The White Hotel Essay Example For Students

The White Hotel Essay Wrought with images of death, love, desire and life, D.M. Thomas novel, The White Hotel, takes readers on an unexpected historical tour of one of the worlds most horrifying events. Narrated in the first and third person, as well as with an omniscient narrator, Thomas begins in the middle of the story momentarily causing confusion on the readers part. Thereafter the story continues at the beginning and gives us an ending that is not an ending but a new beginning for the main character, Lisa Erdman. Each chapter is almost its own entity but many parallels and symbols can be seen in each, linking them into a cohesive story and a web swelling with meaning and dire premonitions of an inevitable future. Lisas poem and prose, Don Giovanni (Chapter 1) and The Gastein Journal (Chapter 2) gives clues and alludes specifically to the chapter entitled The Sleeping Carriage (Chapter 5) where the horrific reality of Babi Yar and the Holocaust are plainly laid down for the reader. Lisas own life exp eriences and fears are also justified in Chapter 5 and the events that lead up to her death in Babi Yar. The last parallel that I will explore is the one present between Chapters 1 and 2 and The Camp (Chapter 6) where a readers belief must be suspended and life restores all those that died in the preceding chapters. We will write a custom essay on The White Hotel specifically for you for only $16.38 $13.9/page Order now Finally, I will put Lisa on the couch (much like Freud did in Chapter 3, Frau Anna G.) and explore a variety of psychoanalytic theories and defense mechanisms and see how the character of Lisa applies to them and how she has exhibited them throughout the novel. Parallels and SymbolismThe metaphysical qualities that Lisa possesses does not become apparent until Freuds letter in which he tells her, It is clear that you are especially sensitive (196) and when the events of Babi Yar occur in Chapter 5. Numerous parallels occur, that only a few can be presented henceforth. Chapters 1 and 2, in which Lisas poetic nature surfaces, alludes and directly parallels the events leading up and occurring at Babi Yar. Just as the fire consumed a portion of the White Hotel, a fire consumed the center of the city where Lisa and Kolya lived in Chapter 5. In the latter fire, an old man brought about the comment that the Germans could be blaming the â€Å"Yids† for that fire. This can also be a parallel with the fire in the White Hotel. Lisa’s passion and sexual excess could be to blame for the fire that blazed within the hotel: â€Å"I could not stop myself I was in flames/from the first spreading of my thighs† (15). Her heightened sexual excitement incited such a ferocious outburst of passion that the hotel itself burst into flames. The monstrous quantity of murdered individuals and the evil that the Germans had brought was preceded by a fire that attempted to cleanse the city of such evil, but unfortunately failed. The White Hotel fire can also be compared to the burning of these massacred corpses. Just as passion is an emotion of fire, so is hate. Hatred prompted the Germans to set fire to the corpses to allow for more executions to continue. â€Å"She stumbled over a root, picked herself up and ran on blindly† (31). With this first sentence, Lisa gives us the impression of being hunted with the intention of being killed in Chapter 2. The idea of the soldiers idly smoking while she imagined herself turning into a tree and giving up the search parallels her fight for escape in Chapter 5 from Babi Yar. She makes numerous attempts to escape, including showing her Ukrainian passport, but unlike in Chapter 2, Lisa could not escape. â€Å"A German finished his coffee and strolled to a machine gun† (247). Her imagining of the nonchalance of the hunting soldiers is recalled again with the nonchalance of the German firing squad. The appearance of the little boy in both instances occurred, but just as the boy faded away in Chapter 2, he was killed in Chapter five and Lisa survived in both, â€Å"a part of her went on living with these survivors†(250). .u903fb59b58cb24853648e346e310d4e6 , .u903fb59b58cb24853648e346e310d4e6 .postImageUrl , .u903fb59b58cb24853648e346e310d4e6 .centered-text-area { min-height: 80px; position: relative; } .u903fb59b58cb24853648e346e310d4e6 , .u903fb59b58cb24853648e346e310d4e6:hover , .u903fb59b58cb24853648e346e310d4e6:visited , .u903fb59b58cb24853648e346e310d4e6:active { border:0!important; } .u903fb59b58cb24853648e346e310d4e6 .clearfix:after { content: ""; display: table; clear: both; } .u903fb59b58cb24853648e346e310d4e6 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u903fb59b58cb24853648e346e310d4e6:active , .u903fb59b58cb24853648e346e310d4e6:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u903fb59b58cb24853648e346e310d4e6 .centered-text-area { width: 100%; position: relative ; } .u903fb59b58cb24853648e346e310d4e6 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u903fb59b58cb24853648e346e310d4e6 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u903fb59b58cb24853648e346e310d4e6 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u903fb59b58cb24853648e346e310d4e6:hover .ctaButton { background-color: #34495E!important; } .u903fb59b58cb24853648e346e310d4e6 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u903fb59b58cb24853648e346e310d4e6 .u903fb59b58cb24853648e346e310d4e6-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u903fb59b58cb24853648e346e310d4e6:after { content: ""; display: block; clear: both; } READ: Food Consumption Among American Teenagers Health N EssayA final parallel between Chapters 2, 3 and 5 that I will make is that of the violence and sex present in both scenes. Both the violence and the sex intermingle. While lying broken and half dead, Lisa was raped with a bayonet as if being ravaged on the outside was not enough and her insides had to be ravaged. A few verses in Lisa’s poem give the illusion of ravaging and impalement in her sexual relationship with the soldier: â€Å"that night he almost burst my cunt apart† (18), â€Å"your son impaled me† (19). This illusion of violence and sex can also be seen in her dream on page 20: â€Å"I was impaled/upon a swordfish.† The latter instances foreshadowed the violence and cruelty, as well as the pain that could be suffered when sex intermingles with violence in Chapter 5. Some of the parallels that are obviously linked to her experience and which manifest itself in Chapter 5 is that of the pain present in her left breast and ovary. The stomp delivered by the looting soldier to her breast and pelvis finally made clear these pains which were inexplicable. Also her breathlessness, which sometimes made it difficult for her to speak, can be seen as a symbol for the forced silence she had to endure at the bottom of Babi Yar: â€Å"she uttered no sound† (248). Freud in Chapter 3 alluded that this could have been a symptom of what had occurred when she was fifteen (94), but this can also be seen as a foreshadowing of her forced silence in attempt to survive. Chapters 2 and 3 also provide symbols and parallels for Chapter 6 where Lisa and others were resurrected. In both Freud is represented but not really addressed by Lisa. She does not recognize him in the White Hotel as the priest, but she does recognize him in the Camp and she does realize that he was also the priest in her poem and prose: â€Å"she suddenly realized that the old, drying-out priest in her journal had been Freud† (260). The soldier is also in both and had a disregard to her â€Å"bleeding† (her menstruation cycle). In the camp the soldier â€Å"did not mind that she was bleeding† (261), just as the soldier at the White Hotel â€Å"was not upset† when she â€Å"told her lover the bad news† (45). Her rape, which assuredly also made her bleed, did not take away from her sexuality and her womanhood. This affirmation by the soldier that it was alright even with the blood, restored Lisa as a woman regardless of the horrific sex act which co uld have easily de-feminized and de-sexed her. The soldier’s rape and de-humanizing attempt in the act of an abnormal and painful sex/violence act was defeated since the soldiers provided an affirmation that it was okay despite the blood that she had shed. She was still a woman in their eyes. One final parallel that can be made between the chapters is that of motherhood and nurturing. In both sections, Lisa breastfeeds and is breastfed. Breastfeeding is a nurturing and comforting act that a mother provides for her child. This established the safe haven of the Camp and allies Lisa to her mother in their womanhood and motherhood. In both sections Lisa is indisputably a mother, while in her real life she could not fathom having children, and only became a step-mother late in her life and not of her own choosing. Also, as Freud notes in Chapter 3, â€Å"the child sucking at the maternal breast has become the prototype of every relation of love† (116) we see this motherhood and love relationship not only in Chapters 2 and 3, but also in Chapter 6. â€Å"On the couch†A variety of psychoanalytic theories can be applied to Lisa Erdman as her life story flows from page to page in the novel. One that even Freud touched upon in Chapter 3 in his case study of Lisa was that of homosexuality. Freud believed that Lisa was a lesbian (†she had so completely buried the knowledge of her homosexuality†) (136), but he was wrong in his diagnoses and misplaced his suspicions onto Lisa. In actuality, it was Lisa’s aunt who was more suspected as a lesbian. Lisa’s mother in Chapter 6 recognized this when she discussed with Lisa the affair that she had with her brother-in-law (268). .u9cb4c28d65581338f94d91db7f29150a , .u9cb4c28d65581338f94d91db7f29150a .postImageUrl , .u9cb4c28d65581338f94d91db7f29150a .centered-text-area { min-height: 80px; position: relative; } .u9cb4c28d65581338f94d91db7f29150a , .u9cb4c28d65581338f94d91db7f29150a:hover , .u9cb4c28d65581338f94d91db7f29150a:visited , .u9cb4c28d65581338f94d91db7f29150a:active { border:0!important; } .u9cb4c28d65581338f94d91db7f29150a .clearfix:after { content: ""; display: table; clear: both; } .u9cb4c28d65581338f94d91db7f29150a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9cb4c28d65581338f94d91db7f29150a:active , .u9cb4c28d65581338f94d91db7f29150a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9cb4c28d65581338f94d91db7f29150a .centered-text-area { width: 100%; position: relative ; } .u9cb4c28d65581338f94d91db7f29150a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9cb4c28d65581338f94d91db7f29150a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9cb4c28d65581338f94d91db7f29150a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9cb4c28d65581338f94d91db7f29150a:hover .ctaButton { background-color: #34495E!important; } .u9cb4c28d65581338f94d91db7f29150a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9cb4c28d65581338f94d91db7f29150a .u9cb4c28d65581338f94d91db7f29150a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9cb4c28d65581338f94d91db7f29150a:after { content: ""; display: block; clear: both; } READ: Entrepreneur Observation Report EssayTransference can also be seen on Lisa’s behalf when she inserted Freud’s son, a soldier named Morton, as her lover, who that was also a soldier, in Chapters 2 and 3. Having never met him, she saw his picture on Freud’s desk and Freud made it clear in his case study discussion that she had never met him (114). Freud felt that this transference of putting Morton in her writings encouraged her to stay on and continue to be analyzed by him (117). Freud fails to explain why this would be so unless he felt that she wanted to explore the reasons of this transference. Freud does not provide a reason for the transference, ei ther. What could be deduced is that just as she wished to bind Freud to her closer and she wished to make love to him but since she could not, his son was the closest to it. Earlier breastfeeding was discussed as a way to bring someone closer. Since Lisa could not make love to Freud, she did the next best thing and breastfed him. Later in the novel, we see this burgeoning love for Freud as her letters attempt to bring him closer to her and she wonders just how close Freud would like to be with her (198). Lisa for many years repressed the images of her mother involved in a sexual liaison with her uncle. Her mind fogged the image of her mother in a very sexual atmosphere with her uncle and replaced it with her aunt. She did not want to know that it was her mother could have committed adultery and especially that her aunt knew and was even involved in it. One final psychoanalytic defense mechanism that Lisa was engaging was that of projection. In her writings, Lisa projected personal charactsteristics and was able to relate to the retired prostitute. Although it was not fully projected since she did not deny that she saw herself as the retired prostitute. While with Freud, she admitted that her â€Å"unruly thoughts† made her feel the connection with the retired prostitute (119). The Talking Cure: Literary Representation of PsychoanalysisDuring class discussion, we were able to read an exerpt (the chronology of events) of the above named book. One thing that was discussed was the illicit affair had by Lisa’s mother and uncle and how her father did not know. I disagree with this point since in Chapter 6 Lisa’s mother admits to Lisa that her father did know about the affair: â€Å"He knew, but it was never mentioned† (268). This helps to release Lisa’s mother from some of the guilt, since there was no deception involved because both spouses knew what was occuring. D.M. Thomas has created a novel filled with interweaving images that can be seen from its beginning pages to the end. Most instances can be compared to a variety of other situations that occured in Lisa’s life and that has occurred in a historical context. Her symptoms and experiences display certain psychoanalytic theories that she dissected with the fictional Freud, even though his analysis were sometimes wrong. The fervent passion, the macabre deaths and the hopeful ending make for an enriching story that recalls a dark time in history and a hopeful ending (or beginning) for Lisa.

Allen Fung on the Sino-Japanese War essays

Allen Fung on the Sino-Japanese War essays Allen Fung provides a persuasive argument for China's defeat against Japan in the Sino-Japanese War (1894-1895). The Sino-Japanese War was an attempt by China to prevent a Japanese stronghold in Korea. Fung's reasoning for China's defeat does not follow the traditional mainstream historian's beliefs. Traditionally, the reasons for China's failure to drive Japan out of Korea were due to China's lack of weaponry and lack of leadership and experience from the Chinese Commanders. Fung attacks the theory of China's lack of weaponry and leadership. Fung focuses on the Battle of Pingrang, the most important battle in the Sino-Japanese War. The Chinese soldiers were well equipped in the battle of Pingrang with the Mauser Breech- loaders and Krupp artillery guns. Even though China may have been equipped at Pingrang, China battalion had different ammunition within the battalions. Using different weaponary within the same battalion is hard for mobilization and coordination of the battalion. Fung uses the the different weaponary within each battalion as one of many reasons the Chinese failed strategically to overcome Japan at Pingrang. After the China defeat at Pingrang, the number of weaponry declined due to Japan crushing the best-equipped Chinese forces. Japan was able to capture the entire Chinese premium weapons used at Pingrang. After the battle of Pingrang the armies lacked even the basic necessities to fight a war. Fung describes the main failure of the Chinese army was the lack of military training that the soldiers had provided to them. China had strong weapons; the main problem was being able to use these weapons efficiently. Throughout the war the Chinese soldiers simply did not contain the knowledge to be able to use the weapons to their advantage. Their artillery skills were awful and it showed during battle. The discipline among the troops was a major issue for the Chinese. Fung builds on the lack of discipline amon...

Discussion Question Assignment Example | Topics and Well Written Essays - 250 words - 2

Discussion Question - Assignment Example I recommend an equity based rewards program. An equity based reads program is not the same as an equal rewards program. In an equity based rewards program the rewards outcomes are not equal for all employees. Instead the rewards are apparently fair in terms of the contributions made by the employees, or groups of employees, such as teams. Thus, in the rewards program recommended by me the pay is not equal for employees, the raise in pay is not equal across all employees, the perks received are not the same, and promotions are not based on any time scale that makes the opportunities for promotion the same for all employees. In my recommended rewards program, all these elements of a rewards program are dispensed on the basis of contribution to the performance of the company. In other words, the employees or group of employees that contributes more gets more. In the development of my rewards program I have drawn support from the equity theory in the distribution of rewards to employees. Employees do not feel that they are being discriminated against in the distribution of rewards, when it is clear to them that the employees or groups of employees who have received more are the same employees who have made larger contributions to the performance of the organization (Phillips & Gully, 2011). Psychologically Healthy Workplace Program. (2008). Making Teamwork Rewarding. Retrieved from, Good Company, 2(4), Web Site: http://www.phwa.org/resources/goodcompany/newsletter/article/48 (Accessed April 26,

Compare what it book says and what textbook says. Ten words from Essay

Compare what it book says and what textbook says. Ten words from textbook - Essay Example At the beginning of the book, Corrie describes the old and strangely built Dutch house, which was the house of her birth because this was to go on to, being the main setting of the book. Inside this house is a secret room where political prisoners and Jews who were getting away from the Nazis were hid. We see from the very beginning of the book that the Ten Booms were essentially very kindhearted people who went out of their way to help the poor and bonded well amongst themselves. Corrie's siblings are portrayed as people she found her best friends in and her aunts as grownups she looked up to. Taking in people to provide refuge started when one Jewish woman ended up at the Ten Booms' doorstep and asked for protection following her husband's arrest by the Nazis. This gave a start to the hiding place for the Jews. However, the story is not a bed of flowers as Corrie and her family soon had to face the Nazi Invasion of Holland, their country of residence. The Ten Booms became an essential part of the Resistance Movement and provided shelter for people fleeing the Nazi forces in a hidden room should the house ever be raided. The book talks about how they did practice runs everyday in case their house was ever raided. During the time all this was happening, Corrie sometimes had serious doubts about whether what she was doing was right or not but always came up with the conclusion that she was by keeping her faith in God strong. Even though the family and their wards prayed very hard that a raid should not happen, it eventually did due to the Dutch traitor named Jan Vogel. Ironically, the Jews in the secret hiding place were saved but the Nazis took the Corrie, her father and sister Betsie into custody. As luck would have it, the father died ten days after arrest and Corrie who was unwell at the time of arrest was put into solitary confinement. The book talks about ho every time Corrie came near despair, her faith in God kept her going y giving her something to do. During her solitary confinement, she just had a black ant for company with whom she shared her bread. This alone gave her the strength she needed to pass the lonely days and nights of her confinement when she saw this ant struggling to take the piece of bread back through the crack in the floor. A few months later both Corrie and Betsie were reunited at Vught Prison and the two sisters were able to catch up on what happened to both of them during the separation. Betsie had a weak heart from birth and Corrie knew she had to be with her sister ever more now. Both sisters wished for release but instead were transported in boxcars into the infamous Ravensbruck Prison in eastern Germany where living conditions were so horrific that Betsie became more and more ill. Despite the uncomfortable living premises and Betsie's continuously failing health, the two sisters kept bringing the word of God to any prisoner who listened and found strength in it. Corrie habitually sneaked in a tiny vitamin bottle for Betsie and also distributed vitamins to whoever needed them. Betsie was very sure that they will be released at the beginning of the year 1945 which

British Armed Forces

British Armed Forces Management now are aware of the importance of employees, hence using the correct recruitment and selection methods are crucial part of management functions. The success of any organisation depends largely on acquiring the right balance of employees, with the right skills and abilities. Most companies have an established personnel department responsible for   this function. (Armstrong, M. 2009) Poor recruitment and selection techniques can result in rise in cost, lower morale, and a rise in labour turnover. As a result of these, the aim of management is to reduce cost and maximise productivity. This assignment looks at recruitment and selection methods used in the British Armed Forces, selection methods, reliability and validity. (Noe, R.A. et al, 2004) However, interviews and its benefits and types are also dealt with in details. The different types and drawbacks of test, and government legislation form the basis of employment and organisation has to follow set procedures as such. These are all discussed in subsequent chapters. (Noe, R.A. et al, 2004) This assignment focuses on recruitment and methods of selection processes. These systems may be the first formal interaction which candidates have with the organisation. Their impact may extend across a range of stages in the pre-employment relationship with the organisation, not only during the initial attraction, the selection process and the offer of employment, but also in the subsequent attrition, and decision by existing staff to leave.   Example Toyotas recruitment and selection practices are tailored to find the best possible applicants to hire. (Beardwell, J., and Claydon, T. 2007) 1.2 Recruitment and selection in the British Armed Forces The British Armed Forces described recruiting as the measures taken in order to attract a pool of candidates for selection. Recruits are then taking in for training in order to prepare them for their careers in the Army. The training is a continuous process throughout a soldiers career. (www.armedforces.co.uk, 2011) 1.2.1 Army Recruiting and Training Directorate (ARTD) This body is in charge of the step by step progress of potential recruits from the initial recruitment through to the selection process, specialist training and deployment in the army field. (www.armedforces.co.uk, 2011) The ARTD has an estimated annual budget approximately  £700m in which they have enlist 13000 potential candidates, and train 100000 soldiers and officers. The ARTD functions operations are categorised into three phases; such are, general training, Specialist training and Career training. (www.bbc.co.uk, 2011) 1.2.2 Soldier Selection The selection process requires all potential recruit to do an entry assessment at the Armys Careers Office.   Here potential recruits will undertake a touch screen British Army Recruit Battery (BARB) test, psychometric test all computer based designed to see which area in the Army is best suited for the recruit. The tests also include a numeric and literacy test.. (www.armedforces.co.uk, 2011) Candidates who successfully passed both the tests and interviews will be booked for further test. This test is normally a two days course at an Army Development and Selection Centre (ADSC). Here candidates will undergo a thorough medical examination, physical assessment tests, and fitness checks to determine the suitability for an Army career. (www.armedforces.co.uk, 2011) At the end of the two days course, candidates will be informed whether they are success or not, hence, if successful candidates can be given a place in any of the trade they wish to undertake, a Phase 1 training, which is a 14 weeks course, designed to give candidates all the required skills to be a soldier.   At the first day of training, recruits will formally enlist in the British Army, and Phase 2 specialised training will begin at the Army Training Regiment, Pirbright, Surrey. (www.armedforces.co.uk, 2011) 3.1 Methods of Selection Selection is the process of identifying the suitability of applicants from a given pool of candidates. The main reasons of carrying out selection are: (Dessler, G. 2011) To gather relevant information about jobs, applicants and organisations in order to ensure a better quality decisions. To change information and predict future behaviour To facilitate cost-benefits for the investment made in an employee To check, recruit and place job candidates in the best interests of organisation and applicants. (Dessler, G. 2011) 3.1.1 Reliability For employers to ensure that selection has been free of any kind of bias the reliability of the tests has to be demonstrated. Reliability refers to the logical coherence of scores collected by the same person when tested over time on the same test. If test outcomes are not consistent, it will be unethical to take any measures on the basis of the test.   It shows the extent to which similarities or differences in scores could be associate with errors. Dunnette (1966) has identified four sources of errors. (Mathis, R.L. and Jackson, J.H. 2007) Errors due to inadequate sampling of contents indicating that the items for the two tests may have been slightly different. Errors due to chance response tendencies indicating guessing or random responding to the items. Errors due to changes in the testing environment indicating the effect of physical conditions such as light, temperature, time of the day. Errors due to the changes in the person taking the test indicating the influence of health, fatigue, mood, and practice. The different types of reliability can be found in the appendix sections. (Mathis, R.L. and Jackson, J.H. 2007) 3.1.2 Validity This is the most important requirement of a test. Validity means degree to which a test measures what it claims to measure. A test with a high validity means it is nearly comparable to the tests objective. A test with a weak validity means it does not measure what it intend to measure. As a results, there is no prove to use the test outcomes for their primary objective. There are different ways to establish the validity of a test. The different types of validity can be found in the appendix sections. (Legge, K. 2004) 3.2 Ability Tests These are designed to measure individuals capabilities to carry out a task in a specific and unique manner. There are many different types of ability test; (Milmore, M. 2003) 3.2.1 Cognitive ability tests This measures a persons thinking, memory, reasoning, verbal and numerical capabilities. This can be used to show applicants knowledge of terminology and concepts, word fluency, comprehension, spatial orientation, conceptual reason, general and mutual ability. Organisation should ensure that these tests determine cognitive abilities than a job related. (Armstrong, M. 2009) 3.2.2 Physical Ability Tests This measures what a person can do with his/her strength, endurance, and flexibility. For example 1, the British Armed Forces uses this type of test to assess new recruits to ascertain the suitability for a career in the Army. (www.thearmedforces.co.uk, 2011) Another Example 2 is Ford Motor Company, where line workers regularly lift and carry equipment, climbs ladders and performs other physical tasks.(Mathis, R.L. and Jackson, J.H. 2007) Another example 3, Township Fire Department also uses physical ability test (PAT) in assessing potential applicant and highlighted the importance of physical fitness of fire fighters. (Armstrong, M. 2009) Example 4 Portland police bureau uses this to determine the suitability of professional police officers. (Armstrong, M. 2009) 3.3 Personality Tests This is a unique mixture of individual characteristics that can affect how an individual interacts in his/her work environment. As a result, a large number of organisations use different personality tests that determine the extent to which applicants characteristics suits specific job criteria. (Torrington, D., Hall, L., and Taylor, S., 2008) Example 6, the Finish Line, a large retail chain specialising in sporting products, offers job applicants a web-based test which evaluates their personal tendencies and test scores are use to group individuals for the hiring decision. (Mathis, R.L. and Jackson, J.H. 2007) Another example 7 is Blockbuster and Sports Authority also uses similar tools in their pre-employment screening. (The Economist, 2011) Example 8 a California based technology firm also found that the use of personality tests enhanced the selection decision made in the company. (Financial Times, 2010) 3.4 Assessment Centres This consists of various selection techniques, and group selection methods which are considered as a major element, as with work simulation programs and presentation. Assessment centres are used to assess, in depth, a group of broadly similar applicants, using a set of competencies required for the post on offer and a series of behavioural statements which indicate how these competencies are played out in practice. Example 5, Cadbury Schweppes. (Beardwell, J., and Claydon, T. 2007) Example, Energis utilises a series of assessment centres. 3.5 Honesty tests and Drug test Many organizations formerly employed polygraph tests, or lie detectors, to evaluate job applicants, but this changed with the passage of the Polygraph Act in 1988.   This act prohibited the use of polygraphs in employment screening for most organizations. A new technique known as the honesty paper-and-pencil tests was born. This typically ask candidates directly about their attitude towards theft or their past experiences with theft. (Noe, R.A., et al 2004) For example 9, Nordstorm, the large department store chain, uses Reid Survey to screen for violent tendencies, drug use and dishonesty. (The New York Times, 2010) As with theft, there is a growing perception of the problems caused by drug use among employees. For example 10, Fortune 1000 chief executives cited substance abuse as a significant problem in their organization. (Noe, R.A., et al 2004) 3.6 Polygraphs This is more generally and incorrectly termed as the â€Å"lie detector† which is a mechanical device that measures a persons heart rate, galvanic skin responses and breathing rate. The ideology of this device is that if a person answers a question wrongly, the bodys physiological responses will â€Å"show† that a person gave an incorrect response through the polygraphs recording machine. They play a vital role in criminal investigations and background checks. For examples 11,companies such as Pick n Pay, KFC and First National Bank all uses the polygraph to assess the trustworthiness of potential candidates. (Brown, C. (2010) 3.7 References and Biographical Data References are information that an employer gets from other people who know the applicant, either through friends or previous employer. The evidence on the reliability and validity of reference checks suggests that these are, at best, weak predictors of future success on the job. One major reason for this is that most reference letters are so positive that it is difficult to differential applicants. (Van den Brink, et al, 2010) For example 14,Northwestern Bells district manager of management employment notes â€Å"They all say, ‘This is the greatest individual the world have ever seen, the next president, at least..It is not always accurate. (Noe, R.A. et al, 2004) For example 15, Intuit Corporation tries to get around these problems by requesting references in bulk sometimes asking for as many as 12 letters of reference. The evidence on the utility of biographical information gathered from candidates is far more accurate. The biographical information form also provides a written document that the organisation can verify via outside checks. (Pollitt, D. 2007) For example 16, APCOA Inc. conducts a battery of checks depending on the position, and such investigation may include driving records, credit history and criminal record. (Ordanini, A., and Silvestri, G. 2008) 3.8 Problems with using test There are a number of problems associated with using tests. (Brown, G. T. L. 2008) In most cases, tests may not always be fair as there may be an element of racial, social and sexual bias in the questions and scoring system. For instance, some cultures may be unused to ‘working against the clock. (Hao, Z., and Liden, R.C. 2011) Validation procedures take a lot of time, but yet still are essential to the use of tests. Issues such as the use of web testing, new types of tests, like emotional intelligence tests, are being developed without sufficient validation. (Tulip 2002) The criteria used in defining good job performance are usually inadequate, hence such criteria are subjective and to some extent for the mediocre correlations between job performance and test results. (Collings, D.G., and Wood, G. 2009) Most tests are job specific and unique. Therefore, when the job for which the test is used changes, then the test can no longer be said to relate with job performance in the same manner. (Mathis, R.L. and Jackson, J.H. 2007) 4.1 Government Policy and Legislation The final standard that any form of selection method should adhere to is the law. Legislation has a vital role in the recruitment and selection process especially in preventing discrimination on the grounds of disability, sex, race and age. (Noe, R.A. et al, 2004) The Civil Rights Act of 1991, an extension of the Civil Rights Acts of 1964 protects individuals from discrimination based on race, colour, sex, religion, and national origin with respect to hiring as well as compensation and working conditions. There are three major differences between the two Acts. (CIPD, 2010). One recent example 12 can be seen at Coca-Cola and this is highlighted in the â€Å"Competing by Meeting Stakeholders Needs† box; (Lavigna, R.J, and Hays S.W. 2004) Sex and Race DiscriminationThe Sex Discrimination Act (1975) was introduced to protect people and made it unlawful to discriminate based on sex or marital status either directly or indirectly in the field of employment. However, the Race Relations Act (1976) also prohibits employers from discriminating individuals on the grounds of race, colour and nationality. (Torrington, D., Hall, L., and Taylor, S., 2008) Age Discrimination In the UK, age discrimination was introduced in 2006 and makes it unlawful for employers to discriminate based on age in recruiting, promotion and training. (Noe, R.A. et al, 2004) Examples 13 of companies sued under this act include CBS Inc., McDonnell Douglas, Northwest Airlines, Disney, and Martin Marietta. (Noe, R.A. et al, 2004) 5.1 Selection Interviews An interview is a discussion between and employer and a potential candidate for the benefit of both parties to get to know each other for the purpose of filling a vacant position within a company. There are two major reasons for conducting an interview; as an initial screening, and to ascertain that the individual has met minimum qualifications required, and then an in depth interview with HR staff. (Singh, P. 2008) 5.2 Types of selection interviews 5.3 Structured Interviews This conducted by using standardised questions for all candidates to ensure comparisons can be done easily. It provides the opportunity   for the interviewer to design relevant questions and also to facilitate a standardised interviewee evaluation. It is useful in the initial screening process because many applicants can be effectively evaluated and compared. (Valentinis, L., et al 2009) 5.3.1 Behavioural Interview The interviewers often use an experiential type of structured interview. This is a method in which the interviewer will give applicants a job scenario (in which he/she will be looking for certain skills be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask for the candidates opinion in exact steps. (Holtbrugge, D., et al 2010) Example, ATT and Accenture have been using behavioural interviewing for about 15 years now, and because increasing numbers of employers are using behaviour-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill. Example 17,Capital one uses tests that assist in the evaluation of important behavioural and cultural-fit job criteria. (Mathis, R.L. and Jackson, J.H. 2007) Example Century 18, Theatre also made use of this test and finds it to be saving them money and resources. A recent study indicated that â€Å"past behaviour† structured-type interviews are better at identifying achievement at work than are situational interviews, hence showing the efficacy of this interview strategy. (Mathis, R.L. and Jackson, J.H. 2007) For example 19,the Struder Group consulting firm, after working with a multitude of health care firms across the nation, identified the use of behavioural interviews as a positive practice in organisations. (Gump, S.E. 2006) 5.3.2 Competency Interview This type of interview is similar to the behavioural interview except that the questions are designed to provide the interviewer with something to measure the applicants response against. Competency-based interviews are structured, with questions that relate directly to the essential criteria and competencies required for the post. Using competencies as a benchmark to predict job candidate success is useful because interviewers can identify the factors needed in specific jobs. (Doherty, R. (2010) However, this interview takes time and sometimes is of more benefit to management-oriented people. However, it is also important that you fit in with the team, and with the employers culture and style. A competency-based interview is designed to ask you additional questions about your character, soft skills and personal attributes that let both you and the employer determine whether you fit their needs. (Cardy. R.L., et al 2002) 5.3.3 Situational interview In situational interviewing, job-seekers are asked to respond to a specific situation they may face on the job, and some aspects of it are similar to behavioural interviews. These types of questions are designed to draw out more of your analytical and problem-solving skills, as well as how you handle problems with short notice and minimal preparation. (Dessler, G. 2011) For example 20, a variation of situational format that is used by companies such as GE and Microsoft is termed the case study interview, which requires a job applicant to find out and correct organisational challenges during the meeting. (Beardwell, J., and Claydon, T. 2007) 5.4 Unstructured or Less-structured interview An unstructured interview is one where there may be a script to get the process started, but once the interview gets going the interviewer will start to follow her own points of interest and stop following any script. (Searle, R.H. 2003) An unstructured interview occurs when the interviewer improvises by asking questions that are not predetermined. A semi structured interview is a guided conversation in which broad questions are asked and new questions arise as a result of the discussion. (Searle, R.H. 2003) 5.4.1 Stress Job Interviews The stress interviewing technique is typically used only for positions in which the job-seeker will be facing stress on the job, and the interviewer wants to see how well you can handle the pressure. The key to surviving stress interviews is to remain calm, keep a sense of humor, and avoid getting angry or defensive. (Ball, F.W., and Ball, B. 2010) 6.1 Advantages of interviews The following are the advantages of using interview as a method of selection: Interviews provide opportunities for interviewers to ask probing questions about the candidates experience and to explore the extent to which the candidates competences match those specified for the job; it enable interviewers to describe the job and the organisation in more detail, suggesting some of the terms of the psychological contract; provide opportunities for candidates to ask questions about the job and to clarify issues concerning training, career prospects, the organisation and terms conditions of employment; The interviewer may try to stress you in one of several ways, such as asking four or five questions in a row, acting rude or sarcastic, disagreeing with you, or simply keeping you waiting for a long period. (Armstrong, M. 2009) 6.2 Disadvantages of interview Snap judgments: some interviewers decide whether an applicant is suitable withing the first two to four minutes of the interview, and spend the rest of the time searching for crucial evidence to support their judgement. Negative emphasis: when evaluating suitability, the unfavourable information regarding a candidate is often more emphasised than the information that favours the candidate. Biases and stereotyping: a bias can be describe as a situation where the interviewer favours or select people that they consider to be the same as them based on various personal factors. However, candidates ethnic names and accents can negatively impact personal evaluations. Also, older candidates are most of the time less likely to be interviewed and hired compared to younger applicants. (Mathis, R.L. and Jackson, J.H. 2007) 7.1 Conclusions A year and a half ago, organisations such as investment banks example HSBC, blue chips and consulting firms were competing with dotcoms companies for example Amazon, and Facebookover recruiting the best people. But in the present environment, there are waves of redundancies hence many are grateful that they have a job. However, boom or bust, good recruitment and selection practices are essential. In conclusions, this assignment agrees with the statement; â€Å"the most efficient solution to the problem of interview is to do away with interview and substitute paper-and-pencil measures† This is because research has demonstrated that interviews are an inefficient method of predicting future success in a job. According to Smart (1983) argues that only 94 out of 1000 interviewee respond honestly in conventional interviews. (Armstrong, M. 2009) Factors such as poor reliability and validity of test scores are also major problems of interviews. Different interviewers have their own different styles and approaches, inconsistent handling of different candidates, variation in assessment criteria, biases, and errors are all factors that limits the use of interviews as a method of selection. (Armstrong, M. 2009)

Green permits :: essays research papers

Green Permits Transferable discharge permits create an economic incentive to reduce pollution and exhibit many other advantages over the current command and control pollution regulation system. However, ‘green permits’ on a large scale would be difficult to allocate fairly, and the efficient economic outcome may not be the socially desirable outcome. Introduction to Green Permits 1. Green Permits as an incentive to reduce pollution: cost to pollute- tie up money induces costs/benefits of pollution to owner of permits a. polluter pays incentives for research and development 2. Green Permit benefits over Command and Control under CAC delay is profitable new technology must develop to ever-changing EPA standards fixed cost of pollution -free if under guidelines no incentive to reduce each pollution written into law b. who determines value of each pollutant c. special interest groups ruling majority 1. Problems with Green Permits initial allocation c. auction off - generate revenue but create barriers d. give away - harm firms already environmentally friendly trading rules leading to socially undesirable outcome a. anybody trade - geographic concentration problem b. mixing problem - receptor sites and ambient standards 4. Green Permits as a market failure can’t have failed without trying on large scale example - rapid phaseout of lead gasoline References: Develin, Rose, Grafton, Quentin. Marketable emission permits:efficiency, profitability and substitutability. Canadian Journal of Economics, Ap(96). Vol.29,260-264 Rothschild, Micheal. (1992) Green Markets. Upside. Bionomics Institute Field, Barry, Olewiler, Nancy. Environmental Economics (First Canadian Edition). Toronto: McGraw Hill. 1994 Cost-effectiveness has emerged as a major consideration in the design of environmental policies. Cost-effectiveness means that with prudent policy design, the same level of environmental improvement can be achieved at a lower cost, which implies real cost savings for the affected polluters. Alternatively, a higher level of environmental quality can be achieved at the same cost, which implies a real gain for the population affected by pollution. Cost-effectiveness thus generates win-win opportunities between polluters and the community at large and has emerged as a concept that can bring the battling parties in the political controversy about pollution control policies together to one table. While charges fix the cost of pollution control but leave the total level of emissions to be determined by the market, a system of tradable permits fixes the total amount of emissions from all sources but leaves the price of pollution and the allocation of the total emissions to individual sources to the market.

Drama Part 1 Essay

The piece of Drama we have created is called â€Å"The Fear of the Unknown†. We looked at various ways of interpreting the title before agreeing on a suitable theme. Our story covers the death of a character and studies the reactions of characters in different situations. The actual cause of death is left to the imagination and is never actually mentioned. This links in with the title we were given. I am going to compare â€Å"The fear of the unknown† with the play â€Å"The Woman in Black† by Susan Hill and adapted by Steven Mallatratt. I will also use the Crucible text by Arthur Miller and Blue Remembered Hills text. In the Woman in Black as the actor approaches the house a gobo is shown to show Eel marsh house in the background. The house seems large and foreboding. This helps create an air of suspense with the audience who already have heard about the woman in black. This happens again when the actor approaches the door to the playroom whilst the music plays. Similarly, the actors in The Fear of the unknown create tension whilst approaching the house by talking quietly and discuss the house in their ‘ghost story’. The curse of the Woman in Black is similar to the curse placed on the house where a girl died many years ago. Many other people tell the story of the woman in black. The actor isn’t superstitious so ignores them. He is lucky to escape with his life. In the fear of the unknown Stacey warns Sadie about the curse in the house where the girl died, Sadie believes the story but then still goes in the house, and doesn’t return. This could also be compared to in the Crucible where the suspicion of witchcraft underlies everything. In the beginning of the play many people didn’t even have suspicion of witches. Though the idea there were witches living within a community ate away at the people until people died. Many innocent people ended up hanging for witchcraft. The imagination of characters in the play we performed added to the tension created. This occurred frequently during the piece, for example when Charlie and Sadie appear at the door to Stacey’s party Stacey looks Sadie up and down. Sadie is instantly terrified of Stacey even though this is normal behaviour in her characters case. The same thing happens in Blue Remembered Hills when the siren goes to signal that a prisoner of war has escaped. Every noise sounds like the war prisoner approaching them and all the children believe the prisoner of war would kill them. You can also compare it to the Crucible where everyone suspects everyone else to be witches, and everyone turns on everybody else causing more havoc. To some extent this also happens in The Woman in Black as the actor is met by suspicious and hostile reactions when he attends the ladies funeral. Also everybody in the village believes in The Woman in Black and her terrible curse, this means all the characters would be on edge. In conclusion, I think our drama performance went well, our preparation could have been better but we all had different school activities on, which made it hard to rehearse. Near to the end of our rehearsals we threw one member of our cast out. This put us at a disadvantage but meant we worked better as a group in the end as we were all striving for a common goal. Our original ideas included; Bullying and the consequences of bullying, Relationships, and problems that could never be solved. We decided to work on the events leading up to an unnecessary death.