The Meaning of Life Essay Example for Free

The Meaning of Life EssayEveryone wonders about the meaning and purpose of brio history. What is our origin phylogenesis or creation? Should we seek material wealth, pleasure, and education, or be we here to serve and honor God? Will we be judged for our lives and face everlasting(a) destinies in heaven or hell? Please consider the answers that raise be found only in the password. Introduction What is the meaning of intent? Without doubt, this is one of the roughly challenging, and yet one of the most fundamental, questions the mind can consider. raft throughout history welcome pondered the purpose of keep. Philosophers spin theories. Poets write songs.Young hatful slump out of society to find out what its all about. Older mickle may remain within the establishment, but they still wonder. Obviously life is real. No one can deny that the world exists and people exist. You live, eat, sleep, breathe, and move. besides do you construe why you exist? Please consider w ith me the challenging question of life. What is it in reality all about? To answer this question, we forget look at three specific questions. Question 1 Where Did You Come From? How do you explain the origin of the benignant race? Since we ar alive, it is natural to wonder where we came from.One reason m both people are confused about the meaning of life is that they do non understand the origin of life. To cheat why we are here, we must know where we came from. M both People Hold Mistaken Ideas about the Origin of Life. A commonly accepted commentary for the origin of life is essential evolution the hypothesis that man evolved from lower puppets, which in turn came from simpler life forms, all the way screening to the first microscopic life, which sprang accidentally from non-living matter. alone this theory has major problems. Where did the first living thing come in from? What caused life to begin where there had never been life before?Science has repeatedly demon strated that life comes only from life. This is a law of science called the Law of Biogenesis. The opposite of this law would be spontaneous meters life beginning spontaneously from non-living matter. But science has repeatedly proved this cannot happen. So every living thing must come from a introductory living thing. You received life from your parents, who in turn received it from their parents, etc. The same is true for all living things. But evolution requires that, when you go posterior far enough, non-living matter somehow came to life by chance where there was no life before.Evolution requires spontaneous generation in complete trespass of scientific evidence. So evolution cannot explain even the origin of the very first form of life. Where is the evidence that all modern mixtures of living things came from an original kind? Living things can adapt to their environment, but where is the proof they can develop into entirely different kinds of organisms much(prenomina l) that all kinds came from one original kind? years of human experience and scientific experimentation confirm that living things reproduce after their own kind. The offspring of a fish is another fish, not a snake, bird, or man. Scientists have searched for years for the missing links fossils of organisms that were halfway between the kinds of plants or animals we have now. Millions of fossils have been found around the world. If evolution is true, there should be thousands of fossils of missing links, but there is no evidence of these remains anywhere. Why not? Why is man so unique from animals? If man evolved from animals and is really an animal but just slightly more complex, why do we have characteristics so vastly different from animals?Why do people appreciate smash in art, music, and poetry? Do animals create new paintings, sculptures, symphonies, and books of poetry that they and other animals can enjoy? Why do men have a conscience and a sense of morals? Why do we re ceive guilty when we have done wrong, even when we have not been caught or punished? Do animals naturally possess these spiritual qualities? Why do only people wonder about such issues as where we came from? Do animals debate even such issues as creation vs. evolution? Why do we possess rational thought so much higher than animals?We can find minute variations in degrees of intelligence among animals, but there is a vast gulf between any animal and man. Men build machines and tools to work for us, train animals, use fire, execute mathematic and scientific calculations, read and write, and pass our knowledge on to others. If we developed from the animals, why are there no animals that possess these characteristics almost as much as we do? If we develop from the animals, why are we so different from them? Evolution is not an adequate explanation. Consider the Bible Explanation for the Origin of Life. Genesis 111,12,21-28.All kinds of life were originally created by God in six days. G od is an unfading, living, all-wise, all-powerful Creator (cf. Exodus 2011 Hebrews 44). sort of of life coming from non-living matter, life came from life the eternally living God. Living things reproduce after their own kind, because God created them that way. And man is unlike the animals, because he is in the image of God. We did not evolve from animals, but we share Gods nature. Acts 1724,25,28 The world and everything in it were made by God. He is the source of life and gives all the blessings that are necessary to life.Here is an explanation for the origin of life that fits what we see around us, fits the nature of man as compared to animals, and we get out see that it provides a satisfying explanation for the meaning to life. There is sufficient evidence to compel any honest person to believe God exists and the Bible is His word. We do not have time here to examine all the evidence, but we encourage those who have doubts to investigate it. We patently observe that the B ible explanation settles far more sense than any other alternative, and that those who do not accept the Bible really cannot satisfactorily explain their own existenceIf you would like to study evidence for the inspiration of script or for creation vs. evolution, please see the links at the end of this study. Question 2 Why Are You Here? Do you really understand why you exist? Surely this is a fundamental question that everyone wants answered. Without meaningful goals, life is senseless and empty. Lack of purpose leads to unhappiness and even mental disorders. People need a sense of fulfillment and accomplishment in life. Many People Are Mistaken about the Purpose of Life. This is one consequence of evolution. If organic evolution is true, then there is no purpose in life.Life is an accident, and people search in vain for any meaning to it. So, many pause that there is no higher purpose than to prove life enjoyable for themselves and others. Some pursue riches and material posse ssions. They believe material things pass on make life happy and pleasant. But then they always want more a bigger house, newer car, nicer garments and furniture, etc. They are never satisfied. All people need some material closes, but is this the highest goal of life? Some pursue pleasure entertainment, recreation, travel, etc. Their goal in life is fun, fun, fun. Wine, women, and song (or drugs, alcohol, and deliver love).Be a party animal. Eat, drink, and be merry, for tomorrow we die. This philosophy is emphasized by modern entertainment. It is the beer-commercial mentality You only go around once, so gravel for all the gusto you can. It doesnt get any better than this One of them even names its beer High Life. But does life really not have any better purpose than to booze it up? Many modern entertainers have achieved the high life to the ultimate, but are they happy? If so, why are so many of them plagued by drug and alcohol addiction, divorce, mental breakdowns, ear ly deaths, and suicide?Is that really a satisfying life? Some pursue education. They want to heap up knowledge and worldly wisdom. Like the Athenians, they spend their time in nothing else than to hear or tell some new thing. In all these areas, there may be some wholesome activities that may have some benefit. But is there really no higher goal in life than these? Whatever benefits they activities provide are temporary and incomplete at best. No matter how much you have, you always want more. In fact, modern Americans have achieved these goals to a degree beyond the imagination of most people of the world and of history.We have gadgets and toys, houses and lands, college degrees, and every kind of entertainment imaginable. But do you see evidence that Americans in general are truly satisfied with life? Society is filled with crime, broken relationships, mental illness, addiction, and unhappiness. Politicians profess to see crises on every hand. Many people in the world never achiev e these goals. And those who do achieve them are still looking for the purpose of life. There must be something more. The Bible Teaches the true(p) Purpose of Life Ecclesiastes 21-11 1213,14.The author experienced every enjoyment of life that some people pursue wealth, pleasure, and education as bulky as anyone who ever lived. Did it satisfy? What was his conclusion? It was all vanity and vexation of spirit (211). The earthly pursuits that most people emphasize simply do not satisfy in the end. What is the real purpose of life? Fear God and keep His commands (1213). God created man, because He had a purpose for us to accomplish. And He designed us so that, unless we fulfill that purpose, we have no real sense of accomplishment. Instead we create problems for ourselves.What would happen if you tried to bake lasagna in the clothes dryer? What if you tried to run your car on Jell-O instead of gasoline? What if you tried to eat with a shovel and pitchfork instead of spoon and fork? W hat if you tried to mow your lawn with fingernail clippers? Problems often result when things are created for one purpose, but we try to use them for a completely different purpose. Likewise, our lives are not satisfactory when we do not accomplish the purpose we were created for. Matthew 619-21,24,33 Our main concern in life must be to work in Gods demesne and have a right relationship with Him.Other concerns may have some value but are far less grievous. Note v24. You can have only one master. You cannot put two things in first place in your life. God requires that serving Him must be the most important thing in life to us. Each of us must make a choice. Either God will be first, or something else will be first. Matthew 2236-39 The most important work God intends for us to accomplish life is to love God and love our fellowman. John 1415 But love for God requires us to obey Him (1 John 52,3). 1 Corinthians 1437 Gods commands are revealed in the Bible.Lasting fulfillment in life comes only from obeying Gods word and thereby serving God and man. We will not discuss here all that is involved in serving God, but we simply emphasize the importance of understanding our purpose in life. Until you understand the teaching of the Bible, you do not really understand the purpose of life. (See also 1 herds grass 66-10 Luke 1215-21. ) III. Question 3 Where Are You Going? Do you understand what comes after death? You may or may not feel that your life on earth is secure, but what happens when you die? What will your destiny be when life is over?Many People Are Confused or Unsure about What Comes after Death. We can be certain that death is coming. We may not like it, but death is a fact of life. * sometimes people contract cancer or heart disease that is diagnosed as terminal. But, Life is a terminal disease. No one stays here permanently. * Criminals are sometimes given a death sentence for their crimes. But we all live under a death sentence * In college a hippie t ype roomed in the same house I did. He subscribed to Time magazine, and one day when the mail came we kidded him saying, Your Time has come He became upset. But sooner or newr, for every one of us, Your time will come. Death is uncertain only in that we do not know when or how it will come. But there can be no doubt that it will come. Death is sad and fearful for many because they do not know what lies beyond. Or worse yet, they do know and are not ready to face it Sooner or later, we all must face death. What then? Science does not even try to answer this question Philosophers or religious leaders sometimes speculate that we cease to exist at death or that we will be reincarnated. But they have no proof.Here is another major question of life for which, apart from the Bible, you cannot know the real answer. The Bible Tells Us What Follows Death. Hebrews 927 It is appointed to man once to die, then comes the judgment. Jesus may come before we die but if we die first, we will be e mbossed from the dead when He returns. Either way, we will face God and be judged for our lives, good or bad. Someday, God will hold every one of us accountable for whether or not we have accomplished the purpose for which He created us. John 528,29 Ecclesiastes 1214 2 Corinthians 510 Matthew 2531-46 At.judgment, the righteous will inherit the kingdom prepared for them by God (v34). This is eternal life (v46). The wicked will go into eternal fire (v41). This is eternal punishment (v46). Romans 26-11 What determines the reward we receive? Our works. We receive wrath if we work evil and do not obey truth. We receive eternal life if we continue to work good. Our eternal destiny depends on whether or not we accomplish our Makers purpose You may ask, How do you know we dont cease to exist after death? How do you know we wont be reincarnated? How do you know we will be raised and judged? Acts 1730,31 We can know what comes after death because Someone has already died and come back to t ell us what comes after death. In fact, He will be the One to judge our lives 1 Cor. chap. 15 The resurrection of Jesus, the miracles of the Bible, and the fulfilled prophecy of Scripture are the proofs that the Bible is from God. If the Bible is from God, then we can be sure it tells us the origin and purpose of life and our destiny after life. Conclusion Since you will be judged for whether or not you have accomplished your Makers purpose, please consider further How can you receive eternal life?Romans 323 The problem we all have is that at times we have failed to do the Creators will. We are all guilty of sin (1 John 18,10). What can be done about that? The good news is that Jesus came and died to forgive your sins (Romans 56-10 623 John 316). To receive this forgiveness, you must be willing to live the rest of your life in His service Repent. Acts 228 2216 If you come to Christ believing in Him, confessing Him, and being baptized, He will forgive you and make you a new creat ure so you can have eternal life (Romans 63,4 Mark 1616 2 Corinthians 517 1 Corinthians 1558).Why continue life without investigating Gods way for your life? Suppose you are about to buy a house, but a friend promises you that he knows that house and it is in terrible shape in ways that are not obvious. Suppose he assures you that you are about to present thousands of dollars more than the house was worth. Would you ignore the friends advice, or would you investigate? In a similar way, we are advising you in love that living life apart from obedience to God may seem pleasurable and attractive, but in the end it will lead to catastrophe. Surely you need to investigate before it is too lateSomeday you will wish you had lived your life for God. If you are not living it for Him now, we urge you to find out what His will requires of you. If you already know, we urge you to obey duration you have opportunity. The Bible has the answer to the most important questions of life. There is no need to go through life wondering what it is all about. Why not find out and begin to live according to the purpose for which you were made? Note If you would like to study further about life after death, eternal destinies or other related Bible topics, we have a number of other study materials on our web site that should interest you.

Reasoning Behind U.S. Decision to Enter the Korean War Essay Example for Free

Reasoning Behind U.S. Decision to Enter the Korean state of struggle EssayIntroductionWhat determined the coup direct States to enter the one of the costliest wars in the twentieth-century is a good topic for foreign policy study. There are several(prenominal) possible explanations as to why the united States participated in the war. The most important explanation is that the western human would be in a greater affright if North Korea get the war. communistic was considered as expansionism by the White House hence, occupying atomic number 16 Korea might be a move of communistics to expand the Communist land in the world. To prevent this, the unify States needed to deter this possible bane. Another one is the United States is afraid of communist expansion. If North Korea win the war, it might case countries swinging between Communist and Democratic to become Communist. Moreover, the domestic political situation for the Truman administration at that time was cruci al in analyzing why the United States entered the war. These are the most important factors motivating America to enter the war. Despite the profits of the entry in the war, there were some reasons preventing the United States involved in the war.Because North Koreas invasion was promising backed by the USSR, if the United States failed to handle the situation properly, a innovation War III might croak this would lead to huge loss of U.S. personal and substantial financial be. Other than that, because china b coiffes North Korea and chinaware was another major Communist country, the United States incumbrance could lead to war with mainland China. In this paper, I would first analyze each major reason individually for go in the war or not intervening. afterward that, I would put the picture together to explain why the United States eventually chose to participate in the war. Reasons the United States entered the Korean WarFear of Communist ExpansionThe most important factor that influenced U.S. entry into the Korean War was the USSRs and other Communist countries ambitions to expand. After WWII, the White House had started to consider the Soviet Union as imperialist. The report the Truth of Korea implied that the United States was a free nation and the Soviet Union was intended to build a Soviet imperium slightly the world. By considering the Soviet Union as imperialist, the United States was afraid that if the United States stood aside in the Korean War, Communist countries would take further actions to expand. For instances, China would attack Taiwan, IndoChina would overthrow France and become Communist countries, and the Soviet Union would even build communist regimes in Middle East or West Europe.The worries were standardizedly to become reality un slight U.S. intervened. After WWII, the Soviet Union consolidated their power by riding horse up puppet communist governments in all countries they had liberated, omit Yugoslavia. Both force and po litics were used to keep East European countries following commands from Moscow. Based on these behaviors of the USSR on other countries, it was reasonable that the United States tagged the Soviet Union as imperialism. Facing a country with desires to control other countries, punishment was a better choice than calming according to the deterrence model. If the United States entered the war and secured independence of South Korea, Communist power would be contained. Consequently, when Communist countries were making finalitys of territorial expansion, they had to consider the cost and consequence of a war with the United States. Therefore, the intervention could contain Communist power and prevent potential wars from happening.Fear of BandwagoningThe second important reason U.S. entered the Korean War was fear of bandwagoning. It was less important than fear of Communist expansion is because bandwagoning would not directly harm U.S. interests, tho would impair the global politica l leadership of the United States. In the setting of post-World War II, the world was separated as 2 major political spheres, one Soviet-led and the other U.S.-led. The Korean Peninsula was one of the several places two the major political powers conflicting each other. Other than that, the political landscape in East Asia was towards Communist. In China, the Communist party led by monoamine oxidase Zedong just won the civil war against Jiang Jieshis government clog uped by the United States. Countries like Vietnam and Laos inclined to join the family of Communist at that time, abd overthrow French colonists. Therefore, if Communist North Korea unified the Korean Peninsula, it would make countries like Vietnam and Laos align with the USSR without hesitation.The United States was not willing to let that happen. According to historical documents, when the war just started, Truman and his advisors believed that to bumble would forfeit world leadership because of bandwagoning and Com munist expansion. Moreover, in official reports about Korea situation, concerns about Democratic power weakened if South Korea fell were raised often. In 1948s report Prospects for Survival of the Republic of Korea, the result of South Korea lost to North Korea would constitute a severe blow to the prestige and influence of the United States. As a result, the defeat of South Korea would encourage more countries to align with the Soviet Union. The report was before the war, the United States already considered the bandwagoning a severe threat to UNs influence in the world. From this perspective, in order to maintain the democratic as a stronger power in the world, the United States had strong interests in entering the Korean War.Consolidation for the Truman AdministrationThe domestic political situation for the Truman Administration was not positive before the Korean War. In 1949, the Communists in China won the civil war against the Nationalists backed by the United States. It was p ainful that White House lost an important country, China, to fabianism because the United States had invested tons of resources in the country, but in the end, the United States did not have the expected re originate. It stirred a debate of Who lost China in the United States. The public was more in favor of McCarthys opinion. McCarthyism indicated that losing China to communism was the governments fault. Based on his analysis of the civil war in China, he believed China detention China specialists at White House p administrateted Jiangs defeat, who was the top leader of the Nationalist. Therefore, at the time before the Korean War, the Truman Administration had a lot of pressure from the public due to losing China. If South Korea was defeated by North Korea, the public would strengthen their belief that losing China was a governments blunder. Hence, losing South Korea would be catastrophic to Trumans government.From the view of domestic political situation, the United States en tered the Korean War because the Truman Administration needed to prove its ability in defend democratic power before losing all trust in the public. This point was less strong than the above two was because it was hard to collect evidence to support the point. Factors preventing the United States from entering the warWar with ChinaEntering the Korean War was likely to start a war with China, one of the greatest powers in the world. From the perspective of geography, the Korean Peninsula adjoins China. If a foreign military power of the United States was close to the border of China, China would feel threatened. The worry was validated after the United States joined in the war. On June 27th, 1950, after the Seventh Fleet of the United States was sent to neutralize Formosa, Mao, the chairman of China at that time vowed Year after year unsure of when the enemy will attack us.We must repair the house before it rains. Not a long time after the vow, Mao sent his army to the Korean Penins ula. Moreover, although China just ended its civil war and badly needed time to recover from the war, China was actively expression for a chance to consolidate its status in the world stage. In 1950, most countries in the world only recognized Republic of China led by Jiang and disputed the legitimacy of Peoples Republic of China led by Mao. Therefore, Mao was eager to have a war with a strong world power to gain international recognition. The Korean War against the United States was a good opportunity for the communists to show the Maos Chinas power to the world. For this reason, China was likely to enter the Korean War if U.S. intervened.Regarding the negative results of the war, people in the United States just gained peace nobody would like to see a war between China and the United States. A war with China would lose many the United States soldiers, breakup thousands of American families and stem U.S. economy growth, hence dishonoring peoples living standards. Additionally, a war with China was also meaningless because at that time the United States did not want to defeat China, but defend South Korea.The war between China and the United States was predicable if the United States entered the Korean War. A war between China and the United states was undesirable for the reasons listed in this section. Therefore, a war with China was a big factor in not entering the Korean War. Start of World War IIIThe entry into the Korean War might lead to World War III. A possible war with China might sweep up the Soviet Union into the war. If the Soviet Union entered the war against the United States, the Eastern Europe under control of the Soviet Union would also claim war against the United States. As a result, Western Europe would likely align with the United States to contain the Communist power in the world.People all around the world just tried to recover from the aftermath of World War II. If World War III happened right after World War II, the world would be in chaos again, creating another tragedy in human beings history.The big pictureWhen the benefits outweigh the costs of a decision, one would put that decision into action. The three major benefits Unites States would have from entering the war were preventing domino effect of countries joining in Communist, constraining the ambitions of expansions/ invasions from Communist countries, and securing the domestic administration. The two major costs were an undesirable war with China and a possible start of World War III. It was hard to determine whether the benefits outweighed the costs. However, the listed costs were unavoidable if the United States did nothing in the Korean War.If the United States let South Korea fall, there would still be a war between Communist power and democratic power in the future. As analyzed in the section of fear of Communist expansion, Communist countries led by the Soviet Union inclined to expand their territories if their ambitions were not constrained. Therefore, appeasement to Communist countries was not going to stop them from behaving aggressively. Even though the United States would not participate in the Korean War, finally it was possible to be a day that the Soviet Union would eventually declare a war on the United States for further expansion. The costs would only become more of import than the costs of entering the war at that time. Hence, in order to prevent that from happening, the United States took the initiative to contain Communist power in the world.Additionally, human reserve played a factor. Truman might recklessly enter the war in order to secure his status in White House. To him, protecting his reputation and his presidency might be much more important than starting line World War III or fighting an undesired war with China. Hence, because of personal emotions, Truman would order the United States to enter the war.ConclusionThere are three major reasons encouraging the United States to enter the Korean War. From the perspective of bandwagoning, defending South Korea could win credibility for democracy power and possibly win countries swaying between Communism and Democracy. In the view of the deterrence model, entering the war could constrain the ambition of imperialism of Communism countries.Considering the domestic political condition, intervention in the Korean Peninsula could make the public turn attention to the war instead of the administrations failure in China and relieve the public pressure from the administration. On the other side, there were two important costs preventing the United States from entering the war. The first cost was an unneeded war with China. The United States would not benefit directly from fighting against China and U.S. would consume numerous resources and human power in the war. The other cost was starting World War III. The Soviet Union could declare a war on Unites States if the condition in Korea got worse.U.S. decision to entry into the Korea War was made because of two logics. First, the costs were unavoidable if the United States just watched and did nothing in the war. Communist would continue to expand and finally encounter the United States for a war in the future. At that time, the cost would only exaggerate, not minimize. Second, Truman would more likely send U.S. troops to the war field. In order to secure his administration, he needed to turn the public attention away from China and prove his ability in foreign policy. The result of the war was peace between South Korea and North Korea. decide from the result, U.S. entry into the war had a positive impact on the peninsula. However, whether the peace in the Korean Peninsula could be achieved through other ways at lower cost is worth further discussion.

Southwest Airlines Essay Example for Free

s come forwardhwestern United States airline businesss EssaySouthwest Airlines has employed unique operational strategies, incorporating labor revolutionizing methodologies, age developing and sustaining a gruelling corporate culture that has allowed Southwest Airlines to be emolumentable for a phenomenal 30 straight years and capture the Airline Industry advantage Triple Crown five years in a row from 1992 to 1996. Southwest Airlines own success threatens whether it can maintain the strong corporate culture responsible for its prosperity while growing and adding surplus routes.More pressing than the long-term strategy however were the terrorist attacks of September 11, 2001 that created uncertainty in the general environment of US economic trends and the task environment coping with smart government security regulations that challenges whether the business model Southwest Airlines was founded on take to adapt to continue to provide profits to stockholders. Southwest A irlines Organizational Structure Culture Southwest Airlines began in concept in 1967 and took its offset flights in 1971 connecting third underserved metros in Texas Houston, San Antonio, andDallas. Founding members Rollin King and Herb Kelleher pursued a strategy that focused mainly on cost-leadership (goal to make flight less expensive than control between destination points) and niche strategies (business and pleasure fliers with simple itineraries and short trips) while excessively offering differentiation (high frequency departures to destinations via point-to-point flights) that did non demand a pension from the customer. The founding strategy drove decisions that resulted in Southwest revolutionizing the industry.Although the aviation industry is considered highly technological, much of Southwests organizational design dimensions reflect conscious choices to reduce complexity, partially as a result of regulatory constraints the company faced early in its existence. So uthwest was first limited to intrastate routes when it began and sideline deregulation of the industry in 1978 Southwest was only allowed to pilot directly to adjoining states from it base at Love Field in Dallas.Southwest chose to standardize on one type of jet airliner, the Boeing 737. The choice of the 737 allowed for routinization of parts ordering, inventory control, maintenance tasks, and training, significantly reducing expenses. Southwest also chose not to incorporate the hub-and-spoke system intended to increase available seat utilization. The point-to-point route system allowed Southwest to turnaround flights much more quickly gaining greater seat utilization. opposite factors reducing complexity included the decision not to serve meals and limiting checked-in baggage on short flights. Early job descriptions in union contracts were not highly formalized ground crews, flight crews, and boarding personnel were not required to adhere to subdivision of tasks and instead were asked to do whatever else might be needed to perform the attend to get a flight off. Agents, or liaisons, with a great deal of autonomy and wide variety of resources to bear on the flight servicing process were incorporated also.Southwest broke away from the conventional boarding system of pre-assigned seats using colorful boarding passes habituated to patrons on a first-come, first-serve basis encouraging early arrival of customers and pr military issueing mediation of an accidental double assignment to a seat. In yet an opposite innovation, later on worldness kicked out of all the major ticketing and reservation systems except Sabre in 1994, Southwest created the first ticketless travel program and leveraged internet technology to pay off the first airline to establish a home page to sell tickets on theInternet. Currently Southwest Airlines management is organized as a group minimizing horizontal and vertical differentiation. In addition to founder and chairman, Herb Kelle her, the management team also includes, Jim Parker (CEO), Colleen Barrett (COO), plus three executive vice presidents responsible for trading operations (Wimberly), customer servicing (Conover), and corporate staff services (Gary Kelly).The top management members spend a great deal of time together and serve as a cross-functional team making decisions as one. Within Southwest there is minimal hierarchy of authority although the locus of power is centralized within this team. In contrast to highly vertical organizations, the team has a wide span of control since Southwest is more heavily staffed with mangers responsible for coordinating functions at the front-line direct level.Although the organizational social system and design of Southwest Airlines argon key factors to Southwests success and longevity, probably the most important factor is the culture that has been nurtured and firm established by its charismatic founder Herb Kelleher that gives Southwest Airlines its sense of identity. Throughout the organization stress has been placed on the value of family and affects everything from the way smart recruits are engage to the way union contracts are negotiated.Southwest Airlines has a very strong Club Organizational Culture that incorporates at least six-spot of the seven elements of culture innovation (first frequent flier program, ticketless flight, first Internet home page), orientation toward people (partnering with unions, acknowledgement of exceptional employees by the culture committee), results-orientation (efficiency and fastening to 15% growth strategy that maintains a strong balance sheet to manage for bad times), easygoingness (jeans for corporate attire, Texas greetings, hugs), attention to detail (winning Airline Industry Service Triple Crown 5 years in a row), and collaborative orientation (team turn-arounds, nobody saying its not my job). Clear inclination to the core values of profitability, low cost, family, fun, love, hard work, individuality, ownership, legendary service, egalitarianism, common sense, good judgment, simpli city, and altruism are expected and reinforced through solemnitys, ceremonies, symbols, and myths. Just being hired at Southwestern Airlines is a rite in itself that Kelleher once described as a near religious experience.Candidates for entry-level positions were interviewed in groups of 30 and monitored for signs of interest, concern, and empathy for the presenter. shit fliers were even included in the interview panel to ensure Southwest would hire people who fit in with the Club. Passing the six-month probationary flow is one rite of passage while being nominated to the Culture Committee was definitely both a rite of passage and a rite of sweetening providing a high amount of exposure to the corporation management and employees. Advancing to the position of operations agent is a definite rite of enhancement since it could position an employee to be a prime candidate for otherwise f ront-line management jobs.Ceremonies reinforcing the cultures and values of Southwest Airlines are the responsibility of the Culture Committee and it is tasked to create the Southwest Spirit and Culture where needed to enrich it and make it better where it already exists and to liven it up in places where it might be floundering. The annual awards banquet is the biggest companywide event of the year for which employees from all over the system are brought to Dallas and honored for their length of service. Southwest Airlines emphasis on personal relationships keeps the employee turnover rate hovering around 7%, further ensuring that graybeards are around to help enforce the values and culture of the corporation. In Dallas, at the corporate head behinds, employees find walls lined with pictures of other employees receiving awards for community service activities.The pictures serve as strong symbols that reinforce that the Southwest Airline culture inspires extra-role performance, spec ifically organizational citizenship behaviors such as altruism. No doubt the awards ceremony also provides an opportunity for many of the legends of Southwest to be told that solidify the we vs. them mentality derived from the Southwests organizational experience fighting court battles just to survive and other unique events such as organizational founder Herb Kelleher arm wrestling a competitor for the legal rights to use an advertising logo. The organizational structure and design of Southwest combined with the organizational culture that has been nurtured has served Southwester Airlines well.Southwest Airlines success is evidenced by 30 straight years of profits and being able to grow to become the fourth largest U. S. airline (in terms of domestic customers carried). However, the terrorist attacks of September 11, 2001 resulted in a dramatic drop in airline customers and the emergence of over 200 industry regulation directives in the span of 60 days. The directives had a huge i mpact on the task environment Southwest and the other airlines operate within. Almost overnight, in an effort to win back airline customers, all of Southwest Airlines competitors became low-fare carriers temporarily negating one of Southwests marketing advantages. bail issues made the handling of passengers, baggage, and other matters more complicated and time consuming. Additionally many of Southwests best customers (business travelers), who due to their brave-second arrivals at the gate, fall into the terrorist profile requiring that they be searched before being allowed to board the flight, further causing delays and threatening the validity of Southwests corporate motto, you are now free to fly about the country. Other airlines have added additional time into their flight schedules to manage perceptions of a key industry statistic that is very important to potential customers when buy a flight ticket on-time arrival percentage for the particular airline.These factors have red uced profits, almost ending Southwests string of 30 straightforward years of profit, and placed Southwest next to last amongst major US airlines in percentage of on-time arrivals. At this point management is pondering whether changes in the essential business model are necessary to protect the bottom line and increase on-time performance. Proposed Solutions Analyzing post 9/11 performance in the airline industry convinces us that Southwest Airlines business model of frequent departures, unassigned seating, point-to-point flights, equipment standardization, strong family culture, and managed growth is sound. Amongst major US Airlines only Southwest and JetBlue were profitable between first quarter 2001 and first quarter 2002.In fact, cost/seat mile for Southwest has decreased in the period and revenue should increase as the US becomes more convinced of airline security and other airlines are forced out of the low-fare segment to try and earn profits. Management may be caught up in comparing its net income to its own past performance when they should be comparing it relative to its competitors who are doing far worse. Changing the business model in an environment of uncertainty would be disastrous resulting in employee turnover (feeling they no longer fit the company), huge hiring and retraining costs, and additional costs associated with attracting a bare-ass type of customer.Southwests business model displayed its resilience and daptability, when Southwest made the decision to increase schedules, after 9/11, and to continue to add Norfolk to its inclination of an orbit of cities served. The decision allowed Southwest to increase market share in passenger miles flown from 7. 5% in first quarter 2001 to 7. 8% in first quarter 2002. Increased market share should increase revenue and profits when security regulation stabilizes and customers return to the airlines. The on-time arrival percentage is a skewed inaccurate statistic being manipulated by Southwests c ompetitors. Although turnaround times have grown from 24 to 27 minutes this is still far superior to the industry mean(a) which is twice as much.However, to ensure last minute arrivals are boarded quickly we believe Southwest should go ahead and hire or pay for additional security in the gating areas in the short-term. Eventually new security equipment, such as high resolution x-ray scanners, will be deployed upstream of the gating areas by the US government, mitigating the need for preboarding searches. Southwests employees, with their strong sense of company ownership, will serve as the alarm to tell management when the added expense of federal security agents is no longer needed in the gating areas.Adding time to flight schedules increases the likelihood that a reduction of one flight departure from each city could be necessitated at a great reduction in profit ( 56 cities X 96 passengers X 500 miles avg. flight. X $. 8 profit cents/mile = $750,000 using 2002 profit data, = $3, 494,400 using 2001 profit data of $1. 30 cents/mile). In order to continue growth, Southwest should first pursue adding the long flights, correspondent to the Oakland to Baltimore route, connecting highly serviced cities. The high seat utilization coupled with low per-flight labor costs will increase profits without requiring additional labor expenses that would be incurred if new cities were added to the service list. JetBlue is making a handsome profit on these longer flights. When the market has stabilized Southwest should once again pursue adding new cities to their service list while continuing to add longer flights.Finally the inaccurate perception by industry analysts, and potentially future customers, that Southwest service levels are declining should be aggressively attacked using one of Southwests legendary strengths, humor in advertising. The culture committee should be recruited to brainstorm advertising ideas pointing out that competitors cannot beat them in service le vels so they have to cheat to beat the system. After all, Southwest Airlines continues to be 1 in fewest customer complaints for the last twelve consecutive years. Ads could humorously depict travelers boarding competing airlines in summer vacation attire, being passed in mid-flight by hot air balloons and hang gliders, and deboarding during roseola conditions. The ending tag line would reassure current and future customers, You are still free to move about the country.

Study on the selection process

Study on the extract process consort to R.D. Gatewood and H.S. Field, employee selection is the process of collecting and evaluating information ab out(p) an individual in coiffure to extend an offer of employment. In an organization, it is the main part of over all told staffing process. This includes all the activities from Human Resource Planning, Recruitment to Retention. (By doing human resource planning, the organization projects its liable(predicate) require for personnel with incident knowledge, skills, and abilities (KSAs), and comp bes that to the anticipated availability of such personnel in the internal or external labour markets.) argument Analysis Pearn and Kandola (1993, p1) defines job psychoanalysis as a form of research and a remainsatic procedure for obtaining detailed and objective details nearly the job, task or role that allow for be performed in future or is onlinely being performed. Job analysis is the first step in the selection process of the empl oyee for a job. This is excessively known as Occupational Analysis. Job Analysis is a process of examining a job in detail. The main purpose of Job Analysis is to read and identify the duties and requirements of a particular job. It also helps us to appropriate information about the job description and person specification.http//www.hr-guide.com/data/G000.htm battalion Resourcing, Stephen Taylor, 4th edition, Pg.No.187Job Description Description which is also known as Job summary explains the role of a person and accountability. It gives the detailed description of job and its expectations. It also gives supposition about the training needs for the job and determination of pay rates to the employees. It is a jibe in enlisting and selection process.http//www.businessballs.com/jobdescription.htmhttp//www.businessbureau-uk.co.uk/personnel/recruitment/job_description.htm. heap Resourcing, Stephen Taylor, 4th edition, Pg. No. 194Person Specification It describes the need of a perso n to perform the job. Therefore, it is the basis for selecting a person who fits the job. Person specification also helps the cheek to review and re-design the job if required. It also tell us what atomic number 18 the skills the person should have to do the job in good manner.http//tutor2u.net/business/ race/recruitment_personspecification.aspPeople Resourcing, Stephen Taylor, 4th edition, Pg. No. 198Recruitment This is the process of attracting the taildidates for employment. Recruitment process involves searching for the prognosiss and selection of the candidate who is fitting for the job. In recruitment there ar more(prenominal) steps to follow from Attracting, Screening, Assessing, Short listing, Interviews, Testing and final selection.Selection Selection is the final tier in the selection process where the final candidates who are suitable for the job forget be selected. Before openhanded appointments or offers the organisation has to do the background check of t he candidate. In that they have to check the qualifications, criminal records and prior experience.Appointment Appointment is the next process where the selected candidates will be offered a job and the task to perform. If there is a need for the candidate has to take a training then the organisation has to provide training program before placing him in the job.(Reference People Resourcing, Stephen Taylor, 4th edition, Pg.No.187)SelectionOrganisations are make of people and in an age of increasingly complex technology, organisations are stating that employees are our grea exam asset (Sue Ne hale and Viv Shackleton). The job requirements of organisations vary and round people are best suited for most roles and organisations than others. Therefore, as per CIPD, it is important to have an effective recruitment and selection system which will thereby help in selecting the right person, at the right time, in the right place is crucial to organisational performance.There are several de finitions for Selection. F.W Taylor (1911), one of the earliest management writers, stressed the importance of, best man for the job. He was of the intellection that people should be selected for their particular skills and abilities which should be tested prior to the selection decision kinda than based on who they knew or who was in the queue first. harmonize to Hackett selection is come to more with predicting which candidates will make the virtually appropriate contribution to the organisation now and in the future. Gupta (2006) defines it as a process of choosing the roughly suitable persons out of all participants. Selection according to Roberts, G (2005) is the most important element in the organisations management of people. Where there is faulty selection, the organisation suffers shave of time, money and choosing the wrong candidates leading to absenteeism and labour turnover.Different selection orderologyApplication FormsThe information of the individual is collect ed systematically and presented in a reconciled format in an finishing form thereby do it easier to assess the candidates suitability for the job (CIPD). There has been a rise in the usage of application form as a basis for employment decisions. CIPD (2003) also reports that 80% of the organisations surveyed engage applications forms. opus it acted as a useful preliminary to interviews and decisions, it also do sorting of applications and shortlisting easier. According to Huczynski and Buchanan (2007), application form provides background but is also impersonal. Interviewers used this as a basis for their interviews with information from the application form being taken and improved upon during the interview.The prognostic cogency of application form is 0.2 which is a fairly low prophetical validity (Roberts, 2005). According to Gareths, the low rating is more of a reflection on the poor use of application forms. He further goes to say that if it is used to screen acquired c ompetencies, then application forms can be considered as an effective technique especially if used properly with a clear rating system.InterviewsThe individual interview is the most familiar and most normally used method of selection. It provides for face to face discussion and also provides the best opportunity for the organisation to establish a good rapport with the candidate (Armstrong, 2003). According to Pilbeam Corbridge (2006), interview is more than a selection method. It is a forum where information about the organisation and about the job is given to the candidate. There is however, more backdrop for bias if one interviewer is used. There are two classifications of interviews structured and unstructured interviews. While the predictive validity of unstructured interviews is 0.2, structured interviews have a predictive validity of 0.4. Recent studies have also shown that behaviorial interviews which are based on experience are more effective predictors of success as co mpared to situational which is based on future scenario interview (Roberts, 2005). Although, there has been research done to suggest that traditional interviews are poor predictors of performance, one of the reason as to why they are legato popular is the fact that they are cost effective (Taylor, 2002).Personality TestsPersonality tests are used mainly for management, professional and graduate jobs. CIPD (2005) states that character test can be useful as an added dimension to decision-making but only when practitioners generally use those instruments that have been rigorously developed and for which thoroughly researched validation evidence and norms are available. Taylor (2002) states that when used carefully and professionally, personality test has a useful role to play in the selection process. According to a report by IRS (1997d13), personality testing remained a stable selection procedure in the 1990s with approximately three-fifths of the organisation stating that it was use d as one of the process for selection for veritable positions.BiodataBiodata provides a highly structured method of sifting applications. It consists of demographic details like the age, sex and family circumstances, education and professional qualifications, previous employment history,Assessment oculusAssessment centres are used by organisations for various purposes like selection of candidates for jobs, for promotion and for decisions about the potential victimization of individuals over a long stay of time (Fletcher, 1991). In UK, many organisations use this method of selection especially for the recruitment of graduates (Keenan, 1997). According to Robertson (1996), assessment centres not only pick up that the organisations appoint, develop and hike up only people who are effective in their job, it also benefits the individual in terms of greater job satisfaction, good career prospects and enhanced earnings. For the organisation, this tool enables the effectiveness of the job holder to be reflected in terms of organisational effectiveness and therefore considerable financial gains.PSYCHOMETRIC TESTSWhat are psychometric Tests?The British psychological Society definition of a psychometric testa psychological test is any procedure on the basis of which inferences are make concerning a persons capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways.Who uses psychometric tests?Large, medium, and an increasing second of small firms use psychometric tests. Over 70 % of puffyr companies are flowly using psychometric tests to gather vital information from potential and current employees. More and more companies are using psychometric tests forgraduate recruitmentfiltering out candidates when there are large numbers of applicantsOver 70% of large companies use them in their recruitment process and small companies are using them increasingly.They are also used to assess existing employee s fortraining and staff outgrowth needspromotionWhat do psychometric tests stripe?Psychometric tests may euphony aptitude, personality or interestsAptitude Tests these measure how people differ in their ability to perform or carry out contrasting tasks. (these are the type you are most likely to find at the first stage of a selection process).Interest Tests these measure how people vary in their motivation, in the direction and strength of their interests, and in their values and opinions (these are less likely to be used on new graduates but are sometimes).Personality Tests these measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people (personality).Whereas aptitude tests measure your maximum performance capacity, the other tests examine typical or preferred behaviour. wherefore are Tests Used?If psychometric tests are to be useful as indicators of shifts in the demand for skills, then it is impo rtant that organisations use of tests is linked to their wish to measure the skills of prospective employees. If tests are in use for other reasons, then this would undermine their usefulness as indicators of skill demands. Do organisations in the UK make use of tests in order to measure work force skills, or have they choose tests for some other reason, or set of reasons? Here we look at the or else limited evidence available on this question. There are afew surveys which have asked organisations why they make use of tests, and there is a morespeculative literature dealing with change in test use over time. We take each of these inturn. approximately past firmness of purposes suggest that the perceive objectivity of tests, their predictive abilities, as hearty as their ability to filter out unsuitable candidates were important reasons for test use by companies and local authorities. Some quite a similar results were obtained in the IRS (1997) survey. The data show that compan ies believe the tests are valid measures of something useful, although it gives us no insight into what exactly the companies are, or think they are, mensuration through the tests. It also does not explain why there have been such sizeable changes in test use since the 1980s. In what follows we divide the current literature on changes in test use into those which concentrate on changes in the labour market, and those which focus on other possible reasons for changes in the use of tests, or indeed changes in recruitment and selection practices more generally.Why use psychometrics in an employment setting?The main advantages of using psychometric tests areObjectivity they dramatically reduce bias and personal perspective.Clarity they provide a robust framework and structure.Equality and fairness for all individuals (tests are standardised so that all individuals receive the like treatment).Increase the likelihood of being able to predict future job performance (they have a high le vel of predictive validity).The identification of training needs.Encourage employers to do thorough job analysis in order to identify appropriate skills and abilities. This helps to ensure that candidates for a position are assessed on skills only applicable to the job.What are psychometric tests used for?Some uses of psychometric tests areSelection of candidates to jobsPersonal development/identification of training needs/staff developmentCareers guidanceBuilding and developing teamsPsychometric tests have been used since the early part of the 20th deoxycytidine monophosphate and were originally developed for use in educational psychology. These days, outside of education, you are most likely to encounter psychometric testing as part of the recruitment or selection process. Tests of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion.Psychometric tests aim to measure attributes like intelligence, aptitude and personality. They provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job.Most of the found psychometric tests used in recruitment and selection make no attempt to snap your emotional or psychological stability and should not be confused with tests used in clinical psychology. However, in recent years there has been rapid growth (particularly in the US) of tests that claim to measure your integrity or honesty and your predisposition to anger. These tests have attracted a lot of controversy, because of questions about their validity, but their popularity with employers has continued to increase.Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times cabbage 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make massive use of use psychometric testing.As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers to find the best match of individual to occupation and functional environment. As a recruitment and selection tool, these tests can be applied in a straightforward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job. They can also provide management with guidance on career progression for existing employees.Because of their importance in making personnel decisions it is vital that the tests themselves are known to produce accurate results based on standardized methods and statistical principles.A psychometric test must beObjective The score must not affected by the testers beliefs or valuesStandardized It must be administered under controlle d conditionsReliable It must lessen and quantify any intrinsic errorsPredictive It must make an accurate prediction of performanceNon Discriminatory It must not disadvantage any chemical group on the basis of gender, culture, ethnicity, etc.VALIDITY rigorousness refers to the quality of a measure that exists when the measure assesses a construct. In the selection context, validity refers to the appropriateness, meaningfulness, and usefulness of the inferences made about applicants during the selection process. It is concerned with the issue of whether applicants will actually perform the job as well as expected based on the inferences made during the selection process. The closer the applicants actual job performances match their expected performances, the greater the validity of the selection process.(http//www.referenceforbusiness.com/management/Em-Exp/Employee-Screening-and-Selection.html)Face ValidityFace validity is concerned with how a measure or procedure appears. Does it s eem like a reasonable way to gain the information the police detectives are attempting to obtain? Does it seem well designed? Does it seem as though it will work reliably? different subject validity, face validity does not depend on established theories for support (Fink, 1995).Criterion Related ValidityCriterion related validity, also referred to as instrumental validity, is used to demonstrate the accuracy of a measure or procedure by comparing it with another measure or procedure which has been demonstrated to be valid.For example, imagine a hands-on driving test has been shown to be an accurate test of driving skills. By comparing the scores on the written driving test with the scores from the hands-on driving test, the written test can be validated by using a criterion related strategy in which the hands-on driving test is compared to the written test. get ValidityConstruct validity seeks agreement between a theoretical concept and a specific measuring device or procedure. F or example, a researcher inventing a new IQ test might spend a great deal of time attempting to define intelligence in order to authorise an acceptable level of construct validity.Construct validity can be broken down into two sub-categories Convergent validity and discriminate validity. Convergent validity is the actual general agreement among ratings, gathered in reliantly of one another, where measures should be theoretically related. Discriminate validity is the lack of a relationship among measures which theoretically should not be related.To understand whether a piece of research has construct validity, three steps should be followed. First, the theoretical relationships must be specified. Second, the empirical relationships between the measures of the concepts must be examined. Third, the empirical evidence must be interpreted in terms of how it clarifies the construct validity of the particular measure being tested (Carmines Zeller, p. 23). suffice ValidityContent Validity is based on the extent to which a measurement reflects the specific intended domain of content (Carmines Zeller, 1991, p.20).Content validity is illustrated using the following examples Researchers aim to study mathematical learning and create a survey to test for mathematical skill. If these researchers only tested for multiplication and then move conclusions from that survey, their study would not show content validity because it excludes other mathematical functions. Although the establishment of content validity for placement-type exams seems relatively straight-forward, the process becomes more complex as it moves into the more abstract domain of socio-cultural studies. For example, a researcher needing to measure an attitude like self-esteem must decide what constitutes a relevant domain of content for that attitude. For socio-cultural studies, content validity forces the researchers to define the very domains they are attempting to study.RELIABILITYReliability is the exten t to which an experiment, test, or any measuring procedure yields the same result on repeated trials. Reliability is concerned with the accuracy of the actual measuring instrument or procedure.( http//writing.colostate.edu/guides/research/relval/pop2a.cfm)Equivalency ReliabilityEquivalency reliableness is the extent to which two items measure undistinguishable concepts at an identical level of difficulty. Equivalency dependability is determined by relating two sets of test scores to one another to highlight the degree of relationship or association. In quantitative studies and particularly in experimental studies, a correlation coefficient, statistically referred to as r, is used to show the strength of the correlation between a dependent variable (the subject under study), and one or more independent variables, which are manipulated to determine effects on the dependent variable. An important amity is that equivalency reliableness is concerned with correlational, not causal, rela tionships.For example, a researcher studying university English students happened to notice that when some students were studying for finals, their holiday obtain began. Intrigued by this, the researcher move to observe how often, or to what degree, this these two behaviors co-occurred throughout the academic year. The researcher used the results of the observations to assess the correlation between studying throughout the academic year and shop for gifts. The researcher concluded there was poor equivalency reliability between the two actions. In other words, studying was not a reliable predictor of shopping for gifts.Stability ReliabilityStability reliability (sometimes called test, re-test reliability) is the agreement of measuring instruments over time. To determine stability, a measure or test is repeated on the same subjects at a future date. Results are compared and correlated with the initial test to give a measure of stability.An example of stability reliability would be the method of maintaining weights used by the U.S. Bureau of Standards. Platinum objects of fixed weight (one kilogram, one pound, etc) are kept locked away. Once a year they are taken out and weighed, allowing scales to be reset so they are weighing accurately. Keeping track of how much the scales are off from year to year establishes a stability reliability for these instruments. In this instance, the platinum weights themselves are assumed to have a perfectly fixed stability reliability.Internal ConsistencyInternal consistency is the extent to which tests or procedures assess the same characteristic, skill or quality. It is a measure of the precision between the observers or of the measuring instruments used in a study. This type of reliability often helps researchers interpret data and predict the value of scores and the limits of the relationship among variables.For example, a researcher designs a questionnaire to find out about college students dissatisfaction with a particula r textbook. Analyzing the internal consistency of the survey items dealing with dissatisfaction will reveal the extent to which items on the questionnaire focus on the notion of dissatisfaction.Interrater ReliabilityInterrater reliability is the extent to which two or more individuals (coders or raters) agree. Interrater reliability addresses the consistency of the implementation of a rating system.A test of interrater reliability would be the following scenario Two or more researchers are observing a high school classroom. The class is discussing a movie that they have just viewed as a group. The researchers have a sliding rating scale (1 being most positive, 5 being most negative) with which they are rating the students oral responses. Interrater reliability assesses the consistency of how the rating system is implemented. For example, if one researcher gives a 1 to a student response, while another researcher gives a 5, obviously the interrater reliability would be inconsistent. Interrater reliability is dependent upon the ability of two or more individuals to be consistent. Training, education and monitoring skills can enhance interrater reliability.There can be validity without reliability if reliability is defined as consistency among independent measures. Reliability is an cyclorama of construct validity. As assessment becomes less standardized, distinctions between reliability and validity blur. (Moss, 1994)The two most important and fundamental characteristics of any measurement procedure are reliability and validity. (Michael J. Miller, Ph.D.) (http//www.michaeljmillerphd.com/res500_lecturenotes/Reliability_and_Validity.pdf)From the above explanations by the authors it is clear that both validity and reliability is important aspect in the selection process where they rely on one other thing. It is also possible that there can be reliability without validity if the reliability is consistent in certain aspects.VALIDITY IN SELECTION METHODSThe attainme nt of validity depends heavily on the appropriateness of the particular selection technique used. Validity means the truthfulness of the test. We should use some test to know whether our selection process is valid or not. A firm should use a selection method that is reliable and accurate in measuring the needed qualifications of an employee. The reliability of a measure refers to its consistency. Reliable evaluations are consistent crossways both people and time. Reliability is maximized when two people evaluating the same candidate provide the same ratings, and when the ratings of a candidate taken at two different times are the same. When selection scores are unreliable, their validity is diminished. Some of the factors affecting the reliability of selection measures areEmotional and physical state of the candidate For example if the candidate is in tensed mood where he is not able to perform well in the interview then he may be not selected for the job.Lack of rapport with the a dministrator of the measure If the candidate and the administer is not communicate well then there will be a business which will affect the reliability.Inadequate knowledge of how to respond to a measure If the candidate is illiterate or he dont know anything about the job or role.Individual differences among respondents Each and every individual is different from others. If the administer uses the same technique for every individual then it will not be giving the same result expected.Question difficulty If the interviewer is not clear in what he is doing then the reliability of the process is failed.Length of measure If the length of measure is too long then there will be a conflict in the reliability and validity in selection process.The Validity of TestsWhile the immediate causes of test use may include a variety of factors internal and external to the company, the adoption of formal tests for selection rests on the belief that they provide reliable and valid information about a variety of relevant characteristics. Do the tests predict job performance i.e. do those who score well in psychometric tests go on to do well in the job? There is compelling evidence from the research literature that cognitive ability tests are successful in predicting performance. There is a long history of investigation of this topicamongst psychologists and a great deal of evidence had accumulated on the predictive powerof measures of general intelligence, for example in Ghisellis (1966) well-known study.However, until about twenty-five or thirty years ago there was an apparent tendency for different measures to vary enormously in their predictive power, implying that the validity ofa given measure was highly sector and indeed firm specific. This perception has now changed collectible largely to the work of Schmidt and Hunter (1998) who conducted meta-analytic studies which demonstrated the underlying consistency in this set of work. Schmidt and Hunter showed that the apparent variability was in fact largely the result of sampling error (deriving from small sample sizes) along with a number of other measurement artefacts. Cognitive tests were confirmed as good predictors of performance across a very broad range of jobs. The predictive validity of personality testing is more controversial. There has been a good deal of debate about whether personality measures are valid predictors, with some commentators suggesting that reported correlations in this field could be of little value, or even entirely spurious (Blinkhorn and Johnson, 1990). Meta-analysis has given some support to the use of personality tests in recruitment and selection. Tett et al (1991) conducted a meta-analytic review of 494 studies in this field, and found significant correlations between personality scales and measures of job performance. Unlike the case of cognitive ability measures, however, there is no unifying g factor for personality measures, so that careful attention has to be paid to the relevant characteristics for each type of job. Indeed Tett et al found that studies which were confirmatory i.e. had clear prior hypotheses about the traits likely to be relevant for particular occupations obtained much higher(prenominal)(prenominal) validities than studies which were exploratory or data-driven. Studies that made use of job analysis so as to be clear about which characteristics were required for the job also obtained higher validities than those which made no use of job analysis.Growth in test use seems to have taken off at some point in the 1980s. By the late 1980s and early 1990s, researchers were beginning to discern substantial shifts in companies selection techniques. Shackleton and Newell (1991), comparing their survey results with those of Mabey five years previously, reported what they felt up was an encouraging trend towards higher proportions of companies making use of more reliable and valid methods of selection. Since then surveys have continued to suggest that more organisations have adopted psychological testing. In the main, it is large organisations which have chosen to use tests.Psychometric testing is not unknown in smaller organisations, but they tend to be deterred bythe costs of the tests and the low numbers of vacancies which they have. There are now a wide range of tests on the market, and new products are being introduced all the time. These may be completely new products, or up-dates of well established tests. Some tests measure broad skills while others are more narrowly center on particular occupations, whether managerial, technical, or manual. There are tests of cognitive ability, literacy and numeracy skills, as well as personality questionnaires designed to assess softer, people-oriented competencies.The costs of tests are quite substantial, and suggest that employers which use them arelikely to be drawing on them for a clear purpose, rather than just responding to some passing management fad. The rather limited survey evidence available on why tests are used does show that prediction of job performance is an important factor, as well as the perceived objectivity of the tests.Because most surveys are relatively small-scale, and only make very broad distin

Apprentices, Planters and Special Magistrates 1834 -1838

Apprentices, Planters and Special Magistrates 1834 -1838Introduction The Apprenticeship System was intended to provide a undisturbed transition for the ex-enslaved into freedom after Emancipation was declared. It also ensured an adequate supply of labour for Planters during the period it lasted.1 The newly made Apprentices were separated into two groups the Praedials who were to work 6 years in the fields and the Non-Praedials who were to work 4 years domestically.2Apprentices were supposed to learn new skills such as budgeting and saving. Planters on the other hand, were expected to say new technologies and get accustomed to paying wages. Special Magistrates were employed to make sure that the planters obeyed the laws and the ex-enslaved were protected. The system was implemented in British Guiana, Trinidad and Jamaica. However, Antigua and Bermuda did non implement it.3The take of this study is to examine the views of the Apprentices, Planters and Special Magistrates as they re call the Apprenticeship System during the time period, 1834-1838. It is necessary to research this topic because it needs to be examined more in erudition as it is not widely researched. One can obtain valuable insight from the different perspectives of the Apprentices, Planters and Stipendary Magistrates in this case.Apprentices The Apprenticeship System was not everything like what freedom should cave in felt like. Although it was supposed to be a transitional for many ex-enslaved it ended up being nothing more than a further period of bondage. At first they were happy in 1834 when Emancipation was granted, but later on they became conf apply and upset when they realised that their new freedom came with terms and conditions to abide by just as if it were enslavement continued.Apprentices did not understand this system which led to instances of protest. From time to time short strikes occurred and acts of sabotage just as during the enslavement period4. For example, in Jamaica. pot Graskell of Mt.Sinai was found guilty of insubordination and attempting to get other apprentices to resist5.These actions taken by the Apprentices showed that they were unhappy with the Apprenticeship system.Even though the Apprentices were supposed to be paid for any additional hours of work other than the 40 hours they had to complete each week, Planters continued to frustrate them by tying wages to the rent of huts and they often took advantage of the Apprentices by making them work the extra hours for no pay as they knew that the Apprentices did not have the knowledge to calculate how long they worked and if they were getting paid accurately. Apprentices were in a weak position which did not enable them to bargain with Planters about the conditions of their employment.6 Aside from this, Planters also punished the Apprentices by using one of the harshest punishments, the treadmill which was carried out in workhouses.7 The Apprentices were quite confused when they received t hese horrible punishments and faced these frustrations because they were supposed to be treated as free men and employees. This clearly did not happen.Figure 1 Apprentices on the Treadmill Digital Image.GeorgetownsvgrevisitedN.p., n.d.Web.http//www.georgetownsvgrevisited.co.uk/resources/Sugar-Plantations-In-South-America.jpg?timestamp=1442850837171Plantocracy The whole idea of the Apprenticeship System was upsetting to planters, because their properties (the Africans) were granted their freedom. The planters were disgusted by the Apprentices and they did not view them as people who should be granted their freedom. Even though planters were compensated, this did not stop them from extracting as much labour as possible from the ex-enslaved before full freedom set in. They time-tested to exercise their usual power over the now freed people. This was especially done as they had the right to decide if an apprentices work was satisfactory or not. Even though the Emancipation Act forbade physical punishment on the plantation, it ordered each colony to set up workhouses8 to carry out punishments there. The workhouses were dominantly controlled by the planters nonetheless.When planters discovered that apprentices would sell produce from their provision grounds or work on other properties for income, they tried to stop it by all means. If the Apprentices were making their own money they would forfeit this control that the Planters had and the Planters did not want this. They started giving Apprentices forgetful quality provision grounds closer to their plantation or in the case of an Apprentice forever having their own provision ground the planters made it difficult for them by cutting down fruit trees or forbidding apprentices to have livestock.9 Planters also refused to pay blank wages after the 40 hours, or pay the wages on time. The vagueness of the Act allowed the Plantation Owners to manipulate the terms and conditions to their benefit and made the Apprent ices suffer.The Special Magistrates The colonial Office attempted to see that the Apprenticeship System was being carried out fairly so they sent Special Magistrates to the Caribbean. They were supposed to protect the rights of the former enslaved and settle disputes in the midst of employers and labourers. Many of the Magistrates were either retired British army officials or were civil servants.10However, the ratio of Special Magistrates to Apprentices was small, therefore this left the Magistrates with a lot on their hands. Their job was highly exhausting as they had no money and worked under poor conditions.A Special Magistrates salary was insufficient and they unflustered had to provide their own housing, food and locomotion expenses11. As a result of this, many Magistrates were forced to take bribes from Planters such as accepting meals and lodgings, often the night before a Magistrate had to listen to an apprentices explosive charge against a planter. This was not fair to the Apprentices as the Magistrates opinions were bias and they were automatically on the side of the planter. Even if there were Magistrates who wanted to help they could not as they did not have the resources to do so.Fortunately, there were still a few Magistrates who carried out their jobs well and went out of their way to help apprentices and investigating their complaints, often risking their lives. For example, John Bowen Colthurst,Captain crowd together Grady, William Oldery and William Ramsey.12 According to historian, W L Burn, a good magistrate was one who tolerated neither undue laziness on the leave-taking of apprentices nor undue severity on the part of the masters kept their districts in order, tried to work with the governor and (while courting neither the favour of the planter nor that of the negrophilists).13Conclusion The Apprenticeship System failed as it was plagued by poor labour relations as Planters intended to keep their traditional power and racial domina nce over the Apprentices. It also failed as a British parliamentary Committee recommended that workhouses be taken away from local magistrates due to evidence reports sent by the Special Magistrates in 1837.14 The planters had mixed reactions to the ending of the system. Some still wanted the system to run its full course while others wanted it to end mainly because they no longer wanted to have the expenses of providing for the Apprentices. As expected, the Apprentices were quite happy that the system was ended. On August 1 1838, laws were passed to prematurely end it15. At the end of Apprenticeship everyone was freed wether they were a praedial or non-praedial.Figure 2 A concourse for the listening of the Governor reading the proclamation of the end of the Apprenticeship in the Spanish Town main square, Jamaica, 1838Digital Image. Jamaican Echoes.1 Dookhan, Isaac. Pre-Emancipation of the West Indies. Longman Group UK Ltd.1988. p.942 http//scholar.library.miami.edu/emancipation/c ulture2.html3 Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 p.94 Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006 p.115 I bid.6 Dookhan, Isaac. Pre-Emancipation of the West Indies. Longman Group UK Ltd.1988. p.937 Claypole, William and John Robottom. Caribbean History Foundations Book 1, Pearson Education Limited, 2009. Pg.1758 Extracts from the journal of a special magistrate in Barbados showed how the workhouse was used to control apprentices who worked less hard than the overseer demanded or who challenged a planter.9 Claypole, William and John Robottom. Caribbean History Foundations Book 1, Pearson Education Limited, 2009. Pg.17810 Claypole, William and John Robottom. Caribbean History Foundations Book 1, Pearson Education Limited, 2009. Pg.17511 The sign salary of a Special Magistrate was 30 0 but this was seen as inadequate and it was then moved up to 450.12 Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006Pg.1313 Beckles McD, Hilary, and Verene A Shepherd, Freedoms Won Caribbean Emancipations, Ethnicities and Nationhood. Cambridge University Press.2006Pg.1414 Claypole, William and John Robottom. Caribbean History Foundations Book 1, Pearson Education Limited, 2009. Pg.17815 I bid.

Dell Computer Supply Chain Management Essay -- Business Management

Dell Computer Supply Chain Management Table of circumscribeExecutive Summary 3Focus of the Proposal 4Research and AnalysisDells Competitive Advantage 6Dells IT Tools 9Dells Business Model14Dells IT Infrastructure18Our Recommendations&nbs... ...bsp http//www1.us.dell.com/content/topics/global.aspx/corp/michael/en/welcome?c=us&l=en&s=corp&ck=mn.Dell courts customers online. Industry Week. April 3, 2000, Retrieved, April 4, 2004.Dell.com. Internet World. May 15, 2001, Retrieved, April 6, 2004.Dell speeds web site hosting setup, expands option lower prices, availablenessof PowerApp servers broadens DellHost services. Edge Work-Group Computing Report. May 22, 2000, Retrieved, April 5, 2004.Dell selects Altiris recover solution to provide desktop and notebook customerswith integrated backup and disaster recovery. EDP Weeklys IT Monitor.August 18, 2003, Retrieved, April 5, 2004. natural Servers Dell defines a new combination of power and value with PowerEdge1300 workgroup server. EDG E Work-Group Computing Report, Retrieved, April 6, 2004.

warriors of god :: essays research papers fc

Warriors of God by James Reston Jr. is a non-fictional view of the third crusade. This particular crusade spanned from 1187-1192, containing galore(postnominal) low-spirited battles and a lot of intense moments between Islam and Christianity. Reston supplies the reader with a little background to the third Crusade when he talks about the first Crusades occurrent since 1095. Reston gives a fairly impartial view of this holy war. He discusses the battles, politics, and emotions of the Crusade as an outside party and if he takes any side at every it is with the Muslims. He often speaks badly of King Richard and he speaks well of Saladin, the sultan. He portrays Richard as a greedy, anti-Semite, who is intolerable of other religions, while he shows Saladin as loose to the Jews, reasonable, and an overall good leader. Reston wrote this book mostly to inform readers about the third Crusade but also to add some of his own insights. His thesis was a little unclear but he stated that th e Crusades were the most violent event in history all the way up to Hitlers rein. Reston did a good job in proving this when he told of battles and then analyzed them. He told of a time when King Richard had twenty thousand Muslims executed and when Saladin had Reginald of Chatillon beheaded on with many other Christian prisoners. Reston is a well established writer, his most famous work being Galileo. Reston made a very extensive bibliography with many primary and secondary sources. He had about forty-five primary sources and about ninety secondary sources so I would say that he is now an self-confidence on the third Crusade and probably all of them for that matter. Saladin says straight out in this historical book that Richard the Lionheart, King of England is a homosexual. This has been debated and so one in truth knows for sure one way or another so to call him an unquestionable homosexual is a little unusual. Reston says that Richard was gay with his childhood friend who in the future would rule France, Phillip Augustus. This relationship would later come into play in the book when they have to work side by side to overthrow the Islamic Empire.The way that Reston told the story in Warriors of God was very well done. He would tell a chapter from Richards point of view and then one from Saladins.