Writing an ACT Sample Essay on Jimmy Carters Speech

Writing an ACT Sample Essay on Jimmy Carter's SpeechSo, your are faced with writing an ACT sample essay on Jimmy Carter's speech. It is not that difficult and you will find a variety of options if you search around online. It is best to remember the 4-act structure of this speech.As soon as you notice that this is the same speech, it might seem easy but you are missing something. The first act should be the opening of the speech. This act can be easily incorporated with an ACT sample essay on Jimmy Carter's speech. In fact, it is so easy to get right that it makes sense to keep it as a part of the essay.The first act is about Jimmy Carter's biography. It must be easy to understand and incorporate the content into the essay. It is important to let the reader know how Jimmy Carter came to be. This will make it easier for them to read the speech. It will be easier for them to identify with the protagonist.A sub-plot that follows the narrative, develops the character and introduces the t heme. Just like the first act, the sub-plot is also easy to use in an ACT sample essay on Jimmy Carter's speech. It is good to use many sub-plots throughout the essay. It creates a fuller story that helps readers develop trust with the protagonist.The narrative in the second act is about the main narrative, specifically, about the closing speech that was delivered by Jimmy Carter. Just like the first act, it can also be easily incorporated in an ACT sample essay on Jimmy Carter's speech. The sub-plot that follows is about the main theme. It should also be easy to incorporate into the essay. After the sub-plot, the third act is about the development of the character. It needs to be short and simple. It is good to use a little writing exercise to help you create the final essay.The fourth act is about the main theme that links the sub-plots. The sub-plots do not have to be in any particular order. Just like the final section, the theme can also be incorporated into the essay with ease .Finally, the fifth act completes the narration. It must be able to give the readers a sense of closure. Just like the final act, the other act can also be used in an ACT sample essay on Jimmy Carter's speech.

Essay on Scientific Revolution and Enlightenment - 903 Words

Discuss the Scientific Revolution and Enlightenment along with the subsequent reaction as embodied by the Romantic movement. Give specific examples of how these movements affected the arts. What was their eventual impact on the western intellectual world. The Scientific revolution and The Enlightenment period overlapped by a hundred years and were co-occurring between 1650-1750. The Scientific Revolution happening first and beginning around 1600, was a period of time when new ideas and tools were created and used to experiment with the physical world, occurring between 1600-1750. New methods increased learning capacities across the board and toward what was thought of as â€Å"human perfectibility†, old ideas were put through a new test of†¦show more content†¦One of his oppositions was Thomas Hobbes who argued that people needed authoritarian rule and were selfish and evil. This was also the era that Women’s Rights and equality began to gain popularity. Visual arts took on the rococo style during the Enlightenment period. Gardens of the rococo type (which were popular amongst the leisured elite) imitated those of Chinese gardens of the far east. Rose and pastel colors were popular throughout the era in paintings and decorations. Jean-Honore Fragonard was considered to be the highlight of all rococo artists, he created flirtatious and highly sexual paintings for the era. Neoclassical architecture was revived during this era, bringing about amazing pieces of work such as the Arch of Triumph in Paris (at the end of the period). Leonardo’s contribution reï ¬â€šects an excellent example of art and how it was affected by the scientific revolution in early modern science. The superior quality and complexity of his Oeuvre, Leonardo was recognized as an extraordinary artist already from the Renaissance. When scholars turned to his scientiï ¬ c research in modern times, they privileged his anatomical and botanical drawings, and invested heavily in the notion of ‘scientiï ¬ c naturalism’, which was partially supported by the artist’s professed emphasis on direct observation. Such a focus relegated to the backgroundShow MoreRelatedThe Scientific Revolution And Enlightenment1267 Words   |  6 PagesThe Scientific Revolution and Enlightenment, which spanned from the late 1500’s to 1700’s, shaped today’s modern world through disregarding past information and seeking answers on their own through the scientific method and other techniques created during the Enlightenment. Newton’s ‘Philsophiae Naturalis Principia Mathematica’ and Diderot’s Encyclopedia were both composed of characteristics that developed this time period through the desire to understand all life, humans are capable of understandingRead MoreThe Scientific Revolution And The Enlightenment1528 Words   |  7 Pagesplace known as the Enlightenment. During this movement enlight enment thinkers, or philosophers, argued that they must focus on the use of reason and secularism to better themselves and understand the universe. As the sciences became more popular, skepticism about religious grew. A significant root of the Enlightenment was the Scientific Revolution (1500-1700) which pressed the use of reasoning, inquiry, and scientific method in order to arrive that the truth. The scientific revolution was an attemptRead MoreThe Enlightenment And The Scientific Revolution1128 Words   |  5 Pagesthe Renaissance, Humanism and Individualism, the Scientific Revolution, John Locke, and the Age of Discovery, and Religious Wars, the Enlightenment in Europe sparked a movement of change and progress. During the Enlightenment, humans were focused on improving their lives and letting go of or expanding on ancient texts that had set the previous standards. The Scientific Revolution was one event that provided a sturdy foundation to the Enlightenment by having solid evidence of things in the world beingRead MoreThe Enlightenment And The Enlightenment During The Scientific Revolution1686 Words   |  7 Pages â€Å"Have the courage to use your own intelligence! Is therefore the motto of the Enlightenment,† (Kant). The Enlightenment consisted of the ideas of nature, reason, progress, and optimism. Sir Isaac Newton, a scientist during the Scientific Revolution , greatly influenced the Enlightenment due to his stance on natural law. The idea of a social contract, where the power to govern came from the consent of the governed, was a major force during this time period. Adam Smith, a physiocrat from Great BritainRead MoreThe Scientific Revolution and the Enlightenment Essay1696 Words   |  7 Pagesparallels between ideas of the Scientific Revolution and the Enlightenment This essay will explore parallels between the ideas of the scientific revolution and the enlightenment. The scientific revolution describes a time when great changes occurred in the way the universe was viewed, d through the advances of sciences during the sixteenth and seventeenth centuries. The enlightenment refers to a movement that grew out of the new scientific ideas of the revolution that occurred in the late seventeenthRead MoreThe Age Of Enlightenment And The Scientific Revolution1675 Words   |  7 Pagesthe society and the world evolved giving rise to the establishment of new social norms and scientific advances. Although the industrial revolution and the scientific revolution represented a giant leap forward in human development, the Age of Enlightenment delivered the greatest influence for the future American society and planted the way for cultural and humanistic enrichment. The Age of the Enlightenment raised new concepts in education, democracy, and human freedom. The new humanistic philosophyRead MoreThe Enlightenment and the Scientific Revolution: Essay1835 Words   |  8 PagesThe Enlightenment and the Scientific Revolution: Men of Ideas Creating Change Nicole Hill The eighteenth century is often referred to as the Enlightenment. The ideas of many individuals combined to create a movement that would not only sweep across Europe, but reach as far as the Americas. The idea of a world without caste, class or institutionalized crudity was what many were striving to achieve. Coinciding with the Enlightenment was the Scientific Revolution. Advancements in astronomy, technologyRead More The Scientific Revolution and The Enlightenment Essay1004 Words   |  5 PagesThe Scientific Revolution and The Enlightenment In the 17th Century, there was much controversy between religion and science. The church supported a single worldview that God’s creation was the center of the universe. The kings and rulers were set in their ways to set the people’s minds to believe this and to never question it. From these ideas, the Enlightenment was bred from the Scientific Revolution. Nicholas Copernicus was the first to question the universal truths and teachings of theRead MoreThe Enlightenment, Scientific Revolution And The Industrial Revolution889 Words   |  4 PagesThe Impacts of Evolution Through the Enlightenment, Scientific Revolution and the Industrial Revolution philosophers and scientists were able to define and study many ideas and ideologies. These time periods of social and scientific reform allowed for the definition of evolution to be defined as, â€Å"the process of continuous branching and diversification from the common trunks.† Evolution though did not begin then, it began at the start of this universe. We as humans would not be here if it werentRead MoreEssay on The Scientific Revolution and The Enlightenment1731 Words   |  7 PagesThe Scientific revolution in the 16th and 17th centuries changed the way that people views the world. Scientific philosophers such as Galileo and Descartes threw out the old teachings of the church and challenged them with new ways of thinking. These men sought to prove that rational thought could prove the existence of God. They also challenged that it was an understanding of a series of rational thoughts, not fai th, would bring understanding of how the world worked. Traditional ways of thinking

Network Infrastructure Planning and Maintenance †MyAssignmenthelp

Question: Discuss about the Network Infrastructure Planning and Maintenance. Answer: Introduction: This report is about a Cookies Company which is a store chain for the cookies around the country and is currently experiencing network problems such as slow connectivity of the data network, unreliable and distorted voice calls. This is a challenging situation for both customers and staff, so there is need for a solution that can maintain its reputation for the provision of the experience of the customers that is elevated. The company decided to dump the current IT infrastructure and fresh designs were introduced that would connect the staff, branches and every device. Three topics are discussed for the possible solutions. This is a software and hardware resource of the entire network that enables network communication, connectivity, management and operation of the enterprise network. It gives the paths of the communication between applications, processes, services, users and internet and the external network(Aagesen, 2014). Network convergence is the provision video, telephone and data service communication within a single network.it is driven by the demand and technological development. This will allow the cookie company to access a wider range of services through connecting the head office and branches. They will also be able to choose those to provide services, adapt to the new models of the business, enter new markets and gives the services of innovation. Customers of the cookies company will be able to enjoy video chatting, voice calling, interactive internet and television. The services that the cookies company will be enjoying through network convergence are home shopping and banking through internet, online services and webcasting of the news concert and services of the audiovisual(Bertot, 2015). The unified communication is the integration of the communication services like presence information, instant messaging, video and data sharing, audio, and video conferencing within non-real time services of communication. The customers, branches, and head offices of Cookies Company will be able to send a message on one medium and receive to another medium of the same message. Like they will be able to receive a message of voicemail and devise to access it through cell phone of the mail. Also in an emergency, the ability to communicate notifications and instruction of the damage mitigation and lifesaving is enhanced(Dempsey, 2012). Types of LAN and the cabling plan of the head office and branches Local area network is a computer network that interconnects the computer within an area that is limited like residence, and building, like in this situation it will connect the staff, branches and the offices of the cookies company. Most of the technologies used in the local area network are like Ethernet and Wi-Fi. The historical technologies comprise the token ring, apple talk and ARCNET. A structured cabling plan will give the guidelines for the cookies company by providing installation, repair and maintenance of the network. 10BASE-T and the structured cablings are most of the LAN that is used today and can be applied to the cookies company, also, the fibre optics cabling is very common for the links staffs, offices and branches(Dempsey, 2012). A wide area network is a computer network that extends over a large area. It can be used in the cookies company to relay data from the head office to the branches and also to customers. Many technologies are available in the wide area links of the network. Examples are the transmission of radio waves, circuit telephone lines and the optic fibre.it is connected all over the world. Their transmission rate is very high and a new laser was developed that multiplies transfer speed over the optic fibre. When these two technologies are combined in the cookies company it can help customers, head office and its branches since the transfer speed can be higher. Types of WAN are, cable modem, DLS, ISDN, SONET, SD-WAN, frame relay, X.25, leased line and dial-up(Devdas Shetty, 2013). Transmission devices use many ways to communicate. They use wireless or wired transmission media. Wired transmission devices are the connection between the devices that are electronic using the methods that are physical. The examples of the wired transmission devices are the coaxial cable that carries the current of electricity at a frequency of the radio. Is used for the broadband internet and cable television. The fibre optic cable that has many glass fibre for light transmission and lastly a twisted pair that is made of pairs of wire that are twisted around each other(Foust, 2013). Wireless transmission devices transmit network data without the physical contact. The methods are: radio waves that are used in the LAN without wires using frequencies and transmission of satellites to the stationary station of the earth. Microwave transmit data up to fifty kilometers but it cannot get through or around the objects. Infrared waves used in the control of the devices or the remote that need to communicate over the short distance the technologies of the wireless. Transmission devices are Bluetooth and Wi-Fi, these can be used in the cookies company. The various connecting devices that can be employed in the cookies company can be router, repeater, hub, bridge and switch(Iniewski, 2014). IP and DNS management The ability to discover the whole network automatically is the key to visibility issue solving. The IP management allows the discovery of the network by scanning many IPs and discovers devices that are new in the network to build a picture of the IP space that is deployed. The IP management will help the cookies company by resolving the IP conflict, detect the IPs that are stale and are not in use and reassign them, reconcile the IP without the deployment of information of the real world(Iniewski, 2014). A global DNS software of management manages many bind servers, the resource creation record of the DNS and the software for management. These scalable, secure, and software of multi-platform can be used together. The DNS ensures the integrity and security of the data, allows the branches and head office of the cookies to give the available blocks through the portal, provides good performance and create and manage domains easily with the features like the wizards and templates(Janschek, 2011). The network service is the application running at the layer of the network application that gives storage of the data, presentation, communication and manipulation or other capacity implemented using peer to peer or the client-server architecture based on the network protocols of the application layers. every service is normally given by the component of the server running or more or one serves computer and accessed through the network by the component of the client that on other device running. Both the server component and client may run on the same machine(Aagesen, 2014). Examples are the domain name system that translates the names of the domain to the protocol of the internet address and the dynamic host configuration protocol whose function is to assign the configuration of the network information to the network host. the cookies company will be able to identify the authenticate users through the server of the authentication, also will be providing the account profile of the user, and the usage statics can be logged in. other services of the network are video over IP, world wide web, web services, intranet, extranet, email, file server, video on demand, video on telephony, instant messaging, wireless sensor network and directory services(Bertot, 2015). Data processing system is the combination of the people, machine and processes that for the input set gives the output sets. Input and outputs are known as information, data and facts. The cookies company will be able to converse, sort, summarize, aggregate, analyses, and validate data(Dempsey, 2012). The magnetic tape deck, drums, printers, discs, paper tapes output and input and cards need a space in the accommodations that are constructed especially with the air conditioner. These represent the card input to the computer that reduces the time for sorting large amount of the data. The cookies company can use the data storages that is standardized. The relational database are developed by the suppliers in different convention and format. Common files can be shared between the head office and the branches to allow online, validation and real input time(Bertot, 2015) Storage area network provides the access to consolidated, and data storage of the block level. They are used in the enhancement of the storage devices. The company will be able to allow server to boot from SAN and will be able to enable the process of the disaster recovery. Cloud and data centre and distributed database Cloud is a form of off-premise computing that store data on the internet whereas data centre is the hardware of the on-premise that store data within the local network of the organization. The cookies company will be able to access the stored information and apps through the data centre and also with the internet connection they will be able to access the companies' information. A distributed database is where the devices of the storage are not attached to the common processor(Iniewski, 2014). A data processing model organizes data elements and standardizes on their relation to one another and the entities of real-world entities. It supports the system of information development and gives the format and definition of data(Foust, 2013). This is the technology that allows the sharing of MP3s.and enable the free downloads of the music. The p2p network can help the cookies company to facilitate audit in the accounting C/S that includes the exchange of clients information and work paper between the laptops or from their head office to the branches. The company can also use peer to peer as a workstation for the user in the office, and with client, server request is able to be accommodated any time(Iniewski, 2014) Conclusion Through all these technologies, when employed by the cookies company then the productivity and operations will be high. The network infrastructure is a software and a hardware resources of the entire network that enable network communication, connectivity, management and operation of the enterprise network The network service is the application running at the layer of the network application that gives storage of the data, presentation, communication and manipulation or other capacity implemented using peer to peer or the client-server architecture based on the network protocols of the application layers. Data processing system is the combination of the people, machine and processes that for the input set gives the output sets. Bibliography Aagesen, F. A., 2014. Networked Services and Applications. Paris: Springer. Bender, M., 2015. Network Infrastructure Configuration. Michigan: Cengage Learning. Bertot, J. C., 2015. Planning and Evaluating Library Networked Services and Resources. Michigan: Libraries Unlimited, Bertot, J. C., 2015. Statistics and Performance Measures for Public Library Networked Services. New York: American Library Association. Dempsey, L., 2012. The Network Reshapes the Library: Lorcan Dempsey on Libraries, Services and Networks. Toledo: American Library Association. Devdas Shetty, R. A. K., 2013. Mechatronics System Design, SI Version. Michigan: Cengage Learning. Foust, M., 2013. Network Infrastructure Planning and Maintenance Study Guide. New York: John Wiley Sons. Iniewski, K., 2014. Network Infrastructure and Architecture. Toledo: John Wiley Sons. Janschek, K., 2011. Mechatronic Systems Design: Methods, Models, Concepts. New York: Springer Science Business Media. Kevin C. Craig, F. R. S., 2015. Introduction to Mechatronic System Design with Applications: Course Book. Moscow: American Society of Mechanical Engineers. LANWrights, 2012. MCSE Windows Server 2003 Network Infrastructure. Colorado: Que Publishing. Noonan, W. J., 2016. Hardening Network Infrastructure. Michigan: McGraw Hill Professional. Price, B., 2016. Directory and Network Infrastructure Design Study Guide. New York: John Wiley Sons. Roussos, G., 2011. Networked RFID: Systems, Software and Services. Colorado: Springer Science Business Media. Wong, A., 2015. Network Infrastructure Security. Michigan: Springer Science Business Media.

HR Planning in Dynamic Economic Environment

Introduction The last couple of decades have witnessed unprecedented changes in worldwide economic environment due to a wide spectrum of issues, namely globalization, technological advancements, liberalization, intense global competition, and changes in governance structures.Advertising We will write a custom essay sample on HR Planning in Dynamic Economic Environment specifically for you for only $16.05 $11/page Learn More These new developments have forced organizational managers to acquire new management dispensation in every sector of the organization in the hope of retaining or even increasing their competitive advantage. Due to the dynamic economic environment of the 21st century, organizations all over the world are being forced to actively acquire knowledge and new management techniques as their competitive advantage is, more than ever before, dependent on incessant knowledge development and modern management enhancement (Thames Webster, 2009 p. 12). The Human Resources (HR) function is one of the most domineering frontiers charged with the responsibility of assisting organizations to wade through the turbulences of changing economic environment. Without this function, it would be almost impossible for organizations to acquire the requisite knowledge needed to maintain their competitive advantage. Against this backdrop, this paper purposes to discuss how a modern approach to HR planning is applicable in a changing and dynamic environment. Understanding HR Planning and Dynamic Economic Environment The successful planning and management of human resources (HR) is perhaps one of the most fundamental engines of growth in organizations. It is indeed true that organizations that fail to establish a HR plan for the future run the danger of not having the desired employees on board to take them through the ever changing economic environment (Fountaine, 2005 p. 25). HR planning entails bringing focus, alignment, purpose and energy to the organization’s business strategy through available manpower resources. According to Idris Eldridge (1998), HR planning is a term used to define how organizations ensure that their employees are the right staff to perform the required duties.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Pattanayak (2005) defines effective HR planning as â€Å"†¦a process of analyzing an organization’s human resource needs under changing conditions and developing the activities necessary to satisfy those needs† (p. 34). In essence, the central theme of HR planning should be to capture the employee component of what an entity is hoping to accomplish in both medium and long-term scenarios. As such, an effective HR plan or strategy must always ensure the organization has the right kind of people with the right mix of professional skills and expertise. Such a plan must also en sure that the employees exhibit the right attitudes, organizational values, behaviours and professionalism (Jackson Schuler, 1990 p. 223). In addition, HR planning must be viewed broadly as a management process. It is the duty of managers in liaison with members of staff to establish the strategic bearing and the outcomes of the organizations they serve. In this respective, a comprehensive HR strategy or plan plays a fundamental function in the attainment of a company’s general strategic objectives, and inarguably demonstrates that the HR function fully comprehend and support the bearing taken by the organization in maintaining its status and competitive advantage (Idris Eldridge, 1998 p. 350). A comprehensive HR plan will also extend support to other definite strategic objectives and departments within the organization such as the marketing, operational, and information technology functions. Consequently, HR planning is able to add value to the organization through clear a rticulation of some common themes and underlying issues that lie behind the accomplishment of the organization’s objectives, plans and strategies.Advertising We will write a custom essay sample on HR Planning in Dynamic Economic Environment specifically for you for only $16.05 $11/page Learn More As already mentioned, organizations are increasingly finding themselves operating in an environment that is becoming fast-paced and competitive by the day. In other words, they are operating in a dynamic economic environment, where the pace and extent of change has drastically increased. In brief, a dynamic economic environment comprises of changing economic scenarios in which the organization must navigate safely to remain relevant in today’s business environment (McKenna Breech, 2008 p. 169). Unlike in traditional cases where organizational changes were premeditated and occurred at a calculated pace, today’s organizations must learn to q uickly adapt to new circumstances and overcome possibly irregular obstacles in a dynamic economic environment. In today’s dynamic economic environment, changes in business strategies are much more frequent and capricious, and are often determined by events and global happenings rather than made on a premeditated timeline. As such, HR planning can add value to the organization by making sure that the organization takes account of and comprehensively plan for situations and changes that are bound to occur in the wider environment (Vito, 2008 p. 84). These changes, which are expected to have a far-reaching impact on the organization, may include influences in the general employment market, changes in employee relations, changes in the legal structures surrounding employment, and new flexible work practices, among others. Traditional versus Contemporary Approaches to HR Planning Having discussed HR Planning and the changing economic environment, it is imperative to look at the tr aditional and contemporary approaches towards the process of HR planning. In this day and age, there still remain organizations which are favoured by traditional approaches towards HR planning.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A traditional approach to HR planning can be defined as â€Å"the use of systematic techniques to forecast supply and demand three to five years ahead† (Taylor, 2005 p.105). Organizations that use this approach share some similar characteristics. First, these organizations must be large enough to actively be able to devote key resources to the enterprise. Second, they must be operating in realistically steady product and labour markets. In other words, these organizations functions well if changes in the external environment happen at a more measured pace (Idris Eldridge, 1998 p. 347). Third, organizations practicing a traditional approach to HR planning are likely to have key members of staff who require lengthy, comprehensive and expensive training. Lastly, such organizations are likely to be competing in sectors in which decisions regarding investments in key equipments and human resources are made some several years ahead. Taylor (2005) is of the opinion that many organi zations in the United Kingdom, namely health and educational institutions, social services, oil corporations, local and central governments, utility companies, major banks, and others, share most of the above distinguishing characteristics. This therefore means that they are engaged in traditional approach to HR planning. In such organizations, change in the economic environment is comparatively predictable over the short-term even if such change occurs quickly. The shutting of departments, strategic expansion into new frontiers, and other organizational changes do not in any way take place overnight. Characteristically, there will be at least several months’ caution of probable organizational changes, allowing time for reputable HR forecasts to be adapted. This forms the general mechanics of the traditional approach to HR planning. Inarguably, it can be said that the non-existence of an active HR planning function in many of these organizations translates to the fact that th ey are unable to maximally exploit their long-term efficiency and effectiveness (Taylor, 2005 p. 105). On the other hand, a contemporary approach towards HR planning institutes a firm link between the broad spectrum of environmental and organizational aspects on the one hand, and particular human resource programmes on the other (Pattanayak, 2005 p. 34). This approach is mostly used by small and large organizations operating in a fast-paced dynamic environment. The HR planning approach is also used by organizations that are â€Å"†¦unable to know from one quarter to the next what turnover is likely to be achieved† (Taylor, 2005 p. 106). For these organizations, the institution of official, methodical planning function to make well informed predictions on the basis of preceding organizational patterns and managerial judgment does not in any way make a cost-effective proposition. In contemporary approach to HR planning, the market, existing resources, and organizational ar rangements are simply too volatile to allow significant forecasts to be made and organizational plans to be instituted relating to staffing requirements a year or more ahead (Taylor, 2005 p. 106). What is required in this approach is an alteration of the standards essential to HR planning, coupled with the advancement of newer approaches and techniques. The contemporary approach operates under the premise that organizations have to adapt to the dynamic economic environment much faster and with enhanced risk since they are operating in a deficient internal and external environment (Briggs, 2001 para. 4). The contemporary approach to HR planning acknowledges that organizations must move towards a knowledge economy, globalization, information administration, and employment of individuals for their creativity and knowledge. The contemporary approach to HR planning features a strong link between employee goals, plans and aspirations on the one hand, and organizational goals and objective s on the other (Pattanayak, 2005, p. 35). Historically, HR programmes have always been developed to satisfy the needs of the organization. However, in the years ahead, HR approaches must strike a balance between organizational requirements and the requirements of workers and society at large. Unlike the traditional approach, the contemporary approach to HR planning takes into account employee careers, personal interests, professional development roadmaps, and relocation preferences. The approach revolves around the premise that what is measured to be good for the employee should inarguably prove to be good for the organization as well. Advantages and Disadvantages of HR Planning Organizations stand to gain from the many benefits related to successful HR planning. One of the advantages is the discovery of sources of manpower which have the capacity to provide adequate number of workers having the suitable levels of knowledge, expertise and work ethos (Pattanayak, 2005, p. 34). In oth er words, HR planning has the capacity to generate the requisite human resource. Inarguably, this is one of the hallmarks of contemporary approach to HR planning. While it is imperative to guarantee a match in the number of employees employed, it is also significant to attain the right mix of expertise among the workforce. Indeed, HR planning remains fundamentally significant in turbulent economic periods, if only to make sure that organizations have employees of the desired quality and quantity, accessible at the right time (Marchington Wilkinson, 2005 p. 158). In this respective, HR planning also offers the advantage of developing â€Å"†¦a system for providing a suitable worker-job-fit† (Pattanayak, 2005 p. 34). This enhances the business strategy and competitive advantage of organizations practicing HR Planning. The Second advantage borders on the fact that HR planning offers the capacity of incorporating significant elements of human resource planning and developme nt into the general corporate planning of the organization (Pattanayak, 2005 p. 34). In other words, it encourages employers to develop detailed and explicit correlations between the nature of their businesses and HR strategies and plans in the hope of incorporating the two more efficiently. For instance, HR planning in the realm of a contemporary approach will see an organization open up to the career and personal development needs of its employees, not mentioning the fact that it will offer more supple work schedules and accountable practices for hiring. In this perspective, HR planning is inarguably viewed as a foremost facilitator of the organization’s business strategy and competitive advantage. Third, HR planning provides a personal profile of current members of staff in terms of age, position, gender, racial orientation and disability status (Marchington Wilkinson, 2005 p. 159). This is fundamentally important for contemporary organizations claiming to practice equal opportunity. Forth, HR planning enables an organization to set up its strategic direction and plan for its total workforce (Badaway, 2007 p. 59). Fifth, effective HR planning necessitates better control of staffing needs and the number of employed workers. In the modern changing economic environment, it is always imperative for employers to make accurate estimations about projected staffing requirements, â€Å"irrespective of whether a growth or decline in numbers is predicted, because this makes it easier for employers to match supply and demand† (Marchington Wilkinson, 2005 p. 159). Also, contemporary HR planning enables employers to control the ever rising labour outlays and safeguard tighter profit margins roped in by the organization. These are important functions that are strongly linked to the organization’s business strategy. In today’s dynamic economic environment, organizations must vehemently be able to chart their own future or risk failure HR plann ing, like any other management strategy, has its own disadvantages. Some organizations who may want to appear flexible view HR planning as a bureaucratic and rigid way of managing people and organizational resources (Marchington Wilkinson, 2005 p. 158). For them, it does not make much business sense to make plans in an uncertain and turbulent economic environment as they will always be unprecedented influences of external outcomes. A case in point is the recent economic meltdown witnessed in nearly all economies in the world. Other critics of HR planning argue that it is time-consuming, expensive and complex. The strategies espoused in HR planning can also turn complicated. Contemporary Approach to HR Planning and Dynamic Changing Environment The contemporary approach to HR planning views the market and other organizational arrangements as being too volatile and uncertain to allow for significant forecasts relating to staffing needs to be made a year or more ahead (Taylor, 2005 p. 106). Not too long ago, organizations were actively able to forecast and plan about the future with greater certainty than it is the case today as local and international economies were normally more stable and predictable (Burack, 1993 p. 1). HR planning was easier since the environment was more certain. But today, the forces of change in the dynamic environment are sweeping across all sectors of organizational life. As such, it is becoming increasingly impossible to apply the traditional approach to HR planning, especially in organizations operating in tight labour markets, where they are obligated to commit significant material and human resources to compete effectively in the dynamic economic environment (Taylor, 2005 p. 106). Consequently, the contemporary approach to HR planning seems much more applicable in today’s ever-changing business environment. Presently, hardly a day passes by without receiving information about some major new business developments in the name o f expansions, downsizing, mergers, acquisitions, takeovers, and business reorganizations (Taylor, 2005 p. 106). In traditional approach to HR planning, such business developments would destroy the lives and employment relationships of the concerned employees, not mentioning the fact that some developments such as downsizing, acquisitions and takeover bids would negatively influence the efficiency of employees due to lack of prior preparation (Burack, 1993 p. 1). It should be noted that in traditional approach to HR planning, systematic procedures are used to anticipate supply and demand of material and human resources some three to five years ahead. Therefore, in the modern-day world where the forces of supply and demand changes at an international level without provocation, contemporary approach to HR planning seems the only valid strategy (McKenna Breech, 2008 p. 157). In today’s business environment, organizations must have the capacity to respond to considerable environm ental developments that keep propping up due to the dynamic nature of the environment. For instance, organizations are increasingly being faced with the prospects of new business opportunities or some aspects of negative publicity (Taylor, 2005, p. 106). As such, the traditional multi-layered top-down approach toward HR planning is inadequately capable of handling such challenges, which may inarguably expose the organization and employees to a lot of suffering and loss of productivity unless immediate remedial measures are taken. Consequently, a flatter and leaner contemporary approach is more applicable in a dynamic changing environment as it enhances faster and more effective communication, information flow and organizational outcomes (Burack, 1993 p. 2). Lastly, the changing work attitudes and ethos only serves to reinforce the fact that the contemporary approach to HR planning is more applicable in a dynamic changing environment. Not so long ago, employment relations assumed a r easonable day’s work for a reasonable day’s pay package under moderately constant business conditions. Employee loyalty and quality work were compensated through varying levels of job security. Presently, continuous change, insecurity and temporariness have inarguably substituted stability, certainty and permanency (Burack, 1993 p.3). According to Burack, â€Å"†¦continuous performance improvement, acquiring new skills, employee flexibility, cost options and adding value have assumed great importance to companies† (p.3). Certainly, the traditional approach is ill equipped to handle such work ethos due to its static nature. However, the contemporary approach to HR planning in a dynamic changing environment has its own fair share of problems. Experts believe that the contemporary approach inflicts new requirements and stipulations on managerial and employee functions, effectively changing the nature of work life for individuals (Burack, 1993 p. 3). The effect iveness of contemporary approach to HR planning is known to exclusively depend on how the existing human resources are utilized and how future requirements are met (Pattanayak, 2005 p. 34). Organizations that fail to balance these fundamental functions have found themselves on the receiving end as far as contemporary approach to HR planning is concerned. The approach is somewhat complex to fathom, and requires a great deal of exercise to perfect. Overall, the contemporary approach to HR planning is definitely more applicable in a dynamic changing environment. Relevance of HR Planning to Contemporary Organization The relevance of HR planning to modern organizations can never be underestimated. The HR planning function â€Å"involves forecasting the organization’s future human resource needs and planning for how those needs will be met† (Jackson Schuler, 1990 p. 223). It is therefore very relevant to contemporary organizations as it engages employers in forecasting the future requirements for manpower resources, thereby enhancing the business strategy and competitive advantage of the respective organizations. Indeed, the HR planning component of organizations is actively engaged in developing and implementing programmes and strategies that necessitate the organization to accomplish its human resource objectives. This is a fundamental role to contemporary organizations in their attempts to retain their competitive advantage and further their business strategy. The modern business environment is overflowing with environmental instabilities, technological shifts, variations in demographic characteristics, and global competition. To survive in such a tumultuous environment, there is need for contemporary business organizations to adapt newer strategies to HR planning (Jackson Schuler, 1990 p. 223). In this regard, it is safe to argue that HR planning is relevant to contemporary organizations as it acts as a facilitator in the process of negotiating a n external business environment that is characteristically dynamic and ever-changing. Presently, major transformations in the business environments are forcing employers to incorporate business planning with HR planning in the hope of remaining on the safe side through the adoption of short-term and long-term business strategies and objectives (Jackson Schuler, 1990 p. 223). This function is better handled by HR planning, especially the contemporary approach. Therefore, it can be argued that for organizations to remain relevant in today’s ever-changing business, political and socio-economic atmosphere, they must be aligned to either one of the approaches to HR planning. In contemporary times where uncertainty and unpredictability is the rule rather than the exemption, it makes more business sense to align organizations to contemporary approach to HR planning. A business entity that fails to lay concrete plans and strategies for the future have minimal opportunities to surviv e the stiff competition (Caruth Hondlogten, 1997 p. 121). In this perspective, the concept of HR planning is extremely relevant to the modern organization as it characterizes a major competitive advantage for the organization. Lastly, the determination of the organization’s long-term human resource requirements understandably stem from its strategic business plan. The strategic business plan is the document that outlines the direction in which the organization purposes to move, both in short-term and long-term. Through premeditated business planning and HR planning, â€Å"the institution clarifies its mission and purpose, sets its goals and objectives, and develops courses of action that it hopes will lead to goal accomplishment and mission fulfilment† (Caruth Hondlogten, 1997 p. 121). In this respective, HR planning is indeed very relevant in today’s ever-changing economic environment as it serves to assist the contemporary organization accomplish its goals a nd mission. From the discussion above, it can be safely concluded that HR planning is indeed very relevant to contemporary organizations. The HR planning component has undoubtedly assisted organizations to match the size and expertise of their manpower resources to the needs and requirements of the organizations (Rothwell Kazanas, 2003 p. 34). In addition, the component continues to assist contemporary organizations to recruit, train, retain, and maximize the deployment of manpower resources needed to fulfil organizational objectives, in addition to responding to dynamic changes in the external environment. HR planning facilitates contemporary organizations to undertake a skills evaluation of the existing employees. The HR function also assists organizations to undertake manpower forecasting, in addition to taking proactive remedies to ensure supply meets demand (Noe et al, 2004 p. 110). The relevancy of HR planning also stems from the fact that it has the capacity to link the busi ness strategy of contemporary organizations with their operational strategy. It decreases the risk of losing There are many examples of contemporary organizations utilizing HR planning to further their business strategy and maintain competitive advantage. For instance, many government-run banking institutions1 practice HR planning. The health2 and education sectors in many countries continue to employ HR planning to cater for the needs of their respective manpower resources (Yambesi, 2009 p. 2). Some individual organizations that have greatly succeeded through the use of HR planning include Nepal Telecom, Marriot Corporation, Sony, and Camden Corporation (Ulrich, 1992). Future Directions for HR Planning The cross-cutting concept of HR planning seems to be gaining steam by the day as organizations attempts to outdo each other in the dynamic and ever-changing business environment of the 21st Century. As already mentioned elsewhere in this paper, organizations that lack an effective HR planning strategy may never gain the capacity to penetrate the uncompromising business environment of contemporary times (Rothwell Kazanas, 2003 p. 4). Judging from existing indications such as the effects of globalization, changes in technology and economic downturns, it is indeed plausible to argue that the business environment of the future requires proactive rather than reactive strategies (Isaacs, 1989; Bramham, 2000 p. 67). HR planning is a proactive approach that can be of great significance in assisting organizations adapt to these forces of change. The future belongs to organizations that will run their operations in an efficient and effective manner. The business environment is becoming much more unstable by the day, pushing some organizations towards the periphery of collapse. As such, it is imperative for organizations to lay emphasis on HR planning as the facilitator of effective and efficient operations aimed at fulfilling their business strategy and enhancing compet itive advantage (Isaacs, 1989). In this respective, HR planning must therefore be applied by all organizations wishing to stay afloat in these turbulent times, with a focus on assisting them adapt to the ever-changing economic environment. Undoubtedly, HR planning will continue to be used in the future to determine the business and staffing needs of organizations (Greer, 2000 p. 128). These functions are critical in ensuring organizations retain their competitive clout in an ever-changing business environment. Indeed, the role of HR planning in informing future workforce planning patterns, organizational best practices and strategic business insights have been well cut by today’s deterministic and unstable business environment. It is therefore safe to assume that the role of HR planning in managing employee and organizational needs in today’s unstable world is bound to increase in the future Conclusion From the discussions above, it is vehemently clear that HR planning is very relevant in today’s changing and dynamic economic environment. The practice of HR planning has not only enabled organizations to have the right mix of workers with the right mix of experiences at the opportune time, but it has also served to align organizational requirements to those of individual employees. Business organizations exist to make profits for their shareholders. As such, it is important that they maintain their competitive advantage in the most unstable of economic environments. Undoubtedly, one of the strategies that can be used to assist organizations to enhance their business strategy and competitive advantage is HR planning. The issue of planning is important in every aspect of our human lives. In equal measure, effective planning lays the groundwork for organizational success and excellence. HR planning also entails gathering of information, outlining of objectives and strategies, and making decisions to allow the enterprise accomplish its objectiv es (Badaway, 2007 p. 60). By any standards, this is a noble undertaking that should be emulated by all HR professionals. In today’s changing and dynamic environment, such an avenue must be utilized by right-thinking organizations in their pursuit for performance, efficiency and stability. Although it may seem rather bureaucratic and rigid to plan ahead, the benefits of HR planning in contemporary times far outweigh its real or perceived disadvantages. List of References Badaway, M. K. (2007) Managing Human Resources. Research Technology Management, Vol. 50, issue 4, pp. 56-74. Bramham, J. (2000) Human Resource Planning. University Press. ISBN: 8173712611642 Briggs, S., Keogh, W. (2001) Integrating Human Resources Strategy and Strategic Planning  to achieve Business Excellence. Web. Burack, E.H. (1993) Strategic Downsizing: Human Resource Planning Approaches. Web. Caruth, N., Hondlogten, G.D. (1997) Staffing the Contemporary Organization: A Guide to  Planning, Recruiting and Selecting for Human Resource Professionals. Greenwood Publishing, Inc. ISBN: 0275955230 Fountaine, D. (2005). Human Resources: What’s your Plan? Public Management, Vol. 87, Issue 1, pp. 25-28. Greer, C.R. (2000) Strategic Human Resource Management: A General Managerial Approach, 2nd Ed. Prentice Hall. ISBN: 0130279501 Idris, A.R., Eldridge, D. (1998) Reconceptualising Human Resource Planning in Response to Institutional Change. International Journal of Manpower, Vol. 19, No. 5, pp. 343-357. Isaacs, H. (1989) Human Resource Management in the Caribbean: Planning for the Future.  Journal of Public Personnel Management, Vol. 18, No. 1. Jackson, S.E., Schuler, R.S. (1990). Human Resource Planning: Challenges for Industrial Psychologists. American Psychologist, Vol. 45, No. 2, pp. 223-239. Web. Marchington, M., Wilkinson, A. (2005) Human Resource Management at Work: People  Management and Development. CIPD Publishing. ISBN: 1843980622 McKenna, E., Breech, N. (2008) Hum an Resource Management: A Concise Analysis, 2nd Ed. Prentice Hall. ISBN: 0273694189 Noe, R.A., Hollenbeck, J.R., Gerhart, B., Wright, P.M. (2004) Fundamentals of Human  Resource Management. The McGraw-Hill Companies, Inc. Pattanayak, B. (2005). Human Resource Management, 3rd Ed. PHI Learning Pvt. Ltd. ISBN: 812032711X Rothwell, W.J., Kazanas, H.C. (2003) Planning and Managing Human Resources: Strategic  Planning for Personnel Management, 2nd Ed. Amherst, Massachusetts: HRD Press, Inc. ISBN: 0874257182 Taylor, S. (2005) People Resourcing. CIPD Publishing. ISBN: 1843980770 Thames, B., Webster, D.W. (2009) Chasing Change: Building Organizational Capacity in  Turbulent Environment. Hoboken, New Jersey: John Wiley and Sons. ISBN: 0470381388 Ulrich, D. (1992) Strategic and Human Resource Planning: Linking Customers and Employees.  Human Resource Planning, Vol. 15, No. 2. Vito, K.W. (2008) The Human Resources Audit. Internal Auditor, Vol. 65, Issue 2, pp. 83-85. Yambesi, G.D. (2 009) Human Resource Planning and Development in the Public Service: The  Case of Tanzania. Web. Footnotes 1 Government-run financial institutions such as the Federal Reserve Bank (US) and the Royal Bank of Scotland are forced to upgrade their own members of staff through the provision of the latest skills and professional knowledge to enable them compete favorably with other rising banking institutions (Noe et al, 2004) 2 The health and education sectors in developing countries have nearly collapsed due to lack of HR planning approaches (Source: Yambesi, 2009) This essay on HR Planning in Dynamic Economic Environment was written and submitted by user Haven F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Definition and Examples of Hyperbaton in Rhetoric

Definition and Examples of Hyperbaton in Rhetoric Hyperbaton is a  figure of speech that uses disruption or inversion of customary word order to produce a distinctive effect. The term may also refer to a figure in which language takes a sudden turn- usually an interruption. Plural: hyperbata. Adjective: hyperbatonic. Also known as anastrophe, transcensio, transgressio, and tresspasser. Hyperbaton is often used to create emphasis. Brendan McGuigan notes that hyperbaton can tweak the normal order of a sentence to make certain parts stand out or to make the entire sentence jump off the page (Rhetorical Devices, 2007).The grammatical term for hyperbaton is inversion. Etymology From the Greek, passed over, transposed Examples Object there was none. Passion there was none. I loved the old man.(Edgar Allan Poe, The Tell-Tale Heart)From Cocoon forth a ButterflyAs Lady from her DoorEmerged- a summer afternoon- Repairing everywhere.(Emily Dickinson, From Cocoon forth a Butterfly)Some rise by sin, and some by virtue fall.(Escalus in William Shakespeares Measure for Measure, Act II, scene one)And a small cabin build there, of clay and wattles made(W. B. Yeats, The Lake Isle of Innisfree)pity this busy monster manunkind not(e.e. cummings)One swallow does not a summer make, nor one fine day.(Aristotle) Types of Hyperbaton One of the most common ways to use hyperbaton is to put an adjective after the noun it modifies, rather than before it. While this might be a normal word order in languages like French, in English it tends to give an air of mystery to a sentence: The forest burned with a fire unquenchable- unquenchable except by the helicopter that finally arrived.Hyperbaton can also put the verb all the way at the end of the sentence, rather than between the subject and the object. So rather than, She wouldnt, for any reason whatsoever, be married to that smelly, foul, unlikable man, you could write, She wouldnt, for any reason whatsoever, to that smelly, foul, unlikable man be married.Not the force hyperbaton carries with it.​(Brendan McGuigan, Rhetorical Devices: A Handbook and Activities for Student Writers. Prestwick House, 2007) Effects of Hyperbaton Most theorists . . . have been content to return to the definition of hyperbaton as an inversion which expresses a violent movement of the soul (Littre).Hyperbaton may well be considered to result from inversion because it is possible to recast the sentence so as to integrate the added segment. But the effect characteristic of hyperbaton derives rather from the kind of spontaneity which imposes the addition of some truth, obvious or private, to a syntactic construction apparently already closed. Hyperbaton always consists in an adjacent assertion . . . . This appears all the more clearly when the grammatical link seems loosest, as in the case of and preceded by a comma. Ex: The arms of the morning are beautiful, and the sea (Saint-Jean Perse, quoted by Daniel Delas, Poà ©tique-pratique, p. 44).​(Bernard Marie Dupriez and Albert W. Halsall, A Dictionary of Literary Devices. University of Toronto Press, 1991) The Lighter Side of Hyperbaton Maddie Hayes: Well, let me remind you Mr. Addison, that one case does not a detective make.David Addison: Well, let me remind you Ms. Hayes, that I hate it when you talk backwards.(Cybill Shepherd and Bruce Willis in Moonlighting, 1985) Pronunciation: high PER ba tun

Impact Of Be True To Your School On Different Persons Essay

Impact Of Be True To Your School On Different Persons - Essay Example The narrative included Greene and his peers getting summer jobs, drinking liquor, finding the latest hits of the day and earning marks for their teams, among others. These events were faithfully chronicled in a daily diary, which for its frequency could tend to become tedious at times. But this is quite rare and to be expected since the diary involved every single day of the entire year. What Greene has accomplished in this particular narrative, however, is the transformation of the seemingly banal and ordinary American teen life into something compelling, entertaining and memorable. Grown-ups would find it easy to forget what transpired in their youth, having more serious concerns and real-life troubles to occupy their minds. Greene will teach them to look back and marvel at those days when everything was simple when the most challenging events include getting at least a score of B and pursuing a romantic interest. These things - within the context of Greene's narrative - assume an entirely new utility: they serve as a reminder. For some, it would be a reminder of what shaped them into what they are now. For others, it would about the things that made them happy or the time when the seeds of their dreams began germinating. Greene articulated this best when he, at the beginning of the story, wrote: â€Å"When I look at the diary after years had passed, I realized that what I had here was something money could not buy: time preserved† (vii). Perhaps this was the reason why Lindy met Greene several years later when he flew to where she lived in Ohio. She met him for dinner and went as far as going up with Greene to his room (46).

Was Winston Churchill the greatest leader in the 20th century Essay

Was Winston Churchill the greatest leader in the 20th century - Essay Example The paper would examine Churchill’s broad vision and lofty ideologies pertaining to his administration, his political clout as a leader and the manner in which he faced and handled the different problems that stood in his path. It would also form an analysis of how effective his leadership was and the impact it created on the country’s progress. In this context, the paper would also attempt to discuss the varied attributes of Sir Winston Churchill, highlighting his exemplary personality and the strategic and inspiring decisions he had to make as the leader of his country and validate and conclude whether this fact of being one of the greatest leaders of the 20th century was true or false. Winston Leonard Spencer Churchill was born in the United Kingdom on 30th Nov. 1874 to Lord Randolph Churchill from the UK and Lady Randolph who was an American. Sir Winston Leonard Spencer Churchill, lived with his family at Blenheim Palace in Oxfordshire, and after a long stint with journalism ‘started his career as an army officer in the British Army’ (Source 5, 2002, p.162) and thereafter engaged himself in politics because he was fired with a keen desire to serve his country with great passion and vigor. Life in the early years was not a bed of roses for him, because he was a difficult kid to manage at school where he often got punished for misbehavior. But nevertheless, he showed a very keen interest in subjects such as poetry, history and writing English essays than learning Latin, Greek or Math and never relished the company of his friends. After his High School he completed his graduation at the age 18 at Royal Military Academy at Sandhurst in Buckinghamshire. After two years that is at age 20, when his life turned more exciting, he started to achieve many things (Source 2, 1952, p.38). His achievements can be classified into four periods namely;