The Maesks Lines Philosophy

The Maesks Lines Philosophy The Maesrsk Line Company is the global containerized division of the A.P. Moller. The company delivers its services across the world through ocean transportation services. They built their vision and their mission from a strong constant care, heritage of uprightness, and innovation, and this vision has made a path for their business operations since Maersk lines first vessel sailed in 1904. The focus and commitment to this vision made them able to expand the business and become largest ocean carrier of the world. And they are constantly recognized as the most reliable container shipping company. A.P. Moller Maersk Group headquarters at the waterfront in Copenhagen, Denmark The fleet of the maersk line is consist of more than 600 vessels and the total number of containers is more than 3,800,000 TEU*. This shows a comprehensive and reliable coverage worldwide. Maesks Lines Philosophy: We share the same values and principles of business with the maesks line group to be a known, highly respected and world-class group. The founder Mr. A.P. Moller wrote Loss should not hit us, and constant care is needed for it. These words are highly followed and having deep meaning at the company. Word constant care is highly focused on the safety and good health of the employees and others in the industry and environment around them. Our Values: The core values of the Maersk line group are the demonstration n of constant care, regard for our employees, humbleness and uprightness and the protection of the name of the company. The success lies in the fulfillment of these values while carrying out the business. Our business principles: The maersk fundamental business principles is comprises of how do we conduct our business, these principles are applicable on national as well as international legislation. Environment: Our constant care also revolves around the protection of environment. We maximize the use of the resources and handle the waste. The policy regarding environmental protection is we focus on the protection of the environment and environmental consideration is our first priority in conducting our business. Our mission: We provide opportunities in global commerce. Company facts and information: Maersk Line is the leading container shipping company all over the world. It has more than 600 vessels and more than 3, 800, 0000 (a container is 20 feet long). It shows the comprehensive and reliable coverage all over the world. http://www.maerskline.com/globalimage/?path=/media_room/company001 What is container shipping? Containerization, it is large and worldwide system of intermodal cargo transport by using standardized containers. This can be sealed and reloaded onto container ships, trucks and planes, railroad cars. Before the containers were introduced, it was time consuming and expensive to handle the cargo for sea transportation. The containers have brought change in that and it made transport easier and affordable than ever before. All the types of commodities and the type of goods can be carried and loaded in the box; as a result the modernized container shipping has changed the ways of transportation around the world and played a vital role in globalization. Sustainability: Since it is a biggest shipping line in the world, Maersk Line plays a vital role in facilitating efficient and reliable supply chains for many companies. It is recognized that the position of maersk line as an enabler of global trade have brought great opportunities. Global trade of manufactured goods has increased over 100 times, from 95 billion USD to 12 trillion in the last 5 decades. Today 90% of global trade is done through ocean transport and containerization have played very important role in this development. Awards and Recognition: Maersk Line wins Shipping Company of the Year award in the Middle East (14 December 2012) Maersk Line takes home two Global Freight Awards (26 November 2012) Maersk Line wins Lloyds List Environment Award for the Middle East and Indian Subcontinent (19 October 2012) Maersk Line wins Clean Excellence Award (25 September 2012) Maersk Line wins Social Media Campaign of the Year Award (17 September 2012) Maersk Line wins 2012 Best Global Shipping Line Award (7 June 2012) Maersk Lines à gnes Hernà ¡d wins Best Young Manager of the Year (20 February 2012) Maersk Line Wins Shipping Line of the Year Award (1 December 2011) Maersk Line wins two awards at AFSCA 2011 Maersk wins European Business Award 2010 Maersk Line Best Global Shipping Line, Best Shipping Line for Asia-Europe, and Best Green Service Provider Shipping Line 2009. Maersk Line awarded Container Shipping Line of the Year 2007 Maersk Line wins Best Global Shipping Line 2006 Maersk Sealand named Best global shipping line 2005 HR Processes: i. Recruitment and selection at Maersk Line: Maersk Line strictly follows the Equal employment opportunity Law while hiring candidates for a particular department. They make sure no discrimination take place throughout the procedure of hiring an employee. The advantage of strictly following such law is that Maersk Line never faces any problem pertaining to legal complexities and law suits regarding the hiring of candidates. The recruitment process starts with the submission of online application by a candidate and a confirmation pop-up appears on the screen. A reply will be sent within few days so that the applications can be reviewed carefully. Applications are reviewed on the basis of some standard tools so that company can make it sure that a candidate is eligible for giving interviews. The mediums of recruitment which they prefer are: Employment Agencies: These agencies make links between the employers and employees. Internet: The advertisements on different job websites, which capture the a huge pool of candidates who can apply to get the job they are capable for. Social media can be a great source for discovering passive candidates those who are employed but open to changing jobs for the right opportunity who represent nearly half of all currently employed talent. Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web With the advent of social media, companies have more information than ever on job candidates, and the process of evaluating those candidates can be lengthy. In the past, companies tried to determine candidate fit through their rà ©sumà ©s. Today, employers perform web searches on candidates, learn more about them from social media, and examine their work samples.. Social media is like a goldmine of information. In the future, it will not only emerge as a strong source for hiring but also serve to enhance the employer brand, says SY Siddiqui, chief operating officer administration (HR, finance, IT, company law and legal, Maruti Suzuki India. Social media enables employees and employers to connect and communicate in a more cohesive manner. Recruiting through social networking websites is more cost-effective compared to traditional forms of hiring that include placement consultants, posting advertisements in different forms of media and participation in job fairs Employee Referrals Its an internal recruiting method which identifies their potential candidates from the existing workforces social networks. This scheme encourages existing employees to choose the suitable candidate for a particular job from their social networks. A referral bonus is given to referring employee as a reward. It is the most efficient and cost effective method for recruitment. Announcement on the official website They announce the new jobs on their official website i.e. www.maerskline.com. Website has the particular portion of vacancies and the whole process of how to apply is mentioned. Evaluation of internal labor supply When evaluating an employee for a periodic review, a raise, or a promotion, we need to have a checklist to measurable performance, this applied consistently to all members of our department. ATTENDANCE: We check the employees attendance, and we check either employee had a negative impact on the departments productivity or morale? Also we check if the employees attendance has been exemplary? ATTITUDE / COOPERATION: We evaluate what is the employees attitude towards department, towards company and towards the work in general? Is he or she feels pleasure or unpleasant to work? Is the employee reasonably flexible when asked to perform a job function outside his or her normal duties, or to work outside his or her normal hours for a special project? COMMUNICATION SKILLS: We check does the employee have the ability to adequately communicate with managers or with customers? Have there been any issues created or solved due to the employees communication skills? FOCUS: Is the employee able to maintain focus on the task assigned to him or her? IMPROVEMENT FROM PREVIOUS EVALUATION: We see if the employee moves towards improvement from the previous performance evaluation? INTEGRITY: We strictly monitor the employees ethical behavior in the workplace? Does he or she respect the privacy of other employees and of customers? DEADLINES: Is the employee able to consistently meet productivity requirements and project deadlines? QUALITY OF WORK: We take a record of feedbacks given by the customers regarding the quality of employees work? RELIABILITY: We also identify employees who are reliable in especially bad situations? We check the level of competency and dependability. MANAGING STRESS:- How does the employee deal with changes in the work environment? and how does the employee interact with other members of the department when tensions are high? PERFORMANCE LEVELS Needs Improvement :- In this case employee has not fully met the requirements of the job or is not able to perform in a way that the job duties required. Here employee needs additional training or practice to meet standards. Meets Standards In this case employee faces no difficulty applying the technical knowledge requirements of the position. Exceeds Standards Here employee often exceeds standards in some aspects of the job and consistently meets standards in all remaining aspects. They prefer Internal Labor Supply over External: Those positions which are at higher levels and become vacant due to transfers, deaths, demotions and promotions, are filled by the internal employees who are already familiar with the required managerial roles and responsibilities of those positions. These positions are then posted on the notice boards throughout the PSO offices and are also posted on a software device that is displayed on almost every computer desktop at PSO offices. The interested employees are screened, interviewed and positioned. The criteria of selecting the internal employee depend on requirements of the qualification, age and experience recommended by the line manager ii. Selecting and interviewing Process: Selection process: Advertise Test 1st Interview 2nd Interview HIRE There is a predetermined criterion for hiring of candidates, which includes Logical and personality Test It is the standardized instruments of testing individuals character of psychological makeup. It also reveals the aspects of how logical the candidate is. These tests play an important role in making the selection process easier. Behavioral Interviews These interviews discover the behavior of an interviewee. It reveals that how an interviewee acted in particular situation faced in the past. And it will predict that how he or she will act in the future. In traditional interviews there is a series of question asked, that has the straight forward answers Like what challenges did you face? How did u handle them? Or what are your strengths and weaknesses?But in the behavioral interviews questions are more pointed and more specific than questions in the traditional interview. Like describe any example of a goal reached by you and how did you achieved it? or how did you work effectively when you were under pressure? In order to get selected, candidates must fulfill the criteria they are tested upon. English grammar English Comprehension Basic Mathematics Identification of Resources required in particular Department: Need Analysis Departmental Goals Organizational Goals Interviewing Process: Two structured interviews are generally conducted of a candidate at Maersk Line. The first interview is conducted by Human Resources which are focused on the candidates personal skills and capabilities. They use online or hard copy assessment tools to try to form an objective picture of candidates personal characteristics and logical capabilities and a feedback is provided as a part of the process. The second interview is normally conducted by the hiring manager who makes the final hiring decisions and focuses on the specific qualities and skills which are required for the particular job. The whole recruitment process usually takes 4 to 6 weeks; it could be vary depending on the locations. iii. Orientation and Trainings: Training and development is a continuous process, and is designed to bring about a change in attitude of employees with respect to the job they are doing, the people around them, the new procedures, the new techniques and skills that they can use. It is also to make them more conscious of their responsibilities and how to perform them effectively. Therefore, all training is planned and coordinated in a systematic manner by the company, in term so identifying following needs and the skills required in the company. The training and skill development efforts are not confined to a formal class room course but extended in all directions, hence, helping to improve the productivity of employees by imparting useful knowledge and training in the areas, which are neglected, and to add up to the most of their strengths. The growth of the employees is not only a short term vision of enhancing inputs through skills based on training but also an effort for the long term development of employees by education and planned management development inputs. Types of Training at Maersk Line: Orientation Program: Newly inducted employees are given a short orientation course to familiarize them with the company, organizational functions, activities, policies, procedures and programs. This type of training program may be arranged on individual basis or group class room training, depending on number of participants available. The duration and contents of the course is determined to meet the needs of individual concerned in consultation with respective departmental heads. Depending on the type of job, newly hired employees, as well as the promotes assigned to new field of activities, are given on the job training for a period ranging from one week to four weeks, as may be deemed necessary. They make sure that people are empowered to do their job well Indoor simulators: Job knowledge is an essential part of everyones responsibility in any position. Since technology, methodology, processes are changing at a fast pace, it is imperative that employees should learn new skills and techniques through specialized and technical courses organized within the company. Seminars and constructive discussion groups: Seminars are conducted to spread the awareness regarding different programs plus it provides a platform for the employer and the employees to socialize. Group case studies play an important role in a constructive discussion between the employees. Practical exposure and experiences: As a trainee in their company an employee will be given a responsibility from day 1 and will be provided with a proper toolkit enabling him to experience a real job. The Maersk group runs a trainee program which provides opportunities to get solid and a broad shipping knowledge. The applicants will be the part of business represented in many countries they are looking for energetic, passionate about shipping and eager to learn individuals who can apply as a Chartering or Operation Trainee in this program. Chartering Trainee: as a chartering trainee, he or she will be responsible for fixing the vessels and cargos. You are to ensure that the vessels sail with the right cargo. Operation Trainee: As an operation trainee employee will be responsible to make sure that the operations of vessels are efficient and safe. And will have to perform following tasks. Issuing voyage instructions Appointing agents Planning bunkering Market voyage analysis Handling insurance and legal matters The trainee will have a broad network of stakeholders including agents, ship managers, port captains and charters. iv. Performance Management: To maintain a sustainable Performance of an employee, Maersk Human resource management measures some of the main factors which has a high impact on employees performances. Work output Personal Competency Goals achieved Performance appraisal Methods at Maersk Line: HR managers should be very careful while selecting methodology used to measure performance of an individual. Maersk Line uses the following methods. MBO Each employee is assign with the specific tasks and goals, and then the progress of those goals is reviewed periodically. Goal setting is done by mainly focusing on the Organizational goals. Secondly the departmental goals are assigned to different departments working in the company, then these goals are discussed with the employees and employees get to know what is expected from them, which defines their individual goals. Finally the progress of these goals is reviewed and employees receive feedbacks. Paired ranking method Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which one is the better employee of the pair. Forced distribution method Similar to grading on curve; predetermined percentages of rates are placed in various performance categories. Example: 15% high performers 20% high-average performers 30% average performers 20% low-average performers 15% low performers Goals achieved The process starts when HR throws performance appraisal forms to different departments. This appraisal form has two sides: Employee Development Report-1 (EDR1) Employee Development Report-2 (EDR2) EDR-1 In EDR1 employee he identifies the Key Performance Indicators (KPIs), the employees themselves set the objectives and targets for the following year. EDR-2 In EDR2 it is the line manager who rates the employee performance by quoting significant performance achievements and deficiencies for the past year. He indicates what development and training will employee need in the future according to the highlighted areas in the current year. When both of them end up the negotiation then the appraisal form is sent to HR department for further follow up of the respective training or development arrangements. This way the Performance appraisal system reaches to end. These performance appraisal methods are very useful in order to maintain competition and for employees to focus on Key performance indicators (KPIs). And the results extracted from these methods become the basis of promotion, rewards, incentives, bonuses, or layoff and punishment for an employee. Compensation Benefits: Since the Maersk line is very careful in maintaining the equality among their employees, they never face any equity issue. The wages and salaries are set on the basis of employees Education Experience Market conditions Human capabilities The pay raise is given to an employee on the yearly basis. Maersk line negotiate the salary with a candidate on his own terms and conditions only when the job is highly skilled, when company wants to retain its loyal employee and when an employee is an exceptional performer. v. Career Development at Maersk Line: Maersk line is highly involved in investment in training and education. Over the years A.P. Moller maersk group has its own training system which is implemented over the years and constantly updated. And it is directed towards meeting the global and international organizations particular requirement. Their experience shows that the employee cannot be evaluated solely on the basis of written applications and the examination results. It is essential that the personal impression of the individual behind the papers should be evaluated. Everybody who is formally eligible and has the qualification required for the certain position, can expect to be invited for the interview with Human Resource Department at Maersk line. Maersk Line believes that career development is one of the most important steps in maintaining organizational performance. Maersk Line always helps its employees to build their career and achieve their personal goals by giving their best. And contribution which is made by the company is: Job enlargement Job enlargement is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of ones duties and responsibilities. The increase in scope is quantitative in nature and not qualitative and at the same level. Task related training is not required much since the person is already aware of the same or doing it for some time. Benefits of Job Enlargement The following are the major benefits of Job enlargement Increased Work Flexibility: There is an addition to the number of tasks an individual performs. There is thus an increased scope of carrying out tasks that are versatile and yet very similar in certain aspects. No Skills Training Required: Since the individual has already been performing the task in the past, there is no great requirement for imparting of new skills. However people and time management interventions may be required. The job thus gets more motivational for the one performing it. Job Rotation Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In Maersk line we offer Job rotation which is a well-planned practice to reduce doing same type of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the management and the employees. It helps management in discovering the talent of employees and determining what he or she is best at. On the other hand, it gives an individual a chance to explore his or her own interests and gain experience in different fields or operations. It is important to recognize when the employee is ready for promotion, because if an employee will not be promoted at the right time he might get demotivated. Maersk line recognizes such employees when there is availability of position and employees exhibition of competencies for performance in the new role. In case, when the employee leaves the organization when his/her promotion plan is ready, the HR gives someone else dual responsibilities for the time being. PROBLEM IDENTIFIED AND SUGGESTED SOLUTIONS i. Problem: There are number of potential drawbacks in different stages. One of the greatest concerns regarding relying too much on employee referrals could become the reason of limited diversity at workplace. Hiring from the same existing networks may bound a company to capture diverse pool of candidate, it is good for reducing cost expenditure but on the other hand it could become the big hurdle for the company if the company is relying on such method too heavily. This simple method could have many risks, e.g. when there is a need to fill particular Job the simple question is asked from the existing employees i.e. Is there anyone in your mind who can fill this Job? In response to this question employees may think of the potential benefits for their close ones in their network, rather than thinking constructively for the organization. It is not necessary that every time a new employee comes in through reference is beneficial for the company, it carries risks with it, it could take time to measure his/her effectiveness, and if the new employee is not prod uctive, eventually it will increase the cost of the company and employee will become the liability on the company. Solution: There is certain planning and strategies which can save the company from these problems Communicate the benefits to employees for the successful referrals; give them rewards, incentives and bonuses for the successful referral. This strategy can change the way employees think when they are asked to bring the best candidate for the particular job, now they will think of the best candidate in their mind, who will serve the company most efficiently and effectively. The reward amount should be sufficient enough to motivate the employees who make referrals but not too much that may lead them to make referrals of unqualified candidates. The bonuses should be given in installments because the effectiveness of the new employee cannot be measured in few days, it may take time. In order to be safe from a big loss company should make payments of bonuses in installments. The company may limit the number of bonus qualifying referrals that is made by each employee per year. This will reduce the number of employee referrals per year. The mandatory qualification and specifications should be clearly mentioned and delivered to the employees who make referrals. It will reduce the risk of getting unqualified employees. All the requests for employee referrals should be added to the pool of the candidates. ii. Problem: The advertisement for the Job which is offered by the company is very much important in order to gather a better pool of candidates. Maersk Line is highly dependent on the internet as medium of advertisement for the jobs. They dont prefer NEWSPAPER for the advertisement of their Jobs; as a result they are missing a large number of candidates who prefer Newspapers to find jobs. Solution: In order to get better employees a company must have a large pool of candidate so that it can be used for hiring employees when there is a need to fill the job in emergency. Newspaper plays an important role in spreading awareness among public. Since its an oldest and most popular medium of advertisements civilized and educated people read newspaper as a matter of habit in all over the world. Therefore it has a wide and general appeal. The message can reach a large number of audiences quickly. Choosing the best newspaper is also important, so the Maersk line can improve its pool of candidates by spreading word through Newspaper. iii. Problem: When we asked them; Has it ever happened that an employee might have left the Organization due to some reason; while the HR had plans for his promotion ready? Yes No They chose YES, And then we asked the next question; With Reference to the above scenario, what did the HR do? (If the above Question is answered as a NO, then suppose a scenario with the above details answer this question, what would the HR do?) Promote an immediate subordinate Bring in a Contingent Employee Give someone dual responsibilities for the time being Hire an individual from a pool of already collected CVs. They chose the third option which is Give someone dual responsibilities for the time being It may create a problem we identified, because in case of fulfillment of the job which has been left empty by the previous employee due to any reason, Maersk Line shifts the tasks to other employees. This creates a burden on them. Assigning dual responsibilities to an employee may become the reason of his/her demotivation. The workload given to someone more than his/her capacity may push them towards demotivation. As a result that employee may leave the Job which actually creates a problem for the company. Solution: It is normal that when employees get better options and more secured jobs they switch their jobs. If we see the answer of first question we asked, it shows that maersk line has issues with their employees regarding their promotions. The timing of the promoting employees is not accurate, that is why it leads employees to leave the job right before the promotion. The main problem is to put dual responsibilities on existing employee rather than promoting him/her to that post. The Maersk line lacks the succession planning; they prefer distributing the responsibilities instead of immediate fulfillment of the empty position. Because it is the best time to get benefit, by promoting the employees to fill the job and if the company doesnt find any potential candidate among the existing employees who can fill the post, then they should focus on the pool of the candidates. It ensures that the collected CVs are not useless iv. Problem: Maersk Line doesnt have any well defined strategy to retain their employees who are really important for the companys growth. It usually happens in Maersk Line that employees leave the organization due to some reason; while the HR had plans for their promotion ready. Recruitment is an expensive process, and when employees leave the jobs it is actually a loss in the cost incurred in the recruitment process. Solution: Hiring employees is an important stage but to keep them in your organization is also very important to be safe from the high employee turnover costs. In order to retain the employees, maersk line should create some tactics to retain their employees. These tactics may include: Offering competitive benefits: Give rewards and incentives Provide some small perks: Conduct stays interviews in addition to exit interviews Promote whenever poss

Dances With Wolves Essay -- Movies Native Americans History Papers

Dances With Wolves No matter how you choose to categorize human beings, whether by race or religion, nationality or gender, the resultant categories will display at least one immutable constant. Each group, no matter how diverse their beliefs or how dissimilar their behaviors, will contain men of honest and peaceful natures as well as men of divisive and violent natures. In the film Dances With Wolves, we are exposed to two distinct categories of people inhabiting post civil war America, the white man and the Native American. We, most likely, begin the movie with defined ideas as to which group contains honest, peaceful men and which group contains violent and savage men. We are, however, exposed to behaviors which are in opposition to the accepted stereotypes associated with these groups. As we move through the film we are taken from the comfortable starting point of our existing stereotypes into new territory, both literally and philosophically. The film accomplishes this by allowing us to journey wi th John Dunbar, a man who is as open minded and free of preconceived notions as the originally empty journal on which his new ideas and understandings are written. Through his experiences we are exposed to the sharp contrast between the violent and crude, as well as the peaceful and thoughtful natures of men. With every exposure we are purposefully moved further and further away from what may have been our preconceived notions regarding these groups of people. Through John's eyes we are first exposed to the world of the white man embroiled in the carnage and butchery of the Civil War. The gruesome hospital scene only emphasizes the fact that life in the "civilized" world can be anything but. A brief contrast is made when the... ...bar, separate ourselves from them. The film Dances with Wolves provides us with an opportunity to journey out of a comfortable world which may be founded on hastily established stereotypes, into a world of truth. It begs us to deal with people from a position of knowledge and understanding, rather than one of ignorance clothed in superiority. It shows us enough of our own shortcomings to make us see that we could also be the victims of generalizations made by others based on the behaviors of the few. It presents us with a poignant example of what can be lost when people become what they claim to be fighting. It is a message that is as applicable today as it was in the time of the American West. Works Cited: Costner, Kevin, dir. Dances with Wolves. Perf. Kevin Costner, Mary McDonnell, Graham Greene, and Rodney A. Grant. 1990. Videocassette. Orion, 1991.

Comparing Prince Hal and Henrys Models of Statescraft :: essays research papers

Comparing Prince Hal and Henry's Models of Statescraft To compare the difference between King Henry and Prince Hal's style of statecraft, first we have to understand the basic philosophy of each. The King belives that to effectively lead the country one needs to lead by example. According to the King's philosophy the best man is the one who lives a pure life and garners respect and honor from all men. To the King's way of thinking Hotspur is more fit to be a King than Prince Hal, a comparison the King makes several times. In Act I, scene i King Henry makes his first comparison of Hotspur to his son saying that Lord Northumberland's son, Hotspur, was "A son who is the theme of honour's tounge..." while Prince Hal was stained by "...riot and dishonor...." In fact the King goes so far as to wish that Hotspur was his his son and not Prince Henry. Later in Act III, scene ii King Henry tells the Prince that Hal reminds him of the way King Richard acted before Henry took the throne and that Hotspur reminds the King of himself. This is the King's not so subtle way oftelling Hal that the King doesn't think he is fit to suceed him to the throne. Prince Hal on the other hand has a different idea of statecraft. He expresses his ideas in his speech in Act I, scene ii when he says "If all the year were playing holidays, To sport would be as tedious as to work; But when they seldom come, they wish'd-for come,...My reformation glitt'ring o'er my fault, Shall show more goodly and attract more eyes than that which hath no foil to set it off." He is saying that he may be acting like a common ruffian now but when he does take up his duties as heir to the throne and begin to act like a prince he will shine more in the eyes of men because his actions now will provide a contrast by which they can judge him. It is important to note that Hal does not plan to spend the rest of his life acting in this manner. He does plan to leave this life behind and take on the role of heir apparent to the throne of England. In Act III, scene ii when the King confronts Hal about his delinquencies Hal is quick to agree with the King. He admits that he has not acted the part of a prince and humbled by the condemnation of the King swears a vow to redeem

A job or profession Essay

There are six domains in the content model starting with† worker characteristics† which talks about the abilities, enduring attributes of the individual that influence performance, also the occupational interest, the preference of work environments and also work values and work styles what is more important to you at work and how exactly you enjoy and feel more comfortable doing your job. â€Å"Worker requirements† which involves basic skill and cross-functional skill, basic skills are skill you already should know, and cross- functional are skills you tend to learn from moving from job to job. Knowledge and education are also needed in worker requirements knowledge is what you know of the job and education is any prior knowledge you already had coming in. â€Å"Experience requirements† involves experience and training, licensing and basic and cross- functional skills, which is everything needed for you to get started on the right track with your job, basic and functional skills to help you in your everyday life and also in your work environment, also licensing and training are requirements because jobs need to know that you are legit and know what you are doing. â€Å"Occupation specific information† also involves tools to help with your job and also technology as in machinery equipment, things to make your job a less of a hassle. â€Å"Workforce characteristics†, variables that define and describe the general characteristics of occupations that may influence occupational requirements. â€Å"Occupational requirements† a comprehensive set of variables or detailed elements that describe what various occupations require. There are many careers in career cluster but there is one that really interests me which is teaching the reason for this is because teaching has always been a dream of mine simply because I would love to influence a child’s life in a good way. For good teachers, teaching is a vocation rather than a job something they can’t refuse. Teaching is a call to service; a way to change the world. There’s so much potential in a classroom. Teaching is the profession that makes all other professions possible. There are a lot of great reasons to teach and none of them are better than the others. The reasons why you want to teach depend on your personality and beliefs. Some teachers want to make a difference and some people love working with children or adolescence and some people want to make a big contribution to society. As long as you’re intentions are good and you’re not going into teaching for the wrong reasons, you should pursue your passion and desire to become the teacher with all the right reason .You could be that teacher that influence a kid to be anything from a hero to the president of the united states because lets be totally honest kids look up to teachers and you setting a good example could do so much for children . Teachers do more than make a small difference, they touch their students’ lives forever. I want to teach because I want to make a difference in the world. A lot of teachers want to teach because they have the power to do good things for their students. Students do more than learn academic things from teachers, they learn about morals and ethics, they learn about confidence and self-esteem, and they learn what having someone who cares about them is like. I want to teach because students deserve a teacher who really cares about them and wants them to do their best. A lot of people want to teach because of the rewards that come with teaching like pay and vacations. I want to teach because I love working with students and being a part of their lives. I care about the youth of the world, and I want to help them learn and prosper in any way I can. I also want to teach because I honestly can’t see myself doing anything else with my life than teaching. As reported in yahoo the salary for teachers in Texas can vary on location, experience and whether or not they have a master’s degree. In Lubbock, teachers employed by the Lubbock Independent School District in 2011 earn a starting salary of $37,750 if they have a bachelor’s degree. If they have a master’s degree, their salary begins at $39,250. An LISD teacher with 20 years of experience, but only a bachelor’s degree, will earn $48,635 per year, this is how much I could expect to earn. Another job I have always been interested in is being a personal trainer simply because you get to motivate and help people get physically fit. Some reasons may be to help people become healthier or let athletes maximize their performances; other reasons may include sharing with others the gift of health or it could be that you just like hanging around the gym and want to make some money in the process. There is no â€Å"wrong† reason, just as there is no single â€Å"right† way to train people. I feel the best part about being a personal trainer is having the opportunity to transform not only my client’s body, but their mind as well. Being a personal trainer means being there for my client through the good and the bad, answering emails and being on-call if a client has questions from muscle soreness to protein powder. I chose this profession merely on the basis of having a healthy physique, to train people and inspire them to be aware of health and not only that but to have a great body too has been something I would love to teach. When you market yourself to potential clients, you subtly make them a promise that you’ll get them looking and feeling how they’ve always dreamed of. Some of them expect you to hand them results, barely making an effort in the gym, my job is to push them to the limits and make them earn their results. These results are all the right reasons to pick this profession. Salary for a trainer is ranging from 20-100 dollars a hour per person. One main job I would love to be is a doctor I just wish I would be smart enough to peruse that career. Becoming a doctor is no easy task. Just getting into medical school is a daunting task let alone the amount of studying, time spent in residency and the grueling hours one spends training. I personally have many reasons why I want to become a doctor. Yes my first answer is I want to help people, and yes it is true that you can help people in many ways but I think a doctor provides the most direct and critical type of help. I mean how many times have you been in pain and you’ve gone to see your doctor and after he’s treated you, you want to just get up and hug him. The healing power of a doctor is almost godly. I don’t think any other profession is more appreciated than a doctor because of that fact. We as humans seek help and relieve from pain and suffering when we are going through such a time and the most critical pain and suffering is physical pain and when that pain is relieved we are most grateful. This is why I would also enjoy being a doctor; there is no greater gift you can give. Annual salary of a doctor is, depending on the area in the U.S.A. the average yearly salary of a doctor is around $120,000-$160,000. What I have learned from these careers and what u has put into conclusion in my own mind is that no matter what career you are looking for, the annual salary will not make you happy, what will make you happy is how much you will enjoy the job. Enjoying your job is the main part of being happy in life; having a job you enjoy waking up to every day will make your life so much less complicated. Which is why I no longer look at the pay of jobs , but end up asking myself would I enjoy this?

Jack Daniels

Jack Daniel's Case Analysis I. Identify Symptoms 1. Jack daniel traditionally gave the slop for free for decades, then established a price of $2 per thousand gallons, and then raised to $4. Because of the low prices and availability of the feed, farmers began to expand their business. Water was being polluted by the excess amount of cattle being raised. 2. Jack Daniel informed farmers it would stop delivery until proper environmental improvements are made. However, there was no formal written contract stating Jack Daniel will continue delivering the slop. . A low demand of whisky occurred, because consumers turned to lighter beverages. This resulted in Jack Daniel’s â€Å"dry house† method which disposes of thick slop.4. Layoffs were made in Jack Daniel. 5. Angry employees may form a union 6. Farmers were angry, having no slop to feed their cattle. 7. The farmers moved the feedlots and improved the environmental conditions. Farmers state that Jack Daniel promised them s lop if they fixed the water pollution problem. 8. Jack Daniel denies making such promise. II. Root Cause . There is no written contract between the farmers and Jack Daniel stating the terms and commitments they have for each other, such as, Jack Daniel providing the thick slop for the farmers for affordable prices, and the farmers preserving the environment. III. Stating the issue 1. What actions should be implemented in order to meet each side’s needs, while keeping both Jack Daniel and the farmers’ businesses afloat? IV. Alternatives 1. Jack Daniel could return to selling its traditional whiskey with thick slop.In doing so, it could raise the price of thick slop to the farmers to cover the expenses it takes to make it. Positive: The farmers can feed the cattle. Negative: a. The feed will not be at a bargain price which will lead to farmers looking for alternatives. This result to more tension between the farmers and Jack Daniel. b. Jack Daniel will only be wasting it s time and money in making the whiskey because demand for it has dropped. . The farmers should find an alternative feed for the cattle. Positive: a. Jack Daniel will continue to make its dry house method with no thick slop and keep its business afloat. b. The tension between the tow might break. Negative: a. Farmers will have to seek alternative means of feeding the cattle and may have to down size its recent growth. b. Tension might only increase. 1.Jack Daniel could hold to its promise that it would stop delivery unless the farmers made environmental improvements, which the farmers invested heavily on doing so. Positive: a. Tension will clear between the two. b. The farmers will have their feed. Negative: a. No written contract made. Jack daniel is not obligated to support the farmers. The free ride never lasts forever. V. Best Alternative There was no formal contract between the two. JD and the farmers should sign an ethical and legal contract stating their terms if any.But again JD is not obligated to do anything. VI Recommended action and follow up If the farmers like to take legal action, it will only trigger more tension and go no where in court because there is no written claim to back them with. JD might be seen as unethical on breaking their promise but there was no proof that they had a promise and they have been doing a favor to the farmers up until now. If the farmers find no other alternative to feed cattle, they should form a business proposal for JD that fit their needs while keeping their own business afloat.

Perception of the African American Males

Perception of the African American males African Americans males are considered dangerous based on a false identity, misconceptions, and misinformation that are available in the media; this includes but is not limited to rap music, news, and TV shows. This misconception can be traced as far back as slavery. The perception of blacks’ males as being dangerous began when the slave came to America on 1619. Due to the situation of being treated as property, to be freely bought and sold, and that the owner was free to split up a couple or family at any time simply by selling some of his/her slaves. African slaves started to behave in a hostile manner. Because of their behavior the Caucasians immediately started to classify the slaves as being dangerous, and they need to be tame as if they were wild animals. This lead the slave masters to start putting chain and walking around with their rifles when they would be in the fields with them. As it was stated in ‘The Brut Caricature†, it portrays black men as innately savage, animalistic, destructive, and criminal; deserving punishment, and maybe death. Due to the negative influence and portrayals of African Americans males, these individuals are often misguided. The nature vs. nurture theory comes into play. I. e. Low income black males are predisposed to innate qualities, while behavioral traits are learned i. e. through the media. â€Å"Get Rich or Die Trying† is the mentality of most African American males with the help of the media. Most males see themselves as rap stars, sports stars, and or comedians. There is limited exposure of African American as doctors or lawyers at an early age its learned that their chance of success in life is limited. The men in the low income communities have the tendencies of wanting to become like the â€Å"white man†. The main problem is that they portray the idea of â€Å"get rich quick†. These perceptions cause them to turn into drugs, and from there into violence and crimes. According to a 2006 National Urban League report a third of black males will spend time in prison before their 35th birthday. This fact could be because of the high school dropouts and the poor understanding they get from society. Yes, I said the poor understanding from society, because black men are one of the least understood groups in our country. People don't look at the conditions that cause a lot of black men to be in the situations they're in today, they just look at the results. † According to my findings, among men, blacks (28. 5%) are about six times more likely than whites (4. 4%) to be admitted to prison during their life. I also noted that there are more black males in prison in America than are in college. (The Black and White of Justice, Freedom Magazine). Volume 28. Another consequence for African Americans it’s that the â€Å"monster† image given by the Caucasian people are carry by the poor African American people. According to Stallworth (early 1990’s) young black males continue to follow patterns of slavery times. Many fulfill white America’s image of them legitimately by becoming successful gangster rappers, others fulfill these image illegitimately by becoming â€Å"bad niggers† Rappers, therefore reinforce the popular belief that as â€Å"bad ass niggers† young black can achieve fame, recognition, and sense of being (somebody). If they lose, however, they can face a long stay in our jails and prisons or even bodily injury and death. Which it’s happening now days. Media and the African American Males According to the book ‘Black Demons’ there is a â€Å"black pathology† a fundamental weakness in African American families that can be traced to their experiences as slaves. The news media, for example, have taken the lead in equating young African American males with aggressiveness, lawlessness, and violence. Likewise, the entertainment media have eagerly taken their cue from the journalists, and these false images not only affect race relationship but also create a self felling prophecy for African American youngsters, whose limits of achievement can be determined for them by suggestions in the media. A common stereotype about African American men is that they are engage in drug abuse a disproportionate way which it’s not true because according to statistics from the US department of Health and Human services that although eight percent of African American males cocaine, eleven percent of whites have use the same drug. This is, however, not the impression that we get from watching the evening local news or even an episode of television program COPS. Blacks Stereotyped of Being Intellectually Inferior and Criminals. Another common negative stereotype, establishes the African American male as intellectually inferior. Studies directed by psychologist Claude Stale, indicate that African American teenagers are aware that they are stigmatized as being intellectually inferior and the go to school bearing what psychologist Claude has called a â€Å"burden of suspicion† Such burden can affect their attitudes and achievements. These shadows hang over stigmatized people no matter their status or accomplishments. These stigmas have the potential to roll them of their individually and debilitate their attempts to break out of the stereotypical roles. Blacks are the repository for the American fear of crime. Ask anyone, of any race, to picture a criminal and the image will have a black face. The linked between blackness and criminality it’s routinized by terms such a â€Å"black-on-black crimes† or â€Å"black crimes†. I also have to mention the ‘black brute stereotype arise in the early 1870’s. Such stereotype is one of the pictures white Americans have in their heads about black men: as savage, violent amazingly strong and not caring about right and wrong. Even today according to my findings , blacks are three times more likely to be physically threatened, harmed or killed because if their race than whites. So this idea of whites as peaceful and blacks ad threatening to white is not rooted in fact. It is rooted in something else. Yes, there are black men who are violent and savage, who do unspeakable things. But there are white men like that too. In either case they are hardly common enough to reasonably determine one’s ideas about the ordinary people of their race. Rap Music and its influence in African American males Rap music celebrates vulgarity. Indeed, it markets vulgarity; that is its product. It is the vulgar excesses of rap-the profanity, the over-sized jewelry, the naked acquisitiveness, the sexual aggressiveness-that are its hallmarks. New media attention on rap music seems obsessed on instances of violence at rap concerts, rap producers’ illegal use of musical samples, gangster raps’ lurid fanatics of cop killing, and female dismemberment, and Black Nationalist rappers suggestions that white peoples are devils disciples. It seems that rappers to notice the influence they have in people mostly African American people, and by say this type of things they send an incorrect message to their fanatics and other people in general. In most of the songs you can find a high level of aggravated language, images, and high crimes scenarios. . According to the authors of these songs, they just make it for the entertainment of their fans without thinking of the image they are given of their people and themselves. One question and many answers from our society I took the duty to find out the perception that common US citizens have towards African American males, by submitting a question on (answersyahoo. com) people from all around our country answered to my question. The following are the answers to my survey. †¢ People poisonous stereotypes the black males with the â€Å"5 Ds†Ã¢â‚¬â€Ã¢â‚¬Å"Dumb, deprived, dangerous, deviant, and disturbed†. †¢ Lazy & uneducated †¢ Drug dealers †¢ Poor †¢ Hate other races †¢ They are dirty †¢ Loud, obnoxious, rude My Opinion For these reasons and many other African American males are consider dangerous for our society. But stop and think for a minute, are they all really dangerous or this is only a big misunderstanding? Can we judge them all as a whole, or there are some of them that can be excluded of being stereotyped as â€Å"dangerous†, â€Å"criminal†, etc? In my opinion we cannot judged them all as a whole and we should also try to understand the reasons behind their actions. We have to learn how to be open minded and see things from different perspectives. We also have to realize that not everything that we see and listen in the media is always the truth, there is always a second part of a story and most of the time we fail to look for that second part. African American behavior has been shaped by us (society) because of our mistreatment towards them and our racism†¦ I believe if we change the way we look at them and express about them, they will change their behavior and we no longer will have to use the statement of â€Å"dangerous† when referring to a African American male. Conclusion To conclude to this issue in question I just have to say ‘Black or white, God gave us the opportunity to succeed, and regardless of the situation we are dealt, we can all live the life we imagined. After s days of research I can’t say there is a wrong or right theory about African American males because everyone has their own way of thinking and their own opinion. But just to add ‘the world would be shocked to know that the majority of black men make the right choices and build successful families and careers every day in America, yet are rarely discussed in the headlines’. Bibliogaphy

Holy War

Holy War Essay Holy war. How can the word holy be put together with the word war? In the Old Testament though, holy war is presented in such a good light. You were going to war for Yahweh’s command. Holy war was only engaged when Yahweh summons Israel to war. Holy war was initiated when something became a threat to Israel’s loyalty to Yahweh or something became dangerous to Israelites faith. War and killing was what seemed necessary to protect Israelites from swaying towards the Canaanite religion. Holy war was only used for conquests or for the defense of the holy land. In Deuteronomy and the books of the period known as the Deuteronomistic History which includes Joshua, Judges, Ruth, 1st and 2nd Samuel, and 1st and 2nd Kings, we read about a conflict between the Israelites and Canaanites which leads to the Conquest of Canaan. Being a conquest, its justified to call it a holy war. It is described as â€Å"Yahweh’s battle’s† in 1st Samuel chapter 25, verse 28. Never in the Old Testament is it referred to as a â€Å"holy war. Because the Canaanites were occupying the land known as the â€Å"promised land,† the land meant for gods chosen people, the Israelites, to live on, Yahweh promised to Abraham’s descendents that they must be exterminated without mercy. He wanted all the Canaanites killed including the women and children. The Canaanites were placed â€Å"under ban† which meant they were sacrificed to Yahweh. It was though that if th ey allowed any Canaanite to live, they might cause religious corruption (Harris). One example is documented in the book of Joshua, when Israelite soldiers captured the city of Jericho and killed all men, women, children, and even livestock, all because they wanted to enforce the ban and gods orders. There were many provisions established to govern the execution of a holy war. First it is to be understood a holy war is a religious undertaking. In theory, there should be no casualties because Yahweh is doing the fighting. Also some basic provisions included have no standing army but only an army of volunteers when needed, no pay for the soldiers along with no spoils of war, no sex during a holy war, and you must fast going into battle. In the book of Deuteronomy chapters 20 and 21, God spells out these provisions and rules that go along with going to war. For cities distant from the Promised Land, provisions differed from those nations closest. When the army marched up to attack a city, they were to make its people an offer of peace. If they accepted, they would be forced nto labor. If they refused, then both sides engaged in battle (Deut. 20:10-12). They were ordered by God to kill all men in the city they were attacking. The women, children, and livestock were considered plunders and spoilers of war. As for nations closest like the Canaanites, Hittites, and Amorites, there are different provisions. God orders them to leave nothing behind in these nations. Completely destroy them because they are the nations that might corrupt the Israelites into worshipping other gods and sin against Yahweh. Along with leaving nothing alive and the basic provisions, another provision deals with marrying prisoners. During the war, God allows you to marry any of the captives of the conquered nation. But you must shave her head, trim her nails, and remove the clothes she was wearing when captured. You may marry her one-month after the capture to allow her to mourn her parents. If you become unpleased with he, you may let her go wherever she wishes, but you cant sell her or treat her as a slave since you have dishonored her. In Samuel chapter 15, Samuel orders King Saul to attack the Amalekites and destroy everything that belonged to them. Put to death the men, women, children, infants, and all livestock as ordered by God. Saul obeyed and organized an army of two hundred thousand men. He attacked the Amalekites and took their king, Agag, captive but destroyed everything else. Saul spared Agag’s life along with, what he deemed, the best livestock. The Lord spoke to Samuel and showed frustration in making Saul king because Saul had not followed out his instructions to kill everyone and everything. Samuel met with Saul at a city known as Gilgal and asked why Saul let some livestock live? Saul’s answer was that they would be used as sacrifices to the Lord because they were the best livestock. Samuel reminded Saul that the Lord had made hi king and that he sent Saul on a mission to completely destroy the Amalkites and asked why he didn’t obey the order and do evil in the eyes of the Lord. Samuel didn’t accept Saul’s reasoning of keeping the livestock for sacrifices and keeping Agag alive. Samuel then said that God wasn’t interested in sacrifices but in obedience of his voice and commands. Samuel tells Saul that the Lord has rejected him as king. â€Å"Because you have rejected the word of the Lord, he has rejected you as king† (Deut. 15:23). Saul admitted he sinned because he was afraid of the people and gave into them. Saul then asked for forgiveness but Samuel did not accept. He turned to leave but Saul latched onto him. Samuel said again that Saul was not king anymore. Saul pleaded with Samuel for him to return with him so he could worship the Lord. Samuel finally agreed and followed. After they worshipped, Samuel called for Agag to be brought to him. Agag arrived and Samuel proceeded to kill Agag before the Lord. Samuel left for Remaha and never returned to see Saul. From that day on, the Lord regretted that he made Saul king of Israel. We see in this passage the provisions of holy war, including Saul forming a volunteer army ad Saul obliterating everything of a nation. But the difference is King Saul didn’t fulfill the order of God for this holy war against the Amalekites. Saul was looked down upon for not following God’s orders and Samuel had to fulfill the command. There seems to be no exceptions to God’s orders and provisions in holy war. The impact this episode had on me is Saul chose to disobey Gods orders of killing everything by letting some things survive. After coming to understand what holy war was, it found it to be very bloodthirsty. Innocent women and children were killed. I understand the reasoning back then though for God to feel the need to destroy nations around Israel’s â€Å"promised land† because he feared his people would start worshiping other gods. The relevance of the age-old question of â€Å"If God is good, why is there so much evil in the world,† stems from people questioning why wars, genocides, and even murder happen. The reason many people ask this question is because, as a Catholic, I really hadn’t been exposed to the Old Testament God as much as the New Testament God. There is a big difference in the New Testament God and how compassionate and forgive full he his, and the Old Testament God who would eradicate his enemy’s and never forgive some sinners such as Saul. There’s no way we can answer this question of why god allows so much evil to exist. We can try to like today’s wars and conflicts with the ideas and aspects of holy war, but out minds still cant grasp why god allows some things to happen. Could it be he’s punishing sinners who are disobeying him? If this is so how could you reason why God allowed the Holocaust to happen. The Jews were considered Gods chosen people, so why would he allow this to happen to them. Or why is there genocide occurring in Africa to innocent people. If God is good, why does he allow these things to happen? We will ask this question forever. Work Cited Harris, Stephen L. Understanding the Bible. 7th ed. New York, NY: McGraw-Hill, 2007.