Atticus Finch Essay Example for Free

Atticus Finch Essay Abraham Lincoln once said, â€Å"You cannot escape the responsibility of tomorrow by evading it today.† Atticus Finch, in many ways, lives this quote everyday by understanding what has to be done today in order to avoid future consequences of today’s mistakes. Atticus is a kind-hearted, slow-tempered, wise man, who always knows the right thing to say. In the story, one can deduce that Atticus Finch is a kind-hearted man who knows what to do in order to fix the toughest of problems. The author remarks, â€Å"There was a brown book and some yellow tablets on the solicitor’s table, Atticus’s was bare† (138). This statement explains how Atticus is always prepared to do what is right, and still be humane about what point he is trying to get across. Therefore, Atticus must also set the example for his children by showing that he has a kind heart, so maybe his two children would learn to follow; however, in the story he is faced with many obstacles on the way, reducing his time spent trying to do the right thing. Atticus definitely knows how to react under pressure. In the story the author writes, â€Å"Miss Stephanie said Atticus didn’t even bat an eye, just took out his handkerchief and wiped his face and stood there and let Mr. Ewell call him names wild horses could not bring her to repeat† (185). This is a perfect example of Atticus having a long fuse. Even though Mr. Ewell cussed him until the cows came home, Atticus took it calmly and was relieved that Mr. Ewell finally got his steam out from the case. Whenever he is in trouble, he reacts calmly because he knows in the end it will all blow over. Atticus is obviously a very wise man, who can get the job done. In the part of the story with Mrs. Dubose, Atticus states, â€Å"I wanted you to see what real courage is, instead of getting the idea that courage is a man with a gun in his hand. Its when you know youre licked before you begin, but you begin anyway and see it through no matter what† (93). Atticus uses many quotes like this in the book, all consisting of the wisest comments out of the whole story. In this quote Atticus is lecturing Jem after he is finished reading his book to Mrs. Dubose, and Jem realizes that Atticus was talking about him. He also said he would have made him do it eventually anyway, just to show him what real courage was, even if he would not have destroyed Mrs. Dubose’s flowers. The author indirectly says that Atticus knows what he is saying. As I have stated, Atticus is a kind-hearted, slow-tempered, and wise beyond his year’s sort of man. Atticus is the ideal human being in the story. He is also the stories main protagonist, showing all the characteristics of a gentleman.

Tay-Sachs :: science

Tay-Sachs The genetic disorder I have looked at in this scientific statement is Tay-Sachs disease or TSD, a serious, inherited fatal brain disorder. The disease is named after Warren Tay, a British ophthalmologist who first described the disease in 1881 and a New York neurologist, Bernard Sachs; who first described the cellular changes and the genetic nature of the disease in 1887. This rare hereditary disease is caused by a genetic mutation that leaves the body unable to produce an enzyme; a protein that speeds up the rate at which chemical reactions take place within the body. The enzyme is necessary for nerve cells to metabolise fat, (allow for chemical reactions to take place within the cell) . The enzyme involved in TSD is known as hexosaminidase A. its absence allows a lipid called GM2 ganglioside to build up in the brain, destroying the nerve cells. The location of the gene HEXA that causes the genetic disorder is 15q23-q24. Tay-Sachs is an autosomal recessive disorder. My research indicates that a person must have two carriers as parents for the disease to occur. Carriers, people with only one gene for the disorder are physically unaffected due to it being recessive. When both parents are carriers, each child has a 25% or  ¼ chance of obtaining the disease. If only one parent is a carrier, there is no chance that the child will get the disease, but there is a 50% chance that the child will be a carrier. My extensive research has concluded that the symptoms of the disease are: ï  ¶ Blindness ï  ¶ Dementia ï  ¶ Deafness ï  ¶ Seizures ï  ¶ Paralysis All these symptoms appear during the first six months of life following the case studies data. The disease progresses rapidly, usually killing affected children by age three. As the damage to the nervous system progresses, an inability to swallow, difficulty in breathing and mental retardation develop. In late-onset TSD, which occurs in people who have a genetic mutation (A permanent change in the DNA sequence due to an insertion, deletion or an alteration) that is similar to that of TSD that occurs in young children. Some production of the missing enzyme occurs and life expectancy does not seem to be affected according to my research. Medical treatment is focused mainly on managing the symptoms of late onset TSD, Anticonvulsants can be prescribed to patients with seizures and antidepressants can be used as to help with psychiatric symptoms.

Human Resource Management Process Essay

Human Resource Management Process Introduction            The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment, training and development and retention. Human Resource, in order to be strategic, works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the organization is vital to the success and growth of any company. Performing this function includes job analysis, task and KSA statements, preparing job descriptions, recruiting, and then setting compensation. The entire process from job analysis to compensation is discussed as follows; Job analysis            When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill is and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define important elements of any job and then search for the person or people that are the most qualified and would be a good fit for the company. Job analysis is the process of describing and recording aspects of jobs and stipulating the skills and other requirements necessary to perform the job. It refers to the process of Gathering and collecting information about responsibilities, duties, skills, the outcomes and the environment that influences working in a particular job field. The job analysis process will help the HR managers find the ideal candidate for the position. Task statement            Task analysis is the process by which a task statement is derived. The task statement is the most important element of task analysis process because it provides a standardized, concise format to describe worker actions. It is a document that defines and describes the specific job to be performed by the candidate. The creation of these task statements may take considerable thought and insight. However, the rewards of conducting this due diligence before taking on the task of hiring a new employee, makes the process very simple and less stressful. Everything is clearly defined and above all, measurable in the future. KSA statement            KSA statements are the job related knowledge, skills and abilities that an applicant must perform successfully in a certain position. It is a statement that helps employees in the process of identifying the employee who best fits in a particular field. KSA statements help hiring managers identify the knowledge, skills and attributes needed to successfully perform a specific job. Knowing the tasks that have to be performed, helps you to identify the KSA that the candidate must possess in order to perform to the companies standards and in return hire the right candidate. Job description            Writing a job description is an important step in the human resource staffing plan. A job description typically outlines the necessary skills, training and education needed by a potential employee for a specified job. It provides an outline of what should be done by a particular employee in a specific position. It should give a brief overview of the role, how it relates to the organizational vision, a list of key responsibilities, requirements and qualifications.Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of overall job performance. By incorporating and utilizing job descriptions, an organization can better understand the experience and skill set needed to enhance the overall success of the company. Recruitment plan            Once the Job analysis, Task statements, KSA statements and the job description are completed, the next step is to search for candidates. A complete recruitment plan identifies vacant positions in an organization that need to be filled so that so that an adequate job advertisement can be created and placed appropriately for a specific period of time. Most recruitment plans include searching both internally and externally from the organization. When organizations choose the right people for the job, these people are not only great performers with their job, but also tend to stay with the organization longer. Selection method            The key to the selection process is to choose a strategy for screening candidates that will allow an organization to view the most qualified candidates for the vacant position. Employee selection process usually entails reviewing, screening, interviewing, testing then selecting the best available candidates for theavailable position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. A selection method chosen by the organization should allow the selection panel of a company to pick the candidate that is most suited to fill the vacant position. Performance evaluation            A performance evaluation is a review and discussion of an employee’s performance of assigned duties and responsibilities. Performance evaluations need to be in place to support decisions made by management and the HR department. The appraisal is based on results obtained by the employee in their job. These evaluations can also be used to teach as they may show areas that need improvement as well as provide backup for recognition of a job well done. It measures skills and accomplishments with reasonable accuracy and uniformity.The performance evaluations need to be structured and performed in a timely manner as well and managers need to be trained appropriately has to how to conduct these evaluations. Compensation plan            Compensation is a systematic approach to proving monetary value to employees in exchange for work performed.Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Job analysis can be used in compensation to identify or determine skill levels, compensable job factors, fiscal and supervisory responsibilities and required level of education which is related to salary level. Job descriptions are used as a tool for determining salary ranges.Many people associate compensation with money but when looking for a job, many compensation packages are designed with a package of products in mind. Due to the fact that compensation isn’t just about the dollar figure, compensation packages need to be discussed in great detail when hiring new employees.Overall compensation strategies have to be designed to meet the overall objectives of the organization.            Would you change anything in your process at this point? No I wouldn’t change anything. This is because of the following reasons:            I don’t think that I would change anything about my paper because I did do extensive research on a HR Receptionist position to determining the skills, qualifications and experience needed for this type of positions. There is a legal need to do a job analysis. Employers who wish to demonstrate that their selection processes are valid will need to start with the job analysis. There are also management reasons for doing the analysis. It yields an improved process for obtaining, retaining and managing organization’s work. Job description communicates the organization’s expectations to its employees. Conclusion            In conclusion, we have discussed the importance of the job analysis process which includes task statement, KSA statement and job description. Job analysis is the procedure used to determine tasks, duties and responsibilities of each job, and identify knowledge, skills and abilities appropriate to perform the job.The job analysis process can render positive outcomes like increased profits, employee retention and reaching overall organizational goals when implemented successfully within an organization.            We have also discussed importance of human resource department’s ability to recruit, select candidates appropriately and continue ongoing performance evaluations with the organization’s employees.An organization cannot build a good team of working professionals without good Human Resources. The key functions of the Human Resources Management team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. As you can see, human resource plays a very big role in the foundation of an organization. Literature review on compensation Introduction            Compensation can be defined as any rewards obtained by employees in return for their labor. Compensation can be divided into three aspects, that is; direct financial compensation, indirect financial compensation and non-financial compensation. Direct financial compensation consists of pay received in the form of wages, salaries, bonuses and commissions provided at regular intervals. Indirect financial compensation includes all financial rewards which are not included in direct compensation, and form part of the social contract between the employer and employee such as benefits, leaves, retirement plans, education and employee services. Non financial compensation refers to topics such as career development and advancement opportunities, opportunities for recognition as well as work environment and conditions.            As much as many employees focus on direct financial compensation, it is the non-financial rewards that are more effective in the long term employee engagement. Job position covers the various duties such as interesting duties and responsibilities, autonomy, challenges, authority feeling of achievement, advancement opportunities and opportunities for recognition.            Work environment focuses on; competent supervision, fun and effective co-workers, flexible scheduling, modified retirement and fair and consistent practices and policies. Scholarly review            Levels of firms’ productivity widely depend on good compensation strategies. In small businesses, coordination between general resource management practices lacked, hence, diminished productivity levels. Besides, personnel related problems are arising as a result of unclear, outlined policies on human resource management and compensation in small businesses. Inadequate and inefficient management of human resources often adversely affects employee’s perception of equity, resulting in dissatisfaction, inadequate motivation, higher turnover and lower productivity (Tate, et al, 1982). Unlike small businesses, large businesses rely on a well organized, formal personnel development to ensure effective human resource management.            There are various policies that aid in proper human resource management and increment of productivity levels. These policies are based on both wage payment and other fringe benefits. In order for these policies to effectively work, one need to enact proper maintenance practices which include; appropriate induction of an employee, conducting performances review, providing employee service and instituting governance.            However, the surveys were done to come to a conclusion on the gap that was observed between ‘what could be’ and ‘what was’ (in terms of professional human resource management) might be caused by at least four factors; a lack of formal personnel management training, a lack of perception on the part of decision makers that productivity is improved by use of generally accepted human resource management practices, a lack of incentive because employers are family members or an inability to use human resource management practices effectively because of size and monetary constraints.            Compensation can also be achieved through recognition of personnel. Recognition of personnel is done by considering the following; the length of service, above and beyond program, peer to peer, retirements and sales. Rewarding of the recognized personnel is done through; certification and or plaques, cash gifts, certification and company logo merchandise. Recognition is meant to; salute years of service, create a positive work environment, encourage high performance, foster a culture of recognition and raise personnel morale.            Not all gestures succeed. Celebrating employees can also backfire, as far as the research conducted by Business Scholars at Harvard Business School. There were two reasons that emerged; first, â€Å"employees strategically gave the program improving timelines only when eligible for the reward, and call in sick to retain eligibility,† scholars explain. Secondly, â€Å"employees with perfect pre-program attendance or high productivity suffered 6.8% productivity decrease after program introduction, suggesting they were de-motivated by awards for good behavior they already exhibited.†            Compensation related issues have called for relevant compensation plans and decisions in order to cater equally for personnel. There are various decisions that human resource management makes concerning compensation as highlighted below;            Compensation decisions are essential in compensation strategies. Compensation of personnel depends on the market position (level of pay relative to competitors), internal versus external orientation, hierarchy (the pay structure and the basic-job versus skills-for the pay structure reward mix, and the basis of research performance versus seniority, groups versus individual and criteria used) (Lawler 1981). These are issues that determine decision of salary increment.            Increasing list of decisions has raised doubts about the efficacy of a strategic perspective. It brings to mind the multiple facts of job satisfaction that made the constraint more complex than originally conceived (Heneman, 1985), hence, t is necessary to differentiate decision which are strategic from those that are not.            Compensation decision making widely depends on the strategic policies as highlighted below;            Competitiveness, whose degrees vary among various organizations and among occupations within them, from a strategic perspective, competitiveness refers to positioning a firm’s compensation relative to its competitors (Belcher, et al, 1987). It deals with total return trade off decision.            Internal structure- the internal pay structure is a fundamental policy that requires strategic decisions. Typically it refers to the distribution of rates or internal pay differentials. (Simon, et al,1987.) Decisions involved depend on the issue of pay, equity and slope of the hierarchies.            Forms of pay- this is another policy that pertains the forms of the mix of various elements of total compensation (Heneman, et al, 1973). Decisions include the number of forms to offer, the degree to which each is contingent to employees maintaining their membership in the organization like entitlement, or performance like incentives, relative importance of each form and the proportion of the workforce eligible for each firm.            Basis for increase-decisions based on the strategic policies involved in granting pay increase are also involved; they range from an emphasis on short versus long term incentives (Caroll, et al, 1987).            Role in the human resource strategy- description of firm’s human resources strategies plays a very important role in decision making (Dyer, 1985).            Administrative style- this process is used to administer compensation decision, also referred to as strategic properties. It deals with issues such as employee participation, communication centralization and dispute resolutions mechanisms.            Compensation planning and administration has various challenges which require efficient decision making criteria. These compensation related decisions are formulated to do away with disputes that may result from pre hiring pay, ongoing employment, legal compliance, equal pay out and fair labor standards acts. Conclusion            From what we have seen in the scholarly articles, for one to improve business productivity, it is essential to have relevant compensation strategies to provide guidelines on personnel compensation. Many small businesses are characterized by inadequate and insufficient management of human resources which tend to affect employee’s perception of equity, resulting to dissatisfaction, inadequate motivation and lower productivity, hence, proper human resource management strategies are essential in building a well organized, formal, personnel department to ensure high productivity levels.            Compensation can also be achieved through proper recognition of personnel by considering different aspects as highlighted in the articles above. Recognition is essential as it fosters work environment and also encourages high performance through appraisal of morale among the staff.            In order to come up to a proper compensation plan, the human resource department needs to formulate clear policies and procedures to follow. These policies aid in decision making regarding various compensation incentives to personnel or employees. These decisions involve financial compensation which is in form of wages, salaries, bonuses and commissions, leaves, retirement plans and other employee services; non financial compensation decision on job positions and working environment related factors.            In short, it is essential for a good human resource management to have relevant policies which are essential in identifying when and how to compensate personnel properly. References Amba-Rao, S. C. &Pendse, D. (1985).Human Resource Compensation and Maintenance Practices. American Journal of Small Business, 10(2), 19-29. Belcher, D., &Atchinson, T. 1987.Compensation administration.Englewood Cliffs, N.J.: Prentice-Hall. Caroll S. (1987). Business strategies and Compensation Systems.In D.B Balkin&L.R. Gomez Mgia, New Perspectives in Compensation, Pp 343- 355, Prentice Hall. Dyer, L. (1985). Strategic human resource management and planning. InK. Rowland and G. Ferris (eds.), Research in Personnel and HumanResources Management, 3, pp. 1-30, Greenwich, CT: JAI Press. Freedman, S. (1978).Some Determinants of Compensation Decisions.Academy of ManagementJournal, 397-409. Heneman, H. G. (1985), Pay Satisfaction in K. M. Rowland & G. R. Ferns (eds), Research inPersonnel and Human Resource Management, vol 3, p 115-139. Lawler, E. E., III. 1981. Pay and organizational development. Reading, Mass.: Addison- Wesley. Tate, C. E., Jr., Megginson, L. C , Scott, C. R., Jr., &Tnieblood, L. R. (1985). Successful small business management. Piano, TX: Business Publications, Inc. Thompson, K. (2014). Honoring Employees is Good Business. Phi Kappa Phi Forum, 94(2), 26. Source document

Annotated Bibliography On The Marriage Of Plastic Surgery...

Annotated bibliography for presentation 1. Camp, S. M., Mills, D. C. (n.d.). The Marriage of Plastic Surgery and Social Media: A Relationship to Last a Lifetime. Retrieved April 09, 2016, from http://uh7qf6fd4h.search.serialssolutions.com/?ctx_ver=Z39.88-2004ctx_enc=info:ofi/enc:UTF-8rfr_id=info:sid/summon.serialssolutions.comrft_val_fmt=info:ofi/fmt:kev:mtx:journalrft.genre=articlerft.atitle=The Marriage of Plastic Surgery and Social Media: A Relationship to Last a Lifetimerft.jtitle=Aesthetic Surgery Journalrft.au=Camp, Steven Mrft.au=Mills, Daniel Crft.date=2012-03-01rft.pub=SAGE Publicationsrft.issn=1090-820Xrft.eissn=1527-330Xrft.volume=32rft.issue=3rft.spage=349rft.epage=351rft.externalDBID=n/arft.externalDocID=10.1177/1090820X12439862 ¶mdict=en-US The journal article, which was published online in 2012, discusses the relationship between social media and plastic surgery. The interesting part was that it was different than the title suggested. The title makes you think it’s examining social media’s role on plastic surgery. Instead, it’s looking at how plastic surgeons are using social media to advance their practices. Which begs one to consider how the show â€Å"Botched† on TV has helped advance the business of the two surgeons who â€Å"fix† people who weren’t happy with their plastic surgeries. 2. Chang, K. (2014). The Business of Cosmetic Surgery. New York City, New York: The New York Times. Retrieved April 09, 2016, from