Sample Essay on Capital Punishment

Sample Essay on Capital PunishmentWriting a sample essay on capital punishment is not that difficult if you know how to use a wide variety of different resources. You can find a lot of sources online that you can use to help you write a good essay that is based on the topic of this article. You can use free writing samples for this particular topic to help you get a feel for the process that you will need to go through in order to write your own essay.In some cases, this information may be required because of a requirement for student information or class credit. You can often find this information online as part of an assignment that you may be assigned. While you may find the essay sample of this topic very useful in terms of being able to write a short essay, you may also find that this sample assignment is very similar to the essay you will be required to write for your class. This is very important to remember.To be able to write an effective essay on this topic, you need to mak e sure that you are clear and concise when you are writing the essay. The same goes for your essay writing. If you are unclear about what you are writing, you are more likely to come up with an essay that is very confusing to read. Using a sample essay as a guide is helpful, but it is still possible to come up with a confused and very long essay that is full of grammatical errors.However, this is still very helpful in terms of helping you make sure that you are using the correct vocabulary in your essay. In addition, a sample essay on this topic will be a lot easier to read when you are familiar with the topic. By reading it from beginning to end, you will be able to get a sense of what to say and what to avoid saying in this situation.Using a sample essay on this topic is just one of the many ways that you can learn how to write a convincing essay. You can also look for some of the best quality essays online. When you do this, make sure that you are going through them slowly so tha t you can get a feel for how to go about writing the essay. Also, keep in mind that a good essay will contain good writing and good argument.You should first have a brief outline of what you are going to write before you begin writing. This outline will help you get a better idea of what the essay is going to include. It will also help you see where you are going wrong when you write your essay. A good outline can even help you find things you may have missed while you were writing the essay.Don't forget to use good advice for writing the essay. This can be found online. If you are not sure where to start, you can check out some writing tips and a variety of other advice sites that can help you write a very convincing essay. After all, a good essay will do just as well in college or high school as it will in the law school application.Remember that it is not impossible to write an essay on this topic. There are a lot of ways that you can go about writing this important essay. So, ta ke the time to do your research and make sure that you are able to come up with a strong essay that is both persuasive and interesting.

Symbolism in Hawthornes Young Goodman Brown Essay examples

Nathaniel Hawthorne’s tale, â€Å"Young Goodman Brown,† is rich in symbolism, as this essay will amply illustrate. Hugo McPherson in â€Å"Hawthorne’s Use of Mythology† explains how the author’s â€Å"inner drama† may be expressed in his symbolism: The imaginative foundation of a writer’s work may well be an inner drama or ‘hidden life’ in which his deepest interests and conflicts are transformed into images or characters; and through the symbolic play of these creations, he comes to ‘know’ the meaning of his experience; the imaginative structure becomes a means of reaching truth. . . . he lives ‘a life of allegory,’ and each of his works expresses one facet or another of the total structure. . . .heart-leading symbol. [The Heart became]†¦show more content†¦. . † (15). 3. Q. D. Leavis in â€Å"Hawthorne as Poet† states that â€Å"the relevant point is that Young Goodman Brown is Everyman in seventeenth century New England† (35). And what is Salem village symbolic of? It was â€Å"the center of the witchcraft delusion, in the witching times of 1692, and it shows the populace of Salem Village, those chief in authority, as well as obscure young citizens like Brown, enticed by fiendish shapes into the frightful solitude of superstitious fear† (Abel 133). To have so much symbolism in the very opening sentence of the tale is almost too much for the human mind. Examining the second sentence of the short story, we see: â€Å"And Faith, as the wife was aptly named, thrust her own pretty head into the street, letting the wind play with the pink ribbons of her cap, while she called to Goodman Brown.† What do the pink ribbons signify? 1. â€Å"The ribbons are in fact an explicit link between two conceptions of Faith, connecting sweet little Faith of the village with the woman who stands at the Devil’s baptismal font. We can legitimately disagree about the meaning of this duality; the fact remains that in proposing that Faith’s significance is the opposite of what he had led the reader to expect, Hawthorne violates the fixed conceptual meaning associated with his character. . . .They are part of herShow MoreRelated The Symbolism of Hawthornes Young Goodman Brown Essay2725 Words   |  11 PagesThe Symbolism of â€Å"Young Goodman Brown†Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚   Nathaniel Hawthorne’s short story, â€Å"Young Goodman Brown,† shows the reader the author’s power as a symbolist.    Frederick C. Crews in â€Å"The Logic of Compulsion in ‘Roger Malvin’s Burial’† explores the symbology that prevails in Hawthorne’s best short stories:    . . . I chose this one tale to analyze because it illustrates the indispensability, and I should even say the priority, of understanding the literal psychological dramasRead More Symbolism in Hawthornes Young Goodman Brown Essay2380 Words   |  10 PagesSymbolism in Young Goodman Brown  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚      Edmund Fuller and B. Jo Kinnick in â€Å"Stories Derived from New England Living† state: â€Å"Hawthorne’s unique gift was for the creation of strongly symbolic stories which touch the deepest roots of man’s moral nature† (31). It is the purpose of this essay to explore the main symbolism contained within Nathaniel Hawthorne’s tale, â€Å"Young Goodman Brown.†    Stanley T. Williams in â€Å"Hawthorne’s Puritan Mind† states that the author was forever â€Å"perfectingRead MoreAmbiguity And Symbolism In Hawthornes Young Goodman Brown1952 Words   |  8 Pagespeople. The short story called Young Goodman Brown is a good example of how people are trapped in this war and gives a somewhat description of what it could be like in a losing fight against evil. The message of the story is that everyone has a dark nature in them somewhere, whether it can be triggered by something traumatic, or by their surroundings as they grew up to adulthood from only knowing that. The premise of the story is mostly about how Goodman Brown leaves Salem village to undergoRead MoreAllegory And Symbolism In Hawthornes Young Goodman Brown728 Words   |  3 PagesIt is hard to read beyond the third paragraph of â€Å"Young Goodman Brown† without finding allegory and symbolism. The opening seems realistic--Goodman Brown, a young Puritan, leaves his home in colonial Salem to take an overnight trip-- but his wifes name, â€Å"Faith,† immediately suggests a symbolic reading. Before long, Brown’s walk into the dream-like forest seems like an allegorical trip into evil. The idea that Hawthorne shows by this trip is that people are attracted to sin through temptation whichRead MoreSymbolism in Nathaniel Hawthornes Young Goodman Brown Essay468 Words   |  2 PagesSymbolism in Nathaniel Hawthornes Young Goodman Brown Nathaniel Hawthornes Young Goodman Brown is full of symbolism throughout the story. Perhaps the most interesting examples of symbolism include the title character, Young Goodman Brown, as well as his wife, Faith, and the woods that Young Goodman Brown enters on his journey. Included are many allusions to Christianity and also to evil and sin. These references are expressed mainly through characters and settings in the story. TheRead MoreAllegory and Symbolism in Nathaniel Hawthorne’s â€Å"Young Goodman Brown†1203 Words   |  5 PagesNathaniel Hawthorne’s â€Å"Young Goodman Brown† is an excellent example of the use of allegories and symbolism as a form of satire on Puritan faith. According to Frank Preston Stearns, author of The Life and Genius of Nathaniel Hawthorne, â€Å"Hawthorne may have intended this story as an exposure of the inconsistency, and consequent hypocrisy, of Puritanism† (Stearns 181). Throughout the story of â€Å"Young Goodman Brown,† Hawthorne tries to infuse as many symbols and allegories as he can to enhance the overallRead More Symbolism in Nathaniel Hawthornes Young Goodman Brown Essay1278 Words   |  6 PagesSymbolism in Nathaniel Hawthornes Young Goodman Brown   Ã‚  Ã‚  Ã‚  Ã‚  Nathaniel Hawthorne utilizes symbolism throughout his short story Young Goodman Brown to impact and clarify the theme of good people sometimes doing bad things. Hawthorne uses a variety of light and dark imagery, names, and people to illustrate irony and different translations. Young Goodman Brown is a story about a man who comes to terms with the reality that people are imperfect and flawed and then dies a bitter death from the enlightenmentRead More Symbolism in Hawthornes Young Goodman Brown Essay example2781 Words   |  12 PagesIn Nathaniel Hawthornes Young Goodman Brown the use of symbols contributes to the development of the storys plot. Symbolism is used as a means to uncover the truth about the characters. The author, in an attempt to manifest the moral aspects of his society, uses many kinds of symbols to support his points. When analyzing an allegory like Young Goodman Brown, the reader must realize that the story is in its entirety, a symbol. Hawthorne, through his writing is trying to convey the contradictingRead MoreSymbolism and Allegory in Hawthornes Young Goodman Brown Essay2297 Words   |  10 Pages   Ã‚   The main characters in Hawthornes story Young Goodman Brown are Goodman Brown, his wife Faith and the stranger who accompanies Goodman Brown in the forest. At the beginning of the story Brown is bidding his wife, Faith farewell at their front door. Taking a lonely route into the forest, he meets an older man who bears a fatherly resemblance to both Brown and the Devil. Later that night Brown discovers to his amazement, that many exemplary villagers are on the same path including, GoodyRead More Essay on Symbols, Symbolism, and Allegory in Hawthornes Young Goodman Brown726 Words   |  3 PagesSymbols, Symbolism, and Allegory in Hawthornes Young Goodman Brown Symbolism is a literary technique that is used to clarify the authors intent. Sometimes it is used to great effect, while other times it only seems to muddle the meaning of a passage. In Young Goodman Brown, Nathaniel Hawthorne uses objects and people as symbols to allegorically reveal his message to the reader. Nathaniel Hawthorne uses different people as symbols throughout Young Goodman Brown. The largest symbolic

Performance Management of Lawyers Staff-Free-Samples for Student

Question: Discuss about the Performance Management of lawyers Staff working at the Attorney General Office (AGO). Answer: Introduction Performance management has been a major part of the business strategy of the organizations in the contemporary organization. The performance management system mostly includes the employee development and the performance appraisals which are two of the significant concerns of the human resource departments. However in reality most of the organizations suffer from several flaws in this department, where the managers and the employees lament regarding their ineffectiveness on a regular basis. In a recent survey in Australia, around forty percent of the entire employees stated that the systems in their organizations had established clear goals regarding their performance within the organization, generate sincere feedback or utilized the technological advancements for helping the employees in improving their performance (Van Dooren, Bouckaert. and Halligan2015). In most cases the management system of the organizations indicate the performance management system has been designed poorly, ho wever, not only the poorly designed processes and tools cause complicatedness, it is also due to the fact that in most of the organizations, the performance management system is personal and it is quite a threatening procedure for the employees and the managers. Similar thing has happened in the chosen organization where the managers are not informing the employees regarding their poor performance as they themselves know that the employees are not happy with their job. There are numbers of organizations where the managers do not provide honest feedback and have discussions with the employees due to their fear of damaged relationship within the organization as they mostly count on these individuals for completing the work (Buckingham and Goodall 2015). This report will trigger this very issue of performance management of the staff lawyers who are working at the Attorney General Office (AGO). This study will also demonstrate the relevant theories and models on this issue and after dra wing necessary sources for analyzing the issue, this essay will also recommend the possible changes that can be made within this organization. Concept of Performance Management According to Seuring and Gold (2013) the term performance management refers to the continuous process of identifying, measuring and developing performance in organizations by linking each individuals performance and objectives to the organizations overall mission and goals. It is an ongoing procedure that includes an infinite procedure of setting fixed objectives and goals for the employees, observing their performance and giving and at the same time receiving feedback and providing necessary coaching to the underperforming employees. Van Dooren, Bouckaert. and Halligan (2015) states that, The performance management also needs the managers to make sure that the outputs and activities of the employees are congruent with the goals of the organization. At the same time, the entire procedure of performance management also requires to gain a competitive advantage for the organization. Therefore it creates a direct connection between the organizational goals and the employee performance al ong with making the contribution of the employees explicit to the organization (Mone and London 2014). It should also be labeled that there is a slight difference between the performance appraisal and the performance management. A performance appraisal system only includes the evaluation of individual employee at least once in a year without making any effort of providing honest feedback about their performance within the organization and mentoring the underperforming employees. However, the performance appraisal is a significant part of the performance management procedure, but it is not the whole system. The performance management also includes creating transparent job descriptions and the plans for employee performance along with the performance indicators (Buckingham and Goodall 2015). It basically sets the platform for the employees for getting rewarded by aligning the objectives and mission of the organization with the individual accomplishments of the employees. Figure 1: Performance Management System Source: Buckingham and Goodall 2015 Relevant Theories of Performance Management There are numbers of motivational theories which are utilized for improving the performance management. Goal Setting Theory, Expectancy theory, Social Cognitive Theory, Control Theory are the major ones that are used for the performance management within the organization. The theories are discussed below: Goal setting theory This theory states that the willingness of working towards accomplishing the goals is the primary motivation of the job. This theory includes two of the main eventualities, those are: Self efficiency and Goal commitment. The self efficiency is the faith and self confidence of the individual employees that he or she has the required potential to perform certain task. This theory also presumes that the employee requires being committed towards the goal for not leaving in midway (DeNisi and Smith 2014). Specific and difficult goals will lead the employees to the higher performance compared to the nonspecific vague goals. In the chosen organization, it can be seen that around 80% of the employees do not meet their deadlines and target. This may be because of the reason that they do not have specific goals. Therefore they are not at all committed towards their goals either. Figure 2: Goal Setting Theory Source: DeNisi and Smith 2014 Control Theory This theory deals with the behaviors of the inputs and the modification of the behavior with the help of feedback. The primary objective of the theory is controlling the system while the output of the system is the desired signal of the control. Therefore this theory can be referred as the cybernetics or the feedback controls (De Waal 2013). It can also be described in the self regulating terms where the ongoing procedure is aimed at the reduction of the discrepancy standard of the behavior and the impacts of the actual behavior. In Attorney General Office (AGO), the employees are never given feedback from the higher management. Even if there are poor performers, the management taken no actions for them as well. This has affected the well performing employees to a great extent. Figure 3: Control theory Source: De Waal 2013 Social Cognitive Theory This theory entails to the theoretical perspective where the learning is done by observing. This theory is mostly grounded by the few basic assumptions. Firstly, this theory says that the learners can acquire the knowledge and behavior by observing a model where the model can be considered as the senior employee. According to Pollitt 2013 this theory also says that the learning is also an internal procedure which may or may not turn into a behavior because it will not occur right away. However the behavior can be goal directed as well. Therefore it can be said the motivation of learning is influenced by the three major factors, the thoughts of performer, the work environment and the performance of the individual. Therefore, strong performance of the employees will require more positive beliefs of efficacy. In Attorney General Office (AGO), the employees do not get any model to look up to, rather around 80% employees are not happy with their jobs. They also do not have any integrated performance appraisal. This can be the primary reason for employees leaving the organization after a certain point of time. Figure 4: Social Cognitive Theory Source: Pollitt 2013 Other than these theories, the concept of Henry Fayol has influenced several organizations to shape their work methods. Fayol has stated that there are five elements in the management. Those are: Planning: Setting the aims and objectives and the policies, strategies and procedures for achieving them. Organizing: Setting the jobs for achieving the objectives. Along with that, task allocation to the individuals or the groups for empowering the employees who are responsible for the specific jobs (Van Dooren, Bouckaert. and Halligan 2015). Commanding: Instructing the employees for carrying out the task. Coordinating: Making sure that there is only one shared and common approach for all the groups for meeting the objective and aim of the organization. Controlling: Making sure that the performance of each individual fits to the plan and it can also be corrected wherever it is necessary (Budworth, Latham and Manroop 2015). These five management theories are still relevant in the contemporary world for improving the performance management within the organization. Peter Druckers work also followed the work of Fayol and he also determined the five categories of the operations of management. Those are: Setting the objectives of the organization which is followed by the organization of the senior managers for making the objectives into the targets. Organizing the entire workload by dividing it into comparatively manageable jobs and activities. Motivating the employees which involve the communication with the employees along with creating the suitable conditions so that the target can be achieved (Van Dooren, Bouckaert and Halligan 2015). Measuring the performance by comparing their performance with the targets Developing the people so that they can utilize their talents accordingly. However both the Drucker and Fayol had completely different opinions regarding the role of the employees. Considering Fayols work, it can be said that he always considered the employees to be someone who can do whatever is told to them. On the other hand, Druckers theory was about empowering the employees and providing them the chance of using their talents and skills while the managers occupy the role of coaching and assisting the employees. Performance Management and Employee Development The term performance management is closely related to the employee development within any organization. Even if apparently performance management is an objective setting method of performance appraisal procedure, an honest performance management process should involve all of these procedures. As stated by Budworth, Latham and Manroop (2015) the idea of performance management is significant in the system of the organization in order to manage the employee performance, organizational performance along with integrating the organizational management with the concept if employee performance. The concept of performance management involves various scrutiny stages which are linked to evaluating the human resources and the organizational performance. Performance management helps the organization to comprehend the effectiveness of the employees. This systematic procedure helps both the employees and the organization itself. It helps the employees by providing individual feedbacks and helps the organization to collect the organizational data that can be utilized in the future planning of human resources and the program evaluation. According to Mone and London (2014) performance management is a continuous process for recognizing, assessing and further developing the employee performance within the organization. The initial stage of this procedure is to gather the necessary data through systematic observation and not only for measuring the present performance of the employees, but also for providing honest feedback to the employees so that they can improve their performance in future. The main purpose of the performance management is to measure the improvement of the employees by differentiating their performance level, determine their training requirements, authenticate the rewards and identify the particular employees for further promotion. The performance management system is an integral part of the human resources practice therefore it has been organized that there shou ld always be a positive link between the strategic human resource practice and the employee performance. As per Wolpert et al. (2014)s view, the progressive practice regarding human resources include the staffing in a selective way, training and compensating them in a way that is related to the improvement of organizational performance. In any organization, the performance management procedure begins with setting goals. These goals tend to define the method the employees will aim for achieving the organizational objectives. The goals of the organization are the basic criteria of planning the performance, appraisal, improvement and the reward system. Wolpert et al. 2014 stated that, without such objectives and goals, the performance of the employees will not be able to contribute to the organizational performance as well. The goals of the organization should also focus on the resource they have and the time of the organization and the individual have for a certain job. Without these common goals, the employees will move to various directions and they will not be able to collaborate at a common point. According to Kerr and Hayward (2013) there should also be performance appraisal so that the employees realize that their performance is being recognized by the organization. A recent study also indicated that the perform ance management system has a significant and positive effect on the employee performance. Other than that, the competitive advantage will be strengthened through the practices of performance management which will also enhance the motivation for the employees (Wolpert et al. 2014). The appraisal system acts as an assessment system for the employees which can help the employees in enhancing their performances and can distribute the rewards on the basis of their performance. Issue of Performance Management in the organization The issue in the concerned organization, Attorney General Office (AGO), is that most of the employees are not meeting their deadlines even if they are working overtime. Within this organization, the primary work of the attorney general is to represent all the state ministries and the departments at the court and to provide the legal opinion to the ministry. The attorneys who are currently working at AGO are the civil servants; therefore they are under the rules of civil service. There are approximately twenty five lawyers at the Attorney General Office at the present time. It has been seen that around eighty percent of them do not meet their deadlines even if they work more than their allotted time. The management has also noticed that around seventy percent of the attorneys are not happy with their work. They consider that their performance management is unfair as they have to overwork. The data also shows that around eighty five percent of the lawyers do not stay in Attorney Genera l Office for more than three years due to their dissatisfaction regarding their work. This issue has been a major one for a long time in Attorney General Office. The employees are not loyal towards their work and they tend to underperform most of the times. Cause of the Problem Considering the current issues at the Attorney General Office, it has been recognized that the performance management in below the average. There are not capable personnel in the management of the organization to set the specific performance standard and control the performance of the employees, therefore it had led to weak performance and absence of employees. The employees have also taken numbers of sick leaves. The employees are also unaware of their particular positions within the organization or where exactly they stand considering their performances for the organization. This is also because there is no such performance appraisal procedure in the organization. The performance appraisal happens once in every six months but the employee only gets the information regarding his or her performance but they do not get to know that against the target of the organization. In this organization, if the employee does not score more than eighty five percent within every six months, he or s he may also lose the promotion scheduled in every two years. In addition to that, there is not such integrated strategic approach for the performance appraisal as well. Even if the procedure is scheduled in every six months, the organization mostly utilizes the outdated methods which often provide unfair result and those are not capable of providing adequate success for the organization. For instance, the marking criteria of the organization may allocate particular marks for doing particular tasks, but the employees are most of the times allocated tasks which are out of their job descriptions. For such reasons the employee is given low marks in that category for the obvious reason, however this is a sheer result of unfair means within the organizations, Therefore this procedure does not really bring success for the organization as the employees are not much motivated with the performance management and the performance appraisal procedure. The organization also does not set any kind of common objective and vision, therefore it has also been recognized that the employees tend to become confused regarding their purpose within the organization. There is no such common vision as well. There is also a psychological issue with the working timing. As the work time ends at 2 p.m., the employees who work after the scheduled time, they are mostly considered to be the hard working ones, whereas the ones who leave sharply at 2, they are considered as not being much devoted to their work. The employees are also not given honest and timely feedback for their job. The line managers do not make much effort for developing the employees who are underperforming; rather they tend to highlight their underperformance. They also do not have sufficient time for managing the underperforming employees. Recommendations of the problem Considering the issues in the Attorney General Office, this study will recommend some solutions to it. There are some serious lacks within the performance management system in the organization as their system is below the average. The recommendations in this situation are as follows: Upgrading the technical system The organizations should upgrade its entire performance management system. It can be done by using the contemporary guideline or criteria or any specific written criteria. They should utilize the modern tools so that it does not produce wrong results. For instance, the organization can segment the employee lawyers in different departments according to their job descriptions and their academic specialization. Therefore, the organizations would be offering the fair jobs to the employees so that they are given tasks according to their specializations. This will also motivate the employees because they will feel happy and content with their job. Moreover, this will bring success to the organization. Creating specific vision and mission The organization should set their specific mission and vision, so that the employees have a common vision. They also should have it as they are not confused with their purpose of the job and they can all work together for achieving the same goal. Performance standard The organization should have a definite system to set the performance standard. This will make the organization capable of controlling the employee performance. Therefore the organization will easily be able to know if there is any employee with continuous low performance rate. In this way the organization will be capable of identifying the employees who will require the further mentoring and coaching Honest and regular feedback The organization should make sure that the senior management provides continuous and honest feedback to the employees. For this reason, they have to conduct the performance management procedure after a regular span of time. Therefore, the management can provide regular feedback to the employees. This will make the employees aware of their position within the organization and they can work for their future improvement. Deadline of the jobs The employees should have regular deadlines. They should also have fixed numbers of the deadlines, they have to meet. In this way, the employees will know their workload and they can work accordingly. This will also provide the employees their performance objectives which can be worked together as well. Performance rating The organization should rate thee performance level of individual employees and as a groups using certain definition. They should judge the performance of the employees against the deadline or the fixed target, so that they can understand the level of the employee performance on a regular basis. The factors that should be fixed for determining the employee performance are: Job description Rating Administration: Showing effectiveness in the planning of the task Efficiently handling and organizing the activities Eliminating the pointless activities Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory None of the above Teamwork: The rate of getting along with the coworkers Respecting the employee rights for others Showing corporate spirit Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory None of the above Decision Making Effectualness of comprehending the possible problems within time Make solutions of the issues Taking practical decisions Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory None of the above Communication with others Effectively listening to other employees while they express their ideas Writing and speaking ability while managing Staying within budget Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory None of the above Knowledge of the work Considers the level of skills of the employees Understanding all the phases of thee takes and provides feedback to the employees honestly. Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory None of the above Review their performance The organization should prepare the performance factors which will be responsible on reviewing the performance of the employees. These performance indicators will be fixed for each job description and will help the organization in evaluating the work performance of each of the employees. The performance rating definitions can be like this: Performance being superior continuously Outstanding Performance being above the job descriptions on a regular basis Exceeds the expectations Performance being dependable and competent on a regular basis Meeting the expectations Performance failing to meet the requirements of the job frequently below the expectations Performance being unacceptable on a regular basis Unsatisfactory Contribution to the organization The organization should fix the performance indicators; therefore the senior management should always provide the honest feedback to the employees. This will make sure that the employee knows about their individual contribution to the organization. Therefore, the organization will also get to know which employees will require more mentoring and coaching. The organization should also fix a team for continuous training and development of the employees. Motivate the employees The organization should adapt the necessary tools for motivating the employees. However, in order to do that, they should not exceed the allocated budget as well. Taking step for the poor performers The organization should also take the effective steps for the poor performers. If an employee has been showing poor performance for a long time they should be sacked. However, they should give a legal warning to the individual employee previously. Conclusion In conclusion, it can be said that, there is a constant link between the organizational performance and thee performance management practices. Therefore the performance management practices would help the organization in achieving the sustained growth. The study has shown that the organization should address the issues within organization immediately and take actions for it. There should also be a performance appraisal procedure which can determine the position of the employees within the organization. After that, the study has also recommended few measures that could be taken for improving the existing performance management system in the Attorney General Office Reference List Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance.Academy of Management Journal,58(1), pp.111-135. Buckingham, M. and Goodall, A., 2015. Reinventing performance management.Harvard Business Review,93(4), pp.40-50. Budworth, M.H., Latham, G.P. and Manroop, L., 2015. Looking forward to performance improvement: A field test of the feedforward interview for performance management.Human Resource Management,54(1), pp.45-54. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), pp.127-179. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), pp.127-179. Gerrish, E., 2016. The Impact of Performance Management on Performance in Public Organizations: A Meta?Analysis.Public administration review,76(1), pp.48-66. Jain, A.K. and Moreno, A., 2015. Organizational learning, knowledge management practices and firms performance: an empirical study of a heavy engineering firm in India.The Learning Organization,22(1), pp.14-39. Kerr, E.A. and Hayward, R.A., 2013. Patient-centered performance management: enhancing value for patients and health care systems.Jama,310(2), pp.137-138. Kinicki, A.J., Jacobson, K.J., Peterson, S.J. and Prussia, G.E., 2013. Development and validation of the performance management behavior questionnaire.Personnel Psychology,66(1), pp.1-45. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Moynihan, D.P. and Kroll, A., 2016. Performance management routines that work? An early assessment of the GPRA Modernization Act.Public Administration Review,76(2), pp.314-323. Pollitt, C., 2013. The logics of performance management.Evaluation,19(4), pp.346-363. Rothaermel, F.T., 2015.Strategic management. McGraw-Hill Education. Seuring, S. and Gold, S., 2013. Sustainability management beyond corporate boundaries: from stakeholders to performance.Journal of Cleaner Production,56, pp.1-6. Sun, R. and Van Ryzin, G.G., 2014. Are performance management practices associated with better outcomes? Empirical evidence from New York public schools.The American Review of Public Administration,44(3), pp.324-338. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Vuki?, V.B., Bach, M.P. and Popovi?, A., 2013. Supporting performance management with business process management and business intelligence: A case analysis of integration and orchestration.International journal of information management,33(4), pp.613-619. Wolpert, M., Deighton, J., De Francesco, D., Martin, P., Fonagy, P. and Ford, T., 2014. From reckless to mindfulin the use of outcome data to inform service-level performance management: perspectives from child mental health.BMJ Qual Saf, pp.bmjqs-2013.

A Guide to Writing in Nursing

Writing in Nursing Even though all disciplines are different, some rules apply to all kinds of papers. Every essay writer engaged in scholarly work needs to follow basic requirements, such as correct grammar and punctuation, concise and clear structure, and critical thoughts. Most often, especially in case of Walden programs, papers should be written according to APA standard.To be able to deliver proper content, writers must be familiar with specific features of the profession. Many nurses are mostly concerned about working with patients. Just like writing, this kind of work requires necessary technical knowledge. Nurses also must be able to express their ideas in a correct way. Even though their papers will likely contain specific medical terms, everyone must be able to understand them. Thus, nursing writers must have the following sufficient skills:Creativity;An ability to provide a qualitative research;An understanding of various learning activities;Critical thinking.ThesisIt’s impossible to tell all about everything in one paper, so writers need to narrow their topics and to choose their personal perspective. The writer’s position is a thesis statement, and it’s the most important part of any paper. The thesis must be true, informative, and significant. It also must provide new information or a new perspective. A strong thesis also addresses the opposite opinion or some point that contradicts to a currently accepted opinion, explaining why the author’s point is true and important.The reader’s perception of a paper directly depends on the thesis. It must show that the author really has something to say and the paper is worth reading it. If you want to provide important and unique information, you must do a research, noting gaps in knowledge that you find in existing works and trying to fill them with your own contribution. You must support the ongoing discussion and share your own creative ideas, taking into account different viewpoints. A q ualitative research is impossible without comparing different points and identifying gaps in knowledge.EvidenceA proper research is a sufficient part of the high-quality healthcare. The whole success of this industry depends on an accurate research and the proper use of evidence. Given the importance of it, students must learn how to support all their ideas and assertions with evidence from existing sources. However, students also must be able to evaluate sources and generate their own critical opinion. This ability helps in finding sources that have the necessary information about a specific clinical issue. Writers must understand whether or not a certain source can be useful in their practice.Therefore, you need to use credible sources. To do it, you can ask a librarian. We suggest using only authoritative web sources, journal articles, and other sources that have been reviewed by experts in this field.FormattingAs we said above, research papers in nursing should meet standards of APA style. This format includes such basic elements as an introduction, a discussion, and references, as well as an abstract, a literature review, methodology, results, and appendices.This structure is logical and clear. The introduction presents a topic of the paper, the literature review provides readers with information that is already known about this subject, and methods describe how the author collected data. Results and discussion are two other sections focused mostly on presenting and explaining results of the research, taking into account all limitations. However, the structure of any particular paper may differ from this model, so we suggest getting acquainted with common academic structures and reading your prompts carefully.MethodsNursing writers mostly use qualitative and quantitative methods. There are also mixed methods that imply the use of the combination of qualitative and quantitative methods. The quantitative method, in general, implies collecting quantifiable d ata, while the qualitative method usually includes interviews or an analysis in the narrative form. The best method depends on a question of the research, so the writer must choose it taking into account the topic.The chosen method shouldn’t affect the general approach to writing — the writer’s goal is to make it credible, presenting all information in a scientific manner, without bias. It’s important to choose only reliable methods if you want your work to be appreciated by readers.LanguageAll instructors agree that good works are written using an appropriate language that reflects the discipline. All nursing writers must be familiar with a standardized nursing language because it allows providing better communication between nurses and other people who work in the healthcare industry. The use of the nursing language also creates a proper environment for a correct evaluation of nursing care.The general goals of any nursing writer are to demonstrate devel oped thinking skills, to deliver a message clearly, and to provide professional communication using an appropriate language.

The Birth of Johnson and Johnson Company Essays

The Birth of Johnson and Johnson Company Essays The Birth of Johnson and Johnson Company Paper The Birth of Johnson and Johnson Company Paper Essay Topic: The Birth Mark In the mid-1880’s the development of the first ready-made and ready to use surgical dressing marked the birth of a company, Johnson and Johnson. This new product was based on a surgical concept that led to the reduction of infection and disease to patients. It all started with Robert Wood Johnson who studied surgeon Sir Joseph Lister. Sir Joseph Lister had new idea about airborne germs that were the source of infections in operating rooms. After hearing Lister speak Robert Wood Johnson played with the idea and how to use Lister’s teaching. He had the idea of surgical dressings, ready made, sterile, wrapped, and sealed in individual packages. They would be perfect for instant use without the risk of infections. In 1885 Robert Wood Johnson joined with his two brothers James Wood and Edward Mead Johnson and created a partnership. By 1886 the three men started a small operation in New Brunswick, N.J. with fourteen employees. They were in the fourth floor of an old wallpaper factory. In 1887 the Company became incorporated and entered the surgical dressings industry. Johnson and Johnson’s first products were medicinal plasters with medical compounds mixed in adhesive. They worked at improving products and thinking of new ones. Then the company designed a soft absorbent cotton and gauze dressing that could be mass produced and shipped in great quantity to hospitals. 1897 was the year that the company found it’s slogan â€Å"The Most Trusted Name in Surgical Dressing.† This came from their new sterilization processes, which used steam and pressure. Over the years Johnson and Johnson has become to enjoy product diversification. In 1921 they came out with Band Aid Brand Adhesive Bandaged and Johnson’s Baby cream. As the Company grew in products and size they started organizing individual divisions. The manufacture of disposible surgical packs and gowns became Surgikos Inc., and now called Johnson Johnson Medical. In 1994 Johnson Johnson had the addition of the Neutrogena Corporation which dealt with skin and hair care products. From 1989-99 the company made 45 aquisitions of companies and product lines. Today Johnson Johnson has become worldwide with 190 companies and marketing health care products in more than 175 countries. Companies with more than 99,000 employees also produce products that serve a broad range of medical needs,which range from baby care products to pharmaceuticals. Johnson Johnson has become the world’s most broadly based maufacturer of health care products. Stock Analysis On September 25, 1944 Johnson Johnson went public. Their opening stock price was three cents a share with 1,106.8 net share outstanding. Over the years as Johnson Johnson has grown their stock has gone through many splits and has become more valuable. Since 1944 the value of the Johnson Johnson stock has gone from $.03 to $101.05. The yearly dividend in 1998 was $0.97 with 1,344.1 net shares outstanding. A stock split means that there are more shares created that are available to the public but have the same initial pay off. On May 21, 1996 Johnson Johnson had a 2 for 1 split . On April 17, 1970 they experienced a 3 for 1 split. This means that for every single share owned you now would own 3. Johnson Johnson has had some of the most money invested from 1994-1999 in their stock. Being compared to competitors such as S P diversified Health care. This graph shows the years from 1994-1999. Industry Analysis Johnson Johnson manufactures and sells a broad range of products in the health care field in many countries of the world. The worldwide business is divided into three segments: Consumer and Pharmaceutical. Johnson Johnson has so many subsidiaries and diversity in products that it is hard to have strong competition. Johnson Johnson can be found all over the healthcare industry. The Consumer segments principal products are personal care and hygienic products, including nonprescription drugs, adult skin and hair care products, baby care products, oral care products, first aid products and sanitary protection products. Major brands include Aveeno skin care products; Band-Aid Brand Adhesive Bandages; Benecol food products; Carefree Panty Shields; Clean ; Clear teen skin care products; Imodium A-D, an antidiarrheal; Johnsons Baby line of products; Johnsons pH 5.5 skin and hair care products; Lactaid lactose-intolerance products; Monistat, a remedy for vaginal yeast infections; adult and childrens Motrin IB ibuprofen products; Mylanta gastrointestinal products and Pepcid AC Acid Controller from the Johnson Johnson Merck Consumer Pharmaceuticals Co.; Neutrogena skin and hair care products; o.b. Tampons; Penaten and Natusan baby care products; Piz Buin and Sundown sun care products; Reach toothbrushes; RoC skin care products; Shower to Shower persona! l care products; Stayfree sanitary protection products; and the broad family of Tylenol acetaminophen products. Some main competitors of the personal hygiene sector are Colgate-Palmolive co., The Consumer Health Group Co., These products are marketed principally to the general public and distributed both to wholesalers and directly to independent and chain retail outlets. The Pharmaceutical segments principal worldwide franchises are in the antifungal, anti-infective, cardiovascular, contraceptive, dermatology, immunology, neurology, oncology, pain management and psychotropic fields. These products are distributed both directly and through wholesalers for use by health care professionals and the general public. Prescription drugs in the antifungal field include Nizoral, Sporanox, Terazol and Daktarin antifungal products. Prescription drugs in the cardiovascular field include Retavase, and Reopro for the treatment of heart disease. Prescription drugs in the contraceptive field include Ortho-Novum and Tricilest group of oral contraceptives. Prescriptions drugs in the dermatology field include Retin-A Micro, a dermatological cream for acne. Some main competitors of the pharmaceutical industry are Abbot Laboratories, Amgen Inc., Avertis, and Pharmacia Corp. Most of these companies deal in the specialization of just pharmaceuticals. Johnson ; J! ohnson is a powerful player in this market which is an accomplishment providing that they have various areas of industry. Distribution to these markets is done both directly and through surgical supply and other dealers. **Bibliography** www.jnj.com

HW Essay Example | Topics and Well Written Essays - 1000 words

HW - Essay Example 332). SOX (Sarbanes-Oxley Act) demands the recording of the system used by management in an effort to evaluate its efficiency and announce any errors or weaknesses. This documentation is always subject to auditing requirements that may require constant revision (Natan, p. 333). Lastly, the 1386 regulation California Senate Bill mandates the proper requirements and abilities to be aware of any access to private California resident data by unauthorized parties. Identifying any such breaches requires the business to base its auditing requirements on effective privacy measures (Natan, p. 335). Auditing should include schema, stored procedures or activators, user freedoms, and other DDL changes. From protection, compliance, structure management, and procedural perspectives, these factors are vital collectively (Natan, p. 357). DDL instructions are most likely the most destructive instructions today and allow intruders to compromise any network with absolution from a security point of view. Numerous regulations made organizations and individual data users audit all changes to data configurations from a compliance point of view. Compliance requisites for schema modifications during auditing are frequently the same as the requisites characterized as under structural management and IP administration initiatives. As a result, an external party will be able to maliciously alter, utilize, and roll back schema to its original form. These functions can occur without the authorized user noticing, particularly when the entire process occurred within less than 24 hours (Natan, p. 358) . The DML audit trails discussed in Section 12.9 reveal how one can selectively determine the items and instructions that need auditing. This determination comes about through unsophisticated and rough calculations. More specifically, Ben Natan anticipates DML audit

Introduction to Business Law Case Study Example | Topics and Well Written Essays - 2000 words

Introduction to Business Law - Case Study Example The other party (Nuriya) cannot perform work that is significantly different than what is expected. Concerning the Act mentioned above, but in section 17 of Part II, applies to this situation and will be specially applied to this case as well. Throughout most of this remaining piece the Unfair Contract Terms will be abbreviated as â€Å"UCT† for convenience. It may appear that Nuriya did not conduct work that was unexpected of Flavio and Marco because they read the contract and made a payment that all agreed upon at that time was pertaining to the contract mentioned. Both Flavio and Marco did in fact â€Å"insist† on differences before agreement of the contract was made and those two made it clear that Nuriya should make these changes, the reasonable individual(s) would have known that Nuriya did not want to make such changes. The reason this is so is because Nuriya had added the clause â€Å"The agreement will be carried out under the conditions set up on Nuriyas previous communication.† The addition of this clause undoubtedly changes the conditions of the contract and if the other parties knowingly reads and made payment to this particular change then any payments to Nuriya would likely imply an understanding of the contract by Flavio and Marco. The other party (Nuriya) has not performed differently than what is expected. As per Schedule Two of the UCT Act (1977) â€Å"whether the customer knew or ought reasonably to have known of the existence and the extent of the term (having regard, among other things, to any custom of the trade and any previous course of dealing between the parties) is relevant here. More plainly, the contract possessed new language, and quite arguably Flavio and Marco should have known the new conditions written, and that signing the contract and additionally making a first payment to Nuriya after signing the contract would