Why The Paralympic Movement And Paralympic Games Really...

Opposite from Hwakins, Cory and Crowe study this article written by Schantz and Gilbert raised a question to whether the Paralympic movement and Paralympic Games really contribute to the emancipation and empowerment of people with disabilities. This article compared the history of Paralympic sports and noted the benefits of sport activities in the improvement of the veteran’s psychological attitudes and social life; however, it also argued that competitions for people with physical disabilities often resembled â€Å"freak† shows rather than serious sporting events. Keeping in mind that a lot of physical active program’s goal is to provide the social isolation and social support for those who feel lesser human beings because of their disabilities. Existing negative perspective of disabled people strongly influence person’s self-confidence in order to get out of yourself and experience the world like the rest of society. The article also compared Olympics a nd Paralympics and exposed dissimilarities of the two events and argued that originally these two worldwide events were supposed to have similar success. The social media coverage issue was also addressed and argued that the Paralympics were often portraying disabled people unrealistically and stereotypically. This article is a great source for my research because it examines existing issues in society that are present in discriminating disabled sport participants. It addresses an issue of how valuable Paralympic evens are if

Buddhism A Spiritual Journey - 1420 Words

Buddhism began with Siddharta Gautama in the 6th century B.C.E., he was originally Hindu but formed Buddhism when he saw the four sights of an old man, a sick man, a dead man, and an amendicant. He feels that was his sign to go for a spiritual journey. He tries Jainism and performs asceticism, extreme fasting. Gautama felt there should be something more than Jainism. After eating, he sits under the Bodhi Tree and becomes enlightened with the idea of Buddhism. The Sutra is the book of teachings for Buddhists like a bible to a Christian. He makes the four noble truths that life involves suffering, suffering is from desire, to end suffering you must end craving, and to end craving you must follow the 8-fold path. The 8-fold path is a way to†¦show more content†¦Since I arrived early, I took a walk around the temple and its ground. The smell of flowers filled the air from the incense they were burning. Incense sticks are burned to release the good smell from the lotus flower to offer the gods and pay respect to the Buddha along with clearing the sky. Buddha statues and lotus flowers were around the entire temple and land. The lotus flower represents purity, spiritual awakening, and faithfulness to the Buddhists. Before entering any part of the holy buildings, you must take your shoes off because shoes have a lot of filth on them, they do not want to make their temple dirty also, and they want to preserve the floors as long as they can. When entering the temple I noticed there were no pews, there were only cushions and small tables lined up. Siddhartha Gautama was in the middle of the stage and was the largest statue, since he is the founder for their religion. Apples were placed in front of him as an offer to tell him how blessed they are for all that they have. Observing the people walking around I noticed that some wore monastic robes of a grayish color and a tan color. Wearing the robes represented the monks promise to live a life without materialistic ways of the society. They choose to live as simple as they can; also the Master and his monk shave their heads to not give into vanity but to remain simple. When the service began, I sat off to the

Relevancy of HRM in any Business Organization Samples for Students

Questions: 1.Critically discuss the extent of FOUR of the Behaviours (Professional Map) are Important for Effective HR Professionals. 2.Evaluate the TWO key differences between the Competencies Identified by Ulrich (2016) and those Identified by the CIPD. Answers: Introduction The aim of this study is to understand the relevancy of human resource management in any business organization. It helps in better understanding of the scope of legal framework, significance of the human resource management in the companies and business organization. There are various types of factors comes under the human resource management that helps in the management of the human asset working in the company. They help in the motivation of the workforce, and also set standards of the motivation (Strohmeier, 2007). There are various types of conflicts present in each and every organization that are also resolved by the human resource department of the companies. In this report, the study of the same will be conducted in a detailed version to learn about the human resource management. The report consist of two question related to the behavior of the human resource management. The human resource manage totally depends on the behavior of the workforce working in the company. They can be like Curious, Decisive Thinker, Skilled Influencer, Personally Credible, Collaborative; Driven to Deliver Courage to Challenge, Role Model, etc. the discussions on this behavior will take place and the theories to manage this behavior (Townsend, and Wilkinson, 2010). 1.The extent of four behaviors of the professional map is very much important to have effective Hr professional. We are totally agreed with the above statement. There are various types of behaviors found in the people like Curious, Decisive Thinker, Skilled Influencer, Personally Credible, Collaborative, and Driven to Deliver Courage to Challenge, Role Model, etc. the behavior of the people are perceived on the basis of these behavior of professional map (Bjrkman, Fey, and Park, 2007). Behavior Definition Curious This type of people are very much focused on their future They are inquisitive an open minded They seek out evolving Innovative They can as value to the organization Decisive thinker They are the people who have the caliber to grab and analyze the information and data in a very lees time They can use information, and insights very properly They are eligible to fine best option using their skills, They can make effective recommendations They can also make robust and defendable decisions Skilled influencer They are the people who are captive in influencing others and make other to make commitments They support the company form the diverse stakeholders so that the organizational values can be achieved (Aguinis, and Pierce, 2008). Personally credible They are very professional as they combine all the commercial and HR expertise so that they can bring value to the organization, value, stakeholders, peers, etc. collaborative They work very effectively They are inclusive of range of people They manage both internal and external people. Driven to deliver They can demonstrate determination Resourcefulness They can also deliver purpose to deliver the best output to the company Courage to challenge They are the most courageous and confident people They can speak up and inform of many people Highly skills Challenge others They manage to work in unfavourable and unfamiliar circumstances Role model They set example in the company They cats with integrity Independent and impartial Balance the personal and the other legal parameter in the company. The Hr map help in professional development and also to make future plans for the team. They help in making strategy for the human resource preset in the business organization (Janssens, and Steyaert, 2009). There are basically four bands in the professional competence that are mentioned in this professional map. These four bands show the entire behaviour, professional areas and competencies (Stahl, Bjrkman, and Morris, 2012). There are key areas for each of the band present in the Hr profession map that is Relationship with the clients and customers Focus on the activity Where the time has spent The services offered to the clients Results and measurement (Lujan, Ramirez, Cantu, 2007) Band 1 Band 2 Band 3 Band 4 Relationship with the clients and customers The aim is to deliver the fundamental they are the adviser and lead the issues and problems They are the consultant, cooperatives and also the partners They are the leadership colleagues, clients, confident, and coach Focus on the activity They help in the client support They los help in the processing activities that are immediate and ongoing in nature They try to understand the issues and also the parameters of issues, analyze the situation, evaluate the situation, and find out the likely consequences They are the leading team in the professional areas, they also address the HR challenges as the organizational level, they make a medium and longer term focus on the activities They lead the functional and professional areas, they also lead the organization, they try to develop the policies and strategies of the company, Hr strategy, and partnership with the clients Where the time has spent They help in providing the information, manage the data and information, process , and then delivery They try to handle the issues and problems They try to make flexible and give recommendations for the same. They try to understand the functional and business realities They provide insight and linkages Flexible and innovative solutions, risk analyses. They try to understand the organizational and industry relatives and client need and develop strategies and plans The services offered to the clients They provide facts and information Delivering of fundamentals Process support Peace of mind Ideas Insights Challenges Solutions recommendations Ideas, insights and challenges And provide solutions They take safe decisions and manage the issues Results and measurement Execution of the excellence, efficiency, accuracy, flexibility, and silent running of the business organization Issues and problems And satisfactory solutions They also repeat the business activates They are the trusted partners and set the leadership table Lead the team, sort out the queries of clients, and manage the performance 2.The competences frameworks are the ways that make the clarity in the expectations of the performance and they have the caliber to set a clear link in the organizational performance and individual performance. The aim of developing and implementing the competency is to be balances. It has to be take care that there must be flexibility and avoiding of non- inclusive approach and overall perspective (Janssens, and Steyaert, 2009). The difference between the two competencies help in development of nature of the both competency and their frameworks in the theory and practical way (Latham, 2007). The CIPD research helps in exploring the past ad also the current scenario of the competency frame work. It also highlights the strengths and weakness of the company. The competency approach provides and offers guidelines that helps in the effective development and implementation of the frameworks related to the competency (Brink, Fruytier, and Thunnissen, 2013). The two key differences between the competencies that are identifies by the Ulrich and CIPD are that the Ulrich model is little rigid as compared to the CIPD competency model. There are six major competencies of Ulrich model while there are behaviors in the CIPD competencies. The Ulrich competencies Ulrich believes in the Hr talent and management according to which the Hr professionals play a vital role in the overall effectiveness of the company and its performance (Dent, and Whitehead, 2013). The competencies of Ulrich were given by Dave Ulrich in which 6 key competencies are there for the success of the human resource department- Strategic positioners who understand evolving business contexts and bring effectiveness of the company Credible activists who can build the relationships of the trust as they have te capability to bring effective output in the company Capability builder who can define create and audit the capabilities of organizations. It helps in the effective and efficient management of the human resource present in the company. Change champions who can make changes and take initiative and also sustain changes in the company. They take safe decisions and manage the issues Hr innovators and integrators who always try to look forward and to the new ways to do Hr practices Technology proponent who can use technology for the effectives and efficiency to connect the employees. They are the leading team in the professional areas, they also address the HR challenges as the organizational level, they make a medium and longer term focus on the activities. The CIPD professional map The CIPD professional map helps in captures the behavior and knowledge that human resource management requires to demonstrate. It helps to meet the requirement and needs of the professional membership (Latham, 2012). The professional maps helps in defining the building block related to the effective people and the management practice out of all the behaviors that help in eight fundamental behaviors that help to underpin the practice. The map is flexible in nature so the decision can be take place according to the chosen area. The Hr map help in professional development and also to make future plans for the team. They help in making strategy for the human resource preset in the business organization (DeNisi, Wilson, and Biteman, 2014). There are basically four bands in the professional competence that are mentioned in this professional map. These four bands show the entire behaviour, professional areas and compentencies. The various types of part of CIPD professional map are Professional area The professional map is related to the need that is required to be done. It is the activities, knowledge related to the HR professional that are related to the four bands of the professional competence The core of the professional map that is the foundation and base of the Hr capabilities that works regardless of any location, stage, role, etc. (Sandberg, and Alvesson, 2011) Behaviors There are various types of behaviors that are describing gin the detail that help the Hr professionals to describe and define the people working in the organization (Greenwood, 2013). Bands and the transitions There are basically four bands that help to provide a clear focus and pathway to the development panning and activities (Pio, 2007). Conclusion It can be concluded that HRM theories are very effective and relevant. They help in making strategies and policies of the Human resource management of the company. They provide significant knowledge about the nature and behavior of the people who are working in the business organization. There are lots of issues and challenges faced by the HR professionals due to the changes in the nature and behavior of the employees working t in the business organization. The theories of HR and professional ma help in identifying the behavior of the same and ten making polices accordingly. The report consisted of two question related to the behavior of the human resource management. The human resource manage totally depends on the behavior of the workforce working in the company. They can be like Curious, Decisive Thinker, Skilled Influencer, Personally Credible, Collaborative; Driven to Deliver Courage to Challenge, Role Model, etc. the discussions on this behavior will take place and the theories to manage these behaviors. There is an emergence to study the CIPD theories and professional map competencies to have effective management for the Hr professional related to the other employees working in the company. It also helps in the personal management of the company workforce. References Aguinis, H. and Pierce, C.A., 2008. Enhancing the relevance of organizational behavior by embracing performance management research.Jo Bjrkman, I., Fey, C.F. and Park, H.J., 2007. Institutional theory and MNC subsidiary HRM practices: Evidence from a three-country study.Journal of International Business Studies,38(3), pp.430-446. DeNisi, A.S., Wilson, M.S. and Biteman, J., 2014. Research and practice in HRM: A historical perspective.Human Resource Management Review,24(3), pp.219-231. Dent, M. and Whitehead, S. eds., 2013.Managing professional identities: Knowledge, performativities and the'new'professional(Vol. 19). Routledge. Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda.Journal of Business Ethics,114(2), pp.355-366. Janssens, M. and Steyaert, C., 2009. HRM and performance: A plea for reflexivity in HRM studies.Journal of Management Studies,46(1), pp.143-155. Janssens, M. and Steyaert, C., 2009. HRM and performance: A plea for reflexivity in HRM studies.Journal of Management Studies,46(1), pp.143-155. Latham, G.P., 2007. A Speculative Perspective on the Transfer of Behavioral Science Findings to the Workplace:The Times They are A-Changin'.Academy of Management Journal,50(5), pp.1027-1032. Latham, G.P., 2012.Work motivation: History, theory, research, and practice. Sage. Olivas-Lujan, M. R., Ramirez, J., Zapata-Cantu, L. (2007). e-HRM in Mexico: adapting innovations for global competitiveness.International Journal of Manpower,28(5), 418-434. Pio, E., 2007. HRM and Indian epistemologies: A review and avenues for future research.Human resource management review,17(3), pp.319-335. Sandberg, J. and Alvesson, M., 2011. Ways of constructing research questions: gap-spotting or problematization?.Organization,18(1), pp.23-44. Stahl, G.K., Bjrkman, I. and Morris, S. eds., 2012.Handbook of research in international human resource management. Edward Elgar Publishing. Strohmeier, S., 2007. Research in e-HRM: Review and implications.Human resource management review,17(1), pp.19-37. Townsend, K. and Wilkinson, A., 2010. Managing under pressure: HRM in hospitals.Human Resource Management Journal,20(4), pp.332-338. van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in academia: performance systems and HRM policies.Human Resource Management Journal,23(2), pp.180-195

Romeo and Juliet + Speak free essay sample

Stephen Covey, the author of 7 Habits of Highly Effective Teens, said, â€Å"while we are free to choose our actions, we are not free to choose the consequences of our actions†. This quote means we can do what we wish to, but we can’t decide what happens afterwards because of it. This applies to literature as well as real life. In both the novel Speak, by Laurie Halse Anderson, and the drama Romeo and Juliet, by William Shakespeare, characters do many things of there own will, but none of them have any control over the outcome and consequences.In the novel Speak, several of the characters act with a result in mind, but the consequences they get aren’t what they desired. For example, Melinda decided to go to an end-of-summer party with Rachel. She was hoping it would make her cooler, and thought she might be able to make some new, upper-classmen friends for when she entered high school in the fall. We will write a custom essay sample on Romeo and Juliet + Speak or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page She had a bit too much to drink and wandered away from the other kids with an older, stronger, teenage guy. That guy took advantage of her alcohol-induced confusion and weakness to rape her under the trees.Melinda then called the police but got scared and ran away as soon as they arrived. They arrested many teens at that party, and those kids as well as their friends and family hated her for it, not knowing the real reason she called. In addition, Andy Evans, the guy who raped Melinda, tried to take advantage of her again in the abandoned janitor’s closet. He thought he could scare her back into silence and get a little fun out of it. He expected Melinda to react like last time and let him do whatever.However, she was sober this time and knew what would happen, so she fought back, and eventually pressed a mirror shard to his throat and screamed. Her scream was loud enough for the lacrosse team to hear and come help. As a result, Andy didn’t get any of the things he wanted and instead got in more trouble. Finally, Melinda decided to tell Rachel about what really happened that night. She hoped Rachel would realize what danger she was in and stop going out with Andy, and maybe give her some support. Rachel accused her of being jealous, screamed at her, and stomped off. That made Melinda feel worse than before, and she closed up even more, believing speaking made things worse. In the drama Romeo and Juliet, all characters made decisions, but very few got their desired outcome. First, Juliet’s nurse told her to give up on her marriage with Romeo and agree to be wed to Paris. Nurse hoped Juliet would eventually forget about her first marriage and live happily with him. She also hoped it would make Juliet stay on her parents’ good side, as her father had already threatened to disown her and kick her out into the streets.What happened instead was Juliet didn’t trust her confidant anymore, so she went to Friar Laurence for advice. She distanced herself from her nurse and started to do things on her own, without telling her. In addition, Romeo decided to interrupt Tybalt and Mercutio’s fight. He placed himself between the two men and asked for them to stop. He hoped they would agree and go their separate ways before the prince would arrive at the scene. Instead, Tybalt stabbed Mercutio under Romeo’s arm, killing him. This caused Romeo to become enraged and to kill Tybalt.The prince arrived soon after, and banished Romeo for killing the Capulet. Finally, Juliet took a sleeping potion to fake her death. She thought it would allow her not to have to marry Paris and be reunited with Romeo. She’d go to sleep and wake up with Romeo and the friar at her side. However, Friar Laurence’s message didn’t reach Romeo. He heard from Balthazar that Juliet had died, and didn’t know it was fake. He went back to Verona and to her resting place. He judged death preferable to living without her and poisoned himself at her feet. Juliet woke up, and saw her lover newly dead at her feet. She was overcome with despair and stabbed herself with Romeo’s dagger, reuniting herself with Romeo in death In Speak, a novel by Laurie Halse Anderson, as well as Romeo and Juliet, a drama by William Shakespeare, all characters act on there own, but none have a say in the outcome and consequences. Stephen Covey, the author of 7 Habits of Highly Effective Teens, said, â€Å"while we are free to choose our actions, we are not free to choose the consequences of our actions†. This quote means one can do what he or she wants to, but none know what happens afterwards, or how to prevent it. This applies to written work as well as everyday life.