“Virginitie, Mariage And Widowhood” (Mainer). Stage One

â€Å"Virginitie, Mariage and Widowhood† (MAINER). Stage one: A girl child is controlled by her father and other male figures around her. She grows up to be a young woman, a virgin, a prospective bride. Stage two: Marriage— decided again by powerful men around her. She has no freedom to choose her soul partner. No precedence for love or compatibility. This is the stage the submissive woman spends most of her life; her duty is to fulfill her dominant husband’s every wish and demand. She is entrusted to take care of the household, and bear and raise children. When her husband meets his end, she is now a widow and is looked down by society. At this juncture of her life again, she is sub-ordinate to men in her family circle. This was the typical†¦show more content†¦She is not the typical, submissive, uneducated woman of her era. Lady Macbeth is power hungry and vindictive, unlike the traditional Jacobean women. After hearing of the witches’ prophecy , Lady Macbeth’s hunger for power grows limitless. She goes as far as committing regicide. The disruption of gender roles is especially apparent when Lady Macbeth calls upon the spirits to â€Å"unsex me here/ And fill me, from the crown to the toe, topful/ Of direst cruelty! Make thick my blood,/ Stop up the access and passage to remorse† (Shakespeare I.v.40-43). Here, Lady Macbeth implies that women are not normally cruel, while men are. When she notices that her husband is hesitant to murder Duncan, she continually taunts him until he eventually commits the deed. Witches and their prophecy are not the reason for her cruelty but they act just as a catalyst, a trigger. But it was the brutality and cruelty inherent in her nature that enables her to orchestrate the murder. Shakespeare shows the reader that contrary to the popular belief, a lady is not naturally born with certain set traits; that being a woman does not mean being kind or submissive. Lady Macbeth is port rayed as a very ambitious woman who has the desire to not be a woman. Again, this is very atypical of Jacobean women. A woman with power was a rarity in the Jacobean era. History shows an occasion when a woman was entrusted with power to rule her kingdom. After the death of her

Essay about Cost Accounting Analysis - 1757 Words

3.0 Variance Analysis 3.1 Flexible-Budget Variance Analysis In Barnes Scuba Diving case, the main comparison for the flexible-budget variance analysis would be between the actual results and flexible budget. Static budget would not be useful for this comparison due to the different sales unit output which may result in a misleading and inaccurate result comparison. With reference to the Flexible Budget Section attached in Annex X, Flexible-Budget Variance for Revenues was identified to be a favourable variance of $50,400 due to the fact that there was an increase of 216 participants on top of the budgeted 1800 participants and also an additional increased in course fee of $25 on top of the budgeted $350(selling price per unit). This†¦show more content†¦This resulted in more resources to be consumed, an additional 504 (25%x2, 016 units) manuals cost to be incurred, which resulted in the unfavourable quantity variance ($6,048). An actual cost of $4788 (504 units X$2.50) was incurred due to the manuals being replaced free of charge. Barnes had to bear responsibility to replace them free of charge as the low quality manuals were due to Barnes’ decision to use cheaper printer. In this case, Barnes was still able to absorb the cost of replacing the manuals free of charge as the total savings from using the cheaper printer is more tha n the total cost of replacing. In the long run, Barnes may also have to consider if customers value of this manual, which was not mention in the case. If customer does not value the manual and Barnes can keep up with the cost of replacement, then using the cheaper printer may ultimate be an advantage to Barnes. This would be the trade-off that Barnes would have to consider for using cheaper quality printer. 3.2.2.3 Dive Logbooks The unfavourable price ($1854.40) and quantity ($2419.20) variances of dive logbooks were caused mainly by the additional 302 logbooks being consumed and increase cost of $0.80 per logbook. The increase cost from the standard cost $8 was controllable by Barnes and justified with the improve quality of the logbook. ThisShow MoreRelatedA Cost Accounting System Analysis1046 Words   |  5 PagesA cost accounting system is a framework used by firms to estimate the cost of their products for profitability analysis, inventory valuation and cost control. Its goal is to advise the management on the most appropriate course of action based on the cost efficiency and capability. Cost accounting provides the detailed cost information that management needs to control current operations and plan for the future. 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Revision for K218 Free Essays

These are the key points in Learning Guide 1: The children and young people’s workforce is large and diverse. Its composition raises some important questions about who works with children and in what sort of organisations. Policy and legislation increasingly vary across the UK as devolution becomes more firmly established. We will write a custom essay sample on Revision for K218 or any similar topic only for you Order Now It is important to understand the context most relevant to you, but valuable learning can also be drawn from comparing developments in different contexts and countries. Developing the skill of reflection can enhance your learning from the module and day-to-day practice. †¢What are some of the key professional standards used by practitioners across the UK? †¢What are some of the different ways of understanding children, young people, their families and the services that are provided for them? †¢What knowledge, skills and values are required to support ‘good practice’? These are the key points in Learning Guide 2 There are five key themes, emphasising theories, frameworks or aspects of working with children young people and families, which will recur throughout the module. Practice can be seen as consisting of three intertwined elements of knowledge, skill and values. What constitutes good or effective practice is complex and open to discussion and debate. Attempting to measure good practice through outcomes can play a role in improving practice with children and families but also has some major limitations. 3 †¢How does social constructionist theory help with our understanding of children and families? †¢How does practice involve relationships between children, young people, families, community and society? How does this change across time? †¢What is a social ecological perspective and how can it help us to understand and develop practice with children, young people and families? These are the key points in Learning Guide 3 An ecological perspective is useful for making sense of the complexities that surround working with children, young people and families. Ecological models can support how we think about practice and how we organise practice – including policy, assessment and collaborative relationships such as multi-agency working. Ecological models are not static; they need to take into consideration changes to people, communities and society across time. 4 †¢What are the different levels that make up a web of relationships? †¢What is social constructionism? †¢How is social constructionism useful in understanding how the lives of children, young people and families are constructed? †¢What are the implications of social constructionism for practice? These are the key points in Learning Guide 4 Social constructionist theory argues that understandings of childhood, development and appropriate care for children and young people vary between different historical and geographical/cultural/family contexts Viewing development as a stage-based pathway is strongly embedded in practice and legislation, with understandings of children and young people often based on their age and perceived developmental stage Development as a stage-based pathway needs to be approached with caution as it has implications for some children and young people who are not easily accommodated within the ‘normative’ assumptions of the pathway †¢What are some of the broad ways that power operates, as identified by Foucault? How to cite Revision for K218, Essay examples

Fundamentals of Human Resource Management System

Question: Discuss about the Fundamentals of Human Resource Management System. Answer: Introduction: Employment contract helps the employer to understand what is expected from him (Banfield Kay, 2012). An employment contract must include name of the employee and employer, date of commencement of employment, title and description of job, working location, working hours to be put in, wages, probationary period, deductions, number of leaves allowed and clause of termination and retirement. Proper to joining of a new employee, an advice or an announcement has to be made to other employees about his arrival(Armstrong, 2014). This can be done through a memo, notice or an email to the relevant administrative staff along with his joining dates and payment details. Induction of employees is a method which is used by many organisations to help an employee to settle in the organisation(Blyton Turnbull, 2014). Induction is a process of welcoming and making new employees aware of the policies, procedures, colleagues and nature of their job. During the induction process employee is allowed to become familiar with the work surroundings. An induction programme should include information on the purpose of the organisation. It should include a brochure detailing the history and functioning of the organisation(Banfield Kay, 2012). Additionally, it should also have a written directive for employee regarding his duties and responsibilities, code of conduct, working practices and procedures. Induction is an important step to gain employee trust and commitment(Snell, 2011). As human resource (HR) department of a firm deals with employee issues; hence, HR manager should handle the induction process. HR manager would be in a position to make the employee understand the organisations purpose. An HR manager would be the best person to orient the employee regarding pay, promotion and transfer policy of the firm. Additionally, HR manager can also brief the employee about basic job requirements as it is the HR department which has information on job requirements of all the departments(Gary, 2012). Therefore, HR manager should deliver induction programme. Benefits of buddy system A buddy is an employee, chosen by the organisation to partner with a new employee(Gary, 2012). This buddy helps the new employee in learning about job requirements and tries to solve his doubts and queries. This system is beneficial because the employee gets a guiding force to help him in his initial days(Gary, 2012). It can be said that buddy is like a ready reference for a new employee. It is important to integrate recruitment strategies with organisational goals and objectives because organisational strategies define the purpose of the organisation. Recruitment of right employees can help in attainment of organisational objectives(Boxall, 2015). For example, if organisational objective is to increase production, the firm needs to hire skilled workers for the operations department. Therefore, recruitment and organisational objectives should be aligned. Recruitment is the overall process of finding suitable candidates for a particular job(Banfield Kay, 2012). The responsibility of the recruitment department is to motivate prospective candidates for a job and then selecting the right people among these candidates for a particular job(Gary, 2012). Recruitment process is responsible for analysing the job for which new hiring is required. Recruitment is the first step of HR life cycle which starts the journey of an employee in a firm. The other stages are education, motivation, evaluations and celebration. Discrimination is favouring or taking an action against a person based on class, group or category to which he belongs(Gary, 2012). Discrimination leads to denial of equal opportunity to a certain individual or group. Discrimination in the workplace can be avoided by conducting the recruitment process based on merit. All candidates, notwithstanding their social class, should be given equal chance to apply and get selected based on their qualification(Blyton Turnbull, 2014). Recruitment process should be transparent with fixed selection criteria. This will make the recruitment process non-discriminatory. Reaction to insistence of hiring an incompetent person due to his connections Recruitment process should be based on equal opportunities, transparency and merit(Boxall, 2015). Therefore, if a manager insists upon hiring a less experienced person based on discrimination, I would take a stand against it. Additionally, I would show the job description and specification criteria to the manager and try to convince him that the candidate does not suit the given job specification The aim of training in human resource management is to improve performance efficiency of employee(Ardichvil, 2015). Continuous training can help in achieving higher performance which can lead to achievement of organisational as well as personal goals. Training helps in acquiring new skill sets which may help in faster self-goal achievement. Ongoing training also helps in improving ones knowledge which can helps in doing tasks more effectively, leading to faster achievement of goals. Selection process uses various tests in order to differentiate between candidates(Gary, 2012).In ability test a task is given to the candidate and his skills are tested based on how effectively and efficiently he is able to do the task. Aptitude test tries to judge whether an individual candidate has the ability to learn a job if he is given training. Similarly under personality test inclination and psychology of the candidate towards the task is judged. Professional networks are meant to propagate relationships of a business nature(Armstrong, 2014). I would create an account with a professional network like LinkedIn and try to interact with people from my career choice. I would make my credentials known to them and try to make people aware of my skills. This would enhance my chances to get an employment. There are various interviews technical which an interviewer can apply for selection of a candidate(Armstrong, 2014). Behavioural based interview technique can be used to assess past performance and experience of the candidate. Interview can also be conducted through case technique where a scenario is given to a candidate and his suitability is judged through his reaction. Under information interview questions are asked to assess knowledge and suitability of a candidate is judged for a position. References Ardichvil, A. A., (2015) Human Resource Development. London: Routledge. Armstrong, M., (2014) Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers. Banfield, P. Kay, R., (2012) Introduction to Human Resource Management. Oxford: Oxford University Press. Blyton, P. Turnbull, P., (2014) Reassessing Human Resource Management. London: Sage. Boxall, P., (2015) Strategy and Human Resource Management. Hampshire: Palgrave Macmillan. Gary, D., (2012) Fundamentals Of Human Resource Management: Content, Competencies And Application. New Delhi: Pearson Education. Snell, S., (2011) Managing Human Resources. New York: Cengage Learning.