As I Lay Dying by William Faulkner - Free Essay Example

Sample details Pages: 2 Words: 700 Downloads: 2 Date added: 2019/08/15 Category Literature Essay Level High school Tags: As I Lay Dying Essay Did you like this example? In the novel, As I Lay Dying, William Faulkners utilization of symbolism in animals displays the Bundrens attempts to cope with the newly death of their mother. The mechanism of familiarity is displayed throughout the story to depict the instability the Bundrens feel now that they lost their head of the house. Whether its Jewels horse that represents his adoration for his mother and freedom, the fish that represents Vardamans mother, or the cow painfully filled with milk that represents the burden that Dewey Dell contains, each of this characters objectivism leads back to the missing presence of their mother.. Don’t waste time! Our writers will create an original "As I Lay Dying by William Faulkner" essay for you Create order After Addies death, Vardaman goes fishing where he catches a fish, he then states I can feel where the fish was in the dust. It is cut up into pieces of not-fish now, not-blood on my hands and overalls.Then it wasnt so. It happened then. And now she is getting so far ahead I cannot catch her.His comparison of his mother to the dead fish displays his naive understanding of how death works. He does not know how to process death so the only way he can think of it is as his mother is no more in the form she once was, similar to the fish whos no longer in their natural form. My mother is a fish is his my common monologue when he speaks. Being a child, the complexity of death is hard to wrap ones brain around. Vardaman being the youngest child, and stating his mother is a fish as mentioned shows that he doesnt really understand his mothers death, just that she is no longer around. Once the fish is dies, he compares it to his mother not being able to breathe that punctures her casket with h oles, in return mutilating her face, just so she has air to breathe. Similarly, Jewels horse also stands as a remembrance for his late mother.Jewel had a close relationship to his mother, because he was created out of Addies rage to feel free again. Through the commonality of expressing their emotion through violence, it is apparent that Addie has favoritism over Jewel. While all her other kids had to do chores, she allowed Jewel to work every night until he was able to afford his horse, and forced her other kids to take over his chores as well. As they travel to Jefferson, Jewel rides ahead on his horse symbolizing his desire of wanting to seperate for the Bundren family. When Anse sells his horse for a pack of mules, it is almost like his mother was taken away from him again, as he was stripped from his freedom, forcing him to stay with the Bundrens. Anse cruelness towards Jewel is apparent because he couldve borrowed Armstids team, instead of selling Jewels horse. He even justifies his decision on page 191 by stating that he hasnt had teeth for 15 years because every nickel he earned was saved for the family. Of course the one time Anse makes a decision it has to be in spite of Jewel, even when it was not Anses decision to make. On the other hand, Dewey Dell being the only female, feels the need to take over the role as the head of the house. As a future mother, she relates to a cow filled with milk due to the fact that they both carry this burden that they dont want. The cow relies on them to relieve her from her milk, similar to Dewey Dell when she goes to the physician to get an abortion with the ten dollars that Laff left her. After being manipulated into having sex and given false pills, Dewey is still stuck with a baby she doesnt want. Going to New Hope, gives Dewey hope in finding meaning in her life. In comparison to her mother Dewey also see having a child as her independence being taken away. In conclusion, the stability of the family still waivers, but there are able to achieve Addies goal of being buried in Jefferson. What shouldve had somewhat of a happy ending, instead shows Anse introducing to his kids a new bride, along with a pair of new teeth.

An Internship With The United States Navy As A Civil Servant

In high school, I was selected to participate in an internship with the United States Navy as a civil servant. I was placed into a rotational position, so that I could learn and understand multiple aspect of the civilian life instead of choosing one path and sticking to it. I worked in the contracts department, on a source selection, with the Budget Financial Manager, on the education team, and as part of the demilitarization team for a squadron. During my time there, the organization created the Pathways Program that involved writing an Individual Development Plan (IDP). Each intern was required to create an IDP. This document was not intended to be a performance evaluation tool, but it is used to track short-term and long-term goals as†¦show more content†¦It says that the intern, the employee, and the supervisor will hold eachother accountable for the success or failure based on the intern s career goals. The IDP helps the organization establish what training it needs to provide for its employees, aligns the employees goals with the goals, mission and values of the organization, and provides an administrative mechanism for identifying and tracking development needs. It also helps the organization establish the weaknesses of their employees. This relates to the administrative mechanism because if the employee weaknesses are identified, the organization can create development programs to offset those weaknesses. There are five steps in the IDP process that are intended to make it a useful and living document, living means that it can be changed at any time. The first step is the preparation step. In this step the employee and supervisor prepare independently for the meeting. In the second step, the employee and supervisor come together to discuss strengths, areas for improvement, interests, goals and organizational requirements. The third step is used to complete the IDP with the supervisor and the fourth is the implementation of the plan. Training and development are completed or worked on in this step. Lastly, the supervisor evaluates the usefulness of the training and development experiences. One of the key features of this program is prior preparation and continuous feedback. Before the intern can

Analysis Of Samsung Strategic HRM Samples †MyAssignmenthelp.com

Question: Discuss about the Analysis Of Samsung Strategic HRM. Answer: Introduction The analysis in this report is based on the case study of Samsung related to the year 2015. The organization did not perform quite well in this financial year 2015, however, the employees still received the highest amount of bonus. This bonus was awarded to the employees based on their contribution to the operations and sales of Samsung (Al Ariss, Cascio Paauwe, 2014). Background to the report The main aim of the organization behind this step was to keep the employees satisfied and motivated so that the division can be kept running. The reduction of employee turnover was the main aim behind the decision taken by Samsung (Sung Choi, 2014). The main department of the organization which had shown poor performance was the mobile handset department. The consumer division employees of Samsung were awarded around 10% bonus, the TV staff department was awarded around 21% bonus and the network business related staff were provided 20% bonus (Androidauthority.com., 2018). Scope of the report The report is mainly based on the analysis of the case study of Samsung based on the different theories of strategic management, fairness, bonus provided to the employees. The issues faced by the employees will also be analysed in the report. Aim of the report The aim of the report is to examine the reasons behind the decision taken by Samsung based many theoretical concepts like, strategic human resource management, challenges related to employee relationships, management of diversity, management of performance, rewards and motivation, retention and employee turnover. The step taken by the organization for the welfare of the employees will be analysed in the report based on the above mentioned theories. Isuues with the current practices Fairness Unfair distribution of wages is related to the way by which the employees of an organization are given unfair amount of wages with respect to the job that is being done. Fairness in the distribution of wages is sometimes related to the gap between the wages of the male and the female employees (Campbell, 2015). The unequal or unfair distribution is a major issue in the case study of Samsung as the organization has provided bonus to the employees who belong to the least performing sector (Sabharwal, 2014). Samsung has shown unfair distribution of wages by providing bonus to the employees of those departments which have been unsuccessful. This is the major issue related to the case of Samsung which had caused discontentment among the employees (Chen Hsieh, 2015). Team based bonus This process is related to the way by which the members of a team are provided with their rewards or bonuses based on the performance. The trust in the team is based on the fair bonus provided to the employees (Olafsen et al., 2015). The process of team based payment is used in some of the organizations and it is mainly related to the success of the team in any particular task or job. The team based bonuses have the ability to motivate the members of the team to provide better performance (Choi Rainey, 2014). Some part of the wages of the employees are related to the success of the team members in any department. The team members in this case receive similar kinds of payments or incentives. Samsung has provided to bonus to a team which was a part of the unsuccessful mobile handset department. The rewards have been effective for the mobile team; however, the other teams were not quite happy regarding this decision made by Samsung (Chuang, Jackson Jiang, 2016). Lack of strategy The step that was taken by Samsung related to the bonus provided to the employees in spite of the financial losses was a strategy that was undertaken to retain the employees to keep the production department running (Mekler et al., 2017). The strategic HRM is mainly related to the process by which the organization aims to attract, develop, reward and thereby retain the employees so that the employees and the organization are benefitted from this practice (Clarke Higgs, 2016). Strategic HRM acts as the partner in the success of an organization. Samsung had also taken this decision based on the different departments of the organization and the problems that are being faced by these departments. The lack of proper strategy of the organization is another major issue in the case (Dhar, 2015). Nonexistence of credibility The other major issue that has been considered by Samsung while taking the decision is the relationship with the employees. The relationship with the employees helps in improving the credibility of the decisions taken. According to, Chuang, Jackson and Jiang, (2016), the relationship that is developed between the employees and the organization plays an important role in their stress and motivation levels (Knies et al., 2015). The level of good relationship between the employees and the organization increases the motivation levels and leads to the improvement of credibility as well. Samsung has tried to improve the relationship with their employees by providing them with rewards (Kuvaas, Buch Dysvik, 2016). This will help the company to reduce the turnover of employees and further improve the operations as well. The improvement in relationship with the employees of Samsung will also help them in continuing their production even after the losses that were incurred by the company (Mali k, Butt Choi, 2015). Suitable recommendations to resolve the issues Managing human resources Management of human resources is mainly related to the ways by which the manager of any organization performs his functions with respect to the needs of the employees. The allocation and planning of the resources is also a major part of the human resource management. The choice of the employees who need training and those who are assigned the best projects is the decision of the managers of the organizations. The human resource managers also work towards providing the goals, vision and the direction to the employees and the organization. The manager also has a major task of creating an environment in the organization which helps in the motivation of the employees. The managers of Samsung need to make sure that the employees are motivated enough to give their best to the company. The company needs to formulate effective strategies which relate to the ways by which the managers can control the performance of the employees. The major duty of the managers is to maintain an environment in the company where the employees can learn constantly and improve their performance in the process. Example The HRM strategy of Samsung had led to innovation in the 2014 when the talent management strategy of the company had been a huge success. Reward and motivation The rewards that are provided to the employees play an important role in their motivation process. The offer given by the organization of any additional monetary rewards motivates the employees to give their 100% to the company. Rewards can also non-monetary which are related to the work environment and the efforts that are taken by the organization. One of the most effective reward that can be provided by an organization is incentive, which is related to the extra financial benefits that are provided to the employees. Motivation provided to the employees in the workplace is also important for the effective performance of the employees. Samsung had decided to provide motivation to the employees with the help of the bonus which was given in spite of the poor performance of the organization in the year 2015. The employees of the mobile handset division which had to face many challenges in the market were provided their bonus. Samsung did not show a strong performance in the same year, however, the company decided to take this step in order to continue the operations of the department. The employees were provided with 50% bonus in the same year when the department performed in a poor way. This step was the major motivating factor for the employees and they helped the organization in keeping the department in a running state. The rewards system should be set in such a manner so that the employees are motivated to perform in the organization. Samsung had provided bonus to the employees in spite of the losses that were incurred by the organization in that division. This was a reason for discontentment for the other employees of many other departments. Example Samsung has a specific employee benefits strategy which has been in operation since the year 2012 and this has led to innovations in the different processes of the company. Diversity Diversity management is related to the process by which the differences and the similarities of the employees can be managed by the organization. The diversity management process of an organization is mainly related to some values which are laid by the company. This process helps in creating an environment in the organization which helps the employees in contributing towards the goals of the organization and the personal growth of the employees as well. Samsung has taken many steps related to the management of diversity in the organization which includes physically disabled employees, female employees and many more. The organization has taken many efforts to manage the diversity in their working environment and this has helped Samsung in retaining employees even during the tough phases. Samsung has shown flexibility in their operations based on the inclusion of female staff in the leadership and their adaptability in the different environments. The recruitment of disabled employees i s another major step taken by Samsung towards management of diverse environment. The case study has also shown diversity management by Samsung as they have provided rewards to the employees of all the divisions including their mobile division which had not performed well that year. The diverse group of employees can be managed by Samsung with the help of the policies that have been set by the company to manage the female and the disabled employees. Example Samsung had employed more than 600 staff with disabilities in the year 2005 and the number of staff has been increasing since then till 2010. The electronics unit of Samsung has also started recruiting graduates who have some disabilities. Development and learning The strategy related to learning and development in an organization relates to the articulation of the capabilities of the workforce, the competencies and the skills that are requires and how these are developed so that a sustainable and successful organization cam ne established. The development and learning process in an organization is a part of the HR policies which is aimed towards improving the individual as well as the group performance of the employees. The training and development program of an organization is a major part of the talent management related strategy laid by the company. The individuals need to identify the gaps that have occurred in their skills so that these gaps can be fulfilled with the help of training. Samsung had to face major challenges from new Chinese players in the mobile handset market which had led to the fall in their sales. However, the organization still managed to retain their position in the market with the help of the motivation that has been provided by Samsung to the employees in the form of bonus. The employees were also well trained with respect to the different departments in which they were working. Samsung can be recommended to organise a program related to learning and development of the employees regarding the various processes of the organization. Example - Samsung has aimed towards updating their training and development programs by introducing tools related to virtual reality at the workplace. The improvement of training and development in the organization has further helped in improving the operations of Samsung. The employees were also given sufficient training before the implementation of cyber training equipments for training. Conclusion The case study has been analysed in the report with the help of the different concepts related to human resource management and the ways by which the organization has utilised these concepts. The different concepts related to human resource management that are analysed in the report are strategic HRM which is applied to formulate strategies so that they can manage the employees. The case study is related to the phase of Samsung when their mobile handset division did not perform well. The organization however provided rewards to the employees in the same year to keep them motivated. The different concepts related to which the case study has been analysed are, the relationship with the employees, the management of diversity, management of performance, development and learning, rewards and motivation and retention and turnover of employees. The report has been concluded with the learning that the different concepts of human resource management are necessary to fulfil the needs of the em ployees and to achieve the goals of the organization. References Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Allen, D., Lee, Y. T., Reiche, S. (2015). Global work in the multinational enterprise: New avenues and challenges for strategically managing human capital across borders.Journal of Management,41(7), 2032-2035. Androidauthority.com. (2018).Samsung rewards Mobile division employees despite poor performance in 2015.Android Authority. Retrieved 2 February 2018, from https://www.androidauthority.com/samsung-rewards-mobile-division-employees-669904/ Campbell, J. W. (2015). Identification and performance management: An assessment of change-oriented behavior in public organizations.Public Personnel Management,44(1), 46-69. Chen, C. A., Hsieh, C. W. (2015). Knowledge sharing motivation in the public sector: the role of public service motivation.International Review of Administrative Sciences,81(4), 812-832. Choi, S., Rainey, H. G. (2014). Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?.Review of Public Personnel Administration,34(4), 307-331. Chuang, C. H., Jackson, S. E., Jiang, Y. (2016). Can knowledge-intensive teamwork be managed? Examining the roles of HRM systems, leadership, and tacit knowledge.Journal of management,42(2), 524-554. Clarke, N., Higgs, M. (2016). How strategic focus relates to the delivery of leadership training and development.Human Resource Management,55(4), 541-565. Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, 419-430. Knies, E., Boselie, P., Gould-Williams, J., Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance. Kuvaas, B., Buch, R., Dysvik, A. (2016). Performance management: Perceiving goals as invariable and implications for perceived job autonomy and work performance.Human Resource Management,55(3), 401-412. Malik, M. A. R., Butt, A. N., Choi, J. N. (2015). Rewards and employee creative performance: Moderating effects of creative self?efficacy, reward importance, and locus of control.Journal of Organizational Behavior,36(1), 59-74. Mekler, E. D., Brhlmann, F., Tuch, A. N., Opwis, K. (2017). Towards understanding the effects of individual gamification elements on intrinsic motivation and performance.Computers in Human Behavior,71, 525-534. Olafsen, A. H., Halvari, H., Forest, J., Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation.Scandinavian journal of psychology,56(4), 447-457. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance.Public Personnel Management,43(2), 197-217. Sung, S. Y., Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), 393-412.

Lyme Arthritis Essays - Rheumatology, Autoimmune Diseases, RTT

Lyme Arthritis ~~~~~~~~~~~~~~ Lyme disease is a tick-transmitted inflammatory disorder characterized by an early focal skin lesion, and subsequently a growing red area on the skin (erythema chronicum migrans or ECM). The disorder may be followed weeks later by neurological, heart or joint abnormalities. Symptomatology ~~~~~~~~~~~~~~ The first symptom of Lyme disease is a skin lesion. Known as erythema chronicum migrans, or ECM, this usually begins as a red discoloration (macule) or as an elevated round spot (papule). The skin lesion usually appears on an extremity or on the trunk, especially the thigh, buttock or the under arm. This spot expands, often with central clearing, to a diameter as large as 50 cm (c. 12 in.). Approximately 25% of patients with Lyme disease report having been bitten at that site by a tiny tick 3 to 32 days before onset of ECM. The lesion may be warm to touch. Soon after onset nearly half the patients develop multiple smaller lesions without hardened centers. ECM generally lasts for a few weeks. Other types of lesions may subsequently appear during resolution. Former skin lesions may reappear faintly, sometimes before recurrent attacks of arthritis. Lesions of the mucous membranes do not occur in Lyme disease. The most common symptoms accompanying ECM, or preceding it by a few days, may include malaise, fatigue, chills, fever, headache and stiff neck. Less commonly, backache, muscle aches (myalgias), nausea, vomiting, sore throat, swollen lymph glands, and an enlarged spleen may also be present. Most symptoms are characteristically intermittent and changing, but malaise and fatigue may linger for weeks. Arthritis is present in about half of the patients with ECM, occurring within weeks to months following onset and lasting as long as 2 years. Early in the illness, migratory inflammation of many joints (polyarthritis) without joint swelling may occur. Later, longer attacks of swelling and pain in several large joints, especially the knees, typically recur for several years. The knees commonly are much more swollen than painful; they are often hot, but rarely red. Baker's cysts (a cyst in the knee) may form and rupture. Those symptoms accompanying ECM, especially malaise, fatigue and low-grade fever, may also precede or accompany recurrent attacks of arthritis. About 10% of patients develop chronic knee involvement (i.e. unremittent for 6 months or longer). Neurological abnormalities may develop in about 15% of patients with Lyme disease within weeks to months following onset of ECM, often before arthritis occurs. These abnormalities commonly last for months, and usually resolve completely. They include: 1. lymphocytic meningitis or meningoencephalitis 2. jerky involuntary movements (chorea) 3. failure of muscle coordination due to dysfunction of the cerebellum (cerebellar ataxia) 4. cranial neuritis including Bell's palsy (a form of facial paralysis) 5. motor and sensory radiculo-neuritis (symmetric weakness, pain, strange sensations in the extremities, usually occurring first in the legs) 6. injury to single nerves causing diminished nerve response (mononeuritis multiplex) 7. inflammation of the spinal cord (myelitis). Abnormalities in the heart muscle (myocardium) occur in approximately 8% of patients with Lyme disease within weeks of ECM. They may include fluctuating degrees of atrioventricular block and, less commonly, inflammation of the heart sack and heart muscle (myopericarditis) with reduced blood volume ejected from the left ventricle and an enlarged heart (cardiomegaly). When Lyme Disease is contracted during pregnancy, the fetus may or may not be adversely affected, or may contract congenital Lyme Disease. In a study of nineteen pregnant women with Lyme Disease, fourteen had normal pregnancies and normal babies. If Lyme Disease is contracted during pregnancy, possible fetal abnormalities and premature birth can occur. Etiology ~~~~~~~~ Lyme disease is caused by a spirochete bacterium (Borrelia Burgdorferi) transmitted by a small tick called Ixodes dammini. The spirochete is probably injected into the victim's skin or bloodstream at the time of the insect bite. After an incubation period of 3 to 32 days, the organism migrates outward in the skin, is spread through the lymphatic system or is disseminated by the blood to different body organs or other skin sites. Lyme Disease was first described in 1909 in European medical journals. The first outbreak in the United States occurred in the early 1970's in Old lyme, Connecticut. An unusually high incidence of juvenile arthritis in the area led scientists to investigate and identify the disorder. In 1981, Dr. Willy Burgdorfer identified the bacterial spirochete organism (Borrelia Burgdorferi) which causes this disorder. Affected Population ~~~~~~~~~~~~~~~~~~~ Lyme Disease occurs in wooded areas with populations of mice and deer which carry ticks, and can be contracted during any season of the year. Related Disorders ~~~~~~~~~~~~~~~~~ Rheumatoid Arthritis is a disorder similar in appearance to Lyme disease. However, the pain in rheumatoid arthritis is usually more pronounced. Morning stiffness and symmetric joint swelling more commonly occur in rheumatoid arthritis, and knotty lumps