Television And Society Essays - English-language Films,

Television And Society Television In our society, we like to think of the television as nothing more of a form of entertainment. But do we really believe that? Maybe when television was first introduced, that is all that it was. That certainly is not the case today. It tells us what to buy, what to wear, how to act, even how to think. In other words, people are relying too much on television as a source of information. There are very few television stations that are black oriented. This hurts blacks because it causes them to lose race pride and to conform. More and more, they lose their pride and start taking in more information that whites provide to them. On television, there are white women with straight, blond hair, tiny noses, and a skinny figure. This is the ?worst sort of Americanism?(Early, 225). When a black woman straightens her hair, this is because she thinks that she will look better if she does this. But who tells her this? The commercials on television that now have black women who do not look so black anymore. This connects to one of the essays that I read by stating, ?when offered a choice between a black doll and a white doll, little black girls invariably chose the white doll because they thought it ?prettier? '(Early, 226). This causes psychological damage to black girls because they will never think they are pretty enough until they are white. Toni Morrison writes, ?Adults, older girls, shops, magazines, newspapers, window signs----all the world had agreed that a blue eyed, yellow-haired, pink-skinned doll was what every girl treasured.? (Early, 225) They took this information in from things just like television, which are all run by whites in a white world. Television is starting to get better for blacks in some ways, but also even worse. There are stations that are not trying to unite the blacks and move ahead. Black Entertainment Television is a very good example of trying to unite the black community. Just look at the title of the station. If you are black, you are much more likely to tune into B.E.T. than if you were any other race. So this station knows what their following is, and through shows on their station and commercials, they try to get blacks to think the way the station wants them to think. For example, I saw a commercial on B.E.T. about the presidential election, but instead of including both the democratic symbol (donkey) and the republican symbol (elephant), they only included the donkey. This is telling the viewers that the only choice for blacks is democrats; the republicans have nothing to offer them. This is good because it helps the blacks to unite and all make the same choice, but it bothers me more because I fee l that blacks should explore the issues and make a choice for themselves, not just listen to what the television is telling them. This hurts blacks because it has them not thinking for themselves. Paige is someone who I had known for a long time. She lived across the street from me ever since I was five and we have stayed close friends the whole time. I always thought that she was very pretty, but she thought otherwise. She felt that her nose was too long, and it made her look ugly. I could understand why she thought this because all you ever see on commercials and fashion shows is beautiful women with tiny little noses and they were considered beautiful. She did not look at anything other than those models on TV as being pretty. She felt she would never find the right guy for her because her nose would turn them off. I know this sounds ridiculous, but she really believed it, and nothing would change her thinking unless she had a nose job. In Jaclyn Geller's essay, ?The Celebrity Bride as Culture Icon? she stresses the fact that sexuality is playing too important of a role in love. One line is, ?Her attire is that of a contemporary bride envisioned as a dependent, sexual toy.? (Geller, 280) Paige did not feel like she could be a dependent, sexual toy with her

The Exaggeration of Rules and Laws essays

The Exaggeration of Rules and Laws essays In The Death of Common Sense, Philip K. Howard argues that the present day over-reliance on statutes and regulations in America as a means to create a just and fair society has, in fact, achieved just the opposite. In presenting his case, Howard is actually making a strong point in reminding the reader that the dispensation of justice requires the understanding and practice of the spirit of the law. Blind application and adherence to statutes of law will only lead to a system that may end up Howard traces the root of the system to the rationalist movement in the 1960s that favored statutory law, as it was believed to be more consistent and fair: "The credo of this rationalist order, like our law today, was that government should be self-executing and dispassionate. The idea spawned numerous reform movements, including socialism. It also led to the invention of modern bureaucracy." (Howard, 27-28) It is evident in the preceding statement that the spirit behind the formation of statutory law was unquestionably praiseworthy. Unfortunately, the solution devised led to a bureaucratic system that only succeeded in loosing sight of that very Bureaucracies, as is widely acknowledged, usually lead to the stifling of good ideas, innovation, initiative and most important a loss of perspective. Indeed, experience has shown again and again that bureaucracies usually miss the wood for the trees. And in doing so defeat the larger purpose for which they were set up in the first place. Howard ably demonstrates this very point when he cites the example of Mother Teresa's nuns of the Missionaries of Charity having to perforce abandon their plans to convert two abandoned buildings into homeless shelters in New York City on account of the bureaucratic insistence of the city's building code that the nuns would have to install a lift (Howard, 3-5). The ...

Along lines of Process and emotional struggle with ADHD in the Family Research Paper

Along lines of Process and emotional struggle with ADHD in the Family - Research Paper Example It is because of the abnormal function of the brain that certain disorders are seen in the human beings.Attention Deficit Hyperactivity Disorder is an example of such a disorder which diminishes the normal functions of the brain. Initially it was thought that ADHD only occurred in adults but it has been found that this condition also affects adults. This essay would revolve around the perspectives of ADHD and as to how it affects the children. ADHD is a neuropsychiatric condition which is characterized by lack of attention or concentration for a long period of time. It is because of this characteristic that the persons suffering from ADHD have difficulty in carrying out their daily life activities.This essay would revolve around the diagnosis of ADHD along with the treatment and other related issues of ADHD (Grosenbach 2000 & Whiteman et al 1995).Historical Context In order to understand the basics of ADHD it is necessary that it is studied in its historical context. ADHD was first d iscovered in the early eighteenth century by George Still. The name given to the disorder has changed ever since its discovery.George Still conducted a research to find out that 20 children were suffering from the problem of attention deficiency. It was here that he put forward a theory regarding these children that they may be suffering from a genetic problem.George Still named the disorder as the Defect of Moral Thought.... In 1970s more symptoms were associated with the disorder and this formed a complete spectrum for the disorder. It was in 1980s that the name Adult Deficiency Disorder came into being and was included in the Diagnostic and Statistic Manual III of American Psychiatric Association. In 1987 the name was changed to Adult Deficiency Hyperactivity Disorder and the non stimulant drugs to treat this disorder were introduced in 2003 (Fitzgerald et al 2007; Londrie 2006). Diagnosis The diagnosis of ADHD is based on psychiatric assessment along with a discussion with the peers close to the child. Questionnaires are also used to assess the skills of the child on the basis of which he is diagnosed. It is through these methods that the data is collected and then compared to the standards of Diagnostic Statistical Manual of Mental Disorders IV (DSM IV) for North America and with International Statistical Classification of diseases and related health problems (ICD 10) for European countries. The sign s and symptoms laid down by ICD and DSM IV are then compared to see if the child is suffering from the problems laid down in it or not (Berger 2008). The sign and symptoms of ADHD are anxiety, irritability, lack of concentration and difficulty in completing organized tasks. The child suffering from ADHD has difficulties in taking his own decision and seeks the help of others in completing the tasks in his life (Whiteman et al 1995; Grosenbach 2000). Bipolar Disorder should be diagnosed properly as at times it gets difficult to differentiate between certain disorders and bipolar disorders. Attention Deficit Hyperactivity Disorder is one of the disorders which have similar symptoms as Bipolar Disorder. It is necessary for a health

Strategy for BP investment in Norway Case Study Example | Topics and Well Written Essays - 500 words

Strategy for BP investment in Norway - Case Study Example This investment strategy has been especially popular in the last thirty years. For example, joint ventures between European firms and foreign-based firms have increased by almost 30% since 1985 (Hess & Siegwart, 2013). While not all joint ventures in the oil and gas industry have been successful in the past, BP should use a joint venture for several reasons, most importantly because of the capital-intensive nature of the oil and gas industry. Using the joint venture strategy has become popular for oil and gas companies operating in foreign markets because it saves money. Along with metals processing and mineral extraction, oil and gas exploration and development is a capital intensive industry. Since Norways oil and gas industry is already well-developed, financing such an investment on its own would be a risky undertaking for BP, necessitating the use of a joint venture strategy to share costs and risk, as well as create economies of scale (Grandell et al, 2011). In addition, BP should use a joint venture strategy because of the high costs that will be involved in continuing their operations in such a capital-intensive industry. BP and other petroleum companies are heavily dependent on technology advances so as to achieve lower costs. A joint venture should enable BP to pool its personnel and funds with a Norwegian company with knowledge about the Norwegian petroleum sector in developing advanced technologies, specifica lly to reduce production and exploration costs, while also increasing profit margins. Ideally, BP and its Norwegian partner will contribute roughly the same amount of capital and resources into the joint venture, although Norway does not allow foreign companies to own majority stakes in their oil sector (Grandell et al, 2011). International financial institutions like the WTO, World Bank, and the IMF have been heavily involved in fostering international

Buddhism - A Spiritual Religion Essay Example | Topics and Well Written Essays - 500 words

Buddhism - A Spiritual Religion - Essay Example There is no single text of Buddhism that is followed all over the world as a number of different Buddhist texts are followed by its practitioners. The Buddhists are divided into different traditions and beliefs according to which, they follow different texts such as Theravada Buddhists use Pali Canon as trustworthy and reliable for their religious practices and Mahayana Buddhists use Mahayana Sutras for their scriptural teachings (Fierser and Powers 2007). Pali Tipitaka is also a Buddhist scripture that is regarded as a reliable scriptural work for many Buddhist practices and traditions by Theravadas (Fierser and Powers 2007). Therefore, there are many Buddhist scriptural works followed by different Buddhists all over the world. Buddha preached his enlightenments consisting of all the principles of right action, right speech, right thinking, right livelihood, right intention, right effort, right mindfulness and right concentration. Buddha teaches that by learning to live a morally perfect life of a person, after the succession of births and rebirths, ceases to be reborn and enters what he called Nirvana, a spiritual condition free of all desires, passions and sufferings (Ellwood and McGraw 2004). Meditation is the basic practice of Buddhist followers. It is said that the founder of this religion himself achieved spirituality and enlightenment on the basis of meditation. There are two kinds of meditative practices, which are Shamatha and Vipassana. These meditative practices are considered essential for acquiring spirituality. In Buddhism, The meditative approaches of mindfulness and concentration are utilized. (Bowker, 1997: 176). â€Å"The gift of learning to meditate is the greatest gift you can give yourself in this life. For it is only through meditation that you can undertake the journey to discover your true nature, and so find the stability and confidence you will need to live and die, well. Meditation is the road to enlightenment†.

The Performance Of The Nestle Company Business Essay

The Performance Of The Nestle Company Business Essay Nestlà © is a multinational packaged food company founded and headquartered in Vevey, Switzerland. It came into being from a merger in 1905 between the Anglo-Swiss Milk Company for milk products established by the Page Brothers in Cham, Switzerland, in 1866 and the Farine Lactà ©e Henri Nestlà © Company set up in 1867 by Henri Nestlà © to provide an infant food product. Trademark of Nestlà © is birds in a nest, derived from Henri Nestlà ©s personal coat of arms, suggests the values upon which he originated his Company. Several of Nestlà ©s brands are globally renowned, which has made the company a global market leader in many product lines, including milk, chocolate, confectionery, bottled water pet food. (Strategic HRM, n.d.). Nestles Brands are: 1. Milk Nutrition 2. Beverages 3. Prepared dishes cooking aids 4. Chocolates confectioneries Objectives of Nestle To manufacture and market the Companys products in such a way as to create value that can be unremitting over the long term for shareholders, employees, consumers, and business partners. It does not favor short-term profit at the expense of successful long-term business development. It recognizes that its clients have a genuine and reasonable interest in the behavior, beliefs and actions of the Company behind brands in which they place their trust and that without its patrons the company would not exist. Nestlà © thinks that, as a common rule, legislation is the most useful protection of responsible demeanor, though in certain areas, extra supervision to staff in the form of deliberate business principles is advantageous consecutively to guarantee that the highest standards are met all the way through the organization. Nestlà © is aware of the fact that the success of a company is the expression of professionalism, conduct and the conscientious attitude of its management and employees. Consequently recruitment of the right people and constant training and development are essential. Nestlà © persists to preserve its dedication to follow and value all applicable local laws in each of its markets. (Strategic HRM, n.d.). Core values of Nestle A requirement for dealing with people is reverence and reliance. Integrity and transparency in dealing with people are very important for good communication. This is balanced by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to notify; it is also to pay attention and to take on a discussion. The eagerness to collaborate, to facilitate others and to be trained is a requirement for progression and promotion in Nestle. (Strategic HRM, n.d.). Nestle is a human company Nestlà © is a human Company providing a rejoinder to individual human needs all over the world with explicit concern for the comfort of both its patrons and its employees. This can be seen in its approach and its sense of conscientiousness towards people. (Strategic HRM, n.d.). After analyzing Nestle it has been seen that it has to follow all three models High Performance, High Involvement High Commitment. Since Nestlà © simultaneously aspires to boost sales and profits and, to raise the standard of living everywhere, it is active and the quality of life for everyone. Nestlà © is also swayed that it is the people who form the vigor of the business and that nothing can be attained without their loyalty and their vigor, which makes people its most significant asset. Participation of people at all levels starts with suitable information on the Companys activities and on the explicit aspects of their work. Everyone is invited to contribute towards improvements enhancing Company results and personal progress through open communication and dynamic collaboration. (Strategic HRM, n.d.). Nestlà ©s Culture Theres a very strong organizational culture in Nestlà ©. It believes on team work. The head office provides the guide lines to the zonal managers and informs them about their budget limitation. The zonal managers are totally independent in constructing their plans and the usage of budget. Likewise, the regional managers are independent in their areas. They are given a specific target and a certain amount of budget. The discretion is theirs to make plan and attain the targeted result in the certain given budget. The internal control system of the organization is very strong and effective as well. Due to the strong check and balance, they can make eradications and amendments in their plans. If the plan does not work properly, the manager can take corrective measures. No one from the company can challenge his power. The betterment towards the achievement of goals can only be done through the collective commitment. (Nestle Report, n.d.) HR PRACTICES in Nestle Human resource planning and requirements in Nestlà © Planning consists of those guidelines which encompasses a sound basis for efficient and effective HR Management in the Nestlà © Group around the world. They are flexible and dynamic and may require adjustment to various circumstances. Hence its application will be influenced by good judgment, compliance of the local market laws, keeping in mind the specific context. Its spirit should be respected under all circumstances. As Nestlà © is operating all over the world, it is necessary that labor laws and practices be respected everywhere. Degree of development of each market and its capacity to advance in the management of their human resources should also be taken into consideration. (Nestle HRM, n. d.) HR policies are addressed to all those who have a liability in managing people as well as to HR professionals. The Nestlà © Management and Leadership Principles include the guidelines influencing all the Nestlà © employees in their action and in their dealings with others. The Corporate Business Principles comprises of the basic principles which Nestlà © endorses and subscribes to on a worldwide basis. Both these documents are the pillars on which Nestlà ©s present policy has been built. (Nestle HRM, n. d.) HR managers and their staff are there to provide professional support in handling employee matters but should not substitute themselves to the responsible manager. Their major liability is to contribute effectively to the quality of HR management throughout the organization by proposing adequate policies, ensuring their consistent application and coherent implementation with fairness. (Nestle HRM, n. d.) Recruitment The recruitment process at Nestle is evidently distinct. People with qualities like dynamism, realism, pragmatism, hard work, honesty and trustworthiness are welcomed there. Nestlà © follows a set process for hiring more employees. The major document in this connection is the Recruitment Requisition Form. A recruitment opportunity could arise either after discussing or planning a position on the termination of some employee or on an urgent need basis. After receiving the document the human resource department puts up an advertisement in the newspaper or it directly contacts placement officers at various institutes. Approximately eight to ten best resumes are selected and presented to the divisional heads. On their recommendation the candidates are called for interviews and the most suitable are finally selected. (Nestle HRM, n. d.) Training From the factory floor to the top management, training at Nestlà © is incessant. Since it is mainly given by Nestlà © people, it is always significant for the professional life. Throughout the world, each country runs its own training programs (e-Learning, classroom courses, external courses), and it has five training centers in France, UK, Spain, Mexico and Brazil. Nestle provides the following- Literacy training to promote vital literacy skills, particularly for workers who operate new equipment (Mission-directed Work Team Approach). Employees are also sent abroad to study markets, consumer tastes and others. Nestle Apprenticeship Programs. Local Training Programs-on issues ranging from technical, leadership, and communication and business economics. Rive-Reine, their International Training and Conference Centre in Switzerland is where Nestlà © people from all over the world meet to exchange information and ideas in seminars and training courses (Strategic HRM, n.d.). Performance management Formal assessment is done by Line Managers and HR once a year with feedback. Nestle gives subordinates the freedom to ask question for an unfair evaluation. Explicit key Performance Indicators have been listed by the HR department. One of the important key performance indicators is achievement following the Nestle management and leadership principles. Remuneration structure and promotion criterion depends on the individuals performance. (Strategic HRM, n.d.). Compensation Nestle endeavors to offer fair compensation. Remuneration level is above the average in industry. The inconsistent component of the salary is relatively immense to reward individual performance. In case of higher management level, the inconsistent part is associated with individual team target achievements. (Strategic HRM, n.d.). Rewards incentives Passion to Win awards- These quarterly awards have been institutionalized to reward those who over-achieve their targets. Long-service Awards are given to recognize employees who have been with the company for more than 30 years. Nestle Idea Award- the company institutes Nestle Idea Award every quarter to distinguish and honor employees who come up with significant and pioneering ideas which have the prospective of being implemented at Nestle. (Strategic HRM, n.d.). Benefits The following benefits are provided to all employees at Nestle Leave-Personal Medical (fixed no. per year). Children Education Assistance Scheme. Provident fund. Retirement Gratuity Scheme. Group Insurance Accidental Insurance Scheme. Conveyance Reimbursements. Residential Accommodation. Monthly health check-ups free consultation for self family etc. (Strategic HRM, n.d.). Employee relations Nestle provides a very healthy working environment which is one of the reasons why Nestlà ©s employees organizational commitment is very high. Employee turnover is less than 5%, which is considered to be very low for a multinational corporation. Nestle has an open culture upward communication particularly in case of grievance, redressal is encouraged. Work and Life stability is given substance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department and employees along with their families are invited. Strong emphasis is laid on safety of employees (Nestle Policy on Health and Safety at Work. (Strategic HRM, n.d.). Change management Nestle has attuned to the dynamic external environment for the last 140 years since its commencement in 1866 without trailing its elementary beliefs and core values. It manages change and coerces sustainable advantageous growth by following the policy of making plodding changes as a substitute of making radical and precarious changes. (Strategic HRM, n.d.). Safety health Nestlà © considers its people as its most valuable asset and ranks the highest priority on protecting them. In every country where Nestle operate, it emphasizes the need for safe working environments, which must meet the strict global corporate standards. They are determined to provide a safe working environment for all employees, contractors and visitors and are vigilant in continuing to implement Health and Safety practices and programs at all the sites. à ¢Ã¢â€š ¬Ã‚ ¢ Valuing people by providing a safe place to work. à ¢Ã¢â€š ¬Ã‚ ¢ Identifying, assessing and reducing risk and preventing injury or illness to employees, contractors and visitors. à ¢Ã¢â€š ¬Ã‚ ¢ Operating business to meet health, safety, legislative and other requirements applicable to Nestlà ©. à ¢Ã¢â€š ¬Ã‚ ¢ Continually monitoring, reviewing and establishing new objectives aimed at eliminating or minimizing work related injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Developing and implementing effective and efficient injury management systems which enable a safe and sustainable return to work for affected employees. à ¢Ã¢â€š ¬Ã‚ ¢ Providing information, training and supervision to employees and contractors to ensure they understand their roles and responsibilities in eliminating or minimizing the risk of workplace injury or illness. à ¢Ã¢â€š ¬Ã‚ ¢ Encouraging a similar Health and Safety commitment from our suppliers and contractors. à ¢Ã¢â€š ¬Ã‚ ¢ Consulting with employees and other stakeholders on Health and Safety matters. (Nestle HRM, n. d.) Contribution of human resource planning towards organizational objectives Nestle is the world leader in FMCG industry. People rely on the products offered by the company. Nestle in this present era is heading towards implementing and adopting new strategies to retain its customer and to get more clientele as well. Nestle tries to evaluate its strengths and weaknesses along with opportunities and threats to assess the need of implementing strategic policy. HR as discussed above plays a significant role to capturing and sustaining Nestle status and consumers in the market. This is possibly done through the constant effort on the part of strategic human resource management and their planning as discussed in this paper to keep up the pace with modern revolutions, technological advances and changing perceptions of the people and consumers world over. List of References Nestle HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/37163662/Nestlle-Project-HRM-Project Nestle Report. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/30801788/Nestle-Report Strategic HRM. (n.d.). Scribd Inc. Retrieved March 13, 2011 from http://www.scribd.com/doc/6694518/StrategicHrm Upson, M. (2011). What is strategic human resource management? Retrieved March 14, 2011 from http://www.wisegeek.com/what-is-strategic-human-resource-management.htm Task 3 Briefing paper for the client Every organization has people; that implies they have human resources. Not considering the size of an organization or the extent of its resources, the organization endures and flourishes because of the competence and performance of its employees. The actions to take full advantage of those capabilities and that performance are essential regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources or has no official name for those actions at all. These activities are the liability of all people in the organization. (McNamara, n.d.). Implementation of straight-forward, unambiguous and brief HR policies and job descriptions are important for a number of reasons in an organization. Failing to implement policies and job descriptions leaves the company open to legal challenges, grievances and law charges, particularly if you contradictorily apply your human resources policies and your pay structure/system. (Absolute HR Solutions, n.d.). Grievances and lawsuits lead to: Increased costs that affect companys profits Increased turnover Negative morale The company can keep away itself from these troubles if you implement HR policies, procedures according to the labor laws. (Absolute HR Solutions, n.d.). The company requires human resources policies and procedures and current job descriptions so that the staff is treated uniformly athwart a variety of employment issues. Moreover, human resource polices facilitate if legal situations arise. (Absolute HR Solutions, n.d.). Impact of organizational structure and culture on the management of HR Organizational culture generates a number of diverse concepts, strategies, and situations which influence every level of scheduling when it comes to any type of hierarchical organization. The implications of organizational structure and culture apply to companies, corporations, charitable organizations, governments, and even sports teams/organizations. (Implications of Organization Structure Culture, 2007). Many leadership theorists and coaches have found that ineffective leadership often tends to be one of the major causes of an organizations retreating and deterioration. A governmental example from history can be ancient Rome. During a series of terrible emperors, the structure and culture was strong enough to often overcome it, even for decades at a time-but without strong top end leadership eventually the mid level governing and organizational culture collapsed, resulting in the ultimate failure of the culture. To be healthy for the long term, a corporation must have strong human resource management, leadership and a strong organizational culture. Though some of the strongest companies or organizations may be able to tread water for a long period of time, or even do well, if the culture starts to erode, its only a matter of time until the larger structure collapses. (Implications of Organization Structure Culture, 2007). Enormous human resource management and good leadership is needed for an organization to have strong culture, even great organizational culture will eventually become dull, and then erode completely without strong HR to help keep everything running smoothly. (Implications of Organization Structure Culture, 2007). Leaders must have a deep understanding of the identity and impact of the organizational culture in order to understand what kind of human resource management and adjustment is needed within the company, as well as perceiving how to communicate their vision to the rest of the company. (Implications of Organization Structure Culture, 2007). From corporations to government to sports teams, the study of how structure and culture impacts the management can reflect a better way to make an entity work. Use a sports team as an example: most teams who have the only head coach as the GM doesnt do well as compared to the teams who split the duties between two individuals who can work together towards the same common goal. (Implications of Organization Structure Culture, 2007). Recommendations to improve the effectiveness of HRM Organizational efficacy depends on having the right people in the right jobs at the right time to meet quickly changing organizational needs. Right people can be selected by performing the role of Human Resource function. A strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs and practices. According to this human resource management should not only handle recruitment, pay, and discharging, but also must make the most of an organizations human resources in a more strategic manner. An important aspect of an organizations business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vis ion of the company. Staffing, training, compensation and performance management are fundamentally central tools in the human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Common rules and procedures of human resource management must be adhered to by the organization which forms basic guidelines on its practices. Teamwork amongst lower levels of staff and the management should be formed and continue to assist in various aspects that would reckoned necessary in eliminating communication breakdowns and encourage better relationship among workers. The management should emphasize on first-rate corporate culture in order to develop employees and generate an optimistic and favorable work environment. An HR strategy should aim to capture the people element of what an organisation is tending to achieve in the long run, guarantying that It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviors, Employees are developed in the right way. (Groenewald, 2011).

The Alice Williamson Diary :: Diaries Journals Literature Civil War Essays

The Alice Williamson Diary To read the Civil War diary of Alice Williamson, a 16 year old girl, is to meander through the personal, cultural and political experience of both the author and one's self. Her writing feels like a bullet ricocheted through war, time, death, literary form, femininity, youth, state, freedom and obligation. This investigation attempts to do the same; to touch on the many issues that arise in the mind of the reader when becoming part of the text through the act of reading. This paper will lay no definitive claims to the absolute meaning of the diary, for it has many possible interpretations, for the journey is the ultimate answer. I seek to acknowledge the fluidity of thought when reading, a fluidity which incorporates personal experience with the content of Williamson's journal. I read the journal personally- as a woman, a peer in age to Alice Williamson, a surrogate experiencialist, a writer, an academic and most of all, a modern reader unaccustomed to the personal experience of war. I read the text within a context- as a researcher versed on the period, genre, aesthetics, and to some degree the writer herself. The molding of the personal and contextual create a rich personalized textual meaning . I keep my journal hidden; the script, the drawings, the color, the weight of the paper, contents I hope never to be experienced by another. My journal is intensely personal, temporal and exposed. When opening the leather bound formality of Alice Williamson's journal a framework of meaning is presupposed by the reader's own feelings concerning the medium. Reading someone else's diary can be, and is for myself, an voyeuristic invasion of space. The act of reading makes the private and personal into public. Yet, for Alice Williamson and many other female journalists of the Civil War period, the journal was creating a public memory of the hardship that would be sustained when read by others. The knowledge of the outside reader reading of your life was as important as the exercise of recording for one's self; creating a sense of sentimentality connecting people through emotions. (Arnold) The activity of understanding Alice Williamson's diary begins prior to reading the first word. The reader begins to identify part of the reading experience based upon their feelings on diaries themselves in the moments of suspension between knowledge of type of text and the reading of the first entry.