Summary of Where are you going where have you been? by Joyce Carol Oate

Fallen Angel We all have been there. After a long days work, all we are thinking about is getting home. As you head towards your car, you notice the darkness around you and suddenly feel that you are not alone. Your pace increases and you begin to sweat mildly. If you could just get there, you’d be safe. Suddenly, you hear a noise and decide the best thing for you to do is ignore it. As you approach you car and unlock it, you sigh with relief that you’ve finally have made it. For many, our minds play tricks on us when we feel a moment of fear, however for others it may turn out to be their worst nightmare. In the story, â€Å"Where Are You Going, Where Have You Been?† by Joyce Carol Oates, a young girl is forced to make a decision that will change her life forever when she is confronted by a man obsessed with her beauty. In the beginning, the author introduces Connie, a 15-year-old teenager, who is a self-centered girl that believes beauty is everything. Her mother however, does not see her for her beauty, but for her lack of ambition. She constantly compares her to her olde...

Psychometric Tests Essay

Introduction Psychometric tests developed quickly during the 1980s and 1990s and nowadays, it is very commonly used by many organisations for making decisions on selection and promotion. â€Å"In the UK, about 75% of medium to large sized organizations use them as part of their selection procedure alongside interviews or other face-to-face assessment techniques.† (Website: http://www.morrisby.com/faq/faq_answer.asp?ID=11 Accessed 30/11/2005) The psychometric tests are a useful tool for understanding more about the candidates, and finding out their aptitude and personality to support the organisation making prediction about the person’s behaviour or work performance in the future. Types of psychometric tests â€Å"A key feature of all psychometric tests is that they have to fulfil two principal criteria in use: reliability, ie, tests must provide consistent results when measuring the same characteristics, or factors, on two or more occasions, usually on a test-retest basis; validity, i.e they must be able to measure what they claim to measure.† (G A Cole, Organisational Behaviour, 1995, Continuum) The psychometric tests fall into two types: * Aptitude tests – Measure a person’s potential rather than knowledge and how well they can learn new skills to cope with the job. The tests mostly focus on the person’s numerical, verbal, non-verbal and spatial ability. It is different to the attainment tests because it helps to predict the performance of the person, whereas the attainment tests focus on the person’s achievement in the past. However, there is a link between the attainment tests and ability tests because what the person has achieved depends on his/her ability. * Personality questionnaires – Focus on the person’s personality, values, interests, etc. The tests involve finding out and analysing the ways in which people deal with things, their attitude and how they will behave in different situations. The tests normally don’t have a time limit, and there is no â€Å"right† or â€Å"wrong† answers. Back to 400 BC, Hippocrates from Greece was the first theorist to measure the differences between individuals’ personality. He believed that individual’s personality or temperament were determined by their bodily fluids or ‘humours’, i.e. yellow bile – choleric – aggressive, excitable, irritable. Another type theory was developed by William Sheldon (1898-1970,) he believed that the temperament of people were related to their physique, i.e. the ectomorph type, people who are thin, shy, creative and intelligent, the mesomorph type, which are people who are strong, active, brave and assertive, and the endomorpht type, people who are fat, sociable and easy going. Another example of type theory was created by Swiss psychologist Carl Gustav Jung; he focused on how people think. He created eight psychological types, four Extraverted (E) attitudes plus four Introverted (I) attitudes combine with either thinking (T) or feeling (F), and either sensing (S) or intuition (N); EST, ESF, ENT, ENF, IST, ISF, INT and INF. His work was later developed by two generations of the Myers-Briggs family, which the MBTI test use one side or other of all four of Jung’s, establish a four-letter code to set up sixteen types of personality. In addition, one of the most famous trait theories was created by Hans Jà ¯Ã‚ ¿Ã‚ ½rgen Eysenck (1997; 1990) and the Sixteen personality Factor Questionnaire (16PF) created by R.B. Cattell, it’s one of the best-known personality measures, also one of the most frequently used in the selection process. The use and effectiveness of psychometric tests Organisations spend lots of money and time on selection and all they want is the right person for the right job, an employee who has the ability, enjoys doing the job, and will provide a good level of performance, and benefit the organisation as a result. In other words, the tests help the organisations to save money and time, because once they have got the right person for the job, they might not need to go through the recruitment process again. During the interview process, sometimes applicants might lie about their achievement and ability, or even create a false good impression to increase their chance of getting the job. With the help of the psychometric tests, the organisation will be able to make decisions about people more effective and accurately because the information they gather from the tests are reliable, and also enable them to predict the ability and the performance of the candidate. â€Å"Recent meta-analysis studies have consistently demonstrated that cognitive ability testing accurately predicts future job performance across almost all operational areas.† (John Arnold, Work Psychology, 4th edition, 2005, Pearson Education Limited) An example of the use of a psychometric test during the selection process could involve a potential sales manager, and possibly testing them for their numerical ability, verbal reasoning powers and for analysing their personality, enabling the company to see how he/she deals things, behaves towards the staff or reacts in different situations. Using a psychometric test during the selection process would also help an organisation to give feedback to those who failed to get the job; the feedback is accurate and straight forward, helping the applicants to identify their strengths and weaknesses, so they know what kind of job is suitable for them and to help self-development. During the training and promotion processes, the tests are also useful as they help to identify whether the employees need training and assistance in improving their skills in specific areas. During the promotion process, the organisation might use the personality questionnaires to find out which candidate’s personality is most suitable to promote to a higher level. Some organisations might even use the results of a psychometric test to make someone redundant. I personally think that it is not fair because the tests should be seen as additional information, and also the personality does not fully reflect the productivity of the employee. Limitation of the tests First of all, it may be costly and time-consuming for the organisations to produce the tests because the materials required can be expensive, big organisations may even employ a psychologist to design specific tests and it will therefore increase their costs. Examples such as personality tests are difficult to manage and interpret results, and therefore specific experts are needed. Secondly, the applicants can fake their response in the personality tests as it increases their chances of getting the job, as they might attempt to give the answers to which the organisation is looking for. It can be described as â€Å"social desirability† and it contains two fundamentals, self-deception and impression management (Paulhaus, 1989). â€Å"Self-deception refers to applicants’ being overly optimistic in their perceptions of positive personality features while simultaneously trying to play down their perceived negative aspects. Impression management is more concerned with applicants trying to appear â€Å"nice† because they fear social disapproval.† (Dominic Cooper and Ivan T. Robertson, The Psychology of Personnel Selection, 1995, Routledge). It’s also required to take into account that sometimes applicants might be nervous when they are taking the tests, and that it might have an influence on the answers they are giving. For the aptitude and ability tests, some jobs might require multi-skilled applicants who do not have all of the abilities, this does not mean that they cannot perform well, but their performance would also depend on many other factors, i.e. company’s policies, procedures and structure, luck, team working, appraisal system, etc. It is hard to predict the performance of an individual when sometimes people rotate their duty or positions, tailored to one of the methods of motivation. The purpose of the aptitude and personality tests are to predict an individual’s performance, personality and behaviour, specifically when the individuals receive new information and obtain new experiences, i.e. If a special event or dramatic change in life were to occur, their attitudes would change and it can therefore influence their performance. Another strong argued point against aptitude and personality tests would be, for example, an employee who performs well but has a bad personality; he/she could be unfriendly, unsociable and may not like to work as part of a team, but overall his/her performance could be the best within the department. The question is, is he/she really the most suitable person for the job? From the business’ view, he/she is definitely the right person for the job as long as he/she helps to achieve the business targets. However, the use of the personality tests would become useless, and fail to take into account their performance capability in this situation because it clearly proves that his/her personality does not reflect their performance. In addition, the tests might be unfair to applicants whose first language is not English, even though some tests might require a certain amount of education, i.e. vocabulary, but also it would be unfair to applicants who have different cultures, or come from a different background, because they might have different beliefs, opinions and values on different things or react differently to similar situations. Conclusion I personally think that the aptitude and ability tests are really useful for organisations, as it helps them to make decisions during their selection and promotion stages. It is reliable and accurate, helps to identify the ability of the applicants and predicts their performance. However, there are lots of factors that could create an influence on the individuals’ life, which would directly or indirectly affect their performance. The personality questionnaire can be accurate if the person answers honestly to the questions, it can help them to know more about themselves and find out what type of person they are. However, I suggest that the personality questionnaire should not be used within workplace because I strongly believe that personality does not reflect the productivity of the person. Finally, I think it is important for organisations not to rely on these tests because they cannot be 100% accurate, and that they should set out a good selection procedure, making sure they are providing a good feedback system to the applicants, and make sure discriminations do not take place during the selection process. Bibliography Reading list G A Cole, (1995), Organisational Behaviour, Continuum Laurie. J Mullins, (2005), Management and organisational behaviour, 7th Edition, Prentice Hall. Andrzej Huczynski and David Buchanan, (2001), Organizational Behaviour An Introductory Text, 4th Edition, Prentice Hall John Arnold, (2005), Work Psychology, 4th Edition, Prentice Hall Christoper Lewis, (1992), Employee Selection, 2nd Edition, Stanley Thornes Dominic Cooper and Ivan T. Robertson, (1995), The Psychology of Personnel Selection, Routledge Website http://www.lboro.ac.uk/service/careers/section/apps_ints/apps_psyc.html#WHAT Accessed 30 November 2005 http://www.psychometricadvantage.co.uk/personalityprofiling.html Accessed 28 November 2005 http://www.cosmiccoaching.com/articles/psycho.htm Accessed 28 November 2005 http://www.morrisby.com/test_takers_guide/psychometrics.asp#8 Accessed 28 November 2005

Illegal Immigration Is The Hot Button Essay - 2121 Words

Illegal immigration is the hot button this election year in Arizona. As the fight to pass new law rages on, other states are watching and eager to follow suit. The focus is on federal laws already in effect and how state and local officials should have the ability to enforce these laws. Arizona strives to make illegal immigration a crime vs. a violation. Parts blocked by Judge Bolton include making it a crime to be without proof of citizenship, and it would also be a crime for an illegal immigrant to apply for or accept work. Passed into law are tougher sanctions on employers who hire illegal immigrants. Many Arizonians are in favor of reducing the illegal population but the question remains what is in the best interest of American society. Tougher sanctions on employers are necessary to stop the overflow of illegal immigrants crossing the borders. In passing this new legislation it makes it unnecessary for Arizona to make it a crime for illegal immigrants to apply for and accept wor k. It is reasonable to enforce federal law requiring legal aliens to carry documentation; however it does not need to be elevated to a criminal offense. Not only are American workers harmed by the loss of jobs, the hourly wage rates are reduced because of illegal immigrants working for far less. â€Å"[†¦] less undocumented immigrants mean less competition for jobs and higher wages for unskilled labor.†(Grey 1) Furthermore, George Borias and Lawrence Katz of Harvard University estimate that â€Å"illegalShow MoreRelatedThe Issue Of Birthright Citizenship922 Words   |  4 PagesThe question of birthright citizenship, can be one of America’s hotly debated topic; that is next to illegal immigration which it is married. â€Å"Birthright Citizenship†, addresses the children born outside the country of their parent’s legal residence, and this is not just an American issue. While this previous statement, does not specify state illegal immigration, which appears to be some of the debate of this issue, during political season this does become a talking point in political circles. 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Many people have looked at it in many ways and no one can find the â€Å"right† way to go about such a complicated topic. Illegality as we know it today was settled upon after 1965. Decaded before the year 1965 immigration was not viewed as a badRead MoreThe Mexican Cartel Is A Ruthless Crime Origination1182 Words   |  5 Pagesmost recent in the news is the boss of the Sinaloa cartel the infamous Joaquà ­n Guzmà ¡n Loera, a.k.a. El Chapo (List of Mexico s 37 most-wanted drug lords, 2016). The Operations The Mexican cartels have their hands into many diverse groups of illegal activity. The first thing that comes to most peoples’ minds in regards to the cartel is drugs. Although they do deal in the cultivation and manufacturing of drugs such as: marijuana, meth, and heroin. They are also into many other much darker activitiesRead MoreEssay On The DACA Deal886 Words   |  4 PagesAmerica’s Dreamers â€Å"Congress, get ready to do your job - DACA!† Trump exclaimed in one of his tweets on Tuesday morning, September 5th. This tweet is referencing the Deferred Action for Childhood Arrivals, or more commonly known as DACA. This immigration policy, formed in 2012 by the Obama administration, specifically targets people who illegally entered the US as children. These children, often times referred to as â€Å"Dreamers†, are protected from immediate deportation under DACA by granting them

Macbeth - Supernatural Forces Cause the Fall of Man in Macbe

In Shakespeare s Macbeth supernatural forces create a suspenseful atmosphere. The use of the supernatural in the witches, the visions, the ghost and the apparitions provides the backbone of the climax and excuses for Macbeth s change of character. Because conscience plays such a central role in Macbeth s tragic struggle, many critics use spiritual and supernatural theories to illuminate the drama s character development. The play opens with the use of the supernatural when three witches encounter Macbeth on his way home from a battle and proceed to predict his fate. This gives the audience a glimpse of the path the play will follow. The witches plan to meet again, When the battles (battle is) lost and wonÂ… (I. I. 1-4). This†¦show more content†¦Banquo s ghost is yet another paranormal experience Macbeth encounters, and also the one that sent Macbeth over the edge. Author Ludwig Jekels felt that the poet dramatizes, with wonderful clarity, the fear of the son (Banquo) now the father, upon confronting, in his own son (Macbeth), the same hostility that he (Macbeth) had harbored on his own father (Duncan). (Jekels 227) Banquo s ghost returned to torture Macbeth indefinitely. Eventually, the ghost drives Macbeth to his own, unintended, self-destruction. In act 3, scene 4, lines 112-115 Macbeth says to Lady Macbeth, Can such things be and overcome us like a summers cloud, without our special w onder? You make me strange even to the disposition that owe (my own nature). (3.4.112-115) After all Macbeth has been through at this point, the witches and apparitions, he still can t grasp his connection to the supernatural. This proves that Macbeth fell under the influence of the supernatural without knowing. Accredited author J. L. F. Flathe quotes, But we are constrained to ask, what devil gives the devil such power over this poor devil Macbeth that he is so immediately led astray, while we see, in the case of Banquo, that any man who chooses can easily withstand the devil? (Flathe 200) Any given person s human nature tempts them to take an easier path if shown the way. Some people exhibit more hardworking and honest traits than others. Macbeth was deceitful and dishonest, therefore following

Essay Gender Roles in Disney - 1174 Words

Tokio Nakamoto Mrs. Kish AP Language and Composition 28 March 2011 Role of Gender in Disney In the diverse society of today, the topic of equal rights and equal treatment of every person is a heavily focused and pronounced topic. With time and tremendous amount of effort by many advocates of civil rights, the enormous rift between races and genders have minimized to fractions of what it used to be. This change of belief from the white male supremacy to the diverse equality is a significant turning point of the world history. Not even 100 years ago, women were not able to vote and were supposed to stay at home while the husband, the man of the household, went out and worked for the family. Within the past few decades, women and men†¦show more content†¦In The Beauty and The Beast, Belle was helpless when chased by a pack of wolves when looking for her father. With the help of the Beast, she was able to escape, but she would have been a feast to the starving wolves if it was not for the help of the male character. Princess Aurora from The sle eping Beauty depends on the recue from the handsome Prince Phillip to be awakened to from her cursed sleep. Disney films, proven from these scenes represent women as a weak dependant figure always in need of assistance by men. As well as the story lines of many films, the roles, the behaviors and the looks of many female characters illustrate the stereotype of a typical woman. In The Beauty and The Beast, all of the women in the village have same dress with an apron, and many of them are seen cleaning, doing laundry, and grocery shopping. They all are tasks of a typical stay home woman whose job is to simply cook for the family and tidy up around the house. Even the main character Belle who is said to be unlike the rest is seen doing laundry in the film. Not only the village people, but the cursed workers in the castle reflect many stereotypes. All of the objects that did the task of a maid were women. The dust cleaning brush who in the end was a maid was a woman. Mrs. Pots who ser ved tea was a woman. These roles of female characters are not only present in The Beauty and The Beast. Many other Disney films like Cinderella and Snow white exemplify the stereotypicalShow MoreRelatedGender Roles Of Disney Films1598 Words   |  7 Pagesyou think of Disney, you think about how everyone lives their happy ever after fairytale. Most Americans grew up with Disney and have a strong connection with the brand. Yet, there is a lot more to a classic Disney film, then what the average American sees the first time viewing. Gender roles, also known as gender stereotypes, are things to be considered appropriate to certain men or women and we are constantly surrounded by them without even realizing it. 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Definition of Gender Roles A gender role consists of characteristics that refer to a set of social and behavioral norms that are widely considered appropriate for either males or females. Gender roles are different throughout society and cultures. One gains gender roles unconsciously, consciously, or genetically due to cultural rules (Princeton). B. How film characters are seen by the audience Many people view women as weak in hopeless and males as strong and heroic in films. MaleRead MoreGender Roles : The New Man Of Disney / Pixar `` And Dude, You re A Fag1300 Words   |  6 Pagesinterested to know how we get our gender roles. The articles â€Å"Why Do We Make So Much Of Gender?†, â€Å"Post-Princess Models Of Gender: The New Man in Disney/Pixar† and â€Å"Dude, You’re a Fag: Adolescent Masculinity and the Fag Discourse† comply well with this topic. 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Goodner Brothers Case Study Free Essays

Q1. Define SWOT analysis with appropriate examples using external resources (200 words) SWOT Analysis, technique credited to Albert Humphrey, is strategic planning method used to evaluate Strengths, Weaknesses, Opportunities and Threats involved in business ventures. 1 It involves 1) Specifying objective 2) Identifying internal and external factors favorable and unfavorable to achieve objective 1 Example – Healthcare Software Company selling high value products 2 Strengths : Internal Characterisitcs of Business that give it an advantage 1 †¢ Highly experienced team, well established, reputable company †¢ High Percentage of Sales from Exports †¢ Knowledge of Advanced technology †¢ Very efficient Processes †¢ Top class service Weaknesses : Internal Characteristics that place it at disadvantage 1 †¢ Customers slow to Upgrade †¢ Complicated Products – need lots of Customisation †¢ Products innovative and market needs to be educated †¢ Technology emphasis within company rather than Marketing emphasis Opporutnities : External chances to impove performance 1 New competitors entering markets †¢ Government spending cut backs †¢ Technology changing fast Theats : External elements that could cause trouble 1 †¢ Population ageing †¢ Environmental issues increasing profile †¢ Healthcare costs rises rapidly †¢ Increased Safety and Risk awareness in healthcare Possible Strategy 2 Invest in marketing skills and knowledge to find new markets for specialist technical knowledge Increase export market to give buffer to Local Government initiatives in healthcare Add more value to customers outbidding new competitors. We will write a custom essay sample on Goodner Brothers Case Study or any similar topic only for you Order Now Emphasis in sales materials to offset new competitors entering market. http://en. wikipedia. org/wiki/SWOT_analysis http://www. managementstudyguide. com/swot-analysis. htm Copyright  © 2008 – 2012 managementstudyguide. com. All rights reserved. (1) |http://www. rapid-business-intelligence-success. com/sample-swot- analysis. html  © Copyright Syd Stewart 2008 (2)| | | How to cite Goodner Brothers Case Study, Free Case study samples

Management Estimation Key Success Factors â€Myassignmenthelp.Com

Question: Discuss About The Management Estimation Key Success Factors? Answer: Introducation For this project each of the team members played a role in the realization of the project. My main area of interest is in project scheduling. As such, I played a vital role in coming up with the overall project work breakdown structure and the projects Gantt chart. In coming up with the activities to be included in the WBS, all team members played a part as analysis of the case study was done in a group setting. My main area was to structure the activities to form the actionable work breakdown structure and translate it to a project schedule by use of Microsoft Project software. Apart from the assigned tasks, I went ahead to assist other group members in brainstorming and ensuring that their solutions and my solutions were in correction to ensure a smooth flow of the project. Role Played Deliverable Name Description Purpose Estimated time Case Study Analysis This task was played by each team member in a group setting. The role here was to analyze the case study, outline the identified activities, and brainstorm on the priority of each task, while identifying tasks that can be carried out concurrently. The purpose was to have a starting document on which all team members could start working from. Developing an outline of activities and sharing out roles for the project The task took 1 days and was comprehensively addressed, thus no more time is required for the task. Work Breakdown Structure This deliverable entailed creating a work breakdown structure. My task was to organize the group in order to analyze the case study, brainstorm and list activities that must be carried out to successfully complete the project. After enlisting the activities, the role of arranging the activities, and creating a work breakdown structure was on me. The purpose of creating a work breakdown structure was to aid in understanding the entire project activities, their relationships and interdependence (Mohamad, 2015). The work break down structure would then be used by a different team member to allocate resources. The estimated elapse time on this activity is about 7 days and will require some 7 more days, as the task is passed to other team members, who may realize or suggest addition of other tasks within the structure. Project Schedule The role entails translating the work breakdown structure to a project schedule, by including estimated time for each task [which is to be done by a different team member], and resources allocation to task that have to be generated by a different team member. My role here is to compile the activities from the work breakdown structure, and the estimated time for tasks, as well as resource allocation, into a project schedule by use of Microsoft project. The result of this task will be the generation of a Gant Chart for the project. The purpose of the schedule is to act as a blueprint to guide the project team in the implementation planning and implementation. The schedule also Estimate elapsed time on the project is about 7 days and some 14 more days required, as I wait for parts of other team members such as resource allocation and estimated time for each task, before we compile the entire project in a Microsoft Project Gantt Chart Assignment Lessons Learned Report 1. What did you understand as the success criteria of the assignment? For the project the success criteria is fully dependent on proper planning; proper scheduling and proper resource allocation. Planning, especially proper scheduling of tasks and resources is critical in realizing the project. Secondly planning for the unknown risks is critical for a project (Baxter, 2014). Risk identification and putting in place possible mitigation strategies is critical to the success of the project. 2. Reflect on whether or not you met the assignment success criteria. I am certain that we met the success criteria for the assignment. The group is very cohesive and everyone played a part in the project, resulting in a project that is likely to be completed on time and without any problems. This is because as a group, we took care and extra effort to plan the project, identify risks and put in place risk mitigation strategies. We also developed a comprehensive project monitoring plan, and how to react to changes in the project 3. In terms of managing a project through this assignment, what were the main lessons you learned? I learnt that managing a project requires that one first invest much time in planning and secondly continuously monitor the project is critical as unknown events may affect the delivery of the project, rendering the plans null and void (Mir and Pennington, 2014). Secondly I have learnt that the project team is very vital for the project and understanding their needs is important. 4. From a project management perspective, describe one example of what went right on this assignment. One thing that went right for the project is bringing every stakeholder onboard, by making them understand the goal and vision of the project from the start. 5. From a project management perspective, describe one example of what went wrong on this assignment. What went wrong was failing to adequately plan for the financial implication of risks in the project. This may affect the project delivery in case any of the identified risks arises as the project goes on. Peer Review of Assignment Each team member played a critical role in this assignment. As such, I would give each team member equal share of contributions to the project. The only issue that emerged was on agreeing on the tasks to be carried out for the project. Whereas some members felt that some tasks were not necessary, others felt that anything could not be left out on assumption that they were not critical. This issue was resolved by analyzing the importance of each activity and deciding on its inclusion depending on its importance in the project. References Baxter, K., 2014. 1.3 Project Management and Estimation Are Key Success Factors.Software Project Effort Estimation, p.5. Mohamad, N., 2015.Development of Cost Driven Work Breakdown Structure for Project Monitoring and Controlling(Doctoral dissertation, Universiti Teknologi Malaysia). Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking project management performance and project success.International journal of project management,32(2), pp.202-217.