justifying war Essay -- essays research papers

     When an individual sees all the horrible pictures of war on the TV they can't resist the opportunity to think, â€Å"This must stop†. Yet, what reasons can this individual legitimize their choice on? There are numerous individuals on the planet who can just contend their sentiment through what they see on TV, which obviously isn't what war is. In William Earle’s exposition â€Å"In Defense of War† and Trudy Govier’s â€Å"Nuclear Illusion and Individual Obligations† we separately observe a master war and an enemy of war supposition. We should separate between the two in light of the fact that Earle’s paper discusses war in consensuses however Govier centers around the atomic part of war. Likewise with most expositions examining comparative points they have their likenesses and contrasts and that will be a major piece of conversation here. Subjects alluding to the profound quality and avocation as war and precisely what we can u se to legitimize it are a portion of the couple of things that will be referenced. These will likewise be talked about in moral terms and what part of morals they fall into. Alongside this will be an investigation of why each exposition falls into its given classification. The qualities of each article will be referenced just as the shortcomings and an examination regarding which is the more grounded exposition and which is the more vulnerable paper will be given. The most significant part, in any case, is the essential comprehension of the message that the creator is attempting to get over. These primary concerns will be featured all through the paper while talking about the article being referred to alongside the gave proof that goes with the contention. At last, an individual interpretation of the subject from me will be given just to explain any errors about what is composed. I am composing this (beside the reality it is a significant task) with the expectation that the peruser will pay attention to these inquiries and have the option to take a gander at the two sides of the discussion objectively and without misrepresentation.      It just appears to be proper to begin this out with Williams Earle’s paper, â€Å"In Defense of War†. I remain next to him when he gives his conclusion since I share a similar mentality regarding this matter. Basically, Earle gives a provocative gander at the opposition’s see towards war which is the counter war conclusion. Apparently Earle isn't care for most essayists attempting to safeguard his own contention with his own thoughts however what he does is position his contention that war is essential by ... ...essary and doesn't attempt to constrain the thought. He basically needed to maintain a strategic distance from the disarray that frequently collects with the media and let the peruser settle on their own free decision. Govier then again didn't set up as solid of a contention nor did she investigate the resistance. She offered her own plans to help her own thoughts, not having the option to give enough proof to dismiss the restriction as Earle had the option to. In this sense we can perceive how much more grounded his exposition was.      In the end we need to settle on a decision. We can either be possibly in support of however with everything taken into account it isn't the overall population's place to settle on the choice. It was a lot simpler to compose on Earle’s paper since it was more unmistakable than and not exactly as equivocal as Govier’s. It sounds good to me that respect and pride do exceed the issues with fighting. It appears to be very effective that every one of the three moral concerns can be brought into each paper with one being the unrivaled. I likewise may have been one-sided recorded as a hard copy this exposition due to my viewpoint so it is imperative to consider. All in all, I don't change my view on the point however trust we can understand our contentions with negligible slaughter.

Should Mobile Phones Be Allowed in Schools

Youngsters ought to be permitted to utilize their cell phones in class since they can fill in as ‘learning helps', an examination guarantees today. Scholastics are approaching schools to reevaluate bans on telephone handsets after preliminaries recommended that capacities, for example, adding machines, stopwatches and email can be ‘educational'. Notwithstanding, the call is sure to rankle numerous educators and guardians, who will be worried that students will be not able to oppose the impulse to put the gadgets to less beneficial uses, for example, digital harassing or cheating in tests.During a nine-month try including classes matured 14 to 16, understudies either utilized their own mobiles in exercises or the new age of ‘ cell phones' which permit web association. They were utilized to make short movies, set schoolwork updates, record an educator perusing a sonnet and time explores different avenues regarding the telephones' stopwatches. The cell phones likewise permitted understudies to get to modification sites, sign into the school email framework, or move electronic documents among school and home.The concentrate by analysts at Nottingham University included 331 students in schools in Cambridgeshire, West Berkshire and Nottingham. ‘At the beginning of the examination, even understudies were frequently shocked at the idea that cell phones could be utilized for learning,' Dr Elizabeth Hartnell-Young will tell the yearly gathering of the British Educational Research Association in Edinburgh later today. ‘After their hands-on understanding, practically all students said they had appreciated the undertaking and felt increasingly spurred. One educator told scientists that understudies like mobiles and they realize how to utilize them. ‘Using this innovation gives them more opportunity to communicate without waiting be continually administered,' the instructor said. Nonetheless, the report concedes that a few instructors figu re more prominent utilization of cell phones in schools could demonstrate tricky. Expanded compulsion to take telephones having a place with the school was one concern. ‘I thought, well, four of these smartphones†¦ Should Mobile Phones Be Allowed in Schools Cell phones are very useful after school when you’re voyaging home. Your parent/gatekeeper can get in touch with you in regards to family matters and furthermore after school in the event that you need to walk your parent can telephone you to ensure you’re secure. Moreover Mobile telephones likewise give security and assurance in the midst of hardship. On the off chance that for instance you are at risk for some sort you can telephone somebody rapidly and subtly. Also if the youngster disappears the police can follow the versatile and guardians can monitor the Childs location.Also mobiles can help if there is a crisis; your folks can telephone you direct as opposed to calling the workplace which would take longer. This would be progressively powerful in light of the fact that your parent can let you know precisely what’s going on as opposed to having a message gone to you. On the off chance that for instance your Gran was sick in emergency clinic your mum or fath er and so on could telephone or content you refreshes for the duration of the day. Mobiles additionally unites families â€They don’t appear to have a lot of time to spend together any longer because of extra time and after-school exercises, being able to speak with any of your relative helps bringing families together.Similarly on the off chance that you overlook something significant like schoolwork or your lunch you can contact your parent/watchman and they can drop it off. This would help when you have a significant article, for instance, due yet you overlooked it at home. This would help ensure that all your schoolwork is on schedule and would help instructors when they need to check schoolwork. Similarly in the event that you are unwell in school, you can telephone your parent to tell them. This would be useful in light of the fact that your parent would have the option to get you or can mention to you what to do.Moreover cell phones could set aside cash since they co uld be utilized as adding machines and can be utilized to record/compose notes. This would set aside a great deal of cash on paper which would make the school more eco inviting and cash could be utilized on other gear rather than just adding machines which can be found on all telephones, in spite of the fact that instructors would need to manage and confide in students not to wander from the assignment. Another advantage would be that understudies can record significant dates in their telephone to help with significant cutoff times and exams.A last explanation is that mobiles could be utilized for a wide scope of instructive purposes, including making short motion pictures, setting schoolwork updates, recording an educator perusing a sonnet and timing science tests. Mobiles which can interface with the web, likewise permitted students to get to modification sites, sign into the school email framework, or move electronic documents among school and home. Specialists have guaranteed th at utilizing a versatile additions children’s certainty on the grounds that the innovation is recognizable to them.

1 Week of Meals for $8 How-Tos and Tricks

1 Week of Meals for $8 How-To’s and Tricks Collaborative Post by: Gloria Chyr 20, Bettina Ankhurst 18, Emanuel Perez 19, Caroline Mak 18 MIT has a food access problem. Mealplans are expensive, coming out to be $12-15 per meal. And in between classes and everything else, it is a challenging skill to go buy groceries, mealplan, and cook. Sometimes one just gets $8 Chipotle or Annas, but all too often it can also mean being stuck in lab, not eating.   And on top of all of that, financial challenges can make this exponentially harder. This semester the four of us were on CASE’s (Class Awareness Support and Equality) Food Insecurity Group creating ways to tackle it.    CASEs overall mission is to improve MITs community awareness of class disparities and knowledge of the social class system. Some of their programs have Facilitated crash space to help parents attend graduation Provided winter clothing Been public awareness campaigns about how class affects ones experience at MIT Explored diverse backgrounds facing difficulty in areas like housing stability, consistency of access to food, and education And a lot more The CASE food insecurity team has Provided food care packages over the summer and IAP Advocated for a low-cost student-run market Facilitated food pantry cooking cupboards in all dorms for short-term food insecurity Been a voice for the 10% of students that have lacked access to food in the past year Personally this past semester Ive used a program they helped encourage called Swipeshare, a mealswipe donation pool from extra guest passes that help cover students who are food insecure.   Through a no-questions-asked s^3 meeting, one is provided a number of swipes into dining halls. Even as someone who was never on mealplan and has figured out cooking, this was really stress-reducing. So this past IAP we wanted to see how much food we could make with a very low budget. Here are some of the tricks we used. Tl;dr Don’t get taken advantage of by stores designed to make you buy more than you came in to get. Make a list beforehand and save food so youre ready for rough days Pre-Shopping Strategies Carrying Bring a backpack and/or extra bags. Spare being charged $0.10/bag Get a Bike with a basket. I’ve carried ridiculous amounts of stuff between the basket, hanging stuff off handlebars, and my backpack Mealplanning Sample Meal List at the bottom Pick something for each meal of the week. It helps to be able to overlap the same ingredients between lunch and dinner, for example fried chicken and rice I can use for both meals. Or grilled cheese. So put what you’d like to eat for breakfast, and the ingredients underneath and see if you can duplicate ingredients across meals. Always have things that can be easily added to multiple recipes at multiple meals like onions, bread, and eggs. (bread=toast, sandwiches, etc) If you know you’re going to have a really busy week, stock up on ramen, frozen burritos, or hot pockets. I also just microwave potatoes or sweet potatoes for 10minutes and get a solid hot to-go meal out of that. And potatoes never go bad!!    #student What my actual list looks like: link to the google sheets here Making Grocery Lists Sample Essentials Groceries List at the bottom List out what you NEED before entering. It’s so easy to get lost and go in circles and be picking up and putting down things. Put approximate prices next to your needs and then the total budget at the top of this list. Make it your goal not to exceed it. If you’ve spare, then you can treat yourself to ice cream. Order the list in the order you’d come across it. Remember, supermarkets place candy by the cashier for a reason. If you can order your list in the order that you walk into it, this also saves time and wandering eyes. Buy things that don’t go bad fast. Meats are #1 at surprising you with their sadness. If you can’t cook it within the next two days you probably will end up throwing it away (learned from many sad tears). Things that are non-perishable are also fast and easy snacks like nuts and yogurt. Frozen Vegetables Are The Fucking Best. Microwave them, boil them, add them in your reheated fried rice, put them in your cup noodles, they’re just so easy and cheap! Make sure to use the freezer- it is your best friend. I do this all the time for chicken. It’ll even last a few months uncooked. Take it out the day before and have it thawed and ready. After I know what I need per recipe, I put them all in a Google Keep note Mealpacking Pack and freeze lunches in the freezer. Use parchment paper to wrap up the sandwiches and they’re good for a while, just grab them before class, find a microwave, and you’re set! Always have a tupperware on hand for when there’s a massive Bertucci’s pasta tray and you can take some home! Where to go MIT is officially a food desert, qualified as an area with no supermarket within 1 mile and a population of hundreds without a car. So you’re stuck with Hmart*, Whole Foods, and Harvest in Central ($$$) Trader Joes in Cambridgeport ($$) A big nice Star Market in Porter square ($-$$). Or Market Basket ($), in Union square(right off of Porter sq) also next to an Indian + Japanese Market called Reliable You might not have heard of Market Basket, but you may have heard of  another national chain, Wegmans, ranking #1 in the 2017 Consumer Reports for National Supermarkets. Market Basket is ranked #2. It is a massive, budget-friendly chain of 79 grocery supermarkets in the Northeast and one of the largest is right next door to Cambridge in Union Square, Somerville. They source locally for their own brand, which is partly why they’re able to keep prices so cheap. One month, I was able to spend only $50 on groceries there, and my flatmates consistently spend less than even that for their monthly budget. This was their receipt. *Hmart IS open until 11p which is kinda nice and of course has really great asian things Getting to Market Basket Hours: They’re open 7am-9pm every day, except Sunday where they’re open until 7pm. How to get there in order of lowest to highest carrying capacity Walking/Biking: (Free), Estimate 40min/20min Bus: ($4 roundtrip) The 85 bus from Kendall/MIT drops off right down the street from it, and is $1.70 ea way on your CharlieCard, same as your ID that you’d use to tap into the T, Estimate 15min on weekdays* Uber: ($6â€"10 roundrip) Simplest, but also not cheap, Estimate 10min, consider splitting one with friends *Google Maps will help Our Haul: Between Gloria and Bettina they spent only $16 on groceries for the week and split it in half. Glorias always cooked for herself and while Bettina is normally on mealplan, during IAP she wasnt. Over the week, they stretched their $8 into multiple meals for the week. That’s like the cost of a Clover Sandwich and a coffee in Kendall Square (no offense to Clover). And with that, this is what Gloria did with her groceries. 1 Week for $8: Gloria One week, I only had $8 to spend on food. I was able to make 12 meals and it lasted me the entire week, breakfast, lunch, and dinner. Supplemented by MIT’s sheer amount of free food, networking luncheons, to dinners the President, I never went hungry. Breakfasts: Egg Spinach Sandwich w/sautéed onions and peppers (4 portions) Lunches Dinners: Chicken Fried Rice (2 portions) Chicken (sautéed in onions and peppers), Spinach, Rice Chicken Spinach Sandwich (3) Chicken w/ Peppers Onions, Black Beans, Rice (2) Black Beans, Caramelized Onions, Rice 1 Week for $8: Bettina I don’t tend to cook as much as Gloria does since I’m on the meal plan, my meals didn’t look as great, but I promise they tasted good! Outside of what is below, I used some spices and canola oil I already had, strawberry preserves I bought a few weeks prior, syrup, and a little bit of milk I got from a friend. The first meal I made was an egg sandwich â€" two pieces of toast and an egg fried in Canola oil. 1 serving White rice and chicken stir-fry. I made the stir-fry with chicken seasoned with salt,pepper and Adobo. I also added onions, peppers and spinach. I used one of the chicken breasts. 4 servings I made some scrambled eggs on toast with spinach. 2 servings Scrambled eggs and my first attempt at french toast. They came out pretty well and my friends on my floor liked them, too! Scrambled eggs were made with canola oil, salt, pepper and 1 egg. French toast was made with 2 eggs, milk and cinnamon (made 4 pieces of french toast). 2 servings A quick breakfast before running out of the dorm â€" 2 pieces of toast with strawberry preserves and a hard boiled egg. 1 serving Finally I made some rice and black beans. It took a while to cook the black beans, so I’d say if you’re just starting your cooking journey, maybe you’d want to start with canned beans. Along with the black beans, I used white rice, onions and seasoning. 4 servings So, in total, I was able to make about 14 servings of food for a bit over $8 worth of food. Sample List of Meal Recipes Breakfast Boiled Eggs: (Eggs) put eggs in already boiling water for 7 minutes and they’ll be perfectly soft-boiled. Save them in the fridge to avoid paying $4 for an egg at La-Verde’s Gloria’s Egg Spinach Sandwich: (Bread, Spinach, Eggs, Onions, Peppers) Toast two slices of bread, add some scrambled eggs and spinach. Wrap in parchment paper and freeze for future use Lunch Grilled Cheese Sandwich (Bread, cheese, butter) Cut a slice of cheese, put in sandwich and press in panini maker! Cup Noodle with frozen vegetables and hard boiled egg Dinner Gloria’s Chicken Fried Rice (Rice, Chicken, Soy Sauce, Frozen Vegetables) Fry it Rice with Box Curry, melt the box curry in a pot, cook rice in a rice cooker, water to rice 2:1 ratio Late Night “Snack”, ie I forgot to eat Hmart Ramen with Sesame Oil, White Pepper, and Bok Choy Starting Budget/Grocery List: Weekly Staples Budget: $25 Bread $2 Eggs $2 Butter $1 Milk $2 Frozen mixed veggies $1 Block of Cheddar Cheese $2.50 Bag of Rice $5 Oil $2 Onions $3 Bag of Potatoes $2 Go be a real person! Do the thing! And most importantly, find friends to go shopping, cook, and eat with. ? CASE (Want to pay it forward or care about students not starving? Reach out to us at [emailprotected]! Were actively recruiting for next semester :D Or if you want to just drop CASE a thank you note for all the amazing work they do, and/or possibly join, reach out to them on their website!) Post Tagged #CASE (Class Awareness Support and Equality) #dining #grocery shopping #recipes

My Dream Jobs Certified Registered Nurse Anesthetist (CRNA) and Family Nurse Practitioner (FNP) - Free Essay Example

Sample details Pages: 2 Words: 689 Downloads: 5 Date added: 2019/02/20 Category Career Essay Level High school Topics: My Dream Job Essay Nurse Practitioner Essay Did you like this example? Abstract The purpose of this paper is to discuss my dream job. It includes at least two dream jobs including job titles, salary range, skills, and education required, experience needed, the nature of work, challenges, and rewards. Keywords: CRNA- Certified Registered Nurse Anesthetist, FNP- Family Nurse Practitioner, BLS- Bureau of Labor Statistics Don’t waste time! Our writers will create an original "My Dream Jobs: Certified Registered Nurse Anesthetist (CRNA) and Family Nurse Practitioner (FNP)" essay for you Create order My Dream Job As someone being in school to become a Registered Nurse, I often do some research on possible future jobs. I plan to work as a Labor and Delivery RN after I finish the RN program. But my dream job, if given a chance is to continue my education to become a CRNA or an FNP. Certified Registered Nurse Anesthetist CRNA’s or Certified Nurse Anesthetist administers anesthesia before or during major procedures such as surgeries. Based on the BLS survey in May 2017, CRNAs earn between $110,520- $194,990. A typical day of a CRNA involves administering various types of anesthesia in different routes such as IV or spinal. They explain the procedure to the patient or family, implement the plan for anesthesia and help in developing the care plan for the patient. They also monitor vital signs and possible complications from the anesthesia. There are several steps to become a CRNA and will take a lot of years of practice and education. Without these, a CRNA may face a lot of challenges, like complications or life-threatening situations. An example is an epidural route of anesthesia, if one does not have the accurate skills and experience, A CRNA may accidentally hit the spine causing problems to the brain and spinal cord. The first step to becoming a CRNA is to get a Bachelor’s degree in Nursing and pass the NCLEX exam. After this, you have to work as an RN for at least a year to gain experience in a hospital setting, either in the intensive care unit or medical-surgical unit. Next step is getting a Masters or Doctorate degree in Nursing Anesthesia. After getting the degree, one can apply to take the National Certification, pass it and get the license. The skills needed for the job include a good understanding of medications, be a critical thinker, must possess excellent interpersonal skills and have a good atten tion to detail. But the most important skill is to be comfortable working with needles. Having all the skills and experiences mentioned above can make a procedure pain free and may also save a patient’s life. To me, that’s the biggest reward. Nurse Practitioner FNPs or Family Nurse Practitioners are RNs with degrees in specialization for treatment of patients in any stage of life. They focus on promoting healthy living and prevention of diseases. Based on the BLS survey in May 2017, FNPs earn $74,840 to $145, 630. An FNP can work in a variety of settings like hospitals, clinics, or physician’s office. A typical day of an FNP involves assessing, diagnosing and treating patients. The steps to becoming an FNP are similar to becoming a CRNA. First is to get a Bachelor’s in Nursing degree, pass the NCLEX and obtain a license. One must gain at least a year of experience as an RN, after which you can enroll in FNP Master’s degree program. Upon successful completion, apply for certification and pass the FNP board certification exams. Skills desired include good attention to detail, must possess strong communication skills and must be a critical thinker with good reasoning skills. One challenge an FNP can face is working with different physicians, who may have different styles of practice. An FNP should be able to accommodate supervising physicians. Being an FNP can be rewarding because you can to make a difference in a lot of people’s lives. You can meet a lot of families and help them to become healthy. It is a great help to the community. References (n.d.). Retrieved August 18, 2018, from https://study.com/articles/FNP_How_Do_I_Become_a_Family_Nurse_Practitioner.html How to Become a Nurse Anesthetist | 10 Tips. (n.d.). Retrieved August 18, 2018, from https://www.allnursingschools.com/articles/become-nurse-anesthetist/ Summary. (2018, April 13). Retrieved August 18, 2018, from https://www.bls.gov/ooh/healthcare/nurse-anesthetists-nurse-midwives-and-nurse-practitioners.htm

Analysis Of Jack Londons For Build A Fire And His Wise...

In Jack Londons’ â€Å"To Build A Fire,† a stubborn man with â€Å"no imagination† and his wise dog set out on the Yukon trail seeking out his camp in hopes to return and meet up with â€Å"the boys.† Being a â€Å"chechaquo,† a new comer to the land (Dictionary.com, 2015), this was his first Winter. â€Å"It was a clear day and yet there seemed an intangible pall over the face of things, a subtle gloom that made the day dark, and that was due to the absence of sun. The face did not worry the man.† (London, 629). The newcomer was entering Winter temperatures in which he knew nothing of, reaching seventy-five degrees below zero and would soon be in a battle of man verses nature. â€Å"But all this-the mysterious, far-reaching hair-line trail, the absence of sun from the sky, the tremendous cold, and the strangeness and weirdness of it all-made impression on the man.† (London, 629). As the man travels on through the freezing tempe ratures he is remind of advice from and old wise man, he had been warned of traveling alone and the dangers that could come with someone making such decisions. The traveler was hopeful of making it back to camp by six o’clock, and an hour into his travels he is ready to stop and eat his lunch with pride in his traveling progress. However, an hour into his travels the arrogant man was more concerned with chewing his tobacco, than thinking of potential dangers despite his warnings, so he stopped for lunch, never sharing with his only traveling companion, his loyal dog.

Beauty and the Labor Market Free Essays

Since ancient times, man and woman alike value beauty in the same level as they value their possessions and even their family. This is easily seen in works of art, in works of poetry and other forms of literature that praise beauty. Balladeers have sung its ability to intoxicate more potent than wine and its capacity influence man and his many endeavors. We will write a custom essay sample on Beauty and the Labor Market or any similar topic only for you Order Now The subject of beauty is very important in human history because the human race is given to marriage and it is the reproduction of children that allows the said specie to continually dominate the earth. It is therefore not surprising how much money and effort is given to the pursuit of beauty and the celebration of the same. In the late 20th century, two men, Daniel Hamermesh and Jeff Biddle were also stricken by the allure of beauty but pursued it from a unique angle. These two researchers proposed the idea that if discrimination – with regards to race, nationality, etc. – exists in the workplace then there is surely discrimination when it comes to an employees good looks or the lack thereof. Both men went further as to say that good looks not only allowed men and women possessing of this enviable quality to get good jobs but they also are able to increase their income more successfully than those whom Hamermesh and Biddle described as homely in appearance. But before proceeding to find evidence or contradictions that will shoot down their thesis, Hamermesh and Biddle went on a lengthy discussion strengthening their position that there is indeed a way to do an empirical study of the said subject matter. Methodology Hamermesh and Biddle were right on target when they remarked in the beginning of the paper that there is no going forward without having established the fact that beauty can be measured. The first thing that they did was to look for related literature that would support their claim that beauty can be measured statistically. They went further as to say that not only does beauty a trait that can be measured scientifically but more importantly, perception or standards of beauty is something that does not abruptly change or shift easily in a short period of time. In other words a generation or two of Europeans, Americans, and Canadians will have the same standard of beauty at least in the 20th century when the study was made. Then Hamermesh and Biddle scrutinized the methodology used in the multiple tests to determine a â€Å"beauty standard† and they were satisfied with what they learned. In fact, in Part II of their study they made the following discovery: Within a culture at a point in time there is tremendous agreement on standards of beauty, and these standards change quite slowly. For example, respondents ranging in age from seven to fifty who were asked to rank the appearance of people depicted in photographs showed very high correlation in their rankings (see Background portion of study). Now, in order to make their study reliable and the results credible Hamermesh and Biddle made their case airtight by looking closely at their respondents and the other variables that would affect their results significantly. An example of this is the exclusion of those who have questionable health status for this would surely affect their performance and would have made the study unreliable to say the least. But both men did not stop there they also presented other factors that would have made their analysis unacceptable. They pointed to the fact that there can be other forces involved in the hiring of employees possessing above-average good looks. And these are namely: 1) there are industries that require good looking people and 2) in the case of overcrowding a manager may use the criteria of good looks to choose among the many applicants competing for limited jobs. Significance The world of business is surely indebted to Hamermesh and Biddle and those who wanted to offer something new to the growing body of knowledge concerning what would increase the productivity of a particular enterprise. In the beginning of this study the two proponents were correct in saying that in the area of discrimination in the workplace there is very little if at all, a systematic analysis on the effect of a person’s looks on the quality of job that he or she will get and subsequently the degree of success that will be achieved in his or her lifetime. This study is also helpful in providing more data to those seeking to resolve issues concerning an employers alleged discriminatory actions with regards to an employee unable to rise atop the corporate ladder due to the misfortune of being born with a rather homely appearance. This study would form the foundation of future inquiries as to the role of beauty in the corporate world. Analysis The study was a great challenge for the two researchers because they decided to tackle something as difficult as trying to catch the wind with bare hands. They aimed for the impossible – to measure beauty and ugliness. If this is not enough their study was made more complicated by putting another hurdle and it is to understand the correlation between beauty – or the lack thereof – and productivity in the workplace. It does not need further discussion to conclude that beauty is in the eye of the beholder and that what is attractive to one culture may be offensive to another. In fact a mere two hundred year gap in history is enough to totally transform standards of beauty. The researchers admitted early on when they cited that paintings made in the 17th century depicted a rather different standard when it comes to what feature makes a beautiful man or woman when being compared to what is celebrated today in the media and the arts. But they pulled off a rather convincing argument using a highly controlled study where people from all ages – 7 years old to fifty years old – where able to demonstrate that indeed for a given generation there is a standard of beauty that does not change even after the passage of time. Here is the beginning of their problem. They said so themselves that in the time of the famous artist Rubens beauty is measured by the plumpness of the lady and not by the reed thin supermodels that are highly esteemed in modern times. So how can they be certain that their standard does not change after thirty years or more? Moreover, they have concluded that either Canadians have a slight difference in their outlook regarding beautiful people or that they are not comfortable in being brutally frank when it comes to judging another person’s appearance. This shows subjectivity arising from differences in culture etc. Now, for the sake of argument, this paper will allow that Hamermesh and Biddle were both correct in their analysis that there is indeed a standard of beauty that is both measurable and unchanging. Then this will lead the discussion to another perceived weakness in their work which is the fact that they conducted their study within European culture and there is no data to support the fact that they considered the preference of Asians. Another possible weakness in their methodology is the fact that they were not able to clearly establish the standard of beauty in a way that their study could be replicated in the future and in different regions of the world. What occurred was that in order for their results to be accepted as scientific then they would have to assemble a similar group of respondents every time they would try to replicate their study in other locations outside the U.S. or Canada. Another problematic aspect of the study is the fact that a person uses more than beauty to complete a job. Mental capabilities and social skills play a major role in the development of a person’s career. The study is not that complex to separate intelligence quotient and beauty. There is no way to just simply observe beauty in action apart from the use of mental faculties. Throughout the course of the research the duo were struggling in putting together a very convincing argument that indeed beauty alone is the major factor in achieving success. There are just too many variables involved in the process of doing a job whatever it may be. In the end Hamermesh and Biddle were almost back to square one for they were not able to come up with anything that is radically new except for reinforcing the already known idea that there are some jobs that require attractive people in order to be more productive. Hamermesh and Biddle tried an escape route by saying that they do not have to demonstrate the validity of their claim because according to them people spend a lot of time and money in grooming aids and purchase of good clothes in order to enhance their physical beauty. But it can be argued that grooming and beauty are two different things. A celebrity which many considers beautiful can wear a plain shirt and still people would find her attractive. Hamermesh and Biddle were both correct in their final analysis that there is a need to study, â€Å"†¦relationships between looks and earning within particular narrowly – defined occupations† (see Part VIII).   Moreover there is a need to extend the timeline of their study to determine if attractive employees were able to sustain a high level of success and that their increase in income is not merely a result of a quick promotion because the manager was biased to people with good looks but soon regretted his actions when he found out about their performance. Works Cited Hamermesh, D. Biddle, J. Beauty and the LabourMarket. American Economic Review 84.5 (1994): 1174-1194. How to cite Beauty and the Labor Market, Essay examples

Rewards Retention Essay Example

Rewards Retention Essay Effectiveness of Reward Programs on Employee Retention Organizations are Intent on keeping the right people In the right position. When quality employees are obtained, it is important to retain them long term without loss to another agency, especially a competitor. Even in todays environment of high unemployment and sluggish economy, attracting and retaining talented employees is a top human resource concern. The cost of employee turnover is significant In the business world. Unless an employee is a low performer, the exit of a worker is a cause of concern. It is expensive to recruit and train new hires while efficiency is also Ewing lost during the orientation period. It takes time and attention away from productivity to train new employees. New employees are also more likely to make mistakes and work more slowly. Workplace focus on retention can help reduce these high turnover costs. Boucher Glenn (2012) found in a study from 1992-2007 that businesses spend one-fifth of an employees annual salary to replace that worker consistent across different pay levels. The typical cost of turnover was 21 percent of a workers annual salary. Jobs with specific skill sets, such as physicians or executives, ND jobs that require higher levels of training and education for specialization have even higher turnover costs. Jobs with low wages and minimal benefits, such as the hospitality, hotel/motel and food-service industries have the highest voluntary quit rate. While the very-highest paid employees are the most costly to replace, the costs remains significant due to the high volume of turnover for those jobs with low earnings (Boucher Glenn, 2012). As human capital declines with the retirement of baby boomers, Holloway (2006) says retaining high performers is even more essential. We will write a custom essay sample on Rewards Retention specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Rewards Retention specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Rewards Retention specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A Fortune 2000 company can spend up to $6,000 to hire a single employee. Chafer (as cited by Butler, 2008) says that eighty percent of employees make the decision to stay or leave a job within the first six months of employment in a new position. The first six weeks are a pivotal period that influences what workers think about the Job. Thats why it is Imperative for a strategy for employee retention to begin with the onboard process. Employee engagement from the Initial startup period is even more important to retention than getting them enrolled in the 401 (k). Businesses should make it a priority to invest in motivated employees who are driven toward success to decrease attrition and increase retention (Butler, 2008). Gearing Conner (2002) describe how HOC a hospital management company, approached these issues. The trend noted by the study was that seventy percent of employees who left a hospital quit within the first six months of employment. The management company had the same concerns of the expenses involved in recruiting new replacements. The conclusion drawn by HOC was that the cost of replacing an employee amounted to 100 percent of the employees annual salary. To address this problem, they organized a retention strategy. One of the propositions of the strategy was to make employees feel they were of value to the hospitals. Department managers Implemented a plan to display more Interest In employee development activities and roll out positive Input about their performance by way of recognition. The study proposed that basic needs for Job satisfaction include rewards in the form tools to do the Job well. They found that these key needs have to be met for employee retention and satisfaction along with clear communication of goals that need to be achieved (Gearing Conner, 2002). It becomes apparent that salary is important, but many other factors can be Just as big an influencer on employee satisfaction and retention. Vive (2008) notes that relationships with supervisors and co-workers, opportunities for growth and development, and doing work that is personally satisfying and fulfilling are important indicators for retention. Although aware of these motivating factors, many businesses continue to build incentive programs around bonuses with little focus on monetary components of employee commitment. Being aware that money is not the only contributor to happiness, other reward programs and efforts should be considered to improve employee retention. Ester (2012) has a perspective that since the economic downturn, many companies financial status has been stagnant providing less opportunity for bonus rewards. This is leading to more rewards and recognition programs that involve monetary accolades and incentives to retain and engage employees. Todays workers consider comprehensive benefits packages, bonuses and financial rewards as an expected compensation and not an additional reward or incentive. Youll (as cited by Ester, 2012, p. 9) says, Its hard to get people to appreciate things that they think they are entitled to. Its the nonentities stuff that people really like. He encourages employers to show appreciation through perks and rewards they will remember for the rest of their careers that creates feelings of loyalty. Rosalie (2005) reminds employers that it isnt hard or expensive to say thank you or good Job. Gene Years require an increased level of validation in their Jobs. Although they rank salary and benefits as their top two priorities, Gene Years crave open dialogue between managers and employees. If they are performing a good Job, they want feedback and advancement. They have expectation of constructive criticism and only one to two years of paying dues to get promotion opportunities. When performing well, they desire additional responsibilities and the increased salary that comes with that. This kind of encouraging environment that doesnt stifle professional growth is a strong motivator for this generation to remain loyal in a Job (Rosalie, 2005). A survey of 1,500 employees in various work settings described by Robbins Judge (2013) found that recognition was the most powerful motivator. Robbins Judge also purport the position that praise is free, making recognition programs advantageous. Decreased budgets make nonofficial incentives attractive to employers as a retention initiative. Simple acts such as complimenting employees in front of other people can make workers more enthusiastic about their Jobs. Rewards at work are both intrinsic and extrinsic in nature. Rewards and recognition programs lend to intrinsic motivation through emotional responses while financial compensation is an extrinsic motivator. Although it might seem that bonuses tied to performance would be an obvious motivator, Robbins Judge propose that it could backfire. The reason is that intrinsic interest is diminished in the process. Decided (as cited by Robbins Judge, 2013, p. 265) says, Once you start making peoples rewards dependent on outcomes rather than behaviors, the evidence is people will take the shortest route to those outcomes. So it is critical to find ways to reward desired behaviors and that offers career development opportunities. They present Ducky awards to employees for helping out a colleague or helped reach company goals. Leaders at Agent send a rubber duck trophy that can be displayed as a source of pride on their desk. Then twice a year, top performers and their spouses are sent for a meeting at an opulent resort in wine country to reward their con tributions to the company. When employees achieve certain company goals, they get the opportunity to attend this conference as a popular motivator. Youll (as cited by Ester, 2012, p. 9) says, It was a great way for our partners to see what their spouses or significant others are doing every day at work and meeting the people they talk about. Essentially, when employees reach the established goals, they have increased the company profits enough to offset the cost of this conference. Salary and wages are the main reason people go to work every day, but using motivational trips and conferences as extra rewards for achievement adds a huge morale boost to the work milieu (Ester, 2012). Generation differences must be taken into consideration when designing a rewards program. Merrimack (2013) points out that there are four distinct generations at work presenting the need for tailored programs customized to career stages. This multiple generational workforce can make it a challenge to implement rewards programs with value for each distinct expectations, values and needs. Wilson (as cited by Merrimack, 2013, p. ) says To stay competitive, companies have to redefine their total rewards programs to motivate, attract and retain employees at every stage within their career and with somewhat divergent demands from their employer. The 2013 Top Five Global Employer Rewards Priorities Survey from Dolomite, the International Society of Certified Employee Benefit Specialists (SPICES) and the International Foundation of Employee Benefit Plans conducted a survey that found 56% of all employees ranked Job security among their top three concerns. 30% viewed Job security as their number one concern (Merrimack, 2013). For older workers, detriment holds a greater concern th an younger workers. Obviously, those closer to retirement are more concerned with their ability to afford retirement than workers with more working years ahead of them. Employees employed outside of the United States were less concerned with their future retirement than with their current economic security. It can be difficult to prevent rewards and recognition programs from becoming mundane and commonplace. The perfunctory employee of the quarter photo and crystal statue for years of service comes to mind. These non-monetary measures are intended to improve morale, but can become stale. Hart (as cited by Holloway, 2006, p. 88) says, The buck is not the be-all and end-all. Retention is directly tied to recognition. People Join companies, but they quit their managers. Employees want to be recognized, and money is not always the most important thing. Money cant provide attention from colleagues and superiors that meet an emotional need. Formal recognition programs pay for themselves in the long run through increased employee satisfaction and reduced turnover (Holloway, 2006). A 2004 Gallup poll reported that 65% of employees received no recognition for work, contributing to a connects that cost the U. S. Economy about $300 billion in 2000. Successful recognition programs are rewarding and meaningful for both the business and the achievement. As Hart points out, Tacky trinkets Just dont cut it (Holloway, 2006, p. 88). Before starting a rewards program, establish a benchmark for behaviors that are to be recognized. As with the generational consideration, different types of employees will also value different types of rewards. For example, medical professionals value paid continuing education courses more than a gold watch but an environmental service worker might appreciate a gold watch. So ensure to tailor the extra perks to what is most beneficial to various segments within the organization. Holloway also encourages consistency across various departments or divisions of the company. Especially significant with recognition activities is the fact that appropriate presentation is more important to employees than the gift itself. Workers appreciate the way their supervisors put a meaningful effort in the recognition. The best awards are accompanied by a good presentation by their bosses. Even a small token gift can be made memorable if sincerity is expressed during the presentation (Holloway, 2006). When an employee ties a good memory from his or her boss to a small gift, the significance tied to it takes on great important and relevance. So even if a reward is of small value, a supervisor has the ability to overcome that fact by visibly and publicly presenting the reward to the employee. Even in this time of little expendable resources for such programs, small, inexpensive efforts can go a long way in increasing overall employee satisfaction and retention (Holloway, 2006). Another way to get a big bang for your buck is to instill employee discount programs. These provide a valuable benefit that larger organizations can offer to help increase loyalty, satisfaction and retention. When implemented as a component of a work/life balance program through Human Resources, it can be an expensive measure that has far reaching effects. Savings provided to employees helps supplement income. The partnership with businesses who agree to such a discount program provides the benefit of more customers to these businesses. Employee discount programs can take many different forms, most commonly percentage discounts, a set reduction in prices, or special upgrades or access (Riggs, 2012). Tabor (as cited by Riggs, 2012, p. 24) says, The best thing about having an employee account program is that its a universal benefit, and in our years of experience weve had every type of employee from executive level to the security guard utilize the program. Working Advantage and Abeyant are two examples of rewards programs provided by Riggs that are widely utilized by corporations. Components of both programs include tickets to entertainment, sporting events, dining, travel and theme parks as well as local merchants. The group buys tickets in high volume to obtain discount prices and then in turn offers the reduced priced tickets to employees of the organizations in partnership with them. This is a measure to provide real value that helps stretch paychecks. The Human Resources department is largely responsible for announcing and distributing awareness of such programs. Email is generally the most utilized method of distribution. Some organizations use membership cards or savings guides (Riggs, 2012). Abeyant, which is used by Community Health Systems, sends a monthly email newsletter that is distributed by Human Resources throughout the workforce to advertise ongoing, seasonal, new or limited-time additional incentives to promote loyal thinking and overall happiness about employment for the agency. It is a small measure to help influence employees to remain happily employed rather than risk losing often used discounts. Ester (2012) mentions the obvious fact that social recognition programs are more prevalent among larger more profitable companies. 5% of companies in the United States have some sort of social recognition program where general workforce input votes non-managers into recognition awards. In a period of weak economy and climate of uncertainty, employers are reanalyzing these types of programs. Decreased profits lead to small budgets and more cost effective alternatives to reward employees. Organizations are readjusting across the board merit increases and raises in an effort to focus on the most deserving for rewards. Recognition is a key to continued engagement of employees. Rather than wait months for the next annual performance review and resulting merit wage increase, its a great way to recognize employees immediately after achievement of goals while encouraging other employees with the example (Ester, 2012). As cited by Ester, 2012, Selene says, Mimi get more mileage out of a dollar of recognition than a dollar in a base pay increase. In order to gain he best effectiveness, it is imperative to focus on the employees who drive business goals on a daily basis and go above and beyond normal work. The most deserving workers who exemplify company culture and desired behaviors are who should earn the social recognition. Keep an eye out for the ones who volunteer extra hours or attend after hours events and support the organization in unnoticed ways. Managers should specifically detail the steps to achieving the rewards and communicate that clearly among the workforce. There must be a balance between monetary rewards and monetary financial incentives to achieve the best retention results. Peer to peer recognition should become commonplace and a regular occurrence (Ester, 2012). Community Health Systems has implemented expectations where managers regularly round through each department and manage up employees who are found to be overachieving. Employees who are managed up, receive a thank you card from the CEO of that particular hospital. This is a daily part of the culture and activities of managers throughout the system. It appears that people have go to work to support themselves financially, but the pay itself is not what leads to a satisfied employee. Employees have an intrinsic need to feel appreciated and desired. Its not just about the money. Delicious Wagner (2011) found that increased compensation does not automatically decrease intrinsic motivation within employees. A companys culture contributes to overall employee satisfaction thereby resulting in increased retention. In order to be truly happy, employees need recognition that surpasses their paycheck. Simple appreciation for a Job well done goes a long way. Gearing Conner (2002) suggest that organizations will have the best opportunity for employee retention if they hire people who actually desire increased responsibility with no expectations of additional pay. This type of employee has intrinsic motivation for organizational success with happiness at the thought of promotion later. Care needs to be taken to strategically establish recognition and rewards programs and not Just randomly set out a staid employee of the month program. Steps need to be taken to design and implement the best rewards programs in order to get the best Determine the desired result. 2. Determine the behaviors required to get that result. 3. Reward desired behaviors long enough for the behavior to become ingrained. An example of this type of rationale is Community Health Systems High Reliability Organization system to increase safety for patients within the hospital. Part of this system involves S. A. F. E. Wherein each letter of the acronym is focused on and trained for each quarter of the year. First quarter is Support the Team, second quarter is Ask questions, third quarter is Focus on the task and fourth quarter is Effective communication every time. Throughout implementation of each phase, a 5 to 1 method is utilized that facilitates catching and rewarding five safe behaviors to every one coaching of unsafe behaviors. Studier Group teaches healthcare organizations owe important it is to measure clinical results often enough that rewards and recognition can be bestowed quickly after the behavior occurs. Being able to see progress in patient satisfaction quicker helps employees stay focused and motivated in health care. To assist in building a culture around service, it is suggested that hospitals should create a reward and recognition team that works closely with senior leadership as an internal resource for ideas. The idea is that these teams will create, identify, fix, and provide positive influences. An integral part of this culture is to optimize clinical outcomes through discharge phone calls to harvest reward and recognition. Asking patients if there was anyone who did an excellent Job or if there is anyone that should be recognized is an opportunistic way to facilitate reinforcement of desired behaviors with employees. The theory behind this is that recognized behavior gets repeated (Studier, 2003). Studier (2003, p. 50) says, When we hear a patient say someone did a good Job, we have to push for specifics, because were creating a template to align the behaviors of all staff members to match Bobs behavior with Mrs.. Hall. Being able to catch employees in the process of behavioral wins quickly with immediate recognition and reward helps hardwire the desired actions throughout the organization. Tyler (2011) emphasizes the importance of focusing on the behavior that led to the desired resul t more than the desired result itself. For example, reward for wearing safety goggles. Wearing safety goggles results in fewer accidents and injuries, which is the desired result. Employees are more likely to continue the behaviors after the reward program ends. But to address long term engagement and retention issues, incentives are less valuable. Tyler suggests that a simple thank you is more effective for these goals supporting the efficacy of Community Health Systems practice of expecting managers to regularly send thank you cards to outstanding employees. Implementation of a behavior-based incentive program is the most effective means for long term results. Eremite (as cited by Tyler, 2011) recommends recognizing as many people as possible with small rewards rather than Just a few with large rewards. Tyler described a personal rewards online program that involves gift cards for restaurants, online retailers or golfing vacations hat could either be redeemed immediately for $25 or $50 or employees could accumulate rewards for future larger purchases and save up for larger amounts. Robbins Judge (2013) agree that rewards should be linked to performance. Employees should be able to perceive a link of contingency on performance.