Ambiance and Musical Symmetry at Count Basie Theater Essay

Ambiance and Musical Symmetry at Count Basie Theater - Essay Example After attending the grand performance by the New Jersey Symphony Orchestra at Count Basie Theater in Red Bank, leftover emotions and higher appreciation for the plight of the orchestra remained long after the event. Enjoyment of the symphony was certainly not limited to the more obvious elements of music such as tempo and style, the performance was pounded out by a host of talented musicians who furiously engaged the audience with competent instruments. The performance included Tchaikovsky – Symphony No. 5 in E minor, Op. 64 which was a rather brilliantly executed in a rather unique tempo with both conductor and musician working incredibly hard to focus attention on powerful percussion. Neeme Jarvi, the conductor, was rather violent in his obligations, which served to draw audience focus away from the instruments so as to see the passion Jarvi obviously has for music and the symphony. My traditional history with the symphony had rarely illustrated such an active conductor, which I believe made this particular series of performances more captivating. Nadja Salerno-Sonnenberg was the soloist violin at Count Basie Theater, who managed to work the crowd into somewhat of a frenzy with her unique style.

See the attachment Essay Example | Topics and Well Written Essays - 1500 words

See the attachment - Essay Example The accounting information that is mainly used includes trends of prices, cash flow, market share and firms available resources. 2 (A) Define Sense-making This refers to the process whereby individuals provide a meaning to a particular event or experience. This process is attributed to the existence of cognitive gap where individuals encounter out of making sense from any observed data or information. According to Kauer (2008) in his investigation underlying individual sense-making provides that sense-making is basically an approach of thinking involving assumptions, conceptual frameworks, methodologies and substantive propositions (Kauer, 2008). This process in real life is considered a capability in the corporate world because of its importance in the leadership of dynamic and complex situations. The general activities underlying sense-making include collection of relevant, valid and reliable data, conversations and actions recommended. 2 (B) Describe the context of sense-making in strategic management accounting It is notable that there are theories which have provided evidence that strategic management accounting is vital in developing sense-making process. ... Among the core management accounting roles is to control and manage the organization budget. This involves sense-making processes activities such as knowing the budget, project funding and the current costing of the project. The sense-making activities ensure that there is accuracy in the analysis as well as the collection of organization values and operating costs. Strategic management accounting involves assigning of costs outside the budget. In regard to this aspect of strategic management accounting sense-making process is incorporated in bringing the whole picture where all the expenses and cost are pre-determined by the underlying managers. The sense-making activities under this include market analysis follow up, customer service costs and expenses. Strategic management accounting has notably adopted sense-making process in conducting competitor’s analysis and comparison (Hoque, 2006). Sense-making process integrated in the management accounting process offers an avenue where other businesses costs, revenues and profitability are examined within the same industry. According to Tor Hernes, (2012) this is attributed to organization products and services costs constantly changing because of the dynamism, market forces and other organizational factors (Tor Hernes, 2012). Sense-making activities among the strategic management manager will ensure that measures are put in place for the company to enhance its cost management in comparison with their competitors. This can also be linked with the company enhancing profitability and consolidating its market share. Finally sense-making activities in the context of strategic management accounting regard organization

Old Folks Homes Essay Example for Free

Old Folks Homes Essay When considering the nursing home option for parents or other loved ones, here are a few of the main advantages to keep to mind: †¢ Better resources and equipment: Private homes simply dont have the types of medical equipment and supplies needed to help seniors stay healthy. Many nursing homes are almost as advanced as hospitals in their ability to provide sophisticated care for patients on a 24-hour basis. †¢ High-quality long-term care: Due to modern medicine, seniors now live longer than ever. While were thankful for this, longer life-spans often come with longer periods of late-life illness and disability. Caring for a senior relative at home is often a long-term commitment of many years, sometimes requiring intensive care. †¢ Emergency response and 24-hour monitoring: Nursing homes are equipped to deal with emergencies and other sudden incidents. Internal call systems allow residents to contact staff at any time should something arise. These systems are monitored 24 hours, and experienced staff is always on hand to respond. Lighter emotional burden on family: When an elderly relative being cared for at home experiences suffering, a sudden emergency, or a decline in health, family members are liable to feel guilt and to wonder if they could have done more. Putting the elderly relative in the hands of professionals makes this issue nonexistent. †¢ Family can live their own lives: While we want to help our relatives as much as possible, we also must think of ourselves, our spouses, and our children. Caring for an elderly relative at home can be a time-consuming process for everyone involved, which may take time and energy away from careers, school, hobbies, family bonding, travel, and other important personal matters. If our elderly relative can be just as happy and healthy, if not more so, in a home, why not take the burden off of ourselves? †¢ Social opportunities: Socially, seniors need more than just family. At nursing homes, seniors are out in the world interacting with a variety of people. Other residents provide a chance to form new friendships with others in the same age group. Meanwhile, strong, personal relationships may also be developed with staff members. †¢ Activities: Nursing homes routinely provide the types of activities and, in some cases, outings that are specifically tailored to seniors, and which may not be available in private homes. Nursing homes usually provide movies, reading material, games, activities, and other types of events. In addition, they often have private gardens where residents can go for strolls, get resh air, and even do some gardening. The nursing home is a facility created with a precise role ,in the medical care for elderly . In this facility are admitted the patients discharge from hospital. After the discharge from the hospital,the recovery process continue for a period of time in the nursing home. Being equipped for physical therapy,and speech therapy,the patient with stroke has an appropriate place to recover. After surgery for fracture of the hip,the motor recovery is better than in home. For a limited period of time the admission in nursing home,can be handle by the family and aging patient,in the interest of both sides. Many times the family makes opposition at the recommendation for transfer from hospital to nursing home. Even today,we meet a misconception about the reputation of nursing homes. Everybody can be in the aging process candidate for admission as resident in nursing home. In these days when the younger people in the family are busy with their job and family,less and less make an effort to keep the elderly parent in home. For elderly parents,changing his environment can be devastating. I knew many aging people who were admitted in the nursing home , because the family,couldnt do an appropriate arrangement for them. Several aspects in the health status of admitted aging patient in nursing home,can be observed and avoided. In the majority of patients,was noted a clear refuse to be admitted in nursing home. If the patient was admitted,the emotional reaction was painful for the family and patient. The patient came withdrawn,refuse to communicate with staff. When the family came for visit,the patient hostility and lack of understanding of the family,aggravated their relationship. The patient develop feeling of abandon from the family. Sometimes they express paranoid manifestations,believing that the family wanted to take over their assets. The patient is unable to communicate with other residents in nursing home. Many times ,in their paranoid behavior,include the staff of nursing home. They believe that the family and the nursing home,conspire ,to steal the assets. Among the other changes in behavior and emotional status,often the other residents or staff,report:refuse to eat and drink,Decline to take the medication. Refuse to have the daily body care. Their sleep is also disturbed. In short period of time,the physical condition is deteriorating. Possibility to catch intra facility infections is very high possibility. These are only several aspects related to the elderly admitted in nursing home. The majority of statistics,showed that a patient admitted in this facilities,have a rate of survival shorter,comparatively with elderly living in their own residence. The best place to live is the residence where is well known for aging people. They know where are the daily tools used for grooming. Any changes in their environment can have emotional reaction. They can be confused,unable to behave like before,having premature manifestations of dementia. The family of elderly parents,have to be aware about all physical and mental changes of the aging parents. An appropriate care can avoid unpleasant situations and all consequences of changing the own residence with the nursing home.

Occupational Science And Occupational Therapy

Occupational Science And Occupational Therapy This assignment is aimed at establishing occupation as the link between occupational science (academic discipline) and occupational therapy (a profession) (Cohn 2003). Both occupational science and occupational therapy has a passion to solve performance problem or occupational dysfunction by applying occupation as a tool. Hence the complexity of occupation requires activities analysis as a process for finding and adjusting an occupation to achieve some therapeutic benefit or allow a person to engaged in a former or new occupational role. (Duncan, 2009. p.91) Occupational science (OS) was first mooted by the National Society for the promotion of occupational Therapy in 1917 in the USA (Wilcock 2001,2003, Larson et al 2003). The primary objectives of that organisation, which later became the America Occupational Therapy Association, anticipated that it should focus on the development of occupation as a therapeutic measure, the study of the effects of occupation upon human being, and the propagation of scientific knowledge of this subject (Dunton et al 1917 as cited in Wilocock 2003,p.164). As the profession grew, only the therapeutic use of occupation attracted much attention (Wilcock, 2001). Occupational science was formally founded in 1989 when the university of south Californias (USC) doctoral program was launched (Zemke, 1996). This was champion by Yerxa et al (1989,p.6) and she described Occupational science as the study of the human as an occupational being, with the need for, and competence to engage in and coordinate daily occupati ons in the environment over the lifespan. Yerxa et al (1989), Occupations are defined in the science as chunks of daily activity that can be named in the glossary of the culture (Clark, 1991) Occupational science and occupational therapy are intimately related, and that in fact the former emerged from the latter. (Duncan 2009,p.300) Occupational science was seen as a basic science, that is, one which dealt with widespread issues about occupation without concern for their instant application (Yerxa et al 1989, p.4) occupational therapy on the other hand, was seen as being worried with the application of knowledge about occupation for therapeutic ends (Clark et al, 1991) Occupation is equally the fundamental focus of occupational therapy practice and the unit of analysis considered in occupational science (Cohn, 2003). Occupational science generates knowledge about the rich variety of human occupation and the socio-cultural, political, economic, environmental, biological and other conditions to sustain healthy, fulfilling, meaningful occupation for person and communities in different world contexts. There are some reservations whether or not the basic science of occupation is essential at all given that an abundance of knowledge about occupation exists in other discipline (kielhofner, 2002). What is obvious, though, is that whilst other fields may tackle issues, which might usefully inform an understanding of occupation, these fields do not use the idea of occupation as the center of inquiry (Clark et al 1993, Polatajko 2004). This guarantee that any knowledge generated not only tackles the concern of therapists but also has clear direction on how th at knowledge can be used in practice (kielhofner 1997,2002 Taylor et al 2002). Occupational science impact on therapist to reflect on their practice and resolve its congruence with the philosophy and mounting facts base of an occupational perception. (Duncan 2009) There are concerns that occupational science overlaps with other disciplines and is therefore not adequately unique to validate its institution as a scholarly discipline. Nevertheless, it is examination that occupational science, because of its sole subject matter and emphasis, constitutes a conceptually distinct field of inquiry(Clark et al. 1991,p.304). Traditionally, the social sciences established their uniqueness not by their formal description but by their emphases and traditions. The unique traditional base of occupational science lies in the practice of occupation therapy, with its concern with the adaptation, by way of engagement in occupation, of person with disabilities. (Clark et al. 1991.p30) It has been recommended that one of this new field will force occupation on occupational therapists to re-engage with there philosophy and revisit occupation as the core of occupational therapy (Molineux, 2000), since the centre of Occupational science is human as occupational being (Yerxa et al., 1989; wilcock, 1993) However, another school of taught define occupational science as an academic discipline, the reason of which is to generate knowledge about form, the function and the meaning of human occupation. (Zemke, 1996). Occupational Science focuses on: Form, which is the directly observable aspect of occupation. The objective set of physical and socio-cultural situation, external to the individual at a particular time. Though, occupational form guides, structures, or suggests what is to be done by the individual. In completing the form imitate on what happens behind the scenes and recognize the association between doing being. (Hersch et al, 2005 p36). In a study of preschoolers receiving occupational therapy, Case -Smith (2000) found that the occupation of play fostered the development of visual and fine -motor skills suggesting occupation-based interventions distorted component skills. In contrast, a Meta -analysis study of occupational form found out that, in contrast to less enriched forms, enriched occupational forms moderately enhanced performance outcomes, especially in the area of movement kinematics (Cohn, 2003). The function of occupation refers to the way occupation influences health, adaptation, development and quality of life, the purpose or intended outcome when participating in occupation (Larson et al, 2003). Occupational scientists could study how being fed versus being helped to feed oneself to the maximum extent possible affects the physical health and life satisfaction of residents of health care institutions. (Cohn, 2003). Meaning in occupational science refers to the refers reentire interpretive knowledge engaged in by an person encountering an occupational form. The subjective experience of engagement in occupations (Larson et al 2003). People instil occupations with personal meaning or value. Further more, occupations are metaphorically constituted in a culture and interpreted in context of persons life stories. For example, a dining event with a new friend may be seen as essential in influential ones future, resulting in a romance or even marriage. The attempt to occupational diagnosis begins with the identification of activity limitations or participation restrictions. (Molineux, 2009). Whether physical or mental in nature, the behaviours necessary for completion of tasks in daily occupations can be analysed according to specific components related to moving, perceiving, thinking feeling (Hersch et al 2005). Hence, it is consonant with the top-down approach to the occupational therapy process (Trombly, 1993). Impairments, negatively influencing performance, are then identified through Task analysis. Task analysis examining an activity to identify the sequence of steps or tasks that constitute the activity. Each task may be analysed into a further series of sub-tasks. (Creek, 2003) Subsequently, they are evaluated in detail through additional targeted observations or specific impairment tests, such as goniometry for range of movement and screening test for depress. Then, attention is directed to potential environmental factors restricting performance. Through it the process, clients collaborate (client centeredness) with the parishioners to develop an understanding of problems in relation to clients situation and to prioritise the relative importance of problems. . (Molineux, 2009). The top-down approach differs from the approach in putting the initial emphasis on occupation. In the bottom-up approach, the practitioner begins the evaluation of occupational performance by exploring impairments. For example, knowing that a client has rheumatoid arthritis, the evaluation may begin with measures of pinch strength, 1.5 pounds of pinch on the right (dominant) and 5 pounds on the left, the practitioner might infer that the client is unable to proper meals due to the in adequate pinch strength. This is a weak diagnostic statement because it is based on prediction or inference about prefromance supported by impairment testing but not activity analysis. (Molineux, 2009). The technical skills of the therapist involve competence in the administering diagnostic procedures and tests client data are gathered through the sense (vision hearing touch smell taste and kinaesthesia) aided by structured and unstructured interviews, observations, and tests. A completed activity analysis results in a change of some kind, either something has been added to or subtracted from the environment, or altered within it, or something has changed in the subjective experience of the participant. (Hagedorn 2000 p27). Occupational science acknowledges that occupation is contingent upon the environmental context. The study of human occupation must consider the dynamic relationship between the choices people make for action and the various environment al forces that facilitate or impinge upon those choices, the capacity of human to transform their environments to meet their needs though and for engagement in occupation is central to this science (Jackson, 1998) Occupational therapists believe in occupation for health We are concerned with individuals quality of life in terms of how they engage in satisfactory and meaningful occupations. We have a deep appreciation of the occupational nature of humans, of the relationship between health and occupation, and how occupations can influence health (Wilcock, 1999 cited in Finlay, 2004.p.3). Occupation therapist focuses on occupational performance. The active doing of the person in the context of the occupational form, after the person interprets the occupational form and wants to do something about it, the persons voluntary doing is the occupational performance, (Nelson and Jepson-Thomas 2003 p.111) performance is the outward expression of skills (Creek 2002, p276). We are centrally concerned with how individual function in their work, leisure, domestic life and personal self-care, a healthily person is one who is able to perform his or her daily occupations to a satisfying (for that person) and e ffective level. A persons occupational performance may well be disrupted or impaired when he or she becomes ill or disabled in some way. we have unique ability to assess occupational performance and to use occupations to improve or maintain that performance . (Finlay, 2004.p.4 ,,,) Underlying body functions and structures à ¢Ã¢â€š ¬Ã‚ ¦ have potential to influence occupational performance (Crepeau et al 2003) help shape a persons identity effect individuals choice and subjective experience of occupations and persistence in sustaining occupational behaviour. Occupational therapist view service user holistically as unique individuals (the person) who have particular life experiences, interests, needs, skills, problems and motivations arising out of their particular social and cultural background? Occupational therapy concerned with the individual as a skilled and competent performer of a range of roles and occupations appropriate to his age, environment and culture. Each process contributes in some way to the attainment and retention of skilled performance (Haledon 2000). We aimed to view and treat individual as complex whole being rather than seeing their problems in isolation. We try to attend to emotional, cognitive, physical and social dimensions, in the context of the persons life style. (Finlay, 2004) Occupational therapists value the therapeutic potential and purposeful meaning- full activities to promote health and well being. Thus, occupational therapist is premised on the idea that purposeful activity can be therapeutic and can be used to improve individual functioning when used in a way that is meaningful top that person. One of the core skills is being able to apply activity in the treatment process. This process values the inherent properties of activities, the experience of doing and the end product. We employ two main types of therapeutic activities: activities of daily living (such as cooking and therapy activities) such as group work). Treatment often involves grading and adapting these actives in their inherent properties (Findlay, 2004) Study from out side occupational therapy and occupational science is demonstrating the occupational nature of humans and the impact of occupation on health. For example, the Health walks Research and development Unit (2000) at Oxford Brookes University has been investigating the health benefits of led walks in the countryside. The original walk project was investigated by a general practitioner zand seen then has been developed and scrutinized. Researcher in the unit have found that in addition to the obvious impact on physical fitness, participants also reap benefits due to the social aspect of the walks, and this is consistent with the multidimensional nature of occupation. (Yerxa et al., 1989). Recent research, particularly in the field of occupational science, has demonstrated the link between occupation and health/well being. For instance, in a review of literature on occupation and mental health in care homes for older people, Mozley (2001) provides evidence that opportunities for occupation and pleasure in homes contribute not only to mood state but also to actual survival rates. Wilcocks (1998) influential work on occupation for health stresses the importance of being in turn with our occupational nature in terms of the dynamic balance of doing, being and becoming. She shows how being arises from doing and becoming is dependent on doing and being. She argue how we are more susceptible to illness as a result of continuing occupational injustice, deprivation, alienation or balance (wilcock, 1999,p.195.) Wilcock (2001) identified 3 occupational problems that can compromise health Occupational Imbalance, Occupational deprivation, Occupational alienation Occupational Imbalance: has been proposed in the literature to refer to the loss of a balance of engagement in occupation which leads to ell-being, and might include balance between physical mental and social occupations between chosen and obligatory occupations; or between doing and being (wilcock, 1998). Occupational deprivation has been defined as the deprivation of occupational choice and diversity due to circumstances beyond the control of the individual (wilcock, 1998, p.257). These could be as a result of poverty, lack of employment opportunities, illness health/disability, discrimination, abuse, being a prisoner or war refugee, and so on. (Whiteford, 2000). Occupation alienation refers to the subjective experiences of isolation powerlessness, frustration, loss of control, estrangement from the society or self which results from engagement in occupations which fails to satisfy the inner needs of the available to patients. Specially, occupational scientist should consider placing occupation at the centre of their analysis would need to recognised the importance of an individual occupations and the symbolic meaning attributed to those occupations. This ensure that any knowledge generated not only addresses the concern of the petitioners but also has clear guidance on how that knowledge can be used in practice (kielhofner 1997,2002). This approach can be contrasted with occupational science, which informs proactive but may not necessarily provide specific tools or methods to be utilised by occupational therapists (molineux 2001), In doing so, philosophical explanation to support treatment was developed along with the concomitant principles and practices that would guide that treatment as well as outline the knowledge and skills that would be needed by those who provided it to patients. (Kramer 2003) The lack of a science unique to occupation or theories of practice, or research that proved the efficacy of practice, deeply hampered therapists efforts to establish credibility in all areas of practices. The richness and complexity of occupation is not evident if one cannot articulate the underling rationale and its basis in a recognisable science (Kramer 2003) Conclusion The basic philosophical tenets of occupational therapy continue to have an enduring presence in todays world of human health and illness. Occupation and related concepts such as interests and individual preferences, the importance of the environment in stimulating and supporting activity, and the fit of the activity to the person- continue to be applicable to people who have problems related to disability, disease, or other chronic debilitating conditions. As a field devoted to the study of occupation, occupational therapists and occupational scientist have remained committed to the founding principle. These principles are embedded in recognition of the potency of occupation as a catalyst for health.

Recruitment and Selection Process

Recruitment and Selection Process Introduction Employees are one of the most important resources of any business, and so it is important for organisations to have a thorough recruitment and selection process. This is to ensure that the best possible candidate is recruited to the post. There are many different aspects to consider during the recruitment and selection process, and this essay considers the issues that an organisation should consider as they search for candidates to recruit. The responsibility for recruitment and selection lies predominantly with a Human Resources (HR) department (Armstrong and Taylor, 2014, p.248), although in many organisations it is common for functional department heads to be involved in the process to ensure that technical considerations are assessed during recruitment and selection. Organisations also face the decision as to whether it is preferable to recruit internally or externally, and there are advantages and disadvantages to both approaches. There are also legal considerations associated with recruitment and selection which it is imperative that an organisation adheres to (Aylott, 2014 p.11). Accordingly, this essay presents a logical assessment of best practice in recruitment and selection on a life-cycle basis, beginning with job skills analysis and concluding with the final selection process. Best Practice in Recruitment and Selection Torrington et al., (2011, p.157) explain that the first steps in recruitment should be pragmatic and straightforward. It is important for the HR department to know how many people they need to recruit, and the skills and capabilities that they must possess. The easiest way to address this problem is to conduct a job skills analysis, carefully considering the content and requirement of job functions including an assessment of technical skills and also intangible or softer skills such as communication, innovation or sales ability. Ideally job skills analysis should be incorporated with a strategic assessment of HR requirements so that the organisation can be confident that they have the necessary skills contained within the human capital of the business to achieve long-term organisational objectives (Rivera, 2012b, p.75). Lievens and Sackett (2012, p.463) also recommend a job skills matrix to assess the future potential capability of job functions and to link this to future employee development opportunities. This is a matrix which lists the skills of employees against the skills the organisation requires or would like in the long term. Having assessed the functions of job roles it is then necessary to create a job description and also a person specification. These are two distinct documents although they are often prepared together (Armstrong and Taylor, 2014, p.250). The job description describes the technical functionality of the role, being as precise and detailed as possible. The person specification addresses the intangible aspects of job functionality to ensure that any potential recruit will fit comfortably within the organisation and has the skills and attributes which the organisation requires. Wilton (2013, p.158) emphasises that it is important for there to be a good fit between an employee and the organisation, so that the employee feels comfortable in their job role and performs to the best of their ability. Once the job description and person specification have been developed it is then possible to advertise the job role as the first stage in actual recruitment. At this point the organisation must decide whether they should recruit internally or externally. Phillips and Gully, (2009, p.18) explain that internal recruitment can be beneficial for a number of reasons. These include offering current employees opportunities for promotion or personal development, which is proven to motivate employees by demonstrating that there is an opportunity for career progression. Also, recruiting internally can be considered as a lower risk because the organisation is already familiar with the skills and capabilities of the employee. From a pragmatic perspective internal recruitment is also more cost-effective and quicker, so it is easier to fill the job role with less risk to the business. However, disadvantages to internal recruitment can include resentment on the part of employees who are not selected for the role (Phillips and Gully, 2009, p.20). Also, it may be the case that the organisation is looking for specific skills in order to expand the business, and no employees already in the firm have this necessary experience or skill. In these instances it is therefore necessary to recruit externally. External recruitment can be more challenging. In the first instance it is necessary to determine whether the organisation will use in-house procedures for external recruitment, or alternatively make use of external sources such as recruitment agencies or headhunters (CIPD, 2013, p.1). This decision is often based on a combination of financial considerations and organisational discretion. For example, if an organisation needs to recruit a large number of relatively junior roles then a recruitment agency may be the most appropriate approach. Recruitment agencies are likely to have a large number of potential candidates on their books, and they can undertake much of the necessary background checks and initial skills assessments. This can be a highly resource intensive process which organisations may not be able to manage effectively, hence paying recruitment agencies becomes preferable. Rivera (2012a, p.1000) notes that over time organisations can often establish relationships with preferred recruitment agencies so that the recruitment agencies become familiar with the job descriptions and person specifications, and this accelerates the process. Increasingly, organisations are also making use of online recruitment opportunities, and this is another way of reaching a wide group of potential candidates in a cost-effective manner (Girard and Fallery, cited in Boudarouk and Ruel, 2009, p.39). Alternatively, if it is a particularly high profile or specialist role organisations may wish to make use of headhunters. These are considerably more costly but can be appropriate if the role is senior or it is a new role which requires a particular skill set. Rivera (2012a, p.1001) explains that headhunters are more commonly used when there is a long lead time for more senior appointees and it is more important that they are a good cultural fit for the business. Furthermore, the more senior the role, the greater the potential risk to the business in terms of financial expenditure. Therefore it can be preferable to use external sources to find the most appropriate candidates. As noted previously there are also legal considerations as part of the recruitment process. These commence with the advertising of the job role, which under UK and EU legislation must be entirely non-discriminatory (Aylott, 2014, p.66). This includes wording of the advert for the role, and also the actual process of recruitment which must be entirely fair and transparent. This is another reason why headhunters and recruitment agencies can be beneficial, as they can help to ensure adherence to legislation and regulation in this area. It is also worth noting that there are changes in progress within the regulation in this area meaning that candidates shortlisted for more senior roles must demonstrate gender parity (Aylott, 2014, p.67). Hence, headhunters can be helpful for drawing up shortlists prior to the next stage of recruitment. Having drawn up a shortlist of potential candidates, either internally or externally, the next step in the process is to narrow down this shortlist. There are a number of possible means of doing this which can include interviews, psychometric testing and assessment centres (Breaugh, 2013, p.395). As might be imagined, each of these approaches has advantages and disadvantages, and it is also not uncommon to utilise these techniques in combination. The decision as to which type of recruitment method to adopt depends on the nature of the job role and the potential risks associated with the job function (Hall et al., 2013, p.358). In any event, it is absolutely imperative to ensure that there is complete fairness and transparency in the recruitment and selection process, not only because of the need to adhere to legislation and regulation, but also to ensure that each candidate has a fair experience. This is because this has implications for long-term recruitment and selection of high calibre candidates (CIPD, 2013, p.1). Guion (2011, p.9) explains that interviews remain as one of the most common forms of assessment when determining whether a candidate would be suitable for a job function. The length and intensity of the interview depends on the nature of the job function. As alluded to above, it is commonly the case that recruitment and selection is the responsibility of the HR department, although it is often the case that functional department heads are involved in the process to assess the technical competence and capability of the candidate. In any event the potential candidates should be assessed against the job description and person specification (as described above) and during the course of the interview it is sensible to take notes so that at a later stage the shortlisted candidates can be compared to one another (Chapman and Webster, 2003, p.117). For some more senior roles it may be the case that more than one interview is conducted with different members of the organisation. Kline (2013, p.25) acknowledges that although interviews are very popular, there can be concerns with unintended preference, a concept known as the golden halo effect. This occurs when the interviewers subconsciously prefer candidates who they considered would be a good cultural fit. This is why it is important to have complete transparency in the interview process. Psychometric testing and aptitude testing are also extremely popular techniques for assessing potential candidates during the selection process. Suff (2012, p.9) explains that aptitude testing is an assessment of the numerical, verbal, and general logical reasoning capability of an individual. Psychometric testing is more intensive and includes an assessment of personality traits. Psychometric testing is not an exact science, but over time a large body of empirical data has been gathered which helps to increase the reliability of such testing. Generally speaking psychometric tests are a useful indicator of underlying personality traits, and can be a good means of an organisation assessing whether an individual candidate would be a good fit for the business. Cushway (2014, p.26) explains that psychometric tests can be useful if an organisation is looking to recruit an individual with particular personality traits in order to help generate a cross functional team. In contrast, Suff (2012, p.10) suggests that psychometric testing is more valuable as a supporting indicator, along with other selection techniques such as interviews and assessment centres. Assessment centres are the most intensive form of employee selection. They typically comprise a number of small tests and presentations to simulate the likely working conditions and to assess how an individual performs under pressure and how they work in teams (Armstrong and Taylor, 2014, p.232). During the course of an assessment centre it is likely that the candidate will have to give a presentation, solve a problem with imperfect information (to simulate real-life), and also work in a team environment. Assessment centres are highly resource intensive but are considered to give the most accurate picture of how a candidate would be likely to perform if they were recruited to the organisation. The costs of running an assessment centre are high, so in the main they are reserved for more senior job functions, or for graduate recruitment schemes. They are also more commonly used by larger organisations that have the resources to maintain a talent management pipeline (McClean and Collins, 2011, p352). Stahl et al., (2012, p.35) believe that assessment centres can be somewhat artificial as all the candidates are aware that they are in competition for a defined number of job roles, and this may encourage them to distort their behaviour. Stahl et al., (2012, p.35) also believe that there is a greater risk of the golden halo effect during assessment centres as the assessors get to know candidates throughout the duration of the assessment centre. It is necessary to mention that references from previous employers or other respected individuals can play a small part in the recruitment and selection process. However, such is the nature of legislation relating to references, many organisations simply use them to verify that a candidate has been previously employed and that they do not have a tendency to high levels of sickness absence or any other obvious undesirable tendency, for example an extensive disciplinary record (Torrington et al., 2011, p.182). As references must be entirely factual, personal observations of the previous employers are generally not found in references in the UK. Some organisations may also wish for shortlisted candidates to undertake medical checks. This is likely to be more common in job functions where there is either a particular medical need for high levels of health and fitness because the job is particularly strenuous, or because the organisation has a long-term commitment to employee health and well-being. In either event organisations are only likely to take up references and ask for medical checks for candidates whom they believe they will offer the job post (Torrington et al., 2011, p.183). Once the organisation has decided who they will recruit, it is necessary to draw up a contract of employment, and to send a formal offer letter to the preferred candidate, setting out the terms and conditions of employment. Aylott (2014 p.112) observes that it is surprising how many organisations do not maintain good record-keeping in this regard, and it is imperative that if the candidate accepts the role they return a signed copy of the contract and terms and conditions. It is also good practice for an organisation to formally write to the unsuccessful candidates and briefly explain why they were not recruited for the post (CIPD, 2013, p.1). This helps to improve the overall candidate experience thus supporting the reputation of the organisation and wider marketplace. If job requirements change in the future, maintaining a good relationship with potential candidates makes it is much easier to offer them a job role in the future (Klotz et al, 2013, p.110). Finally, Aylott (2014, p.32) explains that under UK legislation, unsuccessful candidates may exercise the right to challenge why they were not recruited for the role. This is why it is important to maintain scrupulous records throughout the recruitment and selection process and demonstrate complete fairness and transparency. As it may be some time between acceptance of the job post and the candidate starting in the role, then this is a good opportunity for the organisation to prepare the new employees induction in advance. It is also best practice for an organisation to allow access to the employee handbook when recruiting an employee. A good induction is one where the new employees has the opportunity to meet their colleagues and receive basic training in aspects such as health and safety and organisational systems (Covert, 2011, p.9). This is entirely pragmatic as it is an opportunity for existing employees to meet their new colleague, and also to ensure that the new employee has a thorough grounding in the organisation so that they become rapidly embedded and are able to make a difference as soon as possible. This is often an issue for organisations as it can take time for new employees to become familiar with organisational culture. Therefore an induction is a good way of starting this process. Finally, the majority of new employees are likely to be operating under a probationary period in the first few months of employment. There are legal implications to this, meaning that it is important for an organisation to clearly set out their expectations for the new employee, and also to offer the employee as much help and support as possible in the early days of their employment (Cushway, 2014, p.34). It is in no partys interest for there to be a high turnover of staff. Not only because the recruitment and selection process is extremely costly and resource intensive, but also because it is also disruptive to an organisation and long-standing employees. Hence, it is preferable to invest the necessary level of resource, time and effort in recruiting the right employee in the first instance. Recommendations To summarise, the first steps in effective recruitment and selection are to establish the requirements of the job role, and also the preferred attributes of the individual who will eventually fulfil this role. It is important at this early stage to be as precise and as comprehensive as possible, and also to be aware of the need for transparency in the process. This is because the description and person specification not only form the foundation of the job advert, but also they become the benchmark against which potential candidates are assessed, and successful employees are measured (Guion, 2011, p.240). Although resource intensive, it is worthwhile to spend time and effort refining the job description and person specification. Once the shortlist of candidates has been prepared, either from internal or external sources, it is necessary to assess all potential candidates to determine their suitability for the role (Phillips and Gully, 2009, p.17). There are several alternative means of achieving this including interviews, testing and assessment centres. As elucidated above, there are advantages and disadvantages to all of these methods, and this is why it is often the case that more than one technique is used. It is important to reiterate the importance of transparency and fairness throughout the entire selection process. Having selected a suitable candidate the organisation should then formally write to the employee enclosing the employment contract and terms and conditions of employment (Aylott, 2014, p112). An organisation may also wish to take up references and ask the candidate to have a medical assessment. It is best practice to formally communicate non-selection to unsuccessful candidates, as this is not only helpful for maintaining organisational reputation, it may have future practical benefit. Throughout the entire process of recruitment and selection scrupulous record-keeping is strongly recommended. Once a candidate has accepted a position of employment, it is then good practice to offer an induction period. This helps the new employee to settle in, and helps to increase productivity and reduce employee turnover. Conclusions This essay has set out the current recommended best practice in respect of recruitment and selection. It has illustrated the complexity and resource intensive nature of the process, and also emphasised the importance of prior planning and preparation to ensure that the most suitable candidates are shortlisted for the role, and that they have the necessary skills and attributes. As has been discussed throughout the essay, there are a number of alternative methods for actually selecting a candidate for the job role, and the determination of which of these methods is used relies on the specifics of the job itself and also the long-term HR and human capital requirements of the organisation. In an ideal scenario, the recruitment and selection process is cross-functional in nature, involving both HR and department heads, and is also linked to the long-term strategic requirements of the business. Throughout the entire process it is imperative to maintain fairness and transparency, and to focus on recruiting the best possible candidate in order to reduce the possibility of subsequent employee turnover. References Armstrong, M., and Taylor, S., (2014) Armstrongs handbook of human resource management practice. (13th Ed) London: Kogan Page Publishers. Aylott, E., (2014) Employment law: HR fundamentals. London: Kogan page. Breaugh, J. A., (2013) Employee recruitment. Annual review of psychology, 64(4), 389-416. Chapman, D. S., and Webster, J., (2003) The use of technologies in the recruiting, screening, and selection processes for job candidates, International Journal of Selection and Assessment, 11(2/3), 113-120. CIPD (2013) Recruitment factsheet [online] available at http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx retrieved 3rd Oct 2014. Covert, S. P., (2011) Creating a Web-Based Employee Orientation and Induction Program. School Business Affairs, 77(1), 8-10. Cushway, B., (2014) The employers handbook 2014-15: An essential guide to employment law, personnel policies and procedures. London: Kogan Page Publishers. Girard, A., and Fallery, B., (2009) E-recruitment: new practices, new issues. An exploratory study. In Boudarouk, T., and Ruel, H., (Ed.) Human resource information systems. London: Emerald Group Publishing. Guion, R. M., (2011) Assessment, measurement, and prediction for personnel decisions. London: Taylor and Francis. Hall, D., Pilbeam, S., and Corbridge, M., (2013) Contemporary themes in strategic people management: a case-based approach. London: Palgrave Macmillan. Kline, R., (2013) The bias that lives on: Discrimination in recruitment persists in the NHS, and it is long past time to tackle it, says Roger Kline. Nursing Standard, 27(41), 24-25. Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., and Gavin, M. B., (2013) The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), 104-119. Lievens, F., and Sackett, P. R., (2012) The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. Journal of Applied Psychology, 97(2), 460-468. McClean, E., and Collins, C. J., (2011) Highcommitment HR practices, employee effort, and firm performance: Investigating the effects of HR practices across employee groups within professional services firms. Human Resource Management, 50(3), 341-363. Phillips, S., and Gully, C., (2009) Strategic staffing New Jersey: Pearson Education. Rivera, L. A., (2012a) Hiring as cultural matching the case of elite professional service firms. American Sociological Review, 77(6), 999-1022. Rivera, L. A., (2012b) Diversity within Reach Recruitment versus Hiring in Elite Firms. The Annals of American Academy of Political and Social Science, 639(1), 71-90. Stahl, G., Bjrkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., and Wright, P., (2012) Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42. Suff, R., (2012) Employers use of psychometric testing in selection: 2012 XpertHR survey. IRS Employment Review. (Sep), 9-10. Torrington, D., Hall, L., Taylor, S., and Atkinson, C., (2011) Human resource management. (8th Ed) London: FT/Prentice Hall. Wilton, N., (2013) An introduction to human resource management (2nd Ed) London: SAGE Publications Ltd.

Social Commentary in Blood Brothers by Willy Russell Essay -- Blood Br

Social Commentary in Blood Brothers by Willy Russell The play, Blood Brothers by Willy Russell, is a twisted tale of two brothers born on the same day and from the same womb, yet they live in two entirely different worlds. In the scene with Russell Eddie and Mickey meeting for the first time. At first Mickey is suspicious of Eddie, (Mickey – â€Å"hello† suspiciously), but at that innocent age they talking and quickly bond. Eddie is well-mannered in all his ways – â€Å"ill look it up in the dictionary† and says â€Å"pardon†. This shows Eddie has a polite comportment in his speech– â€Å"ill looks it up in the dictionary† and says â€Å"pardon†. This shows Eddie is well educated and polite because of his wealth. However, Mickey isn’t and Eddie is innocent and because of his overprotective mother therefore doesn’t know much about reality and the world around him – Eddie says, â€Å"Pissed of. You say smashing things don’t you? And Mickey says, â€Å"Do you know the F word?† Eddie – â€Å"pardon, what does it mean?† Because the boys are young, they’re innocent and honest about everything. When they start sharing background information, they soon find out they are very similar and even share the same age, the same date of birth. They choose to become blood brothers which will mean a new stronger relationship. Mickey says,† this mean that we’re blood brothers† their affection is strong, because they bond so quickly. When Sammy enters the scene, it becomes tense as he makes fun of Eddie. Sammy _ â€Å"he’s a friggin poshy†, this means Sammy makes fun of his accent, he instantly recognizes he’s posh. Because Mickey is Eddie’s blood brother, he defends him as that was one of they’re vows they made when becoming blood brothers. Mickey and Eddie – â€Å"I al... ...u as well as everything’ else? Does she? Eddie does she?† Russell is trying to show that if you’re wealthy you aren’t going to be happy unless you have something to keep you going, he needs an achievable goal in life, Mrs Johnstone had her children, but Mickey only has his pills to keep him going. He has no hope of a job because of his criminal record, or his own home. He is terrified that Linda will leave him. In conclusion Russell is trying to portray that your situation depends entirely on the way you’re brought up. According to Russell it depends on nurture; the child that was given away got the better life, it wouldn’t have mattered which one was given away. As Eddie had the experience of a wealthy family he got the best opportunities in life. Mickey has to struggle with reality of being underprivileged, hence the unfairness of living in Britain.

Production Notes :: College Theatre Festival Papers

Production Notes Preface The slides and video that are found on this web site are recordings of a production of Measure for Measure mounted at the College of the Holy Cross in the fall of 1996. In February, 1997, the production was re-mounted at Brandeis University as part of the American College Theatre Festival. The following notes formed the conceptual basis for the production. First Response In the final months of the twentieth century, Measure provides us with a searing allegory about a society that is divided severely along economic and social lines. The ubiquitious moral rot of Shakespeare's play parallels our contemporary world. The political and social hypocricy of rulers who abuse power for personal gain while criticizing and punishing the lower classes comes right out of the evening news. Some issues of the play hit home harder today and in a radically different manner then they would have in Shakespeare's day. Ideas such as sexual harrassment and immorality connote wildly different things to a contemporary audience, particularly in light of recent current events. Talking Points I. Measure for Measure is a play about power--political, economic, and sexual power--and how these three interrelated phenomena intersect with catastrophic consequences when they are abused by an inadequate leader. But it is essential to note that the play is not against the use of power per se, because the entire crisis is instigated by the failure of a rightful ruler to exercise properly his responsibilities of office. Indeed, the entire arc of the play is about how this ruler--Duke Vincentio--learns about the nature of power and the necessity of its public demonstration. It can be argued that, in many respects, the play is a primer about effective leadership and must be viewed as a humanistic revision of Machievelli's The Prince. II. Political power must be exercised correctly and sexual desires must be pursued properly. Without sex there is no propagation of the species and without political restraint there is no maintenance of the social order. Political responsibility cannot be avoided and neither can the fundamental need of humans to fornicate. Without restraint, however, the pursuit of these intersecting fundamental drives will undermine the stability of society. Measure for Measure argues that political power must be exercised in a principled manner and sexual intercourse must occur under the sanction of marriage. III. A recurring theme in the plays of Shakespeare is the nature of effective leadership.