ONeill Cylinders Essay -- physics space

Science fiction authors for many years have written book after book exploring, as Star Trek described space, "the final frontier". While many people focus on the exploration side of space, there are some who believe that space is our next refuge. Stephen Hawking has said " I don't think the human race will survive the next thousand years unless we spread into space". While some speak of moonbases, or planet-side bases, one of the most intriguing ideas is the O'Neill Cylinder. Gerard K. O'Neill created the O'Neill Cylinder in his book "The High Frontier". An O'Neill Cylinder consists of two cylinders which counter-rotate around each other, each one has a two mile (3 kilometer) radius, and a 20 mile (30 kilometer) length. The two cylinders counter-rotate to create simulated gravity by centripetal force: everything is pushed to the outer wall due to that force. However, some design choices stem from this, some to combat the negative effects, and others to take advantage the centripetal force. Due to the nature of artificial gravity, many people might experience nausea and dizziness. To combat this, the speed of rotation would need to be decreased to about two revolutions per minute. To take advantage of artificial gravity, different parts of the O'Neill Cylinder can rotate at different speeds. In the middle of the cylinder, the artificial gravity will be smaller than everywhere else in the cylinder, and manufacturing facilities would be placed here to take a dvantage of that fact. The cylinders themselves would have six sections on them, half of them are windows, the other half is the ground. Behind each window would be a mirror so they could direct the sunlight into the cylinder, while night could be simulated by simply moving ... ... an object is at a Lagrange Point, it acts much the same as a satellite that is in geosynchronous orbit with a planet. Things at a Lagrange point are at a "fixed" place in space, which is quite an advantage for O'Neill Cylinders. Bibliography Books: O'Neill, Gerard K. The High Frontier: Human Colonies in Space 1997. Webpages: Cornish, Neil J. Lagrange Point http://www.physics.montana.edu/faculty/cornish/lagrange.html Hall, Theodore Wayne:The Architecture of Artificial-Gravity Environments for Long-Duration Space Habitation http://www.artificial-gravity.com/Dissertation/FrontMatter.htm/ Dyson, Freeman J. Life of Gerard K. O'Neill http://ssi.org/?page_id=11 Baez, John. Lagrange Points http://math.ucr.edu/home/baez/lagrange.html Heppenheimer, T.A. Colonies in Spae: Chapter 2. http://www.nss.org/settlement/ColoniesInSpace/colonies_chap02.html

Writing Flaws Displayed in Steinbecks Sweet Thursday :: Steinbeck Sweet Thursday Essays

Writing Flaws Displayed in Steinbeck's Sweet Thursday Steinbeck's novel takes place on the coast of California, centered around one town: Monterey. When Doc returns home from war, Mack, one of his closest friends, tells him the stories of all the people who used to and still live in their town. Lee Chong, another one of Doc's closest friends, has moved away, and Joseph and Mary Rivas have taken over the grocery story. Fauna, whose original name is Flora, has taken over the Bear Flag, which still remains to be a prostitute house. Doc then comes to understand that through time, many people have changed. Doc is a middle-aged man who begins to experience great discontent and tries to understand life's purposes. In addition, Doc is struggling with writing an informative paper about marine biology. The people of the town see his discontent, so they try to devise plans to make Doc happier, the way he used to be before the war. Doc's main interest is Marine Biology, which is his occupation, so he decides to take a trip to La Jolla in order to search for octopi and have time to think. Upon returning, he meets a new girl named Suzy. Suzy is the newcomer to the Bear Flag. She fits into the town well, but just doesn't seem like she quite belongs at the Bear Flag. Doc, who was never interested in women or love before, begins to take an interest in Suzy, as Suzy does in him. This is the point were the entire story changes. Doc's focus starts to be on Suzy, which causes him to be happier. The town sees his happiness and starts to try to make Doc and Suzy close enough to where they would want to get married. Though many problems and mistakes occur, Doc and Suzy are faced with many struggles, mainly on one day, Sweet Thursday. However, the issues of this day result in the way that they both wish their lives to be, which is together. The story line of John Steinbeck's novel, Sweet Thursday (1954), is directly correlated with the author's style of writing. This change detracted from the overall enjoyment of the book. There are three main flaws that Steinbeck displayed in the novel that show this: a premature climax, an incomplete motif, and an unfinished conflict. Small town issues, incidents, and all of the characters begin the novel as the centered focus, which gives the reader an insight to all of the characters and their personalities.

Grameen Phone Selection Process

24 May 2008 MR. Amlan J. Haque Senior Lecturer School Of Business Independent University, Bangladesh Subject: Submission of the report on â€Å"Recruitment and Selection Procedure of GP. Dear Sir, We have the immense pleasure to submit our report on â€Å"Recruitment and Selection Procedure of GP† for your kind consideration. While making this report we came across many hurdles and pleasant experiences. But the valuable experiences we have gained during the period will undoubtedly benefit us in the real work field. Despite the several constraints, we gave our all efforts to make this report a meaningful one and in this way we express our deep gratitude as you kindly have given us the scope and assigned the task. We have tried heart and soul to make this case analysis perfect but for time limitation and other difficulties we may be some mistakes. We hope that you will ignore our faults and consider our lacks while judging the report. We enjoy this study and gladly attend any suggestion of you to clarify on any point, if necessary. At last, thanking you very much for assigning us such a pragmatic and interesting topic for preparing the report. Sincerely yours, Md. Khaleque Faisal Emon ID: On behalf of Group: All praises to be ALLAH and peace is on his prophet Mohammed (sm) We are higly indebted to those who helped us to prepare the report. We are alsoindebted to our course teacher MR. Amlan J. Haque for giving us this topic to make the report. Then we would like to express our sincere thanks to some of our friends for their help & we are grateful to those participants whose participation made possible to accomplish our report. we would like to thank IUB computer lab and library for their support that helped us to complete this work successfully. At last i wish to express my earnest gratitude to all of my course mates. Executive summery Recruitment and selection are one of the most important concerns for every organization. Recruitment process starts from the advertisement until the receipt of CV. As soon as the CV is dropped the recruitment process ends and the selection process begins. Strategic planning for recruitment and selection indicates the past trends and future forecast of organization. Grameen phone is the largest telecommunication company in Bangladesh, which holds nearly fifty percent share ofthis industry. Grameen Phone is gradually expanding its business to the edge of the country and holds a substantial share. Introduction & Background of The Study: Report is a compulsory requirement for everybody pursuing an BBA degree at the Independent University. We studied a lot of things about GrameenPhone and collected documents in various prospect in this regard. When we were continuing our study, we came to know a lot of things about GrameenPhone because this study attempts to produce a constructive report on recruitment and selection procedure of GrameenPhone. Ressons For Choosing GP: Reports play a vital role in the field of communication both in the educational orientation and in practical life. So from this side, it must be better in choosing or selecting the entire organization. Because a well-established organization or company can provide the best materials or documents to prepare a report easily which is very important in BBA. GP is a high ambitious and well-reputed company in Bangladesh currently used by over 1. 3 billion people in some 250 countries. GrameenPhone believes in service, a service that leads to good business and good development. Scope of the Study: The report covers the procedure of the recruitment and selection and emphasizes the human resource management on some position. The total industry and investment situation of the country is not observed in the report so this report does not actually compare the position of the mobile companies in the context of the total business situation of the country. Objectives of the Study: Broad Objective The broad objective of this study is to present the GrameenPhone’s entry-level function and practices in the overall industries in Bangladesh. Specific Objectives The specific objectives were as follows: Finding out the current process of GrameenPhone’s Recruitment and Selection. * Present factors to be considers in Selection Procedure. * Problems and prospects of Selection Procedure. And — * Categories of people/candidates who are mainly recruited. Methodology of the Study: Two different methodologies had to be designed to complete the parts: * Information regarding the overall procedure of Recruitment and Selection was gathered from the Internet and different literature survey. * To get a closer look at what different operators are providing it was necessary to collect different literatures published by the companies. Another source of information was interviews with different professionals of GP organizations. Limitations of the Study: * The information that we used to conduct our survey was mostly from secondary studies. So, it was not a perfectly representative sample. * The major limitation of the report is that it took a very short period of time in preparing this report fully. So ultimately there must be some lacking in its premises. * Moreover, it was not possible to get all required internal information of the company as these are treated as confidential company information. Vision of Grameen Phone: To become the largest telecommunication company in the world and reach the hands of every people around the world. Mission of Grameen Phone: To serve the customer with better quality and retaining existing customers. A Brief Profile of Cell Phone Sector in Bangladesh Introduction of Cellular Technology: Mobile technology introduced in St. Louis, Mississippi in 1946. From the beginning, mobile technology was very costly and was very rare and the service was limited to a single call and was not satisfied enough. After 1950 period, the cost of the technology become lower and coverage become wider. USA innovated an AMPS system in 1979, which was not very power full and that, was an analogue system. There were two types of analogue mobile phone system namely NMT & TACS were introduced respectively in North Europe and in UK in 1981. But with the pace of timeall these three analogue systems became unable to fulfill the demand. As a result, after more than one decade of analogue system digital system in mobile phone was introduced in 1992. The name of this technology is Global System for Mobile communications (GSM). More than 2o million subscribers in almost 130 countries worldwide use GSM technology. CDMA is another digital technology in mobile telecommunications. This GSM system can be said as the digital cellular system, which is fully featured with services like Basic Telephony, Data and Value Added services (VAS). The existing GSM technologies are GSM 900, GSM 1800 and GSM 1900. Cellular Operation in Bangladesh: Bangladesh is one of the least developing countries in the world. It is also reflected in her telecommunication sector. Telecommunication is one of the important parameter to measure a country’s development. In 1988 the telephone density of Bangladesh was only 21 connections per 100 people. The main reason behind this poor performance is incapability of Bangladesh Telegraph and Telegraph Board (BTTB) to provide connection. Moreover their service quality was very poor. Against this background, Government of Bangladesh (GOB) took a reform program for the sector. The objectives of this reform program were to expand access to telecommunication services all over the country, improve service quality, satisfy all demand for telecommunication and promote efficient operation. The main strategy to achieve these objectives was to introduce private investment and operation in this sector. Ultimately in 1989, GOB issued license to private operator for provision of cellular, paging and radio trucking with exclusivity for five years services. In this five year contract was extended to thirty years. Ultimately, the evolution of cellular technology is duly justified. In 1989, a 20-year license with a five-year exclusivity was issued to a privatecompany, Bangladesh Telecom Limited (BPTL), for the provision of nationwide cellular telephone services. This license was cancelled and subsequently, Hutchison Bangladesh Telecom Ltd. (HBTL) was awarded the license, which commenced operation in 1991. HBTL offered a mobile phone to all the Bangladeshi citizens in Dhakawithin a periphery of 26 miles at a charge of Tk. 1. 25 lac and call charge of Tk. 10 (per minute) for in coming calls and the same for outgoing. Response from the consumers was impressive and remained so all through the monarch. HBTL gradually transformed to PBTL and simultaneously developed customer service quality by improving technical infrastructure. However, one of the serious discontinuance from the customers is that, ever-continuing price reduction creates a feeling of deprivation among the older users. World Telecommunication Industry: The corporate strategies and government policies in the international telecommunications sectors of the United States, the European Union, and Japan is very important to understand the present situation in the world telecom industry. Countries experience different rates of growth in telecommunications revenue in theirdomestic markets. An analysis revealed that the timing of the opening of domestic markets to competition made no difference in the rate of growth. Instead, thelevel of development and rate of overall economic growth were the determining factors. Trends of the international telecommunications industry are evaluated with strategic options for globalization for smaller countries and carriers. Between 1985 and 1995 telecommunications revenues for Japan and United States have generally grown at rates faster than new line activation or increasing call volume. Tariffs have been restructured, the mix of calls—local, long distance (trunk), and international—has changed, and leased-line and mobile services have grownrelative to traditional switched, wire-line telephony. Two major trends characterize the international telecommunications industry: Rapid technological advances, and The growing realization that liberalizing telecommunications industries is key to overall industry growth. These two trends hasten the liberalization of telecommunications markets around the world. The role of national governments is changing from that of a direct player to that of policy maker and regulator. The nature of international telecommunications trade is evolving from a bilateral, nation-to-nation framework to a multinational, multilateral company-to-company paradigm. Major international telecommunications alliances have taken many forms with the potential to dominate segments of international. Nevertheless, demand will increase for smaller firms able to provide local presence and technological expertise. There are various strategic options available to smaller countries and carriers. These strategies range from domestic to regional to international: * Lead the domestic market in phased liberalization * Seek opportunities to integrate vertically * Promote regional opportunities * Capture a major share of a regional market Expand enhanced services internationally. Recruitment and Selection of Grameen Phone Introduction: Human Resource Management is a strategic approach of processing or recruiting, developing, maintaining and utilizing the human resources of an organization. If a firm’s competitiveness depends on its employees, then the business function responsible for acquiring, training, appraising and compensating those employees who has to play a bigger roll in the firm’s success. As part of an organization, Human Resource Management must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, work-force diversity, changing skill requirements, continuous improvement initiatives, the contingent work force, decentralized work sites, and employee involvement. Factors to be considered in Selection Porcedure: Before going to the selection procedure, Grameen Phone should adopt some factors that are considered in selection process. These factors are: 1. Resignation and terminations. 2. Quality assurance and nature of Employee. 3. Technological and administrative changes of the Employee. 4. Financial availability of the candidates. 5. Trend analysis 6. Using computer and forecasting personnel requirements. This should be done by the Human Resource Manager of GrameenPhone when forecasting personnel needs. Finally the selected candidates are estimated the volume of output. Recruitment and Selection Process: GrameenPhone tries to discover industrious and innovative people ready to embark on a challenging career. During search for talent, GrameenPhone carry out a number of activities such as: †¢ Online Database. †¢ Advertisement in daily newspapers. †¢ Accept hard-copy submission of CVs in Human Resource Division. Occasionally from Job Fairs. Recruitment Procedure: GrameenPhone follow comprehensive and extensive selection procedures in search for the most ideal and competent professionals. The testing methods are effectively designed in order to accurately evaluate the required competence and skill for particular jobs. GP procedures for recruitment involve th e following steps: Recruitment & Selection Process: HR needs and Requisition: Department will inform the HR of any vacant position so that HR can co-ordinate / notify the other offices of the vacant position. Whenever needed, the head of HR will review the available records and database if there is any qualified and suitable candidate available from GrameenPhone’s internal sources or prospective external candidates already identified earlier. In special circumstances and to make a quick decision the head of HR may propose any suitable staff within the GrameenPhone for the position to the respective Unit/Department Head and/or project. Job Description: Recruitment process ideally begins with the analysis of job description and person specification for that job. A job description and analysis of person specification provide the foundation for stipulating the job title and salary scale of the position. Person specification defines the education, training and experience required by the jobholder. The person specification is vital because the key part of the person specification, established at the beginning, is used in structured selection interview. Job description is the basis of GrameenPhone’s recruitment, selection and placement, training, performance appraisal, salary administration, promotion and other personnel actions for its employees. The appointing authority and the line manager shall ensure that each employee has an appropriate and updated job description stating clearly the context, purpose, organogram, duties and responsibilities of the employees and person specification. Job description will be prepared and provided to the employee when he/she is appointed, promoted, newly assigned or when deemed necessary. Recruitment Sources: An effective recruitment always starts with the correct selection of sources of human resources. A recruited employee who has not the right skill cannot perform effectively. As a result the overall performance level is sure to deteriorate which has significant effect on the company performance. Therefore, GrameenPhone has been on continuous search of effective recruitment sources. Internal Sources: It is GrameenPhone’s policy to give preference to appoint internal candidates, provided that the employee is suitably qualified for the vacant or new position and also meets the existing and future requirements. Appointments may be made by the way of promotion, up gradation or transfer with the approval of the authority. As a usual procedure, job vacancies in GrameenPhone will be advertised through internal notices to the concerned offices. External Sources: Whenever job vacancies are required to be circulated outside, the main objective will be to attract a pool of candidates to apply from which qualified candidates for job vacancies can be chosen. Here are a number of external sources that is used by the company: * Newspaper Advertisement: Vacancy announced is circulated by publishing advertisement in the national dailies. The newspapers that are widely circulated are chosen for publishing advertisement. Employee Referrals: Employees of the company may refer prospective job seekers to HR department. There are professional and technical jobs, which are frequently harder to fill. Employees with hard-to-find job skills may know others who might meet the desired job requirements and do the same work. In such case, employee referral method may be useful. * Walk-ins and Write-ins: Often job seekers arriv e at HR department in search of a job. They are walk-in people. Write-ins are those who send their curriculum resume for suitable position. Both groups may be asked to fill up an application blank. Their relevant information may be kept in active database file for any suitable position in future. * Web site: Modern information technology such as web site is also used for advertising job vacancy of different positions. * Other: Depending on circumstances, other professional / employment agencies, technical institutes and journals may be chosen to give wider coverage of job openings. The role of HR personnel is very important in dealing with external job seekers because the outsider individuals draw an impression about the company on the manner their candidature has been dealt with. Application Receiving: HR department collects job applications against each vacancy announcement. There should have a minimum time period for application receiving. The period shouldnormally be around 10 days. All applications are sequentially numbered in HR. applications are not acceptedthat are received after the deadline. Under special circumstances, applicationsafter deadline may be accepted provided the concerned Manager gives written authorization. It is GrameenPhone’s policy to attract as many applicants to apply, provided thatthey meet the pre-requisites of the job. However, those who have been regretted within last six months period are not allowed to apply for whatsoever position in GrameenPhone and within one year, a candidate can not appear for more than two tests / interviews. Short Listing: Short listing is done on the basis of appraising information on the application form in the light of job specification of a position. The job criteria are critically reviewed during short listing. The short-listing method is qualitative one where managerial judgment plays important role. Before short listing of candidates for tests, job criteria are set by HR and line manager. There are general and technical job criteria that a candidate has to meet for consideration of next step of selection. HR determines general criteria while line manager determines technical criteria. Both the types of the criteria are important; however, it is the nature of job that determines which type of criteria should give more priority. Evaluating the followings does short listing: Educational Qualification: Whether the candidates have the required educational qualification, Relevant job experience and required skills: How far the candidate’s most recent job experiences and skills match the job requirements of the position. The candidate may have the irrelevant job experiences and skills that is not considered during short listing. GrameenPhone follows a standard set rule of short listing of candidates. For one position the number of candidates for written test should not be more than 8. The number of candidates in the oral test should not be more than 4-5. Administering tests and interview After short listing of prospective candidates, appropriate employment tests such as written tests, oral tests or any other tests as deemed fit are arranged to assess candidates’ suitability for the position. Through the test selected psychological factors such as intelligence, aptitude, temperament and attitude of the candidates are measured / observed. The main focuses of employment tests are on Job related questions to assess in-depth knowledge of the candidates Assessment of mental ability, reasoning, memory etc. * Assessment of potentiality and ability to learn. * Proficiency in performing tasks. * Assessment in line with job analysis. The selection is made on the basis of successive hurdle approach. The candidates are rejected following each of the stage or test being administered. HR drafts the written and oral test questionnaires. A set of questions of technical nature is drafted by line mangers and sent to HR. Few questionnaires from that list is included in the test by HR as random basis. While finalizing test question, HR considered the job requirements of the position and maintains relevance, consistency and standard on the pattern of questions. The type of question depends on the nature of the position. Usually a combination of multiple and narrative type of questions is set in the written test. HR exclusively checks all multiple type and non- technical narrative type of answers, while the line manager checks the narrative type of technical part. HR does the compilation of score in written test. It is the responsibility of HR to select and call candidates for subsequent tests based on the performance of written test. The minimum qualifying score in the written test is 45%. Candidates who have qualified in the written test are invited for the next selection test. Company Presentation: The candidates who have appeared for written test are briefed about GrameenPhone just before the test. HR organizes a half an hour presentation on the following topics: * The Company profile. * The present considerations, goals and targets of GrameenPhone. * The growth of GrameenPhone in the present market. * The brief job description of the position. * Type of the written test and evaluation of the result. Interview Steps: Selection interview is an in-depth discussion between interviewer and interviewee. An interview Board/Selection Committee is formed comprising of the following personnel: Line Manager Unit/Departmental Head Head of HRD HR processes all recruitment, however, for some senior management level position, outside recruitment may be permissible. Executive Search/ Professional Consulting Firms may be contacted by HR for this purpose. The interview board members ask questions that are relevant to the performancesof the job including questions regarding required skills. The type of questionsmay be mixed of open-ended, behavior-oriented; competency based and stresses type questions. The nature of questions varies according to the level of position. The interview board members rank all candidates and recommend candidates best suited for them. The basis of preliminary selection is marks obtained in oral tests and their judgment about the candidates fit for the position. The minimum acceptable score in the oral test is 4 in the 1-8 rating scale. The recommendation to be made does not necessarily be in favor of the top ranked candidate because the board member may be convinced in evaluating overall performance and background of the another close candidate. A consensual recommendation is made and forwarded to HR along with all papers for next course of action. The board members signed the Employment Approval Form. Medical Examination: In GrameenPhone, the job offer is contingent on passing medical examination conducted by the Company nominated diagnostic center. The medical examination is conducted once preliminary decision for recruitment is made but the employment offer has not yet given. The purpose for a medical examination is to obtain information on the health status of the applicant being considered for employment and to determine whether the applicant is physically and mentally capable of performing the job. The cost of medical examination is borne by the company. Information and Reference Check: Once a preliminary selection decision is made, HR verify certain information as provided in the job application such as educational degree, work experience, last employment status. The purpose of reference check is to obtain factual information confidentially about a prospective employee and seeking opinions from professional referees and previous employer about his/her suitability for the job. Final Selection and Appointment Offer: Based on positive report on health status from the medical center, and positive reference check, the candidate is selected for appointment. At this stage, the selected candidate is offered employment with GrameenPhone. The appointment authority of GrameenPhone issues an appointment letter to the selected candidates. The appointment letter includes: 1. Job title, Grade/Step and Salary 2. Nature of appointment 3. Place of posting 4. Name of section or department 5. Effective date of appointment 6. Probationary period, conditions of confirmation and notice period 7. Ending date of employment (applicable for contract employee) 8. GrameenPhone standard terms and conditions A current job description is also attached with the appointment letter. The appointment letter and job description will become valid only after signing by the Director HR and the employee, in the space provided for the purpose. Weaknesses of Selection Process: GrameenPhone faced some problems of selection process while maintaining its recruitment procedure. Although there is no process without lacking, GrameenPhone covers the weaknesses with soft-touch-smile. The weaknesses that the GrameenPhone faced are as follows: 1. Requirement not matched. 2. Double or triple CVs dropped by the candidates for getting opportunity cost. . Given wrong information. 4. Unreachable Mobile or Phone numbers. 5. Age factor. 6. Already working. 7. Salary range. 8. Confusion about contract position. 9. Reference problem. 10. Office proficiency. These are the problems that GrameenPhone faced in selection procedure. Sometimes it creates a serious problem in the way of selection but for the provision of the office proficiency, it must be overcome by the authority. Major Reasons o f Recruitment: Recruiting efforts are more successful when the recruiters themselves are carefully chosen and trained. Some employers use a recruiting yield pyramid to calculate the number of applicants they most generate to hire the required number of new employees. The following figure shows it. 50 New hires 100 Offers made (2:1) 150 Candidates interviewed (3:2) 200 Candidates invited (4:3) 1200 Leads generated (6:1) The recruiting and selecting process can best be envisioned as a series of hurdles, specifically, recruiting and selecting require: 1. Doing employment planning and forecasting to determine the duties of thepositions to be filled. 2. Building a pool of candidates for the job. 3. Having the applicants fill out application forms and perhaps undergo aninitial screening interview. 4. Utilizing various selection techniques such as tests, background investigations, and identify viable job candidates. 5. Sending to the supervisor responsible for the job. 6. Having the candidate(s) go through one or more selection interviews withthe supervisor and other relevant parties for the purpose of finally determining to which candidates(s) an offer should be made. During the process of recruitment and selection, GrameenPhone always prefer thebest categories of candidates to its finalized procedure. For this, the production of services of GrameenPhone is best. The best categories’ people and the highest educated candidates of students are engaged to GrameenPhone whose main aim is to give the country best services. People of different disciplines and activities are getting engaged with GP. Normally GrameenPhone recruit the experienced personnel to its senior level positions. In spite of that, the people who have minimum experience of 1-2 years are also getting employment in this company. Another types of people are currently getting employment opportunities in different units of GrameenPhone. They are the students of different Public and Private Universities. The work on the hourly basis and get a remuneration of Tk. 16,000 to 18,000. In the near future, GrameenPhone works with full swing by taking the hands of largest educated personnel’s so that it can make a contribution in the country’s mind and side by side to the heart of the rural and urban people. Summary: Recruitment and selection a vital role-played by the Human Resource Division of GrameenPhone. During its recruitment and selection procedure primary screening are taken through an advertisement. Then the HR division collects the CVs from the pool of candidates and makes sorting on the basis of education, experiences and out looking appearance. After the preliminary steps, they call for set in the exam that is called Employment Test. After getting the satisfactory marks, they are again call for interview where they are introduce with their job categories and expected salaries. When the HR getting the confirmation from the candidates, they send them for the medical examination and then hiring decision. After the placement, the role of HR is ended. But this is not the end; it is the beginning of the process. There are some weaknesses of HR through its recruitment and selection procedure. But GrameenPhone’s HR handles it with dedication. Findings and Analysis By analyzing the procedure of Grameen phone’s recruitment and selection procedure we can see that the HR division first collects the CVs from the pool of candidates and makes sorting on the basis of education, experiences and out looking appearance. After the preliminary steps, they call for set in the exam that is called Employment Test. After getting the satisfactory marks, they are again call for interview where they are introduce with their job categories and expected salaries. When the HR getting the confirmation from the candidates, they send them for the medical examination and then hiring decision. After the placement, the role of HR is ended. But this is not the end; it is the beginning of the process. There are some weaknesses of HR through its recruitment and selection procedure. But GrameenPhone’s HR handles it with dedication. Grameen phone is recruiting the best quality employees in the world. Conclusion and Recommendation An intense competitiveness has hit the very prospective and fast growing telecommunication sector in Bangladesh, specially the mobile telecom sector. And the credit goes to GrameenPhone, the eight years old private operator with new view of business solution and some other government-backed operators who have come to the market bringing down the cost to afford mobile communication. As an electric communication media, telecommunication industry makes people’s life more smooth, fast and enjoyable. But it seems few operators in the country are capable of meeting the growing demand of the city dweller’s need for communication. The market of mobile telephony still has great areas of unmet demand which if addressed properly could delight the consumers. GrameenPhone is a profit oriented mobile company seems together the highest energetic personnel who can serve better for the customer as well as human resource. Human Resource Management must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, work-force diversity, changing skill requirements, continuous improvement initiatives, the contingent work force, decentralized work sites, and employee involvement. This approach applies to GrameenPhone’s humanresources. Grameen Phone is a service company, one of it’s major objective is to ensure quality service to the customers, Generally Smart Loyalty agrees that in order to grow in business it is important to know which customers at all stages of commitment are thinking about the company, the products, services and competition. Furthermore, cellular service is a growing business in Bangladesh, competition is also increasing. Therefore, it is very important to retain and maintain exiting relationships with the subscribers. For this reason Human Resource Management of GrameenPhone plays and important role through its procedure of Recruitment and Selection because without recruit and select the most qualified employees, it cannot service better. A right person in the right place can do something better than the others. So the functions of Human Resource Division of GrameenPhone perform better. When a candidate appears in the recruitment and selection process, he/she may face several numbers of stares which is enough for his/her performance evaluation. From this, an evaluator can identify which categories of employee he/she is. After that he/she can be placed in the different unit under his/her ability or skills of works. In this way an employee can give the nation a better service according to their needs and earn profit to the attested company. That is doing GrameenPhone. Now-a-days, GrameenPhone’s Human Resource Division tries to follow the Multinational Human Resource Management strategies to adopt the international market, policy and prospects. Above all telecommunication industry is inevitably ministering our mobility, enhancing intensification of businesses, information systems, utilizing resources, pressing forward our economy & escalating social sensitivity One of the strongest sides of GrameenPhone is its customer’s satisfaction, human resource development and performance in the country and outside the country. An organization without comments is like a ship without a rudder. So I arrange the recommendation part under the following ways: – 1. GP should earn flexibility to be able to reduce the bill, if necessary. But currently they should reduce the billing rate as others are offering lower than them. 2. Capacity of the helpline should be increased in the pick hours. 3. Different programs should be taken to educate the subscribers regarding different essential features of mobile phone. 4. For the purpose of raising subscribers in the urban area, different levels of local employees should be increased. . GrameenPhone should take extensive program to build a positive image among their users. So for that reason experienced persons should be hired or made by them with functional selection process. 6. GrameenPhone should offer some special packages in the first week of every month so that it can get every customer and every customer must attach with products. 7. Human capitals should be u sed in a particular sector without misused. Because Today’s Human Resources is related to that’s Human Capitals, which earns revenue. 8. Unfair touch of internal pressure towards Human Resources should be stopped right now for the betterment and long ability of the company. 9. GrameenPhone must initiate the availability of employees as well as employment. References 1. GrameenPhone Limited (2004-2005), News Letter. 2. GrameenPhone Limited, Image Guide Book & Intranet. 3. V. A. Zeithmal and Mary Jo Bitner, Service Marketing, International Edit ion (1996), The MacGraw-Hill Companies, Inc. , New York. 4. T. A. J. Nicholson, Measuring Consumer Service and Managing Delivery. 5. James Brian Quinn, Jordan J. Baruch and Penny Cushman Paquette, Technolo gy in Services, Scientific American (December 1987). 6. Earl Naumann and Kathleen Giel, Customer Satisfaction Measurement and Ma nagement. (1978) 7. Web Site: www. grameenphone. com 8. Grameen Phone Ltd. , Annual Report 2002-05. 9. GrameenPhone Ltd. , Human Resource Division-July-2005, Divisional Annual report. 10. GrameenPhone Ltd, Customer Management Division-July-2005, Divisional Ann ual Report. William P. Anthony, Pamela L. Perrewe, K. Michele Kacmar,(Florida State Universi ty,1993), A Strategic Approach, 3rd Ed. , Human Resource Management, pp. 233-290.

Power and Ambition

William Shakespeare’s ‘Macbeth’, is the story of a usurping General, Lord Macbeth, and his wife Lady Macbeth who are driven to murder their king in pursuit of the throne and power. The tragedy has multiple reoccurring themes and motifs, of which Shakespeare uses many aesthetic features to effectively develop and enhance. One such theme is Masculinity vs. Femininity which resounds throughout the entirety of the play and is a central focus point during many events.Shakespeare uses imagery, symbolism and metaphor very effectively during the course of the play to augment and pinpoint important developments and changes to the characters and their states of masculinity and femininity. At the time that Shakespeare wrote his plays the values and attitudes were vastly different to those of modern society. Women were considered the fairer sex while men were considered the dominant sex. Similar essay: If I Become A Collector EssayIn Macbeth, this view is approached with the idea that masculinity carried with it the ability to kill and commit sin while femininity in its ideal was softer, gentler and comprised of virtue. Shakespeare demonstrates this ideal very early in the play when, in Act 1, Scene 5, Lady Macbeth calls out, â€Å"Come you spirits that tend on human thoughts! Unsex me here, and fill me from the crown to the toe top full of direst cruelty. † This happens directly after receiving notice from her husband that the witches’ prophecy had come true and that the king was to be joining them in their castle.At this point in the play she is asking the spirits to take away her femininity, a literal unsexing, and fill her with a ‘direst cruelty’ that she, as a woman, did not already possess so that she could have the ability to kill her king. This idea of femininity causing an inability to kill, indeed needing to become masculine to be able to commit the crime demonstrates Shakespeare’s ideal of women being pure while men have evil in their very being. The use of this imagery and figurative language, ‘direst cruelty’ and ‘unsex me now’, in this scene underlines this ideal and highlights Shakespeare’s view on femininity and masculinity.Another aspect of Shakespeare’s portrayal of women as incapable of sin relates directly to the view of women at the time the play was written. The medieval view of women, in that they were weaker, less intelligent and meant for menial work and child rearing; and the subsequent opposite view of males, being that they were the money earners, the soldiers, and thus full of courage and honour is very easily seen through Shakespeare’s language throughout Macbeth. In Act 4 Scene 3, Macduff says, ‘O!I could play the woman with mine eyes’ after being informed that his children and his wife had just been murdered in the home that he had run from. By implying that weeping is a womanly attribute and saying that he as a man should not do it, it again highlights the idea that women were weaker and softer in their femininity then men were in their masculinity. This weakness and its symbolized lack of physical strength, shows again, Shakespeare’s view of women as the weaker sex and their subsequent inability to commit murder or other atrocious acts.Yet another instance of Shakespeare’s obvious separation of femininity from sin is in the scene where Lady Macbeth is convincing Lord Macbeth to kill King Duncan. Lady Macbeth cows Lord Macbeth by asking him â€Å"With thou esteem’st the ornament of life, and live a coward in thine own self-esteem, letting ‘I dare not’ wait upon ‘I would’, like the poor cat I’ the adage? † This line and its subsequent imagery of a cat wanting the fish but afraid of the water shows that Shakespeare believes that to be a ma n is to go after his true desires regardless of the consequences.At this point in time, Lady Macbeth has been unsexed and is using her new found masculinity to manipulate and force Lord Macbeth into fulfilling her own desires, something that she was not capable of when she was a woman. This is a doubled example of masculinity’s ingrained sin; Lady Macbeth is manipulating Lord Macbeth by questioning his manhood and as a result to prove his virility and strength he will commit murder. By proving his masculinity in this way, through murder and evil, it shows that Shakespeare believed men to be the only ones capable of sin.Throughout Macbeth, the theme of Masculinity vs. Femininity is developed and expanded upon using imagery and symbolism. Shakespeare manipulates language conventions to demonstrate the idea of the feminine sex being incapable of murder and sin while men and their subsequent masculinity is the root of such evil acts. At the time that Shakespeare wrote his plays t he values and attitudes were vastly different to those of modern society and as such his ideals and views reflect these medieval interpretations of women being the weaker sex while men were dominant.From Lady Macbeth’s plea to be unsexed, to Macduff’s implication of crying being a weak response of women and then to Lady Macbeth’s manipulation of her husband after being filled with the ‘direst cruelty’ of masculinity, Shakespeare’s language shows his view on Masculinity vs. Femininity. Through his imagery and symbolism, his opinion that women are incapable of evil in their feminine state becomes very clear and Macbeth becomes almost a warning to the fairer sex; do not lose your femininity and thus your purity.

An analysis of the poem ‘Monsoon History’ Essay

The poem is about the persona is reminiscing her childhood memories. It describes the persona’s â€Å"Peranakan† household during the monsoon season. In the â€Å"Monsoon History†, the lines are arranged in a particular way to create effect and the choice of words that the poet is focused on engaging the audience to interact with the poem. One of the themes of this poem is appreciating nature. The poem provides a vivid description of nature, which are the presence of creatures that are full of life, and the natural phenomena such as the monsoon. The monsoon is a period of uncertainties but when it is over there is tranquillity. We should learn to live by understanding the wonder of nature, even at times of uncertainties. The poet uses a lot of elements of nature and even small insects such as â€Å" gnats†, â€Å"black spiders†, †termites† in her poem. This shows that the poet is really observant of the things that are going around her and appreciating nature as she realised their peaceful co-existence. Furthermore, the persona faces the realities of life especially during the monsoon where the situation reflects uncertainties as indicated in stanza 2. The monsoon brings thunderstorm and rain, the atmosphere becomes moist. This is the reality of life in Monsoon History. One has to face this reality. Natural phenomenon in the form of the monsoon is in control and there is rolling darkness. The poem provides a realistic picture of what happens during the monsoon. The poem also highlights cultural richness. Traditions and customs are part of the culture practised by the people portrayed in the poem. There is a rich cultural heritage that needs to be preserved from generation to generation. This can be seen through strong presence of cultural sentiments that are symbolically presented this poem. For example, the poem provides some of the cultural practices such as the Nyonya-Baba tradition of wearing â€Å"sarong† and the burning of â€Å"silver paper† for the death. The â€Å"pantun† is also part of their culture and the â€Å"wash feet† is a taboo for them which symbolises whoever does not wash their feet before sleeping may have nightmares. The poem shows that people are identified through their cultural practices. The poet uses a lot of imageries which make our senses engage through the use of particular imagery in this poem. We as the readers feel the experiences as if we too are part of the experiences. For example, the auditory imagery such as â€Å"the air ticks† and â€Å"listening to down-pouring† are used to describe atmosphere. The poet also uses a lot of kinaesthetic as well as sight imagery by personifying animals, insects and the elements of nature in this poem. The use of words such as â€Å"air walking† and â€Å"fat white slugs furled† in this poem show actions and movement that makes the poem seem alive and engages our senses. The poem above is suitable to teach students for a reading lesson. For the pre-reading stage, teacher may ask students to work in pairs and share their childhood memories with their friends. They can talk about the foods, the clothes, the places that they used to eat, wear and go. This warm-up activity is helpful in activating students’ schemata and arousing their interests to analyse and understand the poem. As Aebersold and Field (1997) state, pre-reading is important to raise students’ awareness of the text that they are going to read later. After the warm-up activity students are usually ready to look at the poem. Therefore, as while reading activities, there will be two activities. First is the teacher introduces the poem to students. Teacher does a reading chain activity with students by asking the students to read one line each. Teacher may then ask students to get into group and discuss the elements such as the meaning, the themes and literacy devices of the poem as well as discuss the questions that are given to them by relating it to what they understand from the poem. By doing this activity, students may share their opinions and ideas. As a result, it may develop students’ interpretive skills. Lastly, as follow up activity at the post-reading stage, teacher may ask students to do a class project of Baba and Nyoya culture. Students are divided into four group: (1) Clothes, (2) beliefs, (3) traditions, and (4) background. In groups, they have to discuss, write and draw the ideas about Baba and Nyonya’s culture. Then, teacher compiles all the students’ work for the class magazine. This activity helps students to appreciate the poem more. In conclusion, Monsoon History is one of the good poems written by a famous Malaysian poet that has many good values to be taught to Malaysian students. Other than incorporating other type of literature such as British and American literature, Malaysian literature should also be embraced in education system seem they are appeal to students’ culture.

Recruitment and selection with Job description and job specifications Essay

I m sending you a mail about your job and what your role is in the office. On the Monday morning you will be starting your job as soon as you come in. so I thought of giving you the required information so you would feel more comfortable. At first I would like u to know about the Recruitment and Selection is when you start advertising for the job. The advertisement is important to the firm because they must be carefully formatted so they attract the applicant in the first sight. The information should be clearly stated or the time will be wasted on selecting the right applicant. When we are selecting the staff we ask their CV and compare it job specification. Next we have the Training we should teach the staff the right rules and the firm objectives and its working products and the rules and regulations. They should be friendly and should be shown all around the working area Remuneration this is the method we pay our staffs. We pay them in hourly bases most of them work less than nine hours a day we pay you on the start on of every month. Appraisal is for motivating the staffs so they get more interested and work more hard. Dismissal is when you fire some one from the job either when they are not working properly or when we don’t have the job any more. The kinetic needs an engineer in the production department. For the best out come we should give the correct details for the advertisement about the job description and job specification. So we don’t spend a lot of time on selecting the applicant. The share holders will not have any problems but the directors of the company will have problems because they need to spend more money than they expected for advertising for the new staff, have to replace some one in that place and will have to face more consequences. The other staffs will have problems too because they will have to do over time, some may have to take care of both their jobs mainly the customers will have the problem in buying because they will not be satisfied because of the quality of the product the company might face a lose for a period of time until they get a new engineer. Hear are the descriptions of job description and the job specification. The job specification and the job description will help the candidates to know what they need and what type of work they need to do. Further information is in the next page. JOB DESCRIPTION The purpose of the job description is to inform the candidate about the type of job they will be doing and it will include 1 Job title. 2 Location. 3 Hours of work. 4 Wages. 5 Duties. 6 Other responsibilities. 7 Your position. 8 Tenure. JOB SPECIFICATION The purpose of job specification is to inform the candidate about the qualities needed in a successful candidate it will include 1 Qualifications 2 Previous work experience 3 Skills 4 Special interests 5 Member ship of professional body 6 Personality 7 Temperament This is the job specification and the job description of the current job advert JOB DESCRIPTION * Job title – Engineer Production department * Location – Surrey * Hours of work – 5 to 6 hours per day * Wages – 24,000 to 26,000 * Duties – To choose the correct product for the production, to check the capability and the capacity of the machineries, should be able to activate and deactivate the machineries and should also know to maintain them and to function with out any problem in the production * Other responsibilities – Must be more responsible at your work * Your position – * Tenure – Permanent only JOB SPECIFICATION * Qualifications – Post graduate in Mechanical Engineering, have a driving licenses * Previous work experience – experience with or within the mechanical power transmission industry * Skills – CAD, comprehensive pc literacy * Special interests – * Personality – must be focused in solving problem, desire to Temperament – These are the information about the methods of recruitment, which tells the advantages and the disadvantages of the types of recruiting methods.

5 Strategies for Tackling SAT Subject Tests

You’ve probably heard plenty about the SAT. But SAT subject tests may be less familiar. What exactly are they? Should you take them? Want tips on how to prepare? Read on to learn what you can expect from the tests and our advice for how to do achieve high scores. Formerly known as the SAT II, an SAT subject test covers your specific knowledge of a given subject area, as opposed to the SAT, which covers general knowledge of only English and math. There are 20 individual subject tests across math, science, English, history, and foreign languages, and you may choose whichever tests you wish to take based on your individual strengths and knowledge areas. However, do keep in mind that if you are applying for certain majors or programs at some schools, you may be required to submit results from specific subject tests. SAT subject tests are administered six times per year, but not all subjects are offered in each sitting. Visit the CollegeBoard’s website to find out when a given subject is offered. You may take 1-3 subjects in a single test sitting, and can add or opt out of tests on the day of with some limitations . However, you may not take subject tests on the same day you take the SAT. The most important reason why you should take SAT subject tests is that many colleges require them as part of the admissions process. To find out which schools do, check out our list . Even colleges that don’t require them may still consider your results if you choose to take them, so they could give you an edge if you perform well. This is a good opportunity to demonstrate your strengths, since you’re able to choose your subjects, and could even compensate for weaker SAT scores, since you can show your aptitude in your strongest areas. If you’re self-taught or have studied certain subjects independently, SAT subjects tests can demonstrate that you’re a natural learner and seek out opportunities outside the classroom. Plus, your results can be used to determine placement or can be applied for credit at some colleges. Our students see an average increase of 250 points on their SAT scores. Remember: this is a chance to demonstrate your strengths in a particular area. Unlike the SAT, subject tests are more closely linked to the content you’ve studied in school. Therefore, if you’ve studied and done well in a particular subject, then chances are good that you’ll also do well on that particular SAT subject test. Of course, make sure to choose the subjects in which you perform best. For example if you’re a math whiz, opt for Math II. If you want another chance to prove your English prowess, take Literature. Also be sure to look into any requirements for the colleges to which you’re applying, since some programs may require specific tests. Make note of when specific tests are offered before you plan your schedule, and remember that you can’t take subject tests on the same day as the SAT. It’s a good idea to take the subject test around the same time as the AP for a given subject, since you’ll effectively be studying for both tests at the same time and will only have to do it once. That way, the material will still be fresh in your mind. You should also visit the CollegeBoard page for each test and consult the recommended preparation section. For instance, for Math II , CollegeBoard recommends â€Å"more than three years of college-preparatory mathematics, including two years of algebra, one year of geometry, and elementary functions (precalculus) or trigonometry or both.† You will also see a list of topics covered and anticipated skills you will need on this page, so make sure you’re familiar with these before you sit for the test. The good news is that there are plenty of resources available for practicing. It’s important to make use of them, because these tests are based on your knowledge of given subjects as opposed to rote skills. Here are a few resources: For every standardized test you take, you should come prepared with certain materials, such as pencils and your ID. But some SAT subject tests require additional materials. For instance, if you take a language with listening test, you will need a CD player. You are also allowed to use a calculator for both math tests, but be sure to make sure your brand and type is permitted. Also pay attention to materials you’re not allowed to bring. For example, you can’t use a calculator for Physics. Like the SAT, subject tests are scored on a 200-800 scale, with your percentile corresponding to a score between 200-800. You will also see your subscores, which are scaled between 20-80, for language with listening tests. All questions are multiple choice, and you lose a portion of a point for an incorrect answer. You do not lose credit for questions you do not answer. To learn more about scoring protocols, read CollegeBoard’s page, How SAT Subject Tests Are Scored . SAT subject tests are a great way to demonstrate your knowledge of certain areas and your strengths in the classroom. Even if the schools to which you are applying don’t require subject tests, they can still strengthen your application, and may help you receive credit or higher placement at some colleges. If you choose to take SAT subject tests, make sure to do your research and become familiar with the materials you need to know beforehand. Be sure to use the resources available to you to ensure you do your best. Looking for some more help for acing the SAT? The SAT Tutoring Program will help you achieve top scores on your test. We’ll pair you with two private tutors, one for reading, English, and writing, and one for math. All of our tutors have scored in the 99th percentile on the section they are teaching and are chosen based on teaching skills and ability to relate to their students.