are symptoms you experience while worrying about bad credit, unexpected expenses, saving for the future, or how to make ends meet each month, you are not alone.According to the 2017 Stress in America report from the American Psychological Association (APA), financial stress is the second most common stressor in the United States. Sixty-two percent of respondents reported experiencing financial stress; about one-third of adults said they worry about unexpected expenses, three-in-10   expressed concerns about saving for retirement, and a quarter of Americans reported “the ability to pay for life’s essentials” is stressful.Stress can physically and mentally affect your body. When left unmanaged, stress can become chronic, leaving you physically and emotionally o verwhelmed and running on empty, which can translate into serious health problems. Learn how stressing about bad credit, bills, and other financial woes can have a long-term impact on your overall well-being.How does financial stress affect you?According to the APA, chronic stress can affect almost every system in your body and lead to all sorts of health issues from anxiety to a sluggish immune system. Chronic stress happens when daily stressors are not managed well or outright ignored, as well as in response to traumatic events. The longer the stress goes unchecked, the most likely it is to turn into a health issue like high blood pressure, or contribute to one like depression. Let’s take a closer look at the effects financial stress can have on various parts of your body:Musculoskeletal system. This system includes your muscles and bones. Stress tends to make our muscles tense up â€" it’s a way we try to protect ourselves in anticipation of pain or injuries. Usually, our musc les tend to relax when we get our stress under control, but chronic stress can mean that your muscles never get a chance to relax. This can lead to chronic pain and even tension headaches and migraines.Respiratory system. This is the system that allows us to breathe. Stress can sometimes constrict our breathing, which can lead to rapid breathing or shortness of breath. These symptoms are often worse for those who already have respiratory diseases, such as emphysema or asthma.Cardiovascular system. This is the system that pumps blood around our bodies, which in turn delivers oxygen and takes away waste. When a stressor is upon us, hormones like adrenaline, cortisol, and noradrenaline pump through our blood.For early humans, these hormones helped protect them and give them what they needed to fight or flee. This response is still with us today, and as a result, our heart rate and blood pressure increases when we are stressed. Usually, once the stress passes, everything returns to norm al, but with chronic stress, our heart rate and blood pressure can stay elevated, wearing down parts of the cardiovascular system. This can contribute to an increased risk for cardiovascular events, like heart attacks and strokes.Endocrine system. Your endocrine system is a network of glands that regulate hormones in your body. When something stressful happens, your endocrine system initiates a response that engages what’s called the hypothalamic-pituitary-adrenal (HPA) axis, which produces steroid hormones like cortisol. Cortisol and similar hormones also work with your immune system to fight infections and reduce inflammation. Chronic stress increases hormone output, which can interfere with the communication between the immune system and the HPA axis. This can lead to a weakened immune system and has been linked to mental health issues.Gastrointestinal system. Did you know that there is a strong link between your gut and your brain? There is. Chronic stress can cause gastrointe stinal issues such as bloating, upset stomach, heartburn, and more. Disruptions in your gut caused by stress can also affect your mood and cognitive abilities, thanks to the gut-brain connection.Nervous system. Your nervous system is the control center for all your body’s other functions. There are several components, and when stress occurs, they enable the stress response in all the systems explored above. Chronic stress leaves the systems activated, which wears you out physically and emotionally.Reproductive system. No, not even your reproductive system is safe from stress. In men, stress can cause low libido, sperm mobility, and sperm count. In women, it can pause menstruation, cause irregular or painful periods, lower libido, decrease fertility, and jeopardize the health of pregnancies.This is all serious stuff! So how do you manage stress? It often comes down to making changes to your lifestyle and behavior.How can you manage financial stress?The thing about financial stress is it often comes when money is tight. Some forms of stress managementâ€"like regular yoga classes at your local studioâ€"can add up and become expensive. That’s why we’ve put together some budget-friendly ways to manage stress.Take time for self-care. This can include exercise and meditation, both of which have been proven to reduce the physical and mental symptoms of stress. According to educational psychologist Elisa Robyn, this need not cost any money. There are many free health and wellness programs available for streaming on YouTube, such as yoga, tai chi, weight training, and other forms of exercise, she says. “Because these are used at home, there is no time spent traveling to a gym, and the classes can be broken into smaller segments,” so that you can juggle them with your other responsibilities.It might not even need to take you much time to feel the effects. According to the Anxiety and Depression Association of America, a 10-minute walk may be as good for your me ntal health as a 45-minute workout. Exercise releases endorphins, which can combat the negative effects of stress.Robyn also advises scheduling “no-worry” time, which can take the form of meditation. Meditation is a kind of mental practice that helps you train your awareness and attention. This can help you manage your mental state, returning you to calmness and stability. If you do not yet know how to medicate, there are many guided meditations available online for free.Unplug from negative influences. “The internet, specifically social media, can add to financial stress if you follow people that you are tempted to compare your financial situation to,” says Logan Allec, a CPA and owner of personal finance site Money Done Right. His advice? Unplugâ€"or at least unfollow.   “If you are going through a period of significant financial stress, unplugging from social media completely can help,” he says. “Eliminating the temptation to compare yourself to everyone you see on social media when you are in a financially stressful situation can be quite freeing.”Focus on the positive. “Remember your financial situation is temporary,” says Dr. Randi Nelson, a board-certified pediatrician, financial wellness expert, and author of Ladynomics: A Woman’s Prescription for Wealth and Financial Well-Being. “The key is to remain positive while seeking solutions to your problems and to express gratitude, although you may feel that you have very little to be thankful for.”Robyn agrees. “Spend a few minutes every day focused on how, at that moment, you are warm and safe and dry,” she says. She said she herself used this sentiment as a mantra, which helped her focus on the positive in life instead of the negative. It’s also important to remember that money isn’t everything and your financial troubles do not define you. Robyn recommends taking time to account for all that you are proud of in your life. “Are you a great parent? Think about that. Are you going to school to improve your life?” she says. “Be proud,” and take stock of your accomplishments.Identify your specific stressors and create a plan. Sometimes, financial problems can seem overwhelming and impossible to overcome. This doesn’t have to be true. The first step is to identify your individual financial stressors â€" student loans, credit card debt, unstable budget â€" and to create a plan to resolve them. Nelson recommends for the plan to involve “taking baby steps to reducing and eliminating financial issues.”Small steps are easier than giant leaps, which can seem overwhelming. The APA agrees that committing a plan to paper can itself reduce stress, and taking actionâ€"like contacting creditors to ask for help and payment plansâ€"can get the ball moving forward if you are stuck in a spiral.Increase financial literacy. A lot of financial stress is caused simply by not having a firm grasp of the basics. The internet is full of resources to help you learn about your finances, including podcasts, financial blogs like this one, and financial literacy courses, like our very own OppU.Increased financial literacy can help you create a workable budget, start saving for an emergency fund, and avoid high-risk predatory loans, like bad credit loans, no credit check loans, and payday loansâ€"the kinds of financial products that are almost certain to contribute to your financial stress and not lessen it.ContributorsLogan Allec  is a CPA and owner of the personal finance website Money Done Right. After spending his twenties grinding it out in the corporate world and paying off more than $35,000 in student loans, he dropped everything, and in 2017, launched Money Done Right. His mission is to help everybodyâ€"from college students to retireesâ€"make, save, and invest more money. He resides in the Los Angeles area with his wife Caroline. Follow him on Twitter  @moneydoneright.Dr. Randi B. Nelson  is also a nationally recognized author, speaker, a nd consultant. She is a sought-after media expert regarding children and young adult health issues in addition to a financial wellness expert due to her extensive 14-year career as a vice president in investment banking.  She is   the author of the No. 1 Amazon best seller  Ladynomics: A Woman’s Prescription to Wealth and Financial Well-Being.  Dr. Nelson lives and work in Brooklyn, NY.Dr. Elisa Robyn has a bachelors and masters degree in geology, a PhD in educational psychology, and a second masters degree in Jewish studies. She has more than 20 years of experience as a professor and academic dean in various institutions. She has expertise in advising students on undergraduate and graduate academic and career pathways. Dr. Robyn also has an active blog, and is the author of two books and several academic articles. For more information, visit  elisarobyn.com.

How to Manage Financial Stress

How to Manage Financial Stress How to Manage Financial Stress How to Manage Financial StressDon’t let bad credit and money woes impact your health.Sweaty palms. Trouble sleeping. Adrenaline coursing through your veins. For many of us, these are telltale symptoms of stress. If these are symptoms you experience while worrying about bad credit, unexpected expenses, saving for the future, or how to make ends meet each month, you are not alone.According to the 2017 Stress in America report from the American Psychological Association (APA), financial stress is the second most common stressor in the United States. Sixty-two percent of respondents reported experiencing financial stress; about one-third of adults said they worry about unexpected expenses, three-in-10   expressed concerns about saving for retirement, and a quarter of Americans reported “the ability to pay for life’s essentials” is stressful.Stress can physically and mentally affect your body. When left unmanaged, stress can become chronic, leaving you physically and emotionally o verwhelmed and running on empty, which can translate into serious health problems. Learn how stressing about bad credit, bills, and other financial woes can have a long-term impact on your overall well-being.How does financial stress affect you?According to the APA, chronic stress can affect almost every system in your body and lead to all sorts of health issues from anxiety to a sluggish immune system. Chronic stress happens when daily stressors are not managed well or outright ignored, as well as in response to traumatic events. The longer the stress goes unchecked, the most likely it is to turn into a health issue like high blood pressure, or contribute to one like depression. Let’s take a closer look at the effects financial stress can have on various parts of your body:Musculoskeletal system. This system includes your muscles and bones. Stress tends to make our muscles tense up â€" it’s a way we try to protect ourselves in anticipation of pain or injuries. Usually, our musc les tend to relax when we get our stress under control, but chronic stress can mean that your muscles never get a chance to relax. This can lead to chronic pain and even tension headaches and migraines.Respiratory system. This is the system that allows us to breathe. Stress can sometimes constrict our breathing, which can lead to rapid breathing or shortness of breath. These symptoms are often worse for those who already have respiratory diseases, such as emphysema or asthma.Cardiovascular system. This is the system that pumps blood around our bodies, which in turn delivers oxygen and takes away waste. When a stressor is upon us, hormones like adrenaline, cortisol, and noradrenaline pump through our blood.For early humans, these hormones helped protect them and give them what they needed to fight or flee. This response is still with us today, and as a result, our heart rate and blood pressure increases when we are stressed. Usually, once the stress passes, everything returns to norm al, but with chronic stress, our heart rate and blood pressure can stay elevated, wearing down parts of the cardiovascular system. This can contribute to an increased risk for cardiovascular events, like heart attacks and strokes.Endocrine system. Your endocrine system is a network of glands that regulate hormones in your body. When something stressful happens, your endocrine system initiates a response that engages what’s called the hypothalamic-pituitary-adrenal (HPA) axis, which produces steroid hormones like cortisol. Cortisol and similar hormones also work with your immune system to fight infections and reduce inflammation. Chronic stress increases hormone output, which can interfere with the communication between the immune system and the HPA axis. This can lead to a weakened immune system and has been linked to mental health issues.Gastrointestinal system. Did you know that there is a strong link between your gut and your brain? There is. Chronic stress can cause gastrointe stinal issues such as bloating, upset stomach, heartburn, and more. Disruptions in your gut caused by stress can also affect your mood and cognitive abilities, thanks to the gut-brain connection.Nervous system. Your nervous system is the control center for all your body’s other functions. There are several components, and when stress occurs, they enable the stress response in all the systems explored above. Chronic stress leaves the systems activated, which wears you out physically and emotionally.Reproductive system. No, not even your reproductive system is safe from stress. In men, stress can cause low libido, sperm mobility, and sperm count. In women, it can pause menstruation, cause irregular or painful periods, lower libido, decrease fertility, and jeopardize the health of pregnancies.This is all serious stuff! So how do you manage stress? It often comes down to making changes to your lifestyle and behavior.How can you manage financial stress?The thing about financial stress is it often comes when money is tight. Some forms of stress managementâ€"like regular yoga classes at your local studioâ€"can add up and become expensive. That’s why we’ve put together some budget-friendly ways to manage stress.Take time for self-care. This can include exercise and meditation, both of which have been proven to reduce the physical and mental symptoms of stress. According to educational psychologist Elisa Robyn, this need not cost any money. There are many free health and wellness programs available for streaming on YouTube, such as yoga, tai chi, weight training, and other forms of exercise, she says. “Because these are used at home, there is no time spent traveling to a gym, and the classes can be broken into smaller segments,” so that you can juggle them with your other responsibilities.It might not even need to take you much time to feel the effects. According to the Anxiety and Depression Association of America, a 10-minute walk may be as good for your me ntal health as a 45-minute workout. Exercise releases endorphins, which can combat the negative effects of stress.Robyn also advises scheduling “no-worry” time, which can take the form of meditation. Meditation is a kind of mental practice that helps you train your awareness and attention. This can help you manage your mental state, returning you to calmness and stability. If you do not yet know how to medicate, there are many guided meditations available online for free.Unplug from negative influences. “The internet, specifically social media, can add to financial stress if you follow people that you are tempted to compare your financial situation to,” says Logan Allec, a CPA and owner of personal finance site Money Done Right. His advice? Unplugâ€"or at least unfollow.   “If you are going through a period of significant financial stress, unplugging from social media completely can help,” he says. “Eliminating the temptation to compare yourself to everyone you see on social media when you are in a financially stressful situation can be quite freeing.”Focus on the positive. “Remember your financial situation is temporary,” says Dr. Randi Nelson, a board-certified pediatrician, financial wellness expert, and author of Ladynomics: A Woman’s Prescription for Wealth and Financial Well-Being. “The key is to remain positive while seeking solutions to your problems and to express gratitude, although you may feel that you have very little to be thankful for.”Robyn agrees. “Spend a few minutes every day focused on how, at that moment, you are warm and safe and dry,” she says. She said she herself used this sentiment as a mantra, which helped her focus on the positive in life instead of the negative. It’s also important to remember that money isn’t everything and your financial troubles do not define you. Robyn recommends taking time to account for all that you are proud of in your life. “Are you a great parent? Think about that. Are you going to school to improve your life?” she says. “Be proud,” and take stock of your accomplishments.Identify your specific stressors and create a plan. Sometimes, financial problems can seem overwhelming and impossible to overcome. This doesn’t have to be true. The first step is to identify your individual financial stressors â€" student loans, credit card debt, unstable budget â€" and to create a plan to resolve them. Nelson recommends for the plan to involve “taking baby steps to reducing and eliminating financial issues.”Small steps are easier than giant leaps, which can seem overwhelming. The APA agrees that committing a plan to paper can itself reduce stress, and taking actionâ€"like contacting creditors to ask for help and payment plansâ€"can get the ball moving forward if you are stuck in a spiral.Increase financial literacy. A lot of financial stress is caused simply by not having a firm grasp of the basics. The internet is full of resources to help you learn about your finances, including podcasts, financial blogs like this one, and financial literacy courses, like our very own OppU.Increased financial literacy can help you create a workable budget, start saving for an emergency fund, and avoid high-risk predatory loans, like bad credit loans, no credit check loans, and payday loansâ€"the kinds of financial products that are almost certain to contribute to your financial stress and not lessen it.ContributorsLogan Allec  is a CPA and owner of the personal finance website Money Done Right. After spending his twenties grinding it out in the corporate world and paying off more than $35,000 in student loans, he dropped everything, and in 2017, launched Money Done Right. His mission is to help everybodyâ€"from college students to retireesâ€"make, save, and invest more money. He resides in the Los Angeles area with his wife Caroline. Follow him on Twitter  @moneydoneright.Dr. Randi B. Nelson  is also a nationally recognized author, speaker, a nd consultant. She is a sought-after media expert regarding children and young adult health issues in addition to a financial wellness expert due to her extensive 14-year career as a vice president in investment banking.  She is   the author of the No. 1 Amazon best seller  Ladynomics: A Woman’s Prescription to Wealth and Financial Well-Being.  Dr. Nelson lives and work in Brooklyn, NY.Dr. Elisa Robyn has a bachelors and masters degree in geology, a PhD in educational psychology, and a second masters degree in Jewish studies. She has more than 20 years of experience as a professor and academic dean in various institutions. She has expertise in advising students on undergraduate and graduate academic and career pathways. Dr. Robyn also has an active blog, and is the author of two books and several academic articles. For more information, visit  elisarobyn.com.

Dónde tomar clases gratis para el examen de ciudadanía

Los residentes permanentes legales pueden tomar clases gratis con numerosas organizaciones para estudiar los exà ¡menes de inglà ©s y de conocimientos histà ³ricos y cà ­vicos, los cuales forman parte de los requisitos para adquirir la ciudadanà ­a estadounidense por el trà ¡mite de la  naturalizacià ³n. En este artà ­culo se listan 40 organizaciones —y sus respectivos nà ºmeros telefà ³nicos— ubicadas en los 12  estados con mayor poblacià ³n latina que brindan gratuitamente clases para la ciudadanà ­a. Ademà ¡s, muchas de ellas tambià ©n ayudan para completar el formulario N-400, con el cual se inicia la tramitacià ³n de la solicitud de la naturalizacià ³n.   Puntos clave: Clases gratis para la ciudadanà ­a por naturalizacià ³n. Los residentes permanentes legales pueden nacionalizarse y adquirir la ciudadanà ­a  estadounidense mediante el trà ¡mite de la naturalizacià ³n.Los exà ¡menes de inglà ©s leà ­do y escrito y de conocimientos histà ³ricos y cà ­vicos es parte del trà ¡mite de naturalizacià ³n.Numerosas organizaciones brindan clases gratis para ayudar a los migrantes a aprobar dichos  exà ¡menes.NALEO Educational Fund es la coordinara nacional de muchas de  esas organizaciones a travà ©s de la Campaà ±a Citizenship Works. Los migrantes que residen en otros estados encontrarà ¡n, al final de este artà ­culo, un telà ©fono al que pueden marcar desde cualquier parte de Estados Unidos para solicitar informacià ³n sobre organizaciones locales que prestan este servicio. Finalmente, antes de presentar este documento se recomienda a todos los residentes permanentes verificar si califican para no pagar la tarifa correspondiente que, en la actualidad, es de $725, incluidos los $85 de la toma de los datos biomà ©tricos.  ¿Donde tomar clases gratis para examen de ciudadanà ­a? Todas las organizaciones que se listan a continuacià ³n forman parte de la campaà ±a para Nuevos Ciudadanos Americanos, liderada  por el Immigrant Legal Resource Center y del que forman parte asociaciones sin fines de lucro, fundaciones, organizaciones religiosas y despachos de abogados. Las organizaciones religiosas en este listado atienden a todos los migrantes;  es decir, no es necesario practicar su religià ³n para recibir este tipo de ayuda. Arizona International Rescue Committee. Tel: 602-433-2440Chicanos por la Causa. Tel: 602-257-0700. E-mail: infocplc.orgPromise ArizonaFriendly House. Tel: 602-416-7210. E-mail: evelynsfriendlyhouse.org, a la atencià ³n de Evelyn Sà ¡enzCampesinos sin Frontera. Tel: 928-627-5995. En el condado de Yuma California Immigrant Legal Resource Center en el à ¡rea de Central Valley. Tel: 415-255-9499NALEO Educational Fund en la zona de Los AngelesInstituto Internacional del Area de la Bahà ­a, en zona de San Francisco. Tel. 415-538-8100 ext. 206Public Law Center, en el à ¡rea del condado de Orange. Tel: 714-541-1010Ready Now San Diego, en el à ¡rea de San Diego. Tel: 619-363-3423Services Immigrant Rights Educational Services, zona de Sillicon Valley. Tel: 408-453-3017 Carolina del Norte Carolina Refugee Resettlement Program. Tel: 704-535-8803  Insteep. Tel: 919-680-8000. Email: infoinstepp.orgLa Coalicià ³n. Tel: 888-839-8682. Cobra una pequeà ±a tarifa. Colorado Puede contactar a Colorado Immigrants Rights Coalition en: Denver.  Tel: 303-922-2244Montrose. Tel:970-249-4115 Florida Brevard Hispanic Center. Tel: 321-802-9516. Zona de Palm BayCatholic Legal Services. Tel: 305-372-1073 (Downtown Miami) y 305-887-8333 (Doral)Hispanic Services Council. Tel: 813-936-7700. TampaJustice Shall Be for All. Tel: 407-556-5955. Email: infojusticeshallbeforall.org. KissimmeeRedlands Christian Migrant Association. Tel: 800-282-6540. Area de Immokalee Georgia Catholic Charities of Atlanta. Tel: 770-790-3104GALEO. Tel: 885-54GALEOLatin American Association. Tel: 404-638-1800 (Atlanta), 404-702-0271 (Athens), 678-205-1018 (Lawrenceville)New American Pathways. Tel: 404-299-6099. Afiliada con el Church World Service and Episcopal Migration Ministries.Oficina del alcalde de Atlanta para Asuntos Migratorios. Email: welcomingatlantaatlantaga.gov Illinois Esperanza Legal Assistant Center. Tel: 309-732-0047Hispanic American Community Education and Services. Tel: 847-244-0300. Email: infohaces.orgIllinois Coalition for Immigrant and Refugee Rights. Tel: 855-435-7693 Nueva York Catholic Migration Services. Tel: 728-236-3000 (Brooklyn), 347-472-3500 (Queens)CUNY Citizenship Now. Tel: 646-664-9400Dominicanos USA. Tel: 718-665-0400. Email: contactdominicanosusa.orgMake the Road New York. Tel: 718-418-7690Northern Manhattan Coalition for Immigrant Rights. Tel: 212-781-0355Oficina del Alcalde de Nueva York para Asuntos Migratorios. Tel: 212-788-7654Oficina del Estado de Nueva York para Nuevos Americanos. Tel: 1-800-566-7636 Nueva Jersey Make the Road New Jersey. Tel: 908-768-4991 Nuevo Mà ©xico New Mexico State University. Tel: 575-234-9280 (Carlsbad)Catholic Charities brinda ayuda a bajo costo en 2010 Bridge SW (Albuquerque) y en 1234 San Felipe Ave (Santa Fe) Texas American Gateways. Tel: 512-478-046, ext. 200 (Austin), 210-521-4768, ext. 232/233 (San Antonio), y 512-387-2650 (Waco)Catholic Charities of Dallas. Tel: 214-634-7182Catholic Charities of Galveston and Houston. Tel: 713-526-4611Proyecto Inmigrante. Tel: 888-793-2182. Oficinas en Dallas, Fort Worth y Wichita Falls Washington Colectiva Legal del Pueblo. Tel: 206-931-1514. Email: infocolectivalegal.orgOficina de Seattle para Inmigrantes y Refugiados. Tel: 202-727-8515.One America. Realizan Dà ­as de la Ciudadanà ­a por todo el estado. Ademà ¡s, desde todos los estados se puede marcar a la Asociacià ³n Nacional de Oficiales Latinos Electos  (NALEO, por sus siglas en inglà ©s) al 888-839-8682. Esta là ­nea se atiende en inglà ©s y en espaà ±ol y se ofrece informacià ³n sobre otros centros cercanos adonde se puede acudir para solicitar ayuda en la preparacià ³n de los exà ¡menes de inglà ©s, historia y conocimientos cà ­vicos para sacar la ciudadanà ­a estadounidense por naturalizacià ³n. Recursos en là ­nea para preparar el examen para la ciudadanà ­a Los residentes permanentes que consideren que es suficiente si estudian por sà ­ mismos, pueden practicar el examen en la pà ¡gina de la organizacià ³n Citizenship Works o en la pà ¡gina de UScitizenshipsupport.com. En ambas pà ¡ginas se informa sobre las 100 preguntas de conocimientos cà ­vicos e historia que pueden ser preguntadas y tambià ©n se brindan tips memorà ­sticas para facilitar recordar las respuestas correctas el dà ­a del examen. Tambià ©n se ofrece informacià ³n prà ¡ctica sobre quà © esperar el dà ­a de la entrevista y examen. Asimismo, en la pà ¡gina del Servicio de Inmigracià ³n y Ciudadanà ­a (USCIS, por sus siglas en inglà ©s) se brinda material para practicar el examen cà ­vico y el de inglà ©s. Es de interà ©s verificar siempre esta pà ¡gina porque actualiza posibles cambios a las preguntas. Por ejemplo, los nombres del presidente, vicepresidente,  partido en el gobierno y representantes locales ante el Congreso. Informacià ³n prà ¡ctica sobre el examen para ciudadanà ­a por naturalizacià ³n Como regla general, actualmente la cita para presentarse al examen de inglà ©s y conocimientos histà ³ricos y cà ­vicos tiene lugar entre 6 y 8 meses despuà ©s de la presentacià ³n de los papeles. El examen, salvo casos excepcionales por edad o enfermedad o discapacidad, deberà ¡ rendirse siempre y en inglà ©s. El mismo dà ­a tiene lugar la entrevista.   Si el migrante reprueba el examen, deberà ¡ repetirlo. USCIS enviarà ¡ una carta con una nueva cita entre 60 y 90 dà ­as despuà ©s.  Si de nuevo reprueba, la peticià ³n de naturalizacià ³n se negarà ¡ y se deberà ¡ iniciar desde cero un nuevo proceso de naturalizacià ³n y pagar una nueva tarifa. Por el contrario, si el migrante pasa el examen y la entrevista, como regla general jurarà ¡ como ciudadano estadounidense entre 1 y 4 semanas despuà ©s de haber aprobado dicho examen. Es recomendable no viajar fuera de Estados Unidos desde la fecha en la que se aprueba el examen y la de juramentacià ³n y, si se hace, que sea por un corto periodo de tiempo. Finalmente, a la hora de adquirir la nacionalidad americana es  importante conocer las ventajas y derechos que se adquieren con esta ciudadanà ­a. Uno de los beneficios no muy conocido es que en promedio los ciudadanos ganan a lo largo de su vida laboral un 11 por ciento mà ¡s que los residentes permanentes legales.   Tambià ©n se puede votar en elecciones federales. Para ejercer el derecho al voto es necesario registrarse previamente segà ºn las leyes del estado en el que se reside. Este es un artà ­culo informativo. No es asesorà ­a legal.

Capital Ones Organizational Structure - 2479 Words

â€Å"At capital One, diversity means seeking out and embracing differences for the richness those differences add to our lives and to our business.† (http://www.capitalone.com/about/corporatecitizenship/diversity.php) A company that opens it business to diversity has the ability to value human differences, and in return acquire beneficial relationships. Capital One has partnered with MWBE (Minority and Women Business Enterprises) and the relationship is yielding a positive reaction in terms of the communities that house Capital One and in the corporate world. Because Capital One is an information based company there diversity plan is also well thought and proven. The diversity plan includes targeted recruitment, development and†¦show more content†¦The nodes on the bottom row represent sub-organizations, while the top two rows are individuals. (Organizational Hierarchy, page 1 para. 3) Old organizational models still exist in the real world where total control is a complete requirement. These old organizational models mainly used in government and military and sometimes transplanted to the non-military public companies and would work to a certain extent, but they have great limiting effect on promoting and evolving people. The transformed organizational model is quite different and the operating process is quite different. Figure below gives us insight into why interconnecting the stovepipes is a better option. We redisplay the organization in link patterns and we see a totally new perspective. By adding the horizontal ties we have transformed a simple hierarchy into an interconnected group. Recent research by psychologist Patrick Laughlin of the University of Illinois shows that groups outperform even the best individuals in decision making. Intelligence information is rarely clear or complete -- a key reason for having many perspectives and diverse experiences for cross-pollination and sense-making. (Organizational Hierarchy, page 1 para. 10) This considered being a transformed organizational model has catapulted companies into a company that isShow MoreRelatedCapital One Financial Corp: Setting and Shaping Strategy Essay695 Words   |  3 PagesCapital One Financial Corp: Setting and Shaping Strategy Strategy Capital One Financial Corp’s strategy is to develop and market products and services to satisfy the demands of a competitive and ever-changing marketplace by utilizing information technology for mass customization which will deliver the right product to the right customer at the right time and at the right price. 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Essay The Voyage of Christopher Columbus - 1421 Words

In 1492, an event took place that would change forever the way the world is viewed, and the way people viewed themselves. When Columbus set foot on that Caribbean island on an August morning over five hundred years ago, he set in motion one of the greatest migrations the world has ever seen. Two separate and distinct worlds met that day, even though both had populated their separate continents. One world, the old world, was made up of Europeans looking for fame and fortune, not necessarily for new and uncharted lands. Divine supports this idea by stating, â€Å"They (explorers) came not as colonists but as fortune hunters seeking instant wealth, preferably gold, and they were not squeamish about the means they used to obtain it† (Divine,†¦show more content†¦I will be focusing my attention on how each party conducted their first meetings with the natives, and what motives came into play on their explorations such as; religion, gold, and slavery. When these explorers met the native population, they encountered a people who had never had contact with anyone besides inhabits of their own world. The Europeans, on the other hand, had been trading with Africans, Muslims, Mongols, East Indians, and other Europeans for differing periods of time, thus being exposed to different types of culture in the past. On the other hand the isolation of the natives began some thirty to forty thousand years ago, when the last major ice age occurred. Divine supports this by saying, â€Å"The first people to cross this land bridge were small bands of Siberian hunters in pursuit of giant mammals†¦the migration of these nomadic groups took place over thousands of years† (Divine, p.3). Gradually, new and different societies and cultures developed among the natives, depending upon the region where they settled. Divine mentions this by saying, â€Å"Over the centuries, relatively isolated tribal groups had developed their own cultures , patterns of kinship, and spoken languages† (Divine, p.3). When Columbus initially arrived, he found only primitive inhabitants, he states this in the first document of the first chapter of Gorn, â€Å"a very poor people †¦ they do not carry arms,† (Gorn, p.8). In reality the nativesShow MoreRelatedThe Voyage of Christopher Columbus1541 Words   |  7 PagesAmerican History I 07/08/05 Christopher Columbus Voyage to North America Spanish exploration first began with a series of revolutions. First, the Commercial Revolution generated economic stability. Second, the Intellectual Revolution generated interest in the Earths composition and the pursuit of exploration. Europe then called for a political revolution to end the disorganized and disorderly rule of its government. 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Funding Models for Normative Pricing and Structure- myassignmenthelp

Question: Discuss about theFunding Models for Normative Pricing and Quality Structure. Answer: As Eagar et al. (2013) put, there are four funding models that are important in funding the healthcare system. The models include payment for performance (P4P) best practice pricing, normative pricing, and quality structure pricing models. However, this paper would focus on payment for performance, and it is applied in Australia. P4P or sometimes it is identified as safety and quality pricing operates on incentives and disincentives that a hospital gets depending on the outcomes of their services (Eagar et al, 2013). This model pays the institutions based on their practices or services and the areas of concern in this model are safety and quality. Hospitals whose services are easily accessible and their quality is commendable, get incentives, while those who do not, do get any incentives. The Australian public hospitals use the payment for performance model, to support their operational needs. To add further to the description of this model, its principal objective is to establish an express link between quality and safety and funding. If the patient outcomes are found to be good, definitely a hospital facility would be rewarded for the wonderful job done. Unfortunately, those hospitals that would have bad patient outcomes are likely to be penalized. In a nutshell, the model seeks to reward good quality and penalize poor quality (Lagarde, et al, 2013). In the Australian experience, there is a direct link between safety and quality and pricing and funding. Today, the Queensland Health, Australia is seeking to employ the normative strategies to introduce incentives ("Australian commission on safety and quality in healthcare", 2013). At the facility, the strategy is to incentivize case surgery conducted during the day, to reduce time spent at hospitals. Ideally, providing incentives for the day case surgery is to reduce stay at the hospital aims at improving performance. Thus, when incentives are offered due to excellent performance, definitely the funding model becomes P4P. Also, Queensland introduced a practice called CPIP (Clinical Practice Improvement Payment System) which seeks to provide incentives for better performance. Furthermore, it is reported that in 2007, Australia adopted a case-mix payment whose main objective was to achieve excellent performance. This is a confirmation that Australia is applying the P4P in its public hospitals to enhance their performance. In essence, to know that a country is applying the P4P model, the main focus should be to establish if there are incentives offered to achieve some desired performance. In Australia, there are efforts that are seeking to improve performance, by directing giving incentives to hospitals to achieve to improve their performance. Furthermore, in Western Australia, there are reports that between 2010 and 2011, WAHD (Western Australian Health Department), is implementing funding that is centered on activity carried out. For instance, is reported that health facilities handling in-patients cases that are acute received more funding, to boost their FOC (full operational capability). Ideally, there has been some significant increase in initiatives seeking to enhance safety and quality at Australian hospitals to bolster their performance for the benefit of patients (Norman, et al, 2014). Thus, due to the increased efforts in Australia to enhance the performance of their hospitals, it is imperative to state that they are employing the payment for performance model in her public hospitals. Manifestation of P4P Nevertheless, the payment for performance is likely to manifest in four areas that include: Pay-for- results, pay-for-transparency, gain sharing and pay-for-competence. For pay-for-results, this kind of initiative offers the healthcare providers some bonuses if they are able to serve their patients within a certain a short period of time so that they can go back to work. But, for pay-for-competence is where health providers, receive some excellent financial bonuses for having structured that are functioning to capacity, hence guaranteeing good performance (Mannion, Davies, 2014). In most cases, health service providers working at facilities that have achieved pay-for-competence are likely to be entitled to a better pay as compared to their counterparts in other facilities lacking the kind of structures they have in place. On the other hand, pay-for-transparency, is where those hospitals with proper documentation and processes are receiving financial bonuses, while those without are punished (Standard, 2012). Finally, gain sharing manifesting P4P, where healthcare providers are working in a complex system, where they are both striving to offer patient care, and in case they do a good job they share the incentives. On the other hand, if disparate providers fail to meet some desired performance they share the penalties imposed on them. National Efficient Price It is notable that NEP is activity-based. The concept of activity-based aims to determine how hospitals are funded depending on the activities they are carrying out. Thus, I am in agreement to the large extent that National efficient price is seeking to improve the health status in Australia, by having those hospitals that deal with more complicated disorders have a better funding than other hospitals. The idea perpetuated in this concept of NEP is that for public hospitals to achieve efficiency or desired performance then it is cogent to fund them depending on the activities they carry out. Furthermore, the NEP seeks to classify hospitals based on the services they offer so as to determine their funding (Downie, 2017). Hospitals that offer same services receive the same kind of funding and this to some level seeks to promote social equity (Downie, 2017). It promotes social equity in the sense that any hospitals across Australia receive same funding based on their services, so as to seal situations of funding variations that can be construed as discriminatory or injustice. Nevertheless, NEP in all probability seeks to improve the performance of public hospitals in Australia based on the services, they offer hence this kind of funding still falls under P4P. In conclusion, the main objective of payment for performance is to ensure that safety and quality are factored in determining the incentives or disincentives the hospitals receive. However, to some extent, the model does not give a model for growth, since it does not give room for improvement beyond a certain level (Merilind, 2016). Also, penalizing some hospitals due to their failure to meet some desired performance to some extent stifles them from performing well because of the demoralization that comes with disincentives. References Eagar, K., Sansoni, J., Loggie, C., Elsworthy, A., McNamee, J., Cook, R., Grootemaat, P. (2013). A literature review on integrating quality and safety into hospital pricing systems. Australian commission on safety and quality in healthcare. (2013). Retrieved 12 October 2017, from https://file:///C:/Users/ben/Downloads/Supplementary-Briefing-and-lit.pdf Standard, Q. I. G. (2012). Australian Commission on Safety and Quality in Health Care. Mannion, R., Davies, H. T. (2014). Payment for performance in health care. BMJ: British Medical Journal, 336(7639), 306. Norman, A. H., Russell, A. J., Macnaughton, J. (2014). The payment for performance model and its influence on British general practitioners' principles and practice. Cadernos de saude publica, 30(1), 55-67. Merilind, E. (2016). The impact of payment for performance on number of family doctors visits, specialist consultations and hospital bed occupancy. A longitudinal study. Quality in Primary Care. Lagarde, M., Wright, M., Nossiter, J., Mays, N. (2013). Challenges of payment-for- performance in health care and other public servicesdesign, implementation and evaluation. Downie, J. (2017). More than just activity: pricing and funding for quality and safety.

The Horse Whisperer by Nicolas Evans Essay Example For Students

The Horse Whisperer by Nicolas Evans Essay The Horse Whisperer by Nicolas Evans comments on many cultural issues. He analyzes life and presents characters with depth and emotion. Protagonist Grace Maclean experiences every emotion imaginable throughout the course of the novel. Grace deals with emotions of confusion, depression, and happiness in a very short period of time. More importantly Evans shows the transition of Grace from a child to an adult. And carefully details the evolving relationship with her mother. In the beginning Grace expresses little and/or no emotion towards her mother Annie Maclean. The novel does not provide details related to there relationship, yet it conveys emptiness. Annie provides insight into the relationship when she recalls a conversation between her and her daughter: Why dont we ever do this? Grace said, not looking up. Annie answered, rather too tartly, that she thought it was immoral, like product placement. And Grace had nodded thoughtfully, still not looking at her, Uh-huh, she said, matter-of-fact, flipping on to something else. I guess people think youre younger if you make out you havent got kids. We will write a custom essay on The Horse Whisperer by Nicolas Evans specifically for you for only $16.38 $13.9/page Order now This comment gives serious insight into Graces non-caring attitude towards her mother. Grace also does not look her mother in the face when speaking to her. This behavior whether intentional or not presents the lack of communication between daughter and mother. On one hand Grace is disrespecting the mother by not giving her mother the attention she deserves. And on the other hand Annie does not go out of her way to confront the problem. So in the area of communication, the blame is equally divided between them both. Graces accident on her horse Pilgrim changed her life forever. Following the accident Grace falls into a coma which faces her with a difficult choice. This choice is symbolic of her willingness to continue with life and confront her problems. In the coma she encounters two lights, one that is bright and strong and one that is weak and dim. She chooses to go towards the dim light, which represents her life. It represents her life because even though dim she realizes that she has reason to strive to make it better. This action represents a maturity that was not there before. The time that comes after the accident is challenging for Grace. Her struggles at school leave her feeling inept. Though she wants to continue as though everything is fine she sometimes questions her life. Graces relationship with Annie is at a standstill. Annies concerns about her daughter are reinforced when she says, I saw you when she fell. Youve got to stop feeling pity for her. Pity wont help her at all (88). She directs this comment towards Graces father Robert Maclean who seems to want to help Grace every time shes in distress. Annies comment establishes the fact that Grace has to help herself. And that deep down she wants to pick Grace up with her own hands, but knows that it would be for the worse. At this point Grace is realizing that improvement can only be reached on her own behalf. Everyone has to do things for themselves instead of waiting around for others. Grace matures on the spot when she visits pilgrim. She is in shock when she finds him injured and says, No! Daddy, no! (93). She utters those words to her father when she realizes how hurt her horse is. Its symbolic of the fact that you dont always receive what you expect. Grace expected to see horse well and better, and she was faced with a grotesque situation. Yet this situation really makes her reflect and grow. Shortly after this situation Annie investigates horses and Grace and she drive there way to see the Horse Whisperer. This marks the beginning of a long healing process between mother and daughter. And for Grace this journey will be more than just about her horse, but rather about her soul.

Microsoft Word How to Indent Text in a Document

Microsoft Word How to Indent Text in a Document Microsoft Word: How to Indent Text in a Document Formatting text in MS Word is both pleasingly simple and annoyingly complicated. Take text indentation, for example. The basics are very easy to grasp. But there are many extra options that you may miss if you’re not already a confident Microsoft Word user. To help out, then, we’ve prepared this complete guide on how to indent text in a document. The Tab Key One simple way to indent text is to place the cursor at the start of a paragraph and hit the tab key on your keyboard. In Microsoft Word, this adds a 0.5† (1.27cm) indent at the left margin. It also automatically formats the text so that subsequent paragraphs have a first-line indent. If all you want to do is begin each paragraph with a half-inch indent, this is fine. But for more control over text indentation in your document, read on. How to Indent Text You can find the basic indentation options in Microsoft Word on the main ribbon. This includes the Paragraph section of the Home tab, where you will find Increase Indent and Decrease Indent buttons. Indentation options. The Increase Indent button adds a 0.5† (1.27cm) indent at the left margin for the entire paragraph (not just the first line). The Decrease Indent button, meanwhile, does the exact opposite. Alternatively, go to Layout Paragraph on the ribbon and adjust the values in the left and right indent boxes as required. This has the added bonus of letting you indent text by a custom amount. Custom indentation. Special Indentations For even more control over the indentation in your document, you can open the main Paragraph menu. This can be accessed by going to Home Paragraph, clicking the Line and Paragraph Spacing button, and then selecting Line Spacing Options†¦ from the dropdown menu. Accessing the Paragraph menu. In the new window, you will find an Indentation section. The left and right indent options here work the same as in the Layout tab on the ribbon. Special indents. The other settings here can be used to add special indentations to your document. These include: First line – This option indents the first line of each paragraph to a custom value. Typically, this type of indent would be used as an alternative to paragraph spacing. Hanging – This will indent each line after the first in a paragraph. The most common use for this is to add a hanging indent in a reference list (e.g., as required in APA referencing). Mirror indents – Clicking this will change the left and right indent options to say Inside and Outside This will mean that indents are â€Å"mirrored† on odd and even pages, which helps ensure consistent formatting when printing something in a book format. To use any of these options, simply select the text you want to format with the cursor, open the paragraph menu, choose the type and size of indent you want to apply, and click OK to change the indentation for the selected text.

High cost of running the American healthcare system (this does not Research Paper

High cost of running the American healthcare system (this does not have to be the topic, use whatever that's suitable) - Research Paper Example There have been several reasons for such growth of cost in the health care system in the last few years. One of the most important reasons is the heavy spending in the technology sector. With time even the diseases are getting complex. Thus to fight such diseases technological innovation is a must. The use of prescription drugs also adds to the cost as with better technology the composition of the drugs are also changing which is making it more costlier than ever. The other very important factor that has added to the cost is the nature of the chronic diseases that has been a recent trend in the last few years. Chronic diseases constitute 75% diseases of the nation. These diseases are basically of long term duration and thereby requires more spending than other kind of diseases. Even the cure of such diseases is very costly compared to other kind of diseases. One economic factor which adds to the growth of the cost structure is the increase in population as well as the aging of the po pulation in US. With time, large portion of the populace is turning out to be aged as it is widely known that most diseases are often witnessed in old age. Therefore, with growing number of aged patients in the nursing homes, the cost of the health care division is also increasing. Higher administrative costs also contribute the higher health care cost structure (Kaiser Edu, 2010). Infrastructure, organization and quality should be major determinants in the health care delivery system. Health care largely depends on the infrastructure of the unit. It is very essential for the nursing home to have high level of infrastructure in order to combat with any kind of disease. Again the non physical infrastructure should be competent and up to date. It generally means that the information system and the human resources should be competent enough

Bretton Woods system Essay Example | Topics and Well Written Essays - 2000 words

Bretton Woods system - Essay Example It is undeniable that in the current debate on the international economic co-operation, we miss historical prospect completely. Or at least, we do not want to remember us the context in which was set up what we can call the great sedentary project of post-war period, not more of the role that one intended to make play at the time each great institution in their respective field. It is not a question to reconsider a period, already completed, but at least to remember, on a side, that the Agreements of Bretton Woods belong to a great project which, was not going from there to be carried out, at least until the failure of the Charter of Havana and the Cold war do not come to put at it a downtime. On the other side, which it is a question of setting up this great project, to make "the great decision" as could write it Shotwell in a book which completely reflects the spirit of its time, ''that if the crisis of the Thirties, with its batch of unemployment, dislocation of the world economy, commercial wars, etc, had sufficiently traumatized the spirits so that any idea of return to the past, with this economic order that had exerted oneself to restore in the inter-war period, is immediately evacuated. That is in question; is to set up a new order, an order which breaks with the past. And so that it was thus, it was not only necessary to rebuild the world economy on new bases, but also to rebuild the national economies on bases such renewed. At the time when is held the conference of Bretton Woods, in July 1944 let us recall it, the exit of the War is sealed since the unloading successful in Normandy. It is at the post-war period that is consequently a question of thinking, with the errors of the past which was a question of avoiding renewing, with the way in which one was going to rebuild the world economy. It is also the way in which one was going to institutionalize and widen this solidarity between the allied nations which, across the systemic differences, made so that it appeared possible to set up a new order. It is clear, when one looks at this period with a certain passing that the United States played a role determining in the installation of this new kind, but it agrees to bring many nuances with what could appear with the first access only the installation of a new hegemonic order, a kind of Pax Americana imposed. In this respect, it will be certainly interesting to return on the contents even of the American project, on the debates that one could raise at the time including in the American public opinion, as on the role played by these two large protagonists of Bretton Woods who were Keynes and White, to precisely see the project could be set up only insofar as this project rested on common principles, and that it answered common aspirations. It is under this angle that it is necessary, to approach the international order of post-war period and its prospects; while looking initially towards the United States, as it is them which mainly drew contours of this order, but also and in parallel, while looking towards the other countries, and in

Human Resources value proposition of GASCO

Human Resources value proposition of GASCO Introduction: The report presented here is regarding the HR value proposition of GASCO. GASCO is also known as Abu Dhabi Gas Industries Ltd. The company was born in the year 1978, in the very heart of the UAE (United Arab Emirates) in its capital Abu Dhabi. Value proposition is best explained by Ulrichs model which shows the factors one should look for to check whether the HR system helps to realize any value to the organization. The report will find out the same with the help of questionnaire analysis from the HRs in the company. GASCO: GASCO is also known as Abu Dhabi Gas Industries Ltd. The company was born in the year 1978, in the very heart of the UAE (United Arab Emirates) in its capital Abu Dhabi. Replying to a question about the vision of the founder of the company, late Sheik Zayed bin Sultan Al Nayhan he replied that he believed in the sound operation of the Emirates important gas assets. The amalgamation and establishment of Abu Dhabi Gas Industries Ltd or GASCO as a combined venture among the ADNOC (known as Abu Dhabi National Oil Company), Total, Partex, and Shell, and the addition of a wholly owned ADNOC Company named ATHEER in the year 2001, supported GASCO in appreciating the vision to be among the one of the most inventive, caring and respected companies in the hydrocarbon and gas industry. (Author, 2010) GASCOs promise in meeting the prospect of its diverse stakeholders employees, community, shareholders, non governmental bodies and regulatory bodies, was freshly recognized through the restitution of the combined Venture contract originally signed in the year 1978. The new contract, which is now contracted to run until the year 2028, September 30th, will permit GASCO to grasp the peculiarity of being one of the chief players in the worldwide gas and hydrocarbons industry, conducting the transportation of liquid and gas products, onshore gas processing and contributing to the economys GDP of in a responsible and sustainable manner. (Author, 2010) Literature Review: A HR value proposition is a proposal that defines the measurable and quantifiable gains that an organizations or individuals making the proposal promise to deliver. The development procedure of a HR value proposition is based on the reviews and analysis results of the gains, prices and values to be delivered to the customers by an organization, potential customers, and other constitutive groups working within and outside of the organization. It can also be viewed as positioning of a value, where term Value can be defined as = Benefits / Costs (where costs include all the risks taken). (Becker, 2002) Value is said to be added to a HR proposition when the work done by the HR professionals helps people to accomplish their goals and targets. What matters most is the benefits a person receives from this work and not design or the way the program was made or the policies used in declaration. The actions which do not fulfill these goals are not pursued. Hence HR value proposition can be viewed as the exercises, professionals involved and departments which work to achieve this aim and work to obtain productive and positive results for all the stake-holders like people working, managers, etc. (Spickett-Jones, 2003) Regrettably, in some organizations HR proposition is not seen as a group of people brought together to build something productive, rather it is seen as a cost centre. As such many of such groups are closed down during cost cutting processes. In order safeguard their position in an organization; they should increase their influence over their customers and stakeholders. They should emphasize less on their procedure and processes and more on the results and benefits they are providing. They should be in line with the productivity and their stakeholders. (Tuominen, 2004) Nowadays HR personnel are becoming redundant and its ironic that the services that they deliver are more focused on business performance improvements from central goals. With the shift in societies from an old era of business to the new knowledge and service oriented business goals and economies, having a better HR deliverable at ones exposure would become an added advantage and necessity to combat the increasing competition for an organization. (Winfried Daun, 2005) Such HR proposition values are largely effected by intangibles and managing these intangible properties of an organization. These intangible properties include : research and developments, leadership, brand positioning and strength, quality of service, speed, governance, tacit knowledge, loyalty of customers and the employees, reputation, informal processes, innovation , plant flexibility, trusted networks. Managing these intangible is important because they have deep impact on the shareholder values and are necessary regarding the future growth and expectations of the investors from the organization. (Winfried Daun, 2005) A comprehensive study by Ulrich and Brochbank shows the necessary steps required so as to deliver the required competencies to the stakeholders in a new economy. The figure below shows the systematic display of what should be done and how it should be done. This is the mapping out of HR value proposition, showing how to deliver desired stakeholder values. (Becker, 2002) Figure 1: The Ulrich and Brochbank HR Value Proposition There are 14 HR transformation criteria which have been derived from HR value proposition transformation. These are listed below: HR value proposition element: Knowing the realities of external business world Criterion 1 An efficient and efficient HR function is one which one which HR professionals who can acknowledge the external business environments and realities and adapt measures in such a way to combat these situation, allocating HR resources and apply HR practices accordingly. (Becker, 2002) Serving both the internal as well as external stakeholders Criterion 1- an efficient HR function is generating market value for its investors by increasing intangibles. Criterion 2- A good HR function increases the customer share by connecting with its target customers. Criterion 3- An efficient HR function assists its line managers to deliver strategies by developing capabilities of an organization. Criterion 4: A good HR function elucidates and lays down base for employee value proposition and improves individual abilities. (Aughton, 2005) Creating efficient HR practices Criterion 1: A good HR function can manage people, processes and practices such that it adds value. Criterion 2: An efficient HR function can manage performance management process and practices such that it adds value. Criterion 3: An efficient HR function can manage information process and practices such that it adds value. (Aughton, 2005) Developing HR resources Criterion 1: An efficient HR function can manage work flow design and processes such that it adds value HR value proposition element: Developing HR resources HR transformation criteria. Criterion 2: An efficient HR function adjusts its organization in accordance with the strategies of the business. Criterion 3: An efficient HR function makes a clear strategic plan for coordinating the HR investments with the goals of business. (Aughton, 2005) Ensuring Professionalism of the HR environment Criterion 1: An efficient HR function consists of HR professionals who carry out their duties and responsibilities accurately. Criterion 2: An efficient HR function develops HR professionals who display HR competencies. Criterion 3: An efficient HR function would invest in training, development and growth of its HR professionals. Nowadays, HR professionals make use of systemic-based competencies in order to map defined set of the HR Value Proposition and hence enhance and improve the strategies delineated by Ulrich and Brockbank so as to deliver appropriate value to stakeholders. The efforts taken by the HR professional put in action the HR proposition model by having casual link between initiatives taken by the HRs and business results desired. Instead of having a line of sight with the key stakeholders expressed in words and tables, an orderly among the HR Value Propositions provide HR professionals a clear vision as to how they should actually act so as to deliver stakeholder values. (Stuart E Woodhead, 2000) Mapping out the HR Value Proposition model provides a clear vision and framework that formulates the role of HR professionals as the service key business driver that delivers the proper stakeholder value, going beyond just theoretical model and language. It provides a fabric that generates a shared interpretation of the business, significantly assisting the communication efforts. Hence with the proper programs and policies available, it facilitates a desired environment and culture. Thus by using relevant tools and techniques required to corroborate the systemic-based competencies, the HR professionals can link the fourteen criteria of HR Value Proposition model and incorporates them into well functioning systematic HR business model. (Becker, 2002) In order to understand the working and mapping of Ulrich and Brockbank 14 criteria can be mapped using application of 2 mapping techniques, which are: à ¢Ã¢â€š ¬Ã‚ ¢ System Dynamics mapping à ¢Ã¢â€š ¬Ã‚ ¢ Socio-ecological mapping. System Dynamics mapping is centre to the growth of stakeholders driver model which makes the visible connections between employee growths, capabilities of an organization, experience of customers and returns of the investor. (Tuominen, 2004) Socio-ecological mapping is needed to carry on strategic reviews and growth in the surroundings which have become unpredictable due to intangibles. It is required to represent social trends between and within an organization and its surroundings. Diagram below gives a perspective of a high level system of the HR Value Proposition and extent of these two mapping techniques. Figure 2: System viewpoint of HR Value Proposition System dynamic mapping: System Dynamics mapping gives a technique of describing the underlying structure which establishes a blueprint of events that can more often than not contemplate changes in the efficiency of intangibles like increasing waste, cyclic phenomena in supply chains, lack of innovation, declining sales, worker burnout, and so on. (Spickett-Jones, 2003) The uses of system dynamic mapping for a HR professional are as follows: 1. Modeling and mapping the delivery of the stakeholder values over a particular frame of time (productivity, profitability, customer share etc.) in accordance with the levels of availability of tangible and intangible resources (knowledge, customers, staff, relationship management, suppliers, innovation, reputation, etc.) 2. Exploring and researching new business options like, developing a business case for practicing a new learning and growth initiative by figuring the effects of top line i.e. revenue and bottom line i.e. cost on the business performance. 3. Researching and exploring methods to solve a given problem like, exploring different options for improving the falling service quality. Socio-ecological mapping: Socio ecological mapping refers to the people in the concerned environment. Socio-ecological mapping is necessary for understanding relationships between the people in the system through different time frames. From time to time, expectations and values of an organization change around the globe. They need to act through their plans in their environments. This leads to creation of an external environment which has discontinuous and dramatic shifts in its social values and expectations from the community. This leads to a situation when people continuously change their minds regarding the choices about certain services and products. HR professionals should be able to recognize any significant changes socially that can affect their organization because such unsettling and unpredictable surrounding acts upon their industry or concerned organization. Hence, they will need to direct their strategic planning process and plans in accordance with these changes and need to build an organizational environment around, which has continuous learning and information about the surroundings in case their organizations have to be successful for the long term. In order to understand which technique should be used in what environment let us consider two situations. The first situation considers the end results of HR personnel not following socio-ecological representation in an area thats part of the HR Value Proposition as the External Business Realities element. It has not been made explicit by Brochbank and Ulrich. Regardless, this area is necessary for survival of business in the new era of service or knowledge oriented economy. The second situation studies a position in which HR professionals use Systems Dynamics representation to display how their efforts add stakeholder value. Both situations involve System Dynamics mapping for the criteria titled as Serving external and internal stakeholder in the HR Value Proposition Model. In one case, the contribution was important and distinct while in other case was not so significant. Figure 3: Organization in framework with its surroundings Figure 4: Organization in situation with its Industry surroundings The term extended social field addresses to the area beyond the organizations industry environment. This is also in reference with the wider or global community as in contextual environment. According to criterion 1: An efficient and efficient HR function is one which one which HR professionals who can acknowledge the external business environments and realities and adapt measures in such a way to combat these situation, allocating HR resources and apply HR practices accordingly. It insists on the fact that organization should pay attention to its environment outside the firm. The HR professionals should be able to engage in conversation regarding the changes in external surroundings like changes in economy, rates technologies and so on. In order to keep them informed about the new information, HR professionals should conduct environmental scans using processes which have been transformed from OST (Open Systems Theory). OST is social science knowledge body that manages people and their organizations and should have an open, clear, adaptive and active relationship with their surroundings over time so as to ensure viability and good results. It also says that people can be seen as purposeful and informative open systems that can change and generate systems and their surroundings. Serving external and internal stakeholders other criteria are: Criterion 2- an efficient HR function is generating market value for its investors by increasing intangibles. Criterion 3- A good HR function increases the customer share by connecting with its target customers. Criterion 4- An efficient HR function assists its line managers to deliver strategies by developing capabilities of an organization. Criterion 5: A good HR function elucidates and lays down base for employee value proposition and improves individual abilities. These criteria are being depicted in Figure 4 which concerns the Organization in context with the industry environment. Hence we can see that representing the information in form a systematic form makes it easier for organization-industry interface to provide HR professionals with chances to make clear, significant and visible necessary contributions to performance of business forming a unique view; so as to adapt with increasingly significant and emerging new service or knowledge oriented economy. Research Questions The concern here is to verify the extent till which, GASCOs HR system delivers value proposition. For this purpose, we will use the Ulrich model as shown in literature review and will verify the 5 dimensions of the model in GASCO. In this report, we will check whether the five dimensions in Ulrich model are satisfied in GASCO and will comment on the value proposition of companys HR system. The concerned objectives would be as follows: Ulrichs Value proposition dimension Criterias to check for Knowing the external business realities Checking for HRMs efficiency in understanding realities of external business and thus adding value. Serving External and Internal Stakeholders Any increase in the value of investors money by HR system. HR capacity to increase customer share HRs capacity to motivate line mangers to participate in strategic issue. Enhancing individuals ability Creating HR practices Management of employees in such a way that add to value Managing performance of the employees Information is correctly managed and utilized Hr manages work flow design and adds value to the organization. Building HR resources HR alignment to strategic objectives of the business HRs clear strategic planning process and alignment of strategic business objectives with HR objectives Ensuring Professionalism To check the presence of a professional HR system Training and developments presence in the organization. Methodology The methodology involves conducing survey analysis to test the research questions in GASCO as presented in above section. The methodology is divided into two parts: Literature review and finding the factors we should look for finding the value proposition of GASCO Prepare separate questionnaire for every dimension (5 separate questionnaires) Analysis of the result using excel charts The questionnaires would be distributed to HRs in the company. With a small help from of one of our contact in GASCO, we distributed these instruments in the company in which 30 people from HR staff participated. The questionnaires are designed so that they address every aspect of research questions given above. Questionnaire: Knowing the external business realities Do you keep the track of competitors strategies and use the information in forming HR practices? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep the track of quality of Human resource existing in the market? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular meeting (formal or informal) with the HRs of competitors so that you can get aware of the external environment of the HR system in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree Do you aware yourself with the rules and regulation of the government that are existing and that can exit in future to make a better HR policy? Strongly Agree Agree Dont know Disagree Strongly disagree Do you choose employees taking into consideration the relations with the suppliers, contractors, clients etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you consider the cultural aspect of the employees in your HR systems? Strongly Agree Agree Dont know Disagree Strongly disagree Taking the example of the giant recession which the world recently faced, did you took any steps like shortening of work force, reduction of pay to respond to the situation and cut the cost? Strongly Agree Agree Dont know Disagree Strongly disagree As GASCO is an exploration firm, do you intake scientist and other post of employees taking into mind the kind of work going on in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree Technology keeps on changing, when you hire an employee, do you keep in mind the present and future techno skills which the employee should know? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular training to bridge the gap between present skills and those required as according to recent external environment characteristics? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Serving internal and external stakeholder Do you keep an eye on companys intangibles and try to increase these in GASCO? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct regular training for the employees to increase their capabilities? Strongly Agree Agree Dont know Disagree Strongly disagree Do your staff is in contact of the customers? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep an eye on the organizational suppliers and try to maintain and build strong relationships with the suppliers? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take the feedback of your distributors and other stakeholders and then apply them in modifying your HR strategies? Strongly Agree Agree Dont know Disagree Strongly disagree Do you encourage your line managers to come up with a solution on their own and appreciate employee participation? Strongly Agree Agree Dont know Disagree Strongly disagree Do your staff make regular visit at customer end and try their best to understand the need of the customers and deliver them on time? Strongly Agree Agree Dont know Disagree Strongly disagree As GASCO is an exploration firm, do you intake scientist and other post of employees feedback in aligning the need of the organization with current trend in the market? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep an awareness of investors attitude towards the company? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make changes in your policy as to consider the investors reaction? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Creating HR practices Do you keep try to create policies that helps in building up a culture rather than making just a profitable entity? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct performance appraisal of employees on regular basis so that possible value addition action can be taken? Strongly Agree Agree Dont know Disagree Strongly disagree Do you appreciate any value addition in employee by proving certifications or by rewarding the employees adding some value in the firm? Strongly Agree Agree Dont know Disagree Strongly disagree Do you manages the work flow so that every step, the value can be recognized? Strongly Agree Agree Dont know Disagree Strongly disagree Do you use value chain analysis in your system? Strongly Agree Agree Dont know Disagree Strongly disagree Do you encourage performance management techniques at the workplace? Strongly Agree Agree Dont know Disagree Strongly disagree Do your ensure work life balance so that more satisfaction can be creating for employees and the job turnover rate can be enhances? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take employee feedback and try to use these feedbacks in ways that ensure value addition to the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep information about the employees, their skills, areas of expertise, potential etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you create a culture of learning and learning sharing? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Building HR resources Are you aware of Strategic plans of the business? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make adjustment in the organizational human resource, in terms of number of employees, posts in firm etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you make a periodic diagnosis of the firms requirement and then predict future requirements? Strongly Agree Agree Dont know Disagree Strongly disagree Do you enter into practices like Knowledge management or Learning Management system that can give you a strategic advantage? Strongly Agree Agree Dont know Disagree Strongly disagree Do you hire employees keeping in mind future need of the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you take steps to store the knowledge of the present employees so that even in the case these employees do not remain the part of the firm, but still there best practices can be stores in a knowledge base? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a position like KMO or Knowledge management officer so look after the suture aspect of the company? Strongly Agree Agree Dont know Disagree Strongly disagree Are your plans for strategic Human Resource planning transparent and everyone is aware with the same? Strongly Agree Agree Dont know Disagree Strongly disagree Do you considered the case where GASCO enters into another strategic partnership with a new firm and to deal with issues like cross cultural management, work force diversification etc? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear strategic planning process? Strongly Agree Agree Dont know Disagree Strongly disagree Questionnaire: Ensuring HR professionalism Does HR system in the company have clear roles? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear documented HR policy which is well structured and is comparable to best practices in the industry? Strongly Agree Agree Dont know Disagree Strongly disagree As the workforce is UAE is devised in terms of religion background, educational history, culture etc. do your policies are neutral for all of the employees and are you can equal opportunity employer? Strongly Agree Agree Dont know Disagree Strongly disagree Do you follow a well framed system for recruitment and selection? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a policy document for various aspect of Human Resource Management in the organization? Strongly Agree Agree Dont know Disagree Strongly disagree Do you keep the record of previous training and development of employees and make provision for future training according to that only? Strongly Agree Agree Dont know Disagree Strongly disagree Do you think that HR practices in GASCO helps employees to find their core competencies and which in turn, help the company to generate its own competencies? Strongly Agree Agree Dont know Disagree Strongly disagree Do you conduct training for recruiters and other HR staff regularly? Strongly Agree Agree Dont know Disagree Strongly disagree Are you connected to any professional HR practice organization which provides you regular guidelines to work and helps you to standardize your HR system and practices? Strongly Agree Agree Dont know Disagree Strongly disagree Do you have a clear strategic planning process? Strongly Agree Agree Dont know Disagree Strongly disagree Presentation of results Result for knowing the external business realities Do you keep the track of competitors strategies and use the information in forming HR practices? Do you keep the track of quality of Human resource existing in the market? Do you conduct regular meeting (formal or informal) with the HRs of competitors so that you can get aware of the external environment of the HR system in the industry? Do you aware yourself with the rules and regulation of the government that are existing and that can exit in future to make a better HR policy? Do you choose employees taking into consideration the relations with the suppliers, contractors, clients etc? Do you consider the cultural aspect of the employees in your HR systems? Taking the example of the giant recession which the world recently faced, did you took any steps like shortening of work force, reduction of pay to respond to the situation and cut the cost? As GASCO is an exploration firm, do you intake scientist and other post of employees taking into mind the kind of work going on in the industry? Technology keeps on changing, when you hire an employee, do you keep in mind the present and future techno skills which the employee should know? Do you conduct regular training to bridge the gap between present skills and those required as according to recent external environment characteristic