Common European Army Essay Example for Free

Common European Army Essay The UK and France have been willing to follow the USA’s example of military force and shown support for the idea of an EU army. Other nations have clearly rejected this approach on the basis of pacifist arguments and because they are reluctant to commit to the high level of military spending this would imply. While the EU does like to see itself as the diplomat of the world and flaunt its achievements with the International Criminal Court (ICC) and the World Trade Organization (WTO), it still ponders the possibility of a middle-of-the-road strategy of militarization and securitization. There is no necessity as regards the creation of European Union Army because member states already cooperate sufficiently with each other. Creating an EU army would prove to be unnecessary because most European states are already members of the North Atlantic Treaty Organization. For several decades NATO has been defending the military interests of Europe. It is hard to see a problem that NATO cannot solve, which the European Defence Force could instead. NATO exists to deal with situations of such magnitude that the nations of Western Europe are likely to adopt a common defence policy. In contrast, the EDF is targeted at smaller geopolitical incidents which would otherwise be ‘beneath’ the notice of NATO. Unfortunately smaller incidents by their nature do not have uniform effects on all EU member-nations, and are therefore unlikely to generate a consensus of policy among EU nations. The EU has as much power as it has, regardless of whether they have a single military or each nation cooperates accordingly with its own forces. A single military may give the appearance of more power, but nothing more unless great policy changes went along with its creation. It can be concluded, therefore, that there is no urgent necessity for creating a common European army at this moment and for now NATO is sufficient for the EU defence policy. Creating a common European Army would not be in accordance with the EU policy and would undermine the sovereignty of member states. Even if we assume that the massive costs of a standing military force can be borne by the EU and ts members, the key barriers to establishing a standing defence force are often political. Creating a European Defence Force de novo would require to decide on several questions, namely the command structure, whether the role should be merely defensive or include peacekeeping, the choice of equipment and supplier, creating a common defence policy, and choosing a language of communication. All of these questions involve political considerations or economic vested interests, all of which are likely to result in ongoing wrangling that will yield an ineffective EDF. The Treaty of Lisbon foresees that Member States can make available civilian and military resources to the Union for the implementation of its Common Security and Defence operations. However, any Member State has the right to oppose such operations and all contributions to them will be always on a voluntary basis. There is little or no will amongst EU governments to increase defence spending to the sort of levels required to make an EU based defence and security credible. Indeed, only the Dutch government has designated a specific part of their defence budget for the ESDP. A group of Member States who are willing and have the necessary capability will be able to undertake disarmament operations, humanitarian and rescue tasks, military advice and peace-keeping tasks. No Member State can be forced to participate in such operations. In conclusion it is reasonable to say that, although the creation of a common European army might bring more unity it will be an unfair act, since the interest of member-nations in the area of defense policy are very divergent. Therefore, in order to preserve sovereignty and financial stability military capabilities in the EU should remain in national hands.

Aesthetic Labour Within The United Kingdom

Aesthetic Labour Within The United Kingdom Within recent years it has been found emotions play a large part in todays work place, with the same now being said in regards to aesthetic labour. Postrell (2003) even suggests that we are on verge of entering an aesthetic economy, bring forth an era of appearance and feel. With the fundamental feature of this economy predominately being employees appearance developing the notion that style is strategy, Postrell also suggests that the look of employees can also determine the ambience of a room as much as the furnishings or decor. Aesthetic labour itself is a modern term in regards to recruiting staff whom look the part (Witz et al, 2003). The concept of aesthetic labour was developed based on employers impression that parts of the service industries were portrayed as the style labour market this includes the following service areas; bars, hotels, events and retailers, who require aesthetic skills in addition to social and technical skills from employees (Nickson et al, 2004, p.3). Todays research shows that within the UK, service jobs now accommodate around three-quarters of all jobs, with them predominantly coming from the retail and hospitality sectors. With a 17 percent growth between 1979 and 2003 within these sectors alone it can be seen from current examination of employers trends that the selections of employees with self presentation skills have a higher preference than experience or technical skills. For example a current survey of one hundred human resource experts within the United States of America accountable for employing hospitality industry employees publicized that their top two criterias were pride in appearance and a good attitude (Martin and Grove, 2002), the hospitality training foundation (2001) also confirmed that these top criterias are also shared by the industries within the UK. Once again both within the UK and USA it has been found that once employees have been employed their appearance continues to influence and help them, with sug gestion that service, profession and pay are all subjective to employees appearance. Within the UK this is most prominent in the service sector however it can be seen in most areas (Harper, 2000). Nick et al (2004, p.3) argues that aesthetics within interactive service work is also becoming a major input however this trend has not yet been confirmed by policy markers. Other authors also suggest that the aesthetics within interactive service work is extremely significant with trends coming from interrelationships as well as from human and non human elements that are found with the workplace itself. In which aestheticization process can present them through fundamental actor network theory, these are transitions of redevelopment identifying how systems come together to act as a whole (Deepdyve Beta 2010). In particular in many customer facing jobs a large amount of importance is placed on a persons characteristics to a degree in which employers specifically look for people who are passionate, stylish, confident, tasty, clever, successful and well travelled (Warhurst and Nickson, 2001, p.14). It is essentially that all employees portray the right image for the company, irrespective of the skills they possess. Grugulis et al (2004) argues that many managers may try to control how their employees feel and look, as well as how they behave, so that they can expose the correct emotions, aesthetics and productivity needed within a specific working environment. Moulding employees appearance is a very well known process used by employers to maintain a business like image; this includes the use of uniforms and dress codes. In a recent survey it was found eighty percent of organisations surveyed enforced a uniform policy or dress code, principally to keep up a corporate image. Due to employee ap pearance and aesthetic appeal being considered an essential part of any companies branding or competitive approach (Grugulis et al, (2004). In addition another survey within the UK based around the retail sector detailed that ninety percent of employers rated appearance as a crucial recruitment and selection process, with sixty one percent of them subsequently offering training in dress sense and style (Nickson et al, 2005). This is also true for emotional labour, Hochschild (1983, p.7) explains how emotions manages the feelings of employees to create the right visual appearance from their facial and body expressions. However other authors have observed that image is theoretically becoming stopped due to the lack of up to date research and debate (Witz et al 2003). It has been thought that aesthetic labour is opening a new kind of discrimination based around people being turned down or employed for different jobs solely because of their looks. Oaff (2003, p.7) stated if your gender and your race havent kept you off the short list, your physical appearance still might. Aesthetic labour has also been seen to have neglect on gender, with an acknowledgment of body work within the service industry (Adkins 2000). Adkin reports that there is a large attention placed on gender and sexuality within the origins of the aesthetic components of labour. Many authors feel there is a thin line between sexuality and gender within a job role. For example research has shown within the service industry there is a 63 to 37 percent female to male split and within the hospitality sector there is a 59 to 41 percent female to male split. Kerfoot and Korcznski (2005, p.388) identifies that the majority of service jobs have female based employees whose jobs are linked to low wages and less to none job prospects. From this it has also been found when advertising for jobs many companies purposely gender stereotype their adverts to list soft skills that are exclusively feminine based. The gender stereotyping of jobs also links to the thought that customers in particular males prefer the female touch that is brought to the initial meeting. Aesthetic labour has led to large social changes within the majority of sectors leading to an increase in seasonal, part time and temporary job openings, allowing a high level of younger workers to gain experience especially those within the tourism industry. The main reason for this is younger people are often aesthetically closer to consumers customers. Baum (2008, p.81) explains this by saying the sector seeks to attract employees who..(deliver) aesthetic labour(so are in) much closer proximity with their customers. These types of people are known as style workers, they are those who physically and emotionally match their working environment and therefore closely identify with the products, being able to understand their customers needs and wants. In a previous Singaporean context a process was referred to in which service workers are highly brand conscious, Gurrier et al (1998, p.34) states the modern young Singaporean is disinclined to work in service unless the image of the pro duct accords with their own sense of fashion. Working in Gucci means that the product becomes part of her own accessory range. Within todays hospitality sector it is easy to see the vast social different between the employee and consumer it is understandable why employers employ the correct type of people for their organisations that matches their emotion and the aesthetic requirements. The term aesthetic labour first appeared in 1999 when Chris Warhurst and a team at the University of Strathclyde compared the term to an older medieval Italian term called sprezzatura. This has since become a fundamentally piece of research in terms of human resource management or hrm. With people such as Mulford et al (1998, p.1585) making claims that the attractiveness of people is dependent on their opportunities to develop socially and cooperate with others. Making it is easy to see where the pressures of recruitment and retention of employees based on their image has affected hrm. The idea of aesthetic labour may cause conflict within the sense that ethnical problems may arise if someone is employed solely on how they look. This has since developed tension based on what people feel management ought to or should do. The ethics of aesthetic compare this to management viewing us up against a framework allowing them to judge right and wrong. The ethics and morality of aesthetic has been address by many authors for example it is suggested that the business background produces its own unique moral standard (Nash 1990, p.5). However Fisher and Lovell (2006, p.42) feel that ethics is based around doing well, in which wrongs are prevented or masked if done. With a variety of different views in the air, for hrm the challenge to retain professionalism is key due to the thought and actions of aesthetics causing pain and worry to their organisations employees. Emotional labour has a direct link to aesthetics the term emotional labour was first identified by Hochschild in 1983 and is used to depict the actions of service workers that goes beyond their usual physical and mental roles. In which the employees show actual worry for the customers needs. Examples of this include customer facing roles in which employees use the term service with a smile, they help solve complaints and change the customers mood. Hochschild (1983) uses the term management of feeling to create a publicly facial and bodily display. The use of emotional labour is a good practice especially used in the face of angry or unhappy customers when employees may need to hide their really emotions. It has been found that organisation have since place a large amount of strategic orientation on this, so that employees know how to handle themselves not only in front of customers but also other employees and internal customers. It is easy to see how emotional skills will also place any potential employee further up the recruitment ladder. Having both emotional and aesthetic skills will help employers complete their aim to have oven ready employees which are ready to go straight into the job with little training. This strategy is extremely useful in minimising costs, but employing these types of people based solely on these particular skills also places knowledge by the employer that the characteristic of the employee cannot be necessarily trained. Looking directly within the service based sectors the importance of aesthetics as well as self presentation skills is effortlessly demonstrated. However the problems caused is also very noticeable. Although many businesses strive to maintain competitive advantage, the evidence from many forms of research places this dependency on the new style driven niche in which many managements attempts of controlling their employees expands beyond the usual aspects. Nevertheless the positives and the potential of aesthetics on an employee to customer based ratio evidently are flourishing, unlike that of the employer to employee ratio within any organisation which is under strain with new forms of discrimination being found. Although academic skills are clearly not a major part of any recruitment or selection processes, the aesthetic skills are now becoming a requirement do help the utilisation of any organisation. Furthermore it can be seen the large difference between aestheticised labour and a esthetic labour, in which employees have preserved certain characteristics and appearance to both maintain and secure their employment. With reference to a employees specific wage being dependent on the employees gender/sexuality or image there is little evidence to completely agree with this however it can be seen that employees do receive other kinds of payback in the form of benefits such free clothing or make overs. It can also be found that the emotional skills work particularly well along side aesthesis, helping organisations gain oven ready customers who will fulfil the companies needs to place the employee straight into the heart of the business. At present self presentation skills is not currently predominant in the learning market, due to the shortage of approval by the policy makers. This may be because of the concerns of moulding employees appearance or because they are unsure how to integrate it into the training agendas. Whichever it may be it is easy to see the impact it will and is already having on organisations human resource management team, as there are so many different points of views on the right and wrong ways to go about aesthetics when recruiting and maintaining employees.

Technology In Recruitment Selection Business Essay

Technology In Recruitment Selection Business Essay Introduction In a world that is constantly changing and evolving, technology surrounds us all. This essay identifies and evaluates the use of technology in the HR department in general and in the recruitment selection process in particular. Technology, E-Human Resources and E-HR systems will de be defined first. Then, the recruitment and selection process will be described along with the different recruitment tools. The different methods of online recruitment will be evaluated along with e-selection methods. The pros and cons of the uses of technology in the recruitment selection processes will be discussed in depth. Finally, a conclusion will be made. Human Resources Technology Technology according to ENCYCLOPEDIA BRITANICA (2010) is  the application of scientific knowledge to the practical aims of human life or, as it is sometimes phrased, to the change and manipulation of the human environment. The past decade has seen the introduction, application, and merging of technology in the workforce or as some may label it the information revolution. The information revolution has changed the whole work environment. Most of the tasks are computerized and companies rely heavily on their computer systems. The Human resource department was not immune to such a revolution, the adaptation of technology in HR lead to the birth of E-Human Resources. E- Human Resources ENTREPRENEUR (2010) defines Human Resources as The department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations. The Human Resources department is the hub of the company. It acts like an advocate for both the company and the employees and is responsible for the employees well-being, benefits, payroll, hiring, team building, coaching, recruitment and selectionetc. E-Human Resources on the other hand refers to the application of technology like the internet in the transactions of the human resources department. (Lengnick-Hall and Moritz, 2003). E-HR aims at running the operations of the HR department smoothly and efficiently, by keeping all necessary information readily available to all managers and employees when needed. E- Human Resources Systems The mixture of the vast growing information technology and the need for continual improvement of work efficiency was among the major drivers for the development of the E-Human Resources systems. (Stanton and Coovert, 2004; Fletcher, 2005). In other words E-HR systems are a merger between HR activities and information technology. Human Resources systems are created by vendors like Oracle and Ascentis, they usually include four modules: Payroll module, Time and Labor Management module, Benefits Administration module, and finally the HR management module. The Payroll module manages and controls all employees salaries and payrolls, while the Time and Labor management modules control attendance, absences issues. Benefit Administration model deals with employees benefits and entitlements. While the HR management module helps in the selection and recruitment process, more on this module will be explained later. Moreover, E-HR systems also include enterprise resource planning system (ERP), HR service centres, interactive voice response, manager and employee portals and web applications. (Panayotopoulou,Vakola and Galanaki 2007). Enterprise resource planning system is used to manage financial, materials and human resources both internally and externally. Overall, HR systems cater for the different needs of the HR department and helps automate many aspects of human resourcing. Recruitment and Selection Every business, enterprise and organization goes through the recruitment and selection process. It is the most important aspect of the human resource management department, as it provides the organization with the essential resources needed for its operations the human capital (Barber, 1998). Recruitment is defined as the activities an organization undertakes in order to identify and attract potential employees (Breaugh and Starke, 2000). Selection is what comes after recruitment of choosing the best candidate for the job out of all the applicants. The recruitment and selection process Getting the recruitment and selection process wrong is not an option for recruiters, the wrong person for the job will not only affect the companys productivity but it will also result in business losses (book reference). That is why most companies follow a somewhat standardized recruitment and selection process, shown in the figure below. Recruitment Organizations mold their recruitment processes or strategies according to the job they want to occupy. In order to attract the right candidates, HR professionals advertise in a certain way, seek professionals or graduates, contact agencies or use the Internet. Recruitment tools In a study by Bernthal and Development Dimensions International, data was collected from members of the Electronic Recruiting Exchange. Among the survey questions was a question about the recruitment strategy and its effectiveness. The findings of the study show that the internet is the most popular and most effective recruitment method while employee referrals came second. This shows that although the internet is new and more effective, it did not replace the traditional recruitment methods. Figure showing Berthals results: Taken from Recruitment Selection paper by Barthal and Development Dimensions International Online Recruitment The internet was not acknowledged as a recruitment tool until the mid 1990s. With the benefits it brought to recruiters, the media described it as the driver behind a recruiting revolution (Boydell, 2002). Many companies now have a new position in the HR department; Online recruiter. Online recruitment is growing rapidly; both recruiters and job seekers around the world use it. It can be defined as the use of the internet to match job seekers with appropriate jobs. In other terms, using the internet to attract potential employees. Studies were carried out to understand and quantify how much recruitment exactly is done online. These studies include: a study by total jobs 2004 that shows that two thirds of the organizations in the UK use job boards. While HR focus (2001) indicated that more than 75% of HR professionals use job boards in addition to the traditional recruitment methods. In the USA, Cober and Brown (2006) found out that 50% of the recruitments were carried online and this figure is expected to increase. Moreover, a study by Capelli (2001) stated that 90% of the Fortune 500 use online recruiting. A poll carried out by The Recruiters Network (website) showed that 45% of the companies filled 20% or more of their positions through online recruitment (Charles 2000). The most effective and popular online recruitment methods are: Talent Management Systems The HR management module mentioned previously pursues talent management. Talent management is the process of attracting and hiring skilled employees, or retaining current employees while helping them work on their own talents. Talent Management systems perform the following tasks: analyze the use of personnel within the company, post job vacancies online, review applicants credentials, track demographic data of candidates, store information, automatically communicate and provide information to applicants and many more, depending on the company. Thus talent management systems are used in the recruitment process. Advertising on the companys site The first, cheapest step a company can take to recruit people is to advertise about the job offer on its on website. In a study by Bartam (2000) figures showed 88% of companies recruiting 50 or more graduates per year advertise on their own website. Advertising on the companys website slashes advertisement costs in newspapers, magazines, and recruitment agenciesà ¢Ã¢â€š ¬Ã‚ ¦etc. the internet is global medium, thus making it very much easier to spread the word, while being much more cost effective. The company can also use Google ads as a way to advertise for job vacancies within the organization. Job Boards Job boards are recruitment websites that match recruiters with the most appropriate applicants (also called job hunters) through advertisements and job postings. There are plenty of job boards on the world wide web; the most popular include Monster, CareerBuilder and HotJobs.com. Since these websites are similar and offer the same service, monster.com will be used as an example in order to evaluate and understand job boards. Monster.com Monster.com is a global online recruitment website. Its network consists of 22 local content and language sites. The traffic on the website is estimated to be over 25 million job seeking users and over 100,000 member companies. Its rà ©sumà © database contains more than 17 million rà ©sumà ©s. Two separate studies by Gutmacher (2000) and Leonard (2000) both confirmed that the emergence of monster.com and rà ©sumà © as frequent search words indicates the influence of job boards (monster.com) on web job searching or in other words online recruitment. According to monster.coms employment index, the month of September 2010 showed a 131 employment index the highest so far. More interestingly, Wales showed the highest employment in the UK region. From the figures and information above, it is safe to conclude that job boards are doing well and play a vital role in online recruitment. However, a significant number of job seekers continue to search in general search engines (reference) while other studies highlighted the role of social media websites play in job recruitment. Social media websites The past decade has seen the rise of social media websites. It is now not enough to post your resume on a job board. Social recruitment is now beginning to over shadow the use of job boards and other traditional recruitment methods at some companies (Levinson 2010). Moreover, recruiters are spammed with hundreds of applications of unqualified personnel when posting on big job boards which forces them to look for qualified applicants elsewhere. Findings from a survey conducted by Jobvite (a recruitment software maker) showed that 73.3% of the companies use social networks for recruitment, while 9.3% are planning to begin next year. Another finding shows that LinkedIn, Facebook and Twitter are among the most popular social media networks used by companies for recruitment. LinkedIn LinkedIn is a professional network, which includes contacts and relationships developed over the years.. LinkedIn provides its users with the means of establishing an authoritative resource on their experience and capabilities, thus making users more attractive to recruiters. Currently LinkedIn consists of more than 80 million members from over 200 countries. LinkedIn from recruiters perspective is a place that provides access to different kinds of reliable qualified talents. The main reason that companies are using LinkedIn is to find passive job candidates. Another reason why companies are using LinkedIn, is because referrals from their employees are highly valued because they typically have a higher success rate (hence the popular employee referral bonuses). LinkedIn helps companies leverage the networks of their employees. Kay Luo, Director of corporate communication at LinkedIn. Hundred of companies use LinkedIn and LinkedIn corporate solutions to post jobs and source candidates for recruitment. The question is: How does LinkedIn work? For example, person x creates a profile, uploads a picture and writes down his skills, capabilities and experiences. A company searching for an employee or a recruitment agency working for that company searches the databases available at LinkedIn, finds person x who has the skills required for the job. The company then looks at his information and if person x is the right person for the job, they contact him. LinkedIn is growing rapidly to the extent to which it is almost unprofessional not to have a LinkedIn profile. Considering that executives and employees from the all the fortune 500 companies have LinkedIn profiles. Facebook Facebook is ranked 2nd among social media sites used for recruitment purposes. It is a social networking site that connects people with their friends, co-workers, family members, and others. Chris Russel, founder of jobsinpods.com thinks that: Facebook is a talent goldmine. Its filled with millions of passive candidates that employers covet. Looking at Facebooks demographics, it has more than 200 million active users. Success recruitment stories, like the Ernest Young Facebook group means: if Facebook is utilized correctly, recruiters can access and select from a wide spread of talented candidates. They key to Facebook recruitment is to create relationships with potential employees in order to make yourself their employer of choice (Facebook Recruitment Tips, 2008) The figure below illustrates how facebook can be used: Selection The selection process is not easy. An executive interviewed by Forrester explained the selection process: We have to sift through lots of resumes, like kissing frogs before you find the prince (Lawrence 1999) Hundreds of applicants apply for the job, companies then have to filter out the suitable ones and filter them even more to find the right person for the job. Technology has made the selection process easier, nowadays there are numerous methods used by companies in order to test applicants. Some of these methods are: Applications Database Applications Database also known as resume database are computer softwares used to keep track of applications. Applications are sent to the database where they are stored, a query containing any keyword the company desires is run to find applicants with the required specifications. This helps in narrowing down the applicants to the most suitable ones. These programs also enable companies to send template emails and set up interviews without the need to manually do it, thus proving to be cost and time efficient. Online testing and assessment Psychometric tests are used to measure the applicants capabilities. It gives the employer an insight into whether the applicant can work well with a group and his ability to handle stress and meet intellectual demands of the job. These tests are usually divided into: Aptitude tests There are several types of aptitude tests as shown in the figure below. The type of test the applicant has to sit through depends on the job he/she is applying for. Taken from psychometric-success.com Aptitude tests measure the abilities of applicants in the area the job requires the most. Personality tests Personality tests include questions about behavior, feelings and thoughts. They are used to analyze the applicants characteristics in order to find out if the applicant has the right characteristics to help him fit into the organization, whether its motivation, discipline, enthusiasmà ¢Ã¢â€š ¬Ã‚ ¦etc. Psychometrics tests are usually presented in multiple-choice formats. The applicant answers directly into the computer or an electronic device. The results are calculated straight away and compared with the results of a control group. Internet Interviews Interviews are an essential part of the selection process. It gives both the employer and the employee a chance to get to know each other and have a face to face conversation. Based on the interview the employer can decide whether the applicant is suitable or not. There are different types of interviews: screening, selection, group, stress, panel, and most recently internet or online interviews. Online interviews are conducted over the internet using video conferencing, it is like a normal interview, except the interviewee is not in the same place as the interviewer geographically. Online interviews give the employer the chance of conducting the interview without baring the cost of the applicants transportation and the time spent traveling; this is very effective in interviewing people from overseas. Reference checks When selecting a potential employee, companies check the employees background for criminal, medical, credit records and job references (subjected to the presence of the search and access permission). Reference checks are commonly done over the telephone and by email. There are also websites offering to conduct employment reference checks for employment like credit-check-services.co.uk. It claims to verify the employees identity; address; criminal record history; employment history; qualifications and more. Automated reference checks make accessing background information quick and easy. The problem with reference checks is permission and privacy issue; applicants must allow the company to do these checks. Assessment centers With the help of computers and the internet, it is possible to create multi user exercises like business simulations. The users of this exercise dont need to be in the same place to take part. The exercise can be customized in order to include the tasks the employer wants to evaluate the applicants in. The exercise is closely monitored and from it the employer can tell which user is doing a better job and who is having a tough time coping. It is to be noted, that one selection method doesnt replace the other. Different methods have to be applied in order to filter the hundred of applicants to the suitable one. Advantage Disadvantages of E- Recruitment Selection There are two sides to everything. The introduction of technology to recruitment selection might be the best thing that happened to HR, but it also has its setbacks. On one hand, the introduction of technology: Enabled companies to identify a virtually unlimited number of job seekers. Reached people at a global level while traditional methods can only grasp the local job market. (Chaskelson, 2000), (Ganalaki, 2002) Reduced Advertising costs, posting a job vacancy on a companys website or a job board costs less than posting it on newspapers. Reduced the time taken in recruitment; it reduced the time taken to post the job vacancy and resumes can be received on the same day. Technology also speeded up the recruitment process by automating some HR tasks. Provided a wider talent market for companies to choose from. iLogos research 1998 shows that the Internet provides better quality applicants as they tend to be better-educated and more computer literate than non-users. Provides 24/7 access to resumes and applicants can send their resumes at any time. Facilitated the use of databases, internet testing, assessment centers which help in the selection process. On the other hand, the advantages of technology are also its dangers. Due to the ease of looking for job posts and applying online, millions of rà ©sumà ©s are sent which makes the screening process hard and time consuming. The presence of internet testing makes it easy for anyone to create a test and post. Loss of human interaction. A study by Arkin and Crabb (1999) shows that executive job applicants still prefer personal contact to internet contact. It cant replace the traditional recruitment and selection methods. Seminerio (2001) stated many companies might still continue to use traditional recruitment services for hiring executive staff employees. The use of internet could discriminate against non internet users or those who are not good with computers. There are also some legal issues with e-recruitment and selection. For example, manipulation could occur in the use of internet tests the person applying may be different from the person taking the test. Overall, the advantages of e-recruitment outweigh its disadvantages. Conclusion To sum it all up, this essay has discussed and evaluated the use of technology in recruitment selection. Online recruitment has been identified as the most efficient recruitment method, it branches into: Talent Management Systems, Advertising on the companys website, job boards and social media network. There are some privacy and discrimination issues with online recruitment, but it does more good than harm. The use of technology in selection helped automate and make easy the different selection methods. It also introduced new ways of doing the methods like: online interviews, keeping an application database, online assessment centers and internet tests. I will end this essay by stating E-recruitment selection is here to stay and evolve the world into a much more advanced place of recruiting, which can potentially curb down global unemployment rates.

Free Essays on Whartons Ethan Frome: Responsibilities :: Ethan Frome Essays

Ethan Frome - Responsibilities    Ethan Frome is the main character of Edith Wharton’s tragic novel. Ethan lives the bitterness of his youth’s lost opportunities, and dissatisfaction with his joyless life and empty marriage. Throughout the story Ethan is trapped by social limits and obligations to his wife. He lives an unhappy life with many responsibilities and little freedom. Ethan Frome studied science in college for a year and probably would have succeeded as an engineer or physicist had he not been summoned home to run the family farm and mill. Ethan quickly ended his schooling and went to run the family farm and mill because he feels it is his responsibility. He marries Zeena after the death of his mother, in an unsuccessful attempt to escape silence, isolation, and loneliness. Ethan also feels the responsibility to marry Zeena as a way to compensate her for giving up part of her life to nurse his mother. After marring Zeena he forgets his hope of every continuing his education and he is now force d to remain married to someone he does not truly love. Several Years after their marriage, cousin Mattie Silver is asked to relieve Zeena, who is constantly ill, of her house hold duties. Ethan finds himself falling in love with Mattie, drawn to her youthful energy, as, â€Å" The pure air, and the long summer hours in the open, gave life and elasticity to Mattie.† Ethan is attracted to Mattie because she is the opposite of Zeena, while Mattie is young, happy, healthy, and beautiful like the summer, Zeena is seven years older than Ethan, bitter, ugly and sickly cold like the winter. Zeena’s strong dominating personality undermines Ethan, while Mattie’s feminine, lively youth makes Ethan fell like a â€Å"real man.† Ethan and Mattie finally express their feeling for each other while Zeena is visiting the doctor, and are forced to face the painful reality that their dreams of being together can not come true. The return to reality was as painful as the return to consciousness after taking and anaesthetic. His body and brain ached with indescribable weariness, and he could not think of nothing to say or do that would arrest the mad flight of the moments He desperately wanted to run away with Mattie, but he could not leave because his practical sense told him it was not suitable to do so partly because of his responsibility to take care of Zeena.

Moral Conflict in Antigone Essay -- World Literature Sophocles

The major moral conflict in Antigone by Sophocles is the conflict over which value is most fundamental. The play presents the moral conflict over whether the god's law or the city's law is more powerful. This seems to be the most prominent theme. The conflict arises mainly between the tragic heroes Antigone and her uncle-in-law Creon, King of Thebes. The city of Thebes had been through a war in which Antigone and her sister Ismene have lost both of their brothers to it, Eteocles and Polyneices. Eteocles's fighting for Thebes was buried and honored as a hero. (lines 24-26) Polyneices was left unburied and dishonored because he is considered an enemy of the city. (lines 27-32) Creon edicts that whoever broke the law by burying Polyneices will be considered a criminal. (lines 203-209) The conflict between Antigone and Creon arises when she decides she must honor her brother's death and gives him burial. (line 72) "I myself will bury him," she expressed to Ismene. Once Antigone has buried her brother, she is brought before King Creon to explain her actions. (p. 177) Sophocles presents the two sides of the conflict, moral law versus city law; Antigone expresses the side of moral law and Creon expresses his side with the laws of the city. Antigone begins by telling her sister Ismene it was her duty as a sister that she should bury her dead brother. It is a duty she owes to her family. She also expresses that the king will not "keep me from my own." In other words, duty to the family is above her duty to the city. Antigone also tells Ismene that she is willing to become a criminal and die for her beliefs. She believes her death will not be in vain, and it is honoring her family; and the gods, in turn, will recognize... ...Ismene confronts Creon and tells him she had a part in Polyneices burial. (line 537) She is willing now to join Antigone in her troubles and is not ashamed to admit it. (line 539) She is willing to join Antigone in death. In the case of Ismene, her character is able to resolve the conflict on her own. She realizes she is nothing without her family and Creon's laws have taken her family away. The conflict presented in Antigone involves all the characters and tragic heroes. Whether its internal conflict or conflict between two people, the theme is present throughout the entire play. Opposing views lead the main characters to take actions that eventually destroy all. Works Cited Sophocles. Antigone. Trans. Robert Fagles. Literature and the Writing Process. Elizabeth McMahan, Susan X. Day, and Robert Funk. 6th. ed. Upper Saddle River, NJ: Prentice, 2002.

Causes & Effects of Broken Relationship

â€Å"Causes and Effects of Broken Relationship† A relationship is normally viewed as a connection between two individuals, such as a romantic relationship between a boy and a girl. A typical relationship is built through a deep, ineffable feeling of tenderly caring towards the person the relationship is concerned to. The conception of relationship encompasses a wealth of different feelings, from the passionate desire and intimacy of romantic love to the nonsexual emotional closeness of familial. Thus relationship in its various forms acts as a major facilitator. For further proceeding to this analysis of impact of broken relationship we now need to clarify how different types of relations are built and what are the facts that lead those relations to an unfair end meaning â€Å"break-up†. Interpersonal relationship: is a relatively long-term association between a boy and a girl (assuming the nonexistence of gay and lesbian relationship in our country). This association may be based on emotions like love and liking, as well as regular interactions. Interpersonal relationships take place in a great variety of contexts, such as friends, marriage, acquaintances, work, clubs, neighborhoods, and most significantly colleges and universities. They may be regulated by law, custom, or mutual agreement. They are the basis of social groups. Abusive relationships: Although human beings are fundamentally social creatures, interpersonal relationships are not always healthy. Such unhealthy relationships are basically known as abusive relationships. Abusive relationships include and codependence which means the boy or the girl, either or both of them are heavily depended to each other. All relationships involve some level of interdependence. People in a relationship tend to influence each other, share their thoughts and feelings, and engage in activities together. Because of this interdependence, anything that changes or impacts one member of the relationship will have some level of impact on the other member. Intimate relationship: is a particularly close interpersonal relationship. It is a relationship in which the participants (both the boy and girl) know or trust one another very well. They also have confidants of one another. It is a relationship in which there is physical or emotional intimacy. Physical intimacy is characterized by romance, passionate, attachment, and sexual activity whereas emotional intimacy is something that directly relates to emotion. According to George Levinger (1983), the natural development of a relationship follows five stages: 1. Acquaintance – Becoming acquainted depends on physical proximity, first impressions, and a variety of other factors. If a boy and a girl begin to like each other, continued interactions may lead to the next stage, but acquaintance can continue indefinitely. 2. Buildup – During this stage, that boy and girl begin to trust and care about each other. The need for compatibility and such filtering agents as common background and goals will influence whether or not interaction continues. 3. Continuation – This stage follows a mutual commitment to a long term friendship, romantic relationship, or marriage. It is generally a long, relative stable period. Nevertheless, continued growth and development will occur during this time. Mutual trust is important for sustaining the relationship 4. Deterioration – Not all relationships deteriorate, but those that do tend to show signs of trouble. 5. Termination – The final stage marks the end of the relationship, either by death in the case of a healthy relationship, or by broken-up. Methodology For conducting my research I used both primary and secondary data. To know the public point of view regarding this matter I made a questionnaire and did the survey of thirty people. Many of them were enthusiastically filled up questionnaire. Questionnaire was prepared, which consisted of about 10 questions. All questions were directly related to the topic. The questionnaire was made to identify causes of broken relationship, its effect to jeopardize career, and recommendation regarding broken relationship. I got lots of information from internet, but little bit from magazine and journal regarding this topic. Few of my friends gave me lots of idea which were really helpful for me to write up a research paper on this topic. Limitation To pull out the required information I had to do survey. I had faced some problems during preparing the research paper like- time constrains: this is quite obvious problem for every student to finish a research within a three and half month. So I have no other choice but to narrow it down. Research Findings To justify my thesis statement, I have prepared questionnaire, which included with ten questions. Among these questions first four questions were based on MCQ and rest of the open ended questions. Now I am clarifying each of the questions on the basis of my findings. 0% responses that he/ she will be good looking, wealthy and beautiful mind which is option (d), when he/she is going to choose his girlfriend/her boyfriend. But in reality it is not possible. 30% responses, that he/she will have beautiful mind. Below 10% suggest that wealthy and above 10% go with good looking are matters of choosing a boyfriend/girlfriend. More than 35% think that mental disagreement is the main reaso n, which leads a fair relationship to an unfair end. 30% response inequality in social status directs them to breaks up. Nearly 15% suggest other reasons whereas 20% agree that sexual dissatisfaction are also responsible ending up their relation. More than 45% response that he/she would be very disappointed when his or her girlfriend family does not accept their relationship. Less than 10% suggest they would marry without their permission. 30% do not know what they actually do and above 15% will accept it as a normal way. If he or she cannot match with his girlfriend or her boyfriend mentality after passing certain time, more than 55% response he or she will take the decision to end up their relation. Over 20% are confused what they would do as well as below 20% react in this way that he or she will try to adjust. Now a day more than 70% think relationship between boys and girls do not last for longer period of time because of- choice vary from time to time, lack of trust worthiness, more materialism, as well as foreign culture. Nearly 70% do not agree that social status might cause to breakup relationship between a boy and girl. Relationship does not know any barrier and it does not also have any boundary. Actually it depends on the mentality and understanding with each other. 0% response broken relationship have negative impact in his/her future life. After happened this he/she will not be able to concentrate on their education. He/she will be hopeless and frustrated to do anything in their lives. He/she will be addicted to drug so that he/she forgets his/her past events from his or her life. My next question was- How would you likely to feel/act if you ever break-up with someon e whom you truly love? Break-up in life is not an easy thing. It will loose the rhythm of life. One of survey responders said that she cannot think about it. Someone said that he will give thanks for having passed some good time with him. Sometimes suicide attend is taken by boy or girl whenever breakup their relationship to whom they truly love. My last question was- What would you like to recommend preventing break-up as well as its consequences? Before going to involve with any kind of relation, boy or girl needs to understand his or her mentality as well as circumstances. Boy/girl will also try to match with each other social and family status. They would show respect to each others feelings and values. Therefore, Compromising and sacrificing will help to preventing ending up a relationship. So, having done my entire research I have come with my thesis statement which is partially correct. From the survey it is found that break-up does not usually occur for social inequality rather it happens due to mental disagreement for most of the cases. Causes of broken relationship Social causes- Family pressure: In our cultural prospective it is a vital reason for breaking up relationship. Usually when the boy’s or girl’s family know about their relationship, their families usually do not accept it and tell them not to meet each other. And particularly when the girl denies hearing them, she is being tortured by the family members, physically and mentally. Inequality in social status: For breaking up such kind of relation it is a common issue in our country. Sometimes, social status plays a role to end a relationship between a boy and girl. Parents do not permit their boy or girl to make any relation which will loose their prestige in the front of their society. If they fail to maintain their social status, they will be ignored or denied by their relatives, neighbor etc. Western trend: Now a day western trend also an ordinary issue, it is become a mixed cultural trend in our society. In this way boyfriend and girlfriend take such kind of relationship as a time pass job. They try to get benefit within a short time period and after that they switch to another partner. Movies and drama serials: Through movies and drama serials boy/girl basically grapes the how to deal with his/her girlfriend/ boyfriend, they act like that (their dress up, way of talking,), but it does not accept in our customs by the boy/girl. So there is a present of misunderstanding, which leads to end a relation. Religious views: Sometimes religion make a crucial issue of Break Up, when a boy or girl starts getting to know his girlfriend or boyfriend is from different religion or he / she does not have any mandatory religion beliefs, for which he or she does not want to deal with or believe in him/her. In our society, most of the people are Muslim that’s why guardians do not permit as well as our culture is not familiar such kind of relationship. Mental causes- Loss of trust: Each healthy relation is made up of strong trust. We know that healthy relation means relation may include love, sympathy, and respect for each other. Trust is a base for relation. If any one breaks-up this trust then it's very difficult to recover again. Many times girl doesn’t want to introduce her other friends to boyfriend. This kind of event is generally happen with every woman because many times she is scared or she may feel that her boyfriend will leave her only because of that. She is trying to hide the thing and if boyfriend caught then both feel trust is dying from their relation. Misbehavior: It is true that change is the law of nature. However, sudden changes for human beings are sometimes difficult to accept. Even though it is nightmare for a boyfriend or girlfriend to break-up relationship sometimes he or she can see the changes of behavior of his girlfriend or her boyfriend which indicates as symptom of ending relationship. Conflicts: Constructive conflicts are healthy for a relationship. But when a boy or girl has become quarrelsome over insignificant issues, then this is a warning that he or she is looking for a break up. Distance: Some moments of distractions are obvious in a relationship. However, when boy or girl is in a constant state of unavailability, he or she may be setting his or her mind for a break up. Criticism: criticism also takes place in a relationship. Boyfriend or girlfriend may criticize each other as to bring some behavioral changes and strengthen the relationship. But, if he or she becomes less tolerant of almost everything; don’t be surprised, as constant criticism is a telltale sign of a break up. Boredom: A long time continuous relation may lead to bore, because it makes into a routine work with girlfriend/boyfriend like he/she is meeting the same person, visiting the same kind of place, talking about the same topics etc for a long period of time. As a result nothing remains romantic and they find that the spark has gone out on their relationship. Undesirable: Undesirable is a formal reason for break up such kind of relation. Sometime boys expect some illegal act from his girlfriend which girls may refuse to do. Moreover boyfriend wants some study to help her girlfriend like as to do an assignment for her. Sometimes girl expects some special or costly birthday gift which her boyfriend does not fulfill as requirement. Therefore, in the beginning they do not share their hidden disappointment, but lastly when time goes on they start quarrel each other. Interference: People like leave separately even they don't want a change in their routine life. It's a general tendency of all human being. Many times only because of lack of trust of girlfriend/boyfriend always make interfere in his/her each and every matter. For example, it's not good pattern of your shirt? Don’t talk with him. Don't eat that because I don't like it because of all this statements he/she is really get irritate. There are some signs that are related to the mental causes to end a relationship between a boyfriend and girl friend. When- He or she has a feeling of continuous frustration about the relationship. He or she is being physically and mentally abused. He or she is finding more reasons to spend time apart. He or she no longer has strong feelings about his girlfriend or her boyfriend. He or she has changed his or her core values, beliefs and goals to accommodate his or her hopes that will no longer be problematic in his or her relationship. He or she has made drastic changes in his or her appearance to become more attractive others. He or she has a growing feeling of emptiness. He or she has put extreme distance or totally cut off formal close relationships. Jeopardy career (effects of broken relationship): Surviving after breaking-up a relationship is tough. When someone breaks-up relationship with his or her boyfriend/girlfriend, he/she feels like trash and he/she is not in a good mood. All the time he/she becomes inactive in his or her activities. They keep crying all the time and feel that there is no meaning of life. So the immediate effect of the break-up is pain. The pain goes away slowly over a number of years, but the initial impact is high. It is the initial periods during which one has to gather all the energy and tolerate the pain and takes some worse step which is hamper their life and career. The effects are following- Ruin educational career: Most of the time after broken a relationship boy and girl does not want to continue their education. They thought for whom I will continue my study; there is no need to build up my career. My life is end. There is no value of my life. Depression: After boy’s and girl’s break up relation depression is a common effect on which they survive a long time. Depression feels like a black curtain of despair coming down over their lives. Many believe that they are dull and do not deserve anything. Others feel irritable all the time for no apparent reason. Another name of depression is loneliness. Insomnia: Insomnia is a symptom of a sleeping disorder characterized by persistent difficulty falling asleep or staying asleep despite the opportunity. In this circumstance all the time he/she thinks about his/her girlfriend/boyfriend and tries to find the reason why his/her girlfriend/boyfriend dump him and so on. Suicidal attend: It is a common type phenomena after breaks-up a relation. Suicide is the act of deliberately taking one's own life. When he or she totally isolated, feel like life is meaning less or does not any benefit to survive without her, they belong on a frustration and thought her love is dead at that time they attend to do such kind of activity. Drug addiction: It is another kind of worse effect, which occurs for the breaking up relation. At that time he/she tries to escape some physical or mental pain by taking drug. Drug addicts don't become addicted with the intention to destroy their lives and to cause upset to those they love. Usually when he/she does not able to cope with some aspect of his/her reality and is introduced to drugs, he/she feels by having perhaps solved the problem itself. Loss of trust in future: Another vital effect is loss of trust. After such kind of relation he/ she do not able to trust any more of another. She/he is used to think all boys/girls are lire. They do all just for time pass, therefore at their future relation they can’t able to trust her husband/his wife. As a result there is no more continuation of smooth relation. Recommendation Overcoming a relationship breakup may be a difficult task. It is one of the hardest things in life. It requires lots of courage and emotional strength. Overcoming a relationship breakup is a skillful way to start his or her life with new hopes. Relationship of a boyfriend and girlfriend may break due to several reasons. It is a stressful and unpleasant situation. Both may feel rejected and frustrated. As his or her loving and caring girlfriend or boyfriend is not with her or him, she or he may feel lonely and helpless. However, keep in mind that it is not the end of happiness in his or her life. There are so many interesting things that a boy or a girl can enjoy after breakup their relationship. Hence, that boy and girl should try to overcome the relationship breakup so that their future career do not hamper and take pleasure of life in a new way. Ways to Overcome a Relationship Breakup: a boy and girl can overcome the grief of a relationship breakup by adopting different ways. Here are some useful tips, which may help him or her to come out of this heart-aching situation. Drain out emotion: Immediately after the breakup, a boy or girl needs to give some time to drain out his or her emotions. During this period, he or she may cry, rave in his or her anger; grieve at the unfair treatment that he or she received from his or her parents. Let all painful emotions drain out of his or her mind. Help him or herself: Don’t frequently recall the pleasant or sad moments from the past. That boy and girl should avoid looking at the mementos of his or her former relationship like photos, letters or gift items. They are supposed to do not blame one another for what had happened and try to find out individual mistakes. That boy and girl should think about improving him or herself, which will be helpful for her or his future relationships. He or she ought to forget about the past and think about future. That boy and girl should keep him or herself busy is the best way to overcome his or her grief. They should engage in their own work or social activities as well as get involved in his or her favorite hobby. Lean on friends: Family members and friends are the backbone to support him or her in his or her toughest times. They can play a positive role in overcoming this stressful situation. That boy or girl can share his or her feelings and problems with them in order to get their support. Enjoy picnics and outings with them. He or she does not often talk about his or her past. As much as possible, he or she should try to avoid the topics that cause his or her stress. Avoid sad triggers: when relationship between a boyfriend and girlfriend is broken up they must try to avoid the things that remind him or her such as songs, movies or restaurants. During the first few days following a breakup, strictly avoid these sad triggers. Change attitude: that boy and girl need to change his or her attitude in order to overcome a relationship breakup. He or she should have positive approach towards his or her life. Don’t get frustrated for being rejected. Don’t take it as a total failure of life. He or she is supposed to try to change his or her lifestyle and take another chance. He or she will try to find the person who can bring positive changes in his or her life. Don’t get frustrated and disappointed due to a relationship breakup. He or she should mind it that it’s not the end of the world. Cheerful and hopeful future is still waiting for him or her. He or she needs to rebuild and recuperate with new hopes by overcoming the relationship breakup (Jirage, 2008). References Berscheid , E . , & Peplau , L . A . (1983) . The emerging science of relationships. In H. H. Kelley, et al. (Eds. ) , Close relationships (pp. -19). New York: W. H. Freeman and Company. Byrne , D . (1961) . Interpersonal attraction and attitude similarity. Journal of Abnormal and Social Psychology, 62 , 713-715. Retrieved November 18 , 2008 , from http://en. wikipedia. org/wiki/Interpersonal_attraction. Grover , R . L . , Nangle , D . W . , Serwik , A . & Zeff , K . R . (2007) . â€Å"Girl friend, boy friend, girlfriend, boyfriend: Broadening our understanding of heterosocial competence†. Journal of Clinical Child and Adolescent Psychology , 36(4) , 491–502. Levinger , G . (1983) . Development and change. In H. H. Kelley, et al. (Eds. ) , Close relationship (pp. 315-359). New York: W. H. Freeman and Company. Markey , P . M . & Markey , C . N . (2007) . Romantic ideals, romantic obtainment, and relationship experiences: The complementarity of interpersonal traits among romantic partners. Journal of Social and Personal Relationships , 24(4) , 517-533. Retrieved November 18 , 2008 , from http://en. wikipedia. org/wiki/Interpersonal_relatioship. Morry , M . M . (2007) . Relationship satisfaction as a predictor of perceived similarity among cross-sex friends: A test of the attraction-similarity model. Journal of Social and Personal Relationships , 24 , 117-138. Retrieved November 18 , 2008 , from http://en. wikipedia. org/wiki/Interpersonal_relatioship. Singh , R . , & Ho , S . Y . (2000) . Attitudes and attraction: A new test of the attraction, repulsion and similarity-dissimilarity asymmetry hypotheses. British Journal of Social Psychology, 39(2), 197-211. Retrieved November 20 , 2008 , from http://en. wikipedia. org/wiki/Interpersonal_attraction. Tennov , D . (1979) . Love and Limerence: The experience of being in love. New York: Stein and Day.

Gatsby, Corruption of Wealth

Cold Cash Turns to Cold Hearts The 1920s’ was a hectic time period for many young and wealthy people living in New York City. Many entrepreneurs took advantage of these economic opportunities and profited greatly. Although, some took their wealth in strife, to benefit others, some people misused their new power. In the novel The Great Gatsby, F. Scott Fitzgerald shows how money and power are often abused. Gatsby never understood the genuine value of hard work. While Tom and Gatsby are talking, Gatsby exclaimed, â€Å"After that, I lived like a rajah in all the capitols of Europe† (Fitzgerald 65). Gatsby was constantly living the life of extreme leisure and luxury, having no responsibilities, and no problems. It is almost as if Gatsby is the â€Å"king† of West Egg, with his huge palace and nice cars. As an article states, Gatsby had â€Å"his white suit, silver shirt, and gold tie-his palatial house, his grand parties, his fancy automobile, his hydroplane, and his library of real books. †(Pauly) With endless amounts of materialistic items and fake friendships what is there to live for? Although Gatsby tells people that he had â€Å"inherited† his wealth, Nick believes he made the money a different and immoral way. When Nick and Gatsby travel to the city one afternoon, they meet a shady man who claims to be good friends with Gatsby. At first, Nick mistakes him for a businessman but, Gatsby explains â€Å"Meyer Wolfsheim? No, he’s a gambler†¦ He’s the man who fixed the World Series back in 1919† (Fitzgerald 78). Gatsby appears to be an honest man, but there is a shady and crafty to side to him as well. A quote from an article proclaimed, â€Å"Jay Gatz, whose ill-gotten wealth is acquired solely to gain acceptance into the sophisticated, moneyed world of the woman he loves, Daisy Fay Buchanan† (Telgen). When people picture a sleazy gangster they see someone who is dirty, probably poorly dressed. However, Thomas H. Pauly’s article demonstrates, â€Å"Jay Gatsby effectively overturned the dated assumption that gangsters were lowlifes from the Bowery and replaced it with an upscale figure who was enviably wealthy and fashionably stylish. † Judging someone based on their appearance can have its repercussions. The squalid acts Gatsby would do just to get rich is mind-boggling, the money can bring out the most deceptive people. Some people may speculate that money can buy happiness, friends, and security. However, in the end Gatsby ended up with nothing, when he sadly discovered that money cannot buy true love. When people obtain a large amount of money, they either spend it wisely and profit or â€Å"blow† it, spending on superficial possessions they do not need. Unfortunately, with obvious disregard for morals, ethics and even the law, there is a corruption of wealth and power in the novel The Great Gatsby and in modern society as we know.