Does Ghost Exist in Real Life (Argumentative Essays)

Does ghost exist in real life? It has been a popular question been ask for few decades. Some people encounter the supernatural phenomena, some not. So there are people who believe and people who disbelieves. Therefore, here are some introduction of what ghost really is, where we can find their existence, how can we feel their presence and does science proof the existence of ghost. In traditional belief and fiction, a ghost (sometimes known as a spectre (British English) or specter (American English), phantom, apparition or spook) is the soul or spirit of a dead person or animal that can appear, in visible form or other manifestation, to the living. Descriptions of the apparition of ghosts vary widely from an invisible presence to†¦show more content†¦People, especially those with a scientific or rational background, tend to dismiss any explanation that ghosts exist with disbelief and amusement. There are some scientific proof that ghost exist in the form of energy. The law o f thermodynamics, if examined from a different angle, could prove that ghosts exist. Even if it cannot be taken as proof, it could give rise to a number of questions. If these questions are taken seriously and attempts made to find answers to them, we might very well come up with proof that ghosts exist. The law of thermodynamics is the most significant law among the gravitational laws. A careful study of it reveals the fact that science has already proved that ghosts do exist. According to this law Energy can neither be created nor destroyed; it can only change form. Let us now analyze this law carefully. Energy never dies, according to this important law; instead, energy shifts from one form to the other. Accordingly, the energy that we are is not destroyed by death; it just changes form. Skeptics would say that our bodies would be decomposed by the action of the microorganisms, and this is how human energy would change form. But, what about the intelligence that gives us an ident ity? Just consider the amazing nature of our minds and bodies. Would all this just end up as being fodder for the microbes? Does this sound like a fair exchange? The more one questions,Show MoreRelatedDoes Ghost Exist in Real Life? (Argumentative Essays)1257 Words   |  6 PagesDoes ghost exist in real life? It has been a popular question been ask for few decades. Some people encounter the supernatural phenomena, some not. So there are people who believe and people who disbelieves. Therefore, here are some introduction of what ghost really is, where we can find their existence, how can we feel their presence and does science proof the existence of ghost. In traditional belief and fiction, a ghost (sometimes known as a spectre (British English) or specter (American English)Read MoreMedia Violence9754 Words   |  40 PagesChildren are among the greatest of imitatorsÂ… The debate over media violence has eluded definitive answers for more then three decades. At first glance, the debate is dominated by one question. Whether or not media violence causes real life violence and whether or not it has a negative effect of the modern day Canadian family. Closer examination reveals a political battle. On one hand, there are those who blame media violence for societal violence and want to censor violent content to protectRead MoreLogical Reasoning189930 Words   |  760 Pagesiv Praise Comments on the earlier 1993 edition, published by Wadsworth Publishing Company, which is owned by Cengage Learning: There is a great deal of coherence. The chapters build on one another. The organization is sound and the author does a superior job of presenting the structure of arguments. David M. Adams, California State Polytechnic University These examples work quite well. Their diversity, literacy, ethnic sensitivity, and relevancy should attract readers. StanleyRead MoreFor Against by L.G. Alexander31987 Words   |  128 PagesBy the same author SIXTY STEPS TO PRECIS POETRY AND PROSE APPRECIATION ESSAY AND LEITER ·WRITING A FIRST BOOK IN COMPREHENSION PRECIS AND COMPOSITION ras CARTERS OF GREENWOOD (Cineloops) DETECTIVES FROM SCOTLAND YARD (Longman Structural Readers, Stage 1) CAR THIEVES [Longman Structural Readers, Stage 1) WORTH A FORTUNE [Longman Structural Readers, Stage 2) APRIL FOOLS DAY [Longman Structural Readers, Stage 2) PROFESSOR BOFFIN S UMBRELLA (Longman Structural Readers, Stage 2) OPERATION MASfERMINDRead MoreStephen P. Robbins Timothy A. 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During the 1990s, the manuscript was partly typed without alteration into a Word processor, originally an Apple-based system. This was transferred to an IBM system quite recently, but without any conversion of the character codes. It seems that two

Essay Westward Expansion - 639 Words

Westward Expansion During the 1800’s, American citizens packed up and headed West to the new unknown land of the United States of America. Western expansion was a great part of the growth of the United States because it gave Americans new land to settle, expanded its economy, and made the United States a world power. The desire to expand was described by newspaper editor John O’Sullivan who wrote, it is America’s â€Å"Manifest Destiny to overspread and to possess the whole of the continent†. First of all, westward expansion benefited the United States by increasing the area of settled property. This property included many different types of land. Farmers were able to buy fertile farmland cheaply in states like Iowa, Nebraska, and†¦show more content†¦Tens of thousands of people moved, creating future cities like San Francisco and Denver. The completion of the transcontinental railroad connected the Atlantic and Pacific coasts allowing for the shipping of goods across the country. Western farm products like wheat, corn, beef, and poultry were shipped east to feed the growing number of workers in factories in cities like Philadelphia, Boston, and New York. The increase in land, natural resources, and industry gave the United States a larger role in the world. Finally, westward expansion secured the United States by pushing foreign powers off of the continent. By controlling both coasts, the country was protected by the oceans, therefore separating it from the other continents. Through the Monroe Doctrine, the United States eliminated European colonization in the Western hemisphere and became its most powerful nation. Through development of industry, the United States was able to grow as a manufacturing and trading power. As industry grew immigrants poured into the â€Å"land of opportunity† seeking what became known around the world as the â€Å"American dream†. In conclusion, westward expansion was responsible for the increasing variety of geography, population, and industry which shaped the changing United States during the 19th century. These changes led to the opportunity for Americans to own land. The new settlements led to a growing network of communication, transportation, and trade. TheShow MoreRelatedThe Expansion Of The Westward Expansion904 Words   |  4 PagesThere are many actions that led to the westward expansion. Most of the actions resulted in conflicts which led to harsh consequences. Despite Texas being an independent nation, conflict still arose over the rightful owner of the land. Some of the main causes for westward expansion was land, war, power and the most important was freedom. During the 1840’s west of the Unites States had an abundance of scarcely inhabited land. The thought of cheap land, room for families to grow, and business opportunityRead MoreEffects Of Westward Expansion715 Words   |  3 Page sWestward expansion was a time of successes and failures, a time celebrations and grief, a time full of life and death but in the end it shaped how America is the way is today. Westward expansion was put in action because of the belief of Manifest Destiny, the belief that it is America fate to expand from the Atlantic to Pacific ocean. The economical, political and humanitarians impacts were necessary to achieve the goal of manifest Destiny and Westward Expansion. Westward Expansion had the biggestRead MoreThe Rise Of Westward Expansion897 Words   |  4 PagesManifest Destiny also fueled the westward expansion. Manifest Destiny, or the idea that Americans were given the right and duty to spread over the continent of North America and advocate for democracy by God made the idea of American conquest of western territory seemed honorable. This idea of American supremacy, rooted in the phrase â€Å"Manifest Destiny,† together with Americans’ economic incentives to gain more wealth, territory, and resources propelled the westward expansion, and thus, increasing the powersRead MoreImpact Of Westward Expansion1031 Words   |  5 PagesThe late 1800’s were a booming time for the United States. Reconstruction had ended and Westward Expansion was on the rise. People from all over the U.S. were moving west and claiming land and many groups from across the world made their way to the United States to find new opportunity and to es cape oppression. This led to a huge growth in diversity in the United State and helped make a major impact on what we consider to be the modern united states. Everything from the economy to social groups wereRead MoreEssay on Westward Expansion781 Words   |  4 Pages Book Review – Westward Expansion 1807 - 1880 THESIS: After the War of 1812 much of Americas attention turned to exploration and settlement of its territory to the West, which had been greatly enlarged by the Louisiana Purchase. SUMMARY: Families of pioneers swept westward and founded new communities throughout what is now the Midwest, and between 1816 and 1821, six new states were admitted to the Union. The land boom was fed by encouragement from the federal government and the actions of landRead More Westward Expansion Essay1520 Words   |  7 Pages WESTWARD EXPANSION The movement of people that has resulted in the settlement of America is one of the most fascinating and significant topics in the history of the United States. Nowhere else has an area of equal size been settled as a result of the initiative of small groups and individuals. Westward expansion helped stimulate the American economy. The first organized migration to California originated in Platte County, on the far western frontier of Missouri. Reports described CaliforniaRead MoreThe Westward Expansion Of The United States960 Words   |  4 PagesThe Westward expansion began for the United States with the Louisiana Purchase in 1803. For $15 million dollars, President Thomas Jefferson purchased from France 828,000 square miles, including most of 14 current states, thus doubling the size of America. Jefferson now had the land, but how to populate it was another story. On a three year expedition, Lewis and Clark were sent by Jefferson to explore the lands to get a better understanding of the geography and resources of the West. During the 1830sRead MoreThe Westward Expansion Of The United States1144 Words   |  5 Pagesconstant branching and expansion.† That quote, once said by Stephen Jay Gould, can represent the Westward Expansion of the United States. In the early 1800s, the United States started tryin g to expand west. The U.S. acquired Florida, Texas, the Gadsden Territory, the Mexican Cession, the Oregon Territory, and the Louisiana Territory. All of those acquisitions helped evolve the United States into what it is today. Almost all of the land we own is from the Westward Expansion. Unfortunately, the UnitedRead MoreWestward Expansion in America in the 1800s1547 Words   |  7 Pagesachieved, people have to realize the process they had to do to achieve it, which was stepping on other people to get there. Westward expansion was the greatest method to achieve the grouping of the natural resources found and use them as needed. To gain access to the western part of the country the white settlers had to pass through the Native Americans. While pushing westward the white culture clashed with the plain indians and their culture. As a result of this clash bloody battles surged and theRead MoreThe Transcontinental Railroad and Westward Expansion2707 Words   |  11 PagesThe Transcontinental Railroad and Westward Expansion Thesis: The transcontinental railroad greatly increased Westward expansion in the United States of America during the latter half of the nineteenth century. The history of the United States has been influenced by England in many ways. In the second half of the 1800 s, the railroad, which was invented in England, had a major effect on Western expansion in the United States. Railroads were born in England, a country with dense populations

Darkness and Light free essay sample

1 September 2009 Darkness, â€Å"Sonny’s Blues†, and Light â€Å"Sonny’s Blues† by James Baldwin is about two brothers, Sonny and the unnamed narrator. The story chronicles a part of their lives. It begins with Sonny’s drug arrest. The tale then travels back to Sonny’s teenage years and ends up with Sonny living with his brother after his arrest. The story uses imagery throughout the tale. One of the most used is that of the contrast of light and darkness. This becomes the theme of the story. Even though Sonny has struggled with a drug problem and arrest readers may wonder who is in more darkness. In the opening paragraph of the story the narrator is reading the newspaper while riding the subway on his way to teach school. While reading he learns that his brother has been arrested for drugs. He comments about reading the story in the paper and also seeing it in the lights of the subway car, the other people in the subway car, and his own face that he refers to being trapped in the darkness. The narrator is able to see his face in the window of the car due to traveling through the dark tunnels and the lights inside the car cause the window to become a see-through mirror. This makes his reflection appear to be outside the car following along in the darkness. This is actually a foreshadowing image as later in the story it becomes apparent that the narrator is in as much if not more darkness than Sonny. (43) The second reference is only of darkness. The narrator speaks of the kids he is teaching as having two different types of darkness. One darkness is their lives and it is closing in on them. The other darkness was the movies. He states that the movies blind them to the darkness of their lives or at least the fact of its closing. This image given by the narrator begins to reveal the pessimistic attitude of the narrator towards life. (44) The next reference again only refers to the dark. The narrator is talking to a friend of Sonny’s. The friend is explaining how he never gave Sonny any drugs, but he did feel guilty because he explained to Sonny in school how it felt to get high. As this is told to the narrator he refers to menace filling everything around him including the dark. The narrator speaks about the menace being the reality of the people around him. He still could not see his own darkness that was around him. (45) Sonny writes a letter to his brother in which he compares his situation as being in a hole and trying to climb out. He states how he had just seen the sun and needed to get outside. This is where the story shows that Sonny recognized the dark that enveloped him and wanted to find a way to escape from it. (46) Light is again referred to without darkness. When the narrator is reunited with Sonny he sees his baby brother inside this person before him â€Å"like an animal waiting to be coaxed into the light. † (47) The narrator shows his brother as being surrounded by darkness. The narrator recognizes that his brother wants to get out of the darkness. On the way to the narrator’s home Sonny wants to take a trip through the areas where they had grown up. The narrator talks about how things there have changed but have stayed the same. He talks about how the boys come out of their homes and into the street to try to get into the light just like he did when he was young. The fact that the children’s homes were filled with darkness could be a hint of abuse in the house but more likely in the time and area that many of the houses would not have power. Either way the narrator is still continuing to see the world through eyes filled with despair. 48) The narrator recalls his childhood on Sundays when everyone would be gathered together and spending the day together. As it became night the darkness grew against the windowpanes. The faces of the adults would grow dark. A silence would come over. The darkness coming and the darkness in the faces of the adults would scare the children. The darkness coming could scare the childre n due to the dangers that lurked in the nighttime. The darkness in the faces of the adults was the fear of death. This darkness would scare the children for they would fear that death would soon take the adults away. The narrator wanted his parents to always be there and at the time of the story he had lost both parents. (49-50) The lights are turned on in the room. When the light turns on the child is filled with darkness as he is closer to being in the darkness outside. Every time the light comes on the day is ending and the week. With each end of the week the child is closer to the death of his parents and the child is closer to his own death. (50) The next reference comes when the narrator is told by his mother about his uncle being run over by a car full of white men at night. His father had been there and witnessed the event. His father had stated that there had been nothing as dark as the road after the lights of the car had left. When the father of the brothers lost his own brother it affected his outlook on life. It left him with a life of full of despair. (51) The day of his daughter’s funeral he sat in the living room in the dark. He thought of Sonny and wrote him a letter. The narrator was grieving the death of his daughter. The narrator did not see the despair of his situation. The narrator in this time of grief was reminded of his brother who he believed was in total darkness. 56) Sonny and the narrator are talking. Sonny is explaining what he has been. Sonny is relating that his fear and what he is trying to get away from is drugs. He mentions that when he came back to Harlem it was still the same. At the end it is mentioned that the sun is gone and darkness would soon fall. Sonny says that the sun would come back. He repeated it and tells the narrator he wanted him to know that. This is related to when people triumph over their fears and the thing they defeated may return to take back over. This does not mean they cannot triumph over it again. (60) Sonny wants to take his brother somewhere. They go down a dark street to a nightclub. Inside the lights are dim. This is symbolic as Sonny is the one taking his brother through the darkness. On their arrival the narrator begins to see light. The narrator is sat a table by himself in the corner, in the dark. He could see Sonny and the band by the lights of the bandstand. He gets the feeling that they do not want to step into the light too quickly in fear they may burst into flames. Many times rushing away from problems can cause people to return to the problem as quickly as they left it. A slow approach can make the separation more permanent. Sonny is working his way towards what brings him out of his despair. He helps himself come out through his music. While the narrator can now see the light he still remains alone in the darkness. (61) After listening to Sonny play the narrator realizes that even though suffering and the triumph over suffering is not new but people are always looking for new ways to tell it. Sonny was risking everything to find new ways to tell it. There is no â€Å"other tale to tell, it’s the only light we’ve got in all this darkness. (63) The narrator begins to see that he himself has been living in darkness. Being blinded to the darkness he had not realized. He lived in the darkness of his father’s and his mother’s death. He lived in the agony of his daughter’s death and the pain shared with his wife. The narrator begins to see his darkness but at the same time there is hope. In the last paragraph there is s till imagery of the narrator sitting in the dark and Sonny is in the light. While Sonny had recognized his position and therefore was able to get a head start and he had brought his brother on his journey. This is when the narrator begins to realize that Sonny has found a way out and it is he that is still in the darkness. The narrator now was able to see the light and therefore begin his quest to move into it. In the beginning of the story the narrator feels that even though there is darkness around he feels that he is living in the light. He believes that Sonny and most other people are the ones entrapped in darkness. The darkness at different times represents different things but each also represents despair. As the story progresses readers can see that the narrator is surrounded by darkness. His outlook is negative. He does not recognize the darkness around him so he makes no attempts to get out of it. Sonny is in darkness but is doing everything he can to try to get out of the darkness and into the light. The light that appears shows that there is always hope. No matter how bad things are there is always hope of them changing. If there is no hope then there is no need to continue. The whole purpose for trying anything is that there is some hope of success.

Six Sigma a Goal-Theoretic Perspective Essay Example

Six Sigma a Goal-Theoretic Perspective Essay Journal of Operations Management 21 (2003) 193–203 Six Sigma: a goal-theoretic perspective Kevin Linderman? , Roger G. Schroeder1 , Srilata Zaheer2 , Adrian S. Choo3 Curtis L. Carlson School of Management, University of Minnesota, 3-150 CarlSMgmt Building, 32-19th Avenue South, Minneapolis, MN 55455, USA Received 18 April 2001; accepted 2 May 2002 Abstract Six Sigma is a phenomenon that is gaining wide acceptance in industry, but lacks a theoretical underpinning and a basis for research other than â€Å"best practice† studies. Rigorous academic research of Six Sigma requires the formulation and identi? ation of useful theories related to the phenomenon. Accordingly, this paper develops an understanding of the Six Sigma phenomena from a goal theoretic perspective. After reviewing the goal theory literature, these concepts, when applied to Six Sigma, suggest some propositions for future research. This paper can help serve as a foundation for developing scienti? c knowledg e about Six Sigma.  © 2002 Elsevier Science B. V. All rights reserved. Keywords: Quality; Theory; Interdisciplinary; Goals; Six Sigma 1. Introduction The implications of Six Sigma in industry are profound. For example, in 1999 General Electric Company (GEC, 1999) spent over half a billion in Six Sigma initiatives and received over two billion in bene? ts for the ? scal year (Pande et al. , 2000). While Six Sigma has made a big impact on industry, the academic community lags behind in its understanding of Six Sigma. In one of the few academic papers, Schroeder (2000) provides a de? nition of Six Sigma and discusses the importance of academic research in this area. The question remains: what should aca? Corresponding author. Tel. : +1-612-626-8632. E-mail addresses: [emailprotected] umn. edu (K. Linderman), [emailprotected] mn. edu (R. G. Schroeder), [emailprotected] umn. edu (S. Zaheer), [emailprotected] umn. edu (A. S. Choo). 1 Tel. : +1-612-624-9544. 2 Tel. : +1-612-624-5590. 3 Tel. : +1-612-626-9723. demics research? Since theory about Six Sigma is lacking there is no basis for research other than â€Å"best practice† studies. Therefore, to conduct research on Six Sigma, the s tarting point must be the formulation and identi? cation of useful theories that are related to the Six Sigma phenomenon. Understanding Six Sigma requires consideration of the role of goals. The name Six Sigma suggests a goal (3. 4 defects per million opportunities (DPMO)). We will write a custom essay sample on Six Sigma a Goal-Theoretic Perspective specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Six Sigma a Goal-Theoretic Perspective specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Six Sigma a Goal-Theoretic Perspective specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In addition, the improvement of rational systems (Scott, 1987) is governed by both knowledge and motivation. Without knowledge, improvement only occurs through incidental or implicit learning, that is, by chance events that are rarely understood. In Six Sigma, the creation of knowledge occurs through intentional or explicit learning that employs formal improvement methods. Intentional learning requires regulation of actions taken by organizational members. Goals serve as regulators of human action by motivating the actions of organizational members. Thus, improvement goals motivate organizational 272-6963/02/$ – see front matter  © 2002 Elsevier Science B. V. All rights reserved. PII: S 0 2 7 2 6 9 6 3 ( 0 2 ) 0 0 0 8 7 6 194 K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 members to engage in intentional learning activities that create knowledge and make improvements. Goal theory is well developed in the behavioral literature. It speci? es conditions under which goals can be easily achieved or are found to be dif? cult or unattainable. For example, goal theory states that goals which are clearly speci? ed and measured result in higher performance than fuzzy or â€Å"do-best† goals. Since goal theory is well-established in the management literature, it can play a signi? cant role in understanding quality management in general, and Six Sigma in particular. Miner (1980) rated goal theory â€Å"high† in both criterion validity and usefulness in application. Pinder (1984) said, â€Å"goal theory has demonstrated more scienti? c validity to date than any other approach on motivation . . . Moreover, the evidence indicates that it probably holds more promise as a motivational tool for managers than any other approach†. This paper develops an understanding of the Six Sigma phenomenon from a goal-theoretic perspective. It begins with a brief introduction to the Six Sigma methodology in order to establish a basis of de? nition and a point of departure. Then an examination of the goal theory literature provides the foundation for propositions about how Six Sigma is related to goal theory. The paper wraps up by providing conclusions and future research directions. 2. Six Sigma Six Sigma is a concept that was originated by Motorola Inc. in the USA in about 1985. At the time, they were facing the threat of Japanese competition in the electronics industry and needed to make drastic improvements in their quality levels (Harry and Schroeder, 2000). Six Sigma was a way for Motorola to express its quality goal of 3. 4 DPMO where a defect opportunity is a process failure that is critical to the customer). Motorola set this goal so that process variability is  ±6 S. D. from the mean (Breyfogle et al. , 2001, p. 39). They further assumed that the process was subject to disturbances that could cause the process mean to shift by as much as 1. 5 S. D. off the target (Montgomery, 2001, p. 23). Factoring a shift of 1. 5 S. D. in the process mean then results in a 3. 4 DPMO (see Montgomery p. 24 and Breyfogle et al. , 2001, p. 40). This goal was far beyond normal quality levels and required very aggressive improvement efforts. For example, 3 sigma results in a 66,810 DPMO or 93. 3% process yield, while Six Sigma is only 3. 4 DPMO and 99. 99966% process yield (these computations assume a 1. 5 S. D. shift in the process mean). Fig. 1 shows the relationship between DPMO and Process Sigma assuming the normal distribution. Not all processes should operate at the Six Sigma level. The appropriate level will depend on the Fig. 1. Defect rate (DPMO) versus Process Sigma Level. K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 195 trategic importance of the process and the cost of the improvement relative to the bene? t. If a process is at the two or three sigma level, it will be relatively easy and cost effective to reach the four sigma level. However, to reach ? ve or Six Sigma will require much more effort and more sophisticated statistical tools. The effort and dif? culty increases expon entially as the Process Sigma increases. Ultimately, the return on investment for the improvement effort and the strategic importance of the process will determine whether the process should be improved and the appropriate target sigma level as a goal. Six Sigma has not been carefully de? ned in either the practitioner or academic literature (Hahn et al. , 1999). This has resulted in some confusion, since each author provides a different de? nition. In an attempt to develop the concepts and principles underlying Six Sigma, the following de? nition is offered: Six Sigma is an organized and systematic method for strategic process improvement and new product and service development that relies on statistical methods and the scienti? c method to make dramatic reductions in customer de? ned defect rates. This de? nition highlights the importance of improvements based on the customer’s de? nition of a defect. A key step in any Six Sigma improvement effort is determining exactly what the customer requires and then de? ning defects in terms of their â€Å"critical to quality† parameters. From a goal setting perspective, Six Sigma advocates establishing goals based on customer requirements, not on internal considerations. Using customer requirements is certainly not something that is unique to Six Sigma, but it is important from a goal theory perspective. Six Sigma also uses unique metrics including Process Sigma measurements, critical-to-quality metrics, defect measures and 10? improvement measures (Hahn et al. , 1999; Harry, 1998; Hoerl, 1998). One of the ? rst steps in the improvement process is to measure the current Process Sigma. This is done by de? ning current process defects in customer terms (critical to quality metrics), these measures are converted to DPMO and then to the current Process Sigma. As a rough guideline, the 10? improvement rule is often used to establish the goal for defect reduction. For example, if the baseline data from the process has DPMO of 66,000, then the 10? rule sets the improvement goal at 6600 DPMO. Use of these unique metrics helps to clarify goals and make them explicit. However, sometimes baseline data may not exist for the process, as often occurs with a new process or product, which makes it dif? cult to establish explicit goals. As the above de? nition notes, Six Sigma uses a structured metho d, whether the task is process improvement or new product design. In the case of process improvement, the method is patterned after the plan, do, check, act (PDCA) cycle (Shewhart, 1931, 1939). One popular method uses de? ne, measure, analyze, improve and control (DMAIC) as the ? ve steps in process improvement. A somewhat different set of steps called Design for Six Sigma is used for radical or incremental product design (de? ne, measure, analyze, design and verify). Whatever method is chosen, however, it is important that the method be carefully followed and a solution not offered until the problem is clearly de? ned. Data and objective measurement is critical at each step of the method. The standard statistical quality tools are incorporated into the structured method as needed. However, Six Sigma guidelines demonstrate an integration of proper tools at each step of the method (Breyfogle, 1999; Ishikawa, 1985; Kume, 1985, 1995; Hoerl, 1998). This careful integration of tools with the methods is unique to Six Sigma. Six Sigma uses a variety of improvement specialists to achieve its goals, often referred to as Black Belts, Master Black Belts, Green Belts and Project Champions. Full-time Black Belts lead improvement projects and typically receive 4 weeks of training. Master Black Belts receive even more training, and generally serve as instructors and internal consultants. Green Belts are part-time improvement specialists that receive less training since they provide supporting roles on the improvement projects. Finally, Project Champions who identify strategically important projects for the improvement teams and provide resources, typically receive an orientation to Six Sigma rather than detailed training. As can be seen, intensive and differentiated training is an integral part of the Six Sigma approach. Now that Six Sigma has been de? ned the main tenets of goal theory are considered which forms a basis for understanding Six Sigma. 196 K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 3. Six Sigma and goal theory Goal theory provides a theoretical basis for understanding the relationship between goal setting and goal achievement. Numerous concepts have been developed in the literature to understand this relationship (Locke and Latham, 1990). This research will focus on the well-established concepts that relate to Six Sigma in developing a goal-theoretic perspective of Six Sigma. 3. 1. Goals and performance Research in goal theory shows a strong relationship between goal setting and performance. For example, White and Locke (1981) studied a multinational company and found goal setting correlated with performance for managers, clerical workers, and professionals. Burton (1984) also reported that swimmers who received training in goal setting signi? cantly improved their performance over swimmers who did not receive training. These studies illustrate the importance that goal setting has on performance in a wide range of settings. Numerous studies also reveal a positive relationship between goal dif? culty and performance. Locke (1967) showed that the performance of subjects with hard goals were 250% higher than those with easy goals. Locke et al. (1990) reviewed over 170 research papers on goal dif? culty and performance. They found a positive relationship between goal dif? culty and performance in over 90% of the articles reviewed. Locke and Latham (1990) summarize the research on goal dif? culty and performance and conclude that in general dif? cult goals result in increased levels of performance, however, a drop in performance occurs if goals become too dif? cult. That is, dif? cult goals increase performance, however, if they become too dif? ult performance can actually decrease. This suggests the importance of maintaining a balance between setting challenging goals while at the same time making goals attainable. Goal speci? city is also important to performance. Goal theory suggests that speci? c goals result in higher levels of performance than vague non-quantitative goals such as do-best goals (Locke et al. , 1990)— do-best goals are goals that are implied by the task given to the subject or where the subject is told to do the best that they can. Several meta-analyses con? rm a positive relationship between speci? challenging goals as opposed to vague goals (Chilester and Grigsby (1984), Tubbs (1986), Mento et al. (1987), and Wood et al. (1987)). Six Sigma is known for employing challenging process improvement goals. Practitioners have noted that, â€Å"A clear goal is the center piece of Six Sigma. It is an extremely challenging goal, but still believable, unlike past campaigns for zero defects† (Pande et al. , 2000). Prior quality thought leaders have been critical of the use of arbitrary goals (Deming, 1986). However, the tenets of goal theory suggest that goals can play an effective role in quality management. Goal setting often begins in the early phases of a Six Sigma improvement project, when data is collected from the process. This allows for the computation of baseline process performance measures like DPMO and/or Process Sigma, which becomes the basis for establishing explicit goals. Sometimes quantitative data may not exist for the process, as often occurs with a new process, and setting speci? c quantitative goals becomes more challenging. In this situation managers should seek out alternative methods to establish explicit goals, possibly using ? ancial or customer satisfaction data to set goals rather than relying on do-best goals. The role of explicit goals and performance suggests the following proposition. Proposition 1a. Six Sigma projects that employ speci? c challenging goals result in a greater magnitude of improvement than projects that do not employ speci? c challenging goals. Fig. 2 illustrates the relationship between speci? c challenging goals employed in Six Sigma and performance. The effects of training and goal commitment shown in Fig. 2 are discussed below. As noted earlier, when goals become too dif? ult a drop-off in performance can occur (Erez and Zidon, 1984). If individuals view the goal as unattainable they will often exert little effort, which decreases performance. Six Sigma sets very challenging goals, which may run the risk of being viewed as unattainable. However, training in process improvement tools and methods mitigates the dif? culty of attaining challenging improvement goals. As a result, training reduces the uncertainty involved in achieving challenging K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 197 Fig. 2. Explicit Six Sigma goals and performance. mprovement goals and makes the goals more achievable. This increases the commitment of organizational members in attaining the goals since they are now viewed as more â€Å"realistic† (Bandura, 1982, 1986). Six Sigma organizations provide extensive training programs in process improvement methods and tools (Hoerl, 2001). The extent of Six Sigma training reduces the uncertainty associated with improvement projects and increases the commitment of the organizational members. Fig. 2 indicates a relationship between training and goal commitment, which suggests the following proposition. Proposition 1b. Training in Six Sigma increases goal commitment. Interestingly, Locke et al. (1989) found that speci? c goals also reduce performance variance. That is, speci? c quantitative goals tend to result in less deviation from the target level of performance than do-best goals. This is because goal speci? city reduces the interpretive latitude as to the intention of the goal. When goals are vague, individuals have varying interpretations of when actual performance matches desired performance, resulting in an increased level of performance variability. In some Six Sigma projects it is dif? ult to get historical data to calculate a baseline DPMO or Process Sigma. In this case a target DPMO or Process Sigma cannot be determined for goal setting purposes. This suggests the following proposition. Proposition 1c. Six Sigma projects that do not have explicit goals result in more varied magnitudes of improvement than those with explicit improvement goals. Proposition 1c emphasizes the importance of obtaining baseline data to set explicit goals. Without speci? c goals, performance variability increases which fosters the chance of two types of errors. Either not enough improvement occurs to suf? iently increase customer satisfaction, or improvement efforts exceed what is required to satisfy the customer. Both situations fail to obtain the optimal investment of time and effort in the improvement endeavor. This suggests the importance of collecting baseline data, and more broadly the importance of having a data oriented culture. 3. 2. Goals and task strategies Task strategies are methods or approaches to perform a task that involve creative innovation and conscious problem solving. Goal theory research suggests that individuals given a dif? cult goal often develop task strategies on their own. Buller and Bell (1986) found that miners were more likely to engage in quality-improving behaviors after being given quality goals. Campbell and Gingrich (1986) found that computer programmers with goals on a complex task often sought information from supervisors on how to go about writing the programs. That is, they sought out task strategies from their supervisors. Interestingly, some research indicates that speci? c hard goals can lead to poor task strategies. Earley et al. (1989a) found that untrained subjects with do-best goals performed better than those with speci? c, hard goals. The untrained subjects with hard goals often switch strategies as compared to the subjects with do-best goals. This suggests that training can in? uence the quality of task strategies developed. This is 198 K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 more important for complex tasks since they require more complex strategies. Kanfer et al. (1988) studied air traf? c controllers (complex task) and found that goals improved performance when they received training. In addition, they found that goals actually reduced performance when subjects did not receive training. Six Sigma organizations employ problem solving tools and structured improvement methods based on the scienti? c method. This comprehensive methodology takes the complex task of process improvement and breaks it down into elementary components, which in turn reduces task complexity. As a result, it is essential that Six Sigma organizations properly use the methods and tools. Often improvement team members jump to conclusions without properly following all the steps in the improvement process. This suggests that Six Sigma leaders should identify mechanisms that promote proper application of the tools and methods. One Six Sigma organization has a Project Evaluation System (Eassa, 2000) that performs a post project review of improvement projects to assess appropriate use of tools and methods. In addition, several Six Sigma organizations use computerized tracking software, such as personal excellence tool/management excellence tool (PETMET), which monitors the steps and tools used in the improvement project. These types of mechanisms promote the proper application of the tools and methods that help reduce task complexity (see Fig. 2). The use of the structured method suggests the following proposition, since goals tend to work better for less complex tasks (Wood et al. , 1990). Proposition 2a. The use of a structured method increases performance on complex tasks. Six Sigma organizations also provide extensive training to insure proper use and understanding of the methodology. This further reduces the task complexity involved in complex process improvement projects and promotes commitment from organizational members. Fig. 2 illustrates the moderating effect of training on performance. Most Six Sigma organizations also require employees to work on improvement projects while they receive training. Training occurs in a hands-on fashion where instructors explain concepts followed by participants applying concepts to their improvement projects. This training format ensures that participants not only understand concepts of Six Sigma (declarative knowledge), but also understand how to apply these concepts (procedural knowledge). Knowing how to apply Six Sigma concepts makes certain that employees can handle challenging problems encountered in improvement projects. This mode of training is consistent with goal theory, since it ensures that employees know how to apply the concepts of Six Sigma to complex problems, and suggests the following proposition. Proposition 2b. Employees that receive Six Sigma training perform better on complex tasks than employees that do not receive training. However, training is not effective for simple tasks; in fact Earley et al. (1989) noted that training actually decreases performance for simple tasks. As a result, training may not create substantial bene? ts for simple improvement tasks, sometimes called the â€Å"low hanging fruit†. Six Sigma organizations investing in extensive training on improvement specialist should focus their improvement efforts on complex challenging problems. The amount of training received should be proportional to the degree of involvement in complex tasks. Organizations that provided a differentiated level of training for Black Belts, Green Belts, and Project Champions reinforces this perspective. In contrasts, other quality management programs deliver standardized training to everyone—one size ? ts all. Standardized training is consistent with the notion that quality is everyone’s job. Goal theory may provide an alternative perspective, consider the following proposition. Proposition 2c. Differentiated training based on the degree of involvement in the complexity of the improvement tasks increases performance. These propositions suggest the importance of instituting training in process improvement tools and methods. Organizational leaders must be aware of the importance of training, and the effect it has on goal setting. Furthermore, training becomes more important as the complexity involved in the improvement activities increases. K. Linderman et al. Journal of Operations Management 21 (2003) 193–203 199 3. 3. Goal and commitment Goal commitment refers to the determination to reach a goal or resistance to changing a goal at a later time. This differs from goal acceptance, which refers to an initial agreement with the goal (Locke and Latham, 1990). Erez and Zidon (1984) found a signi? cant drop-off in performance as goal commitment declined in response to mo re dif? cult goals. Their research showed a dramatic drop-off in performance when goal commitment became negative on a bipolar scale (positive indicates acceptance and negative indicates rejection). Wright (1989) concluded that commitment moderates goal level dif? culty and performance. That is, setting dif? cult goals does not improve performance much when commitment is low. However, they ? nd that goal level does in? uence performance when commitment is high. Research on commitment suggests that organizational change efforts require a high level of commitment from organizational members. Therefore, it is desirable to understand the factors that promote or deter commitment. Researchers have identi? ed some of the following factors: authority, peer in? ence, public awareness, incentives, rewards, and punishment (Locke and Latham, 1990). Implementation of Six Sigma is often driven from the senior leadership of the organization. The CEOs at Motorola, AlliedSignal, GEC, and Seagate Technology all led the Six Sigma implementation efforts. GEC and Seagate Technology made it very clear to employees that continued success and promotion within the organization required their endorsement and support of Six Sigma. In fact, Jack Welch created a mandate for Six Sigma by telling his management team to â€Å"get on board, or get out† (Slater, 1999). Organizational leaders provide a critical role in building goal commitment (Latham and Lee, 1986; Latham and Saari, 1979; Salanik, 1979; Latham and Yukl, 1975; Oldham, 1975). Organizations not able to secure a mandate from senior leadership will have a dif? cult time implementing Six Sigma, which suggests the following proposition (also see Fig. 2). Proposition 3a. Goal commitment increases with a mandate from senior leadership. The use of peer in? uence also contributes to commitment of Six Sigma by the organizational members (Matsui et al. 1987; Bandura, 1986; Shalley et al. , 1986). Champions, Black Belts, and Green Belts serve as role models and in? uence peers, which contribute to increasing the commitment level for Six Sigma goals. The following proposition indicates the importance of improvement specialists, and further suggests that organizations that do not use improvement specialists will have a lower level of goal commitment. Proposition 3b. Improvement specialists (Champi ons, Master Black Belts, and Black Belts) serve as role models for Six Sigma improvement efforts that increase goal commitment. Incentives and rewards also contribute to commitment of goals (Campbell, 1984, Huber, 1985a, Wright, 1989, Howard et al. , 2001). Black Belts at GEC and Seagate Technology get larger bonuses and more attractive promotions for their efforts in ful? lling the Six Sigma goals of the organization. Proposition 3c. Organizations that have special rewards and incentives for Six Sigma professionals have a higher level of goal commitment than those that do not. 3. 4. Goals and effort, persistence and direction Several studies indicate that goals regulate effort expenditure. Bryan and Locke (1967) found that subjects with speci? c, hard goals worked at a faster rate than those with a do-best goal. Earley and Perry (1987) conducted a business simulation and found that speci? c hard goals led to higher ratings of effort than do-best goals. In general dif? cult goals result in greater expenditure of effort, which in turn increases performance to the point of diminishing returns. It follows that when Six Sigma improvement projects use speci? c quantitative improvement goals like a challenging DPMO reduction or Process Sigma improvement, more effort will be expended. This suggests the following proposition as illustrated in Fig. 3. Proposition 4a. Speci? c Six Sigma goals result in more team member effort than vague goals. 200 K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 Fig. 3. Mediating variables between Six Sigma goals and performance. Persistence is effort maintained over time. Huber (1985b) found that subjects with hard goals on a computer maze task worked longer to complete the task than subjects given do-best goals. Hall et al. (1987) found that students compressed a hand dynamometer longer if they had speci? , hard goals than do-best goals. Huber and Neale (1987) found that subjects engaged in a bargaining task were less willing to compromise and thus held out losnger than subjects given a do-best goal. This research indicates that more challenging goals keep people working longer at tasks than other goals. This suggests that challenging goals used in Six Sigma motivate teams to work longer so that the d esired results are obtained. Fig. 3 illustrates the following proposition. Proposition 4b. Speci? c Six Sigma goals result in more team member persistence than vague goals. Effort and persistence must be directed toward some activity. Goals have two relatively automatic directional effects. â€Å"First, they orient the individual toward goal-relevant activities and away from goalirrelevant ones. Second, they activate stored knowledge and skills that the individual possesses that are perceived relevant to the task† (Locke and Latham, 1990). Morgan (1985) found that students with study time goals actually spent more time studying than students who did not have study time goals. Rothkopf and Billington (1979) found that students without speci? c learning goals learned more irrelevant material han those with goals. Students with goals had more direction in their study efforts than students without goals. They also found that students with speci? c learning goals learned material that was irrelevant to their learning goals less well than students who were not given learning goals. That is, goals provided students with a focal point to which they direc ted their learning efforts. Six Sigma project goals such as a target Process Sigma or DPMO should focus process improvement team members on goal-relevant activities and direct them away from irrelevant activities. This may create a focal point where team members are focused on achieving the target improvement levels. Fig. 3 illustrates the following proposition. Proposition 4c. Speci? c Six Sigma goals increase team member direction on activities to accomplish improvement objectives than do-best goals. The above propositions (4a–c) indicate the importance of Project Champions in setting explicit project improvement goals. This will result in more effort, persistence, and direction that in turn should increase performance. In addition, Project Champions should select critical projects to insure that improvement teams are â€Å"doing the right things†. Since goals create focal point, team members may not consider whether they are doing the â€Å"right things†. Instead they are focused on â€Å"doing things right† in order to accomplish their goals. K. Linderman et al. / Journal of Operations Management 21 (2003) 193–203 201 4. Conclusions Six Sigma improvement projects often use explicit goals to motivate performance. These types of goals can create the illusion that goal setting is solely a technical issue, where managers simply set goals on the basis of the desired level of performance they want to achieve. However, goal theory reveals that effective goal setting requires behavioral considerations. If goal setting were purely a technical issue, then setting dif? cult goals would always result in improved performance. Goal theory indicates that this is not the case. Goals perceived as too dif? cult by organizational members can result in lower levels of commitment, which in turn decreases performance. Goal theory illuminates the signi? cance of behavioral in? uences on goal setting, and more broadly suggests the importance of social and psychological considerations in understanding the Six Sigma phenomena. Organizational leaders must be aware that successful deployment of Six Sigma requires not only technical understanding, but also behavioral insight. Goals can also alter organizational members’ perceptions about the magnitude of change possible. Organizations often form perceptions about performance frontiers and how much improvement is possible. Appropriate use of goals can alter organizational members perceptions of the performance frontier. For example, John Young, CEO of Hewlett Packard, set a goal of 10-fold improvements in hardware quality over the next decade in the early 1980’s (Cole, 1999). This goal was needed to shock employees out of their belief that HP was a quality leader and served to get them to question their basic ways of working and improving. Similarly, Six Sigma’s use of challenging goals helps alter organizational members’ perceptions of performance frontiers. Effective use of goals not only changes the behaviors of organizational members, but also alters their perceptions about how much change is possible. Studying the Six Sigma phenomena from a goaltheoretic perspective also provides opportunities to develop more insights into goal theory. Previously, goal theory has not considered the role of structured improvement methods. Goal theory has

7 E-mail Salutations to Use (And 4 to Avoid)

7 E-mail Salutations to Use (And 4 to Avoid) Have you ever opened an es of peer relationships would be co-workers, clients you have already established a working relationship with, friends, neighbors, etc. If you are sending an e-mail to your manager or boss, or someone in a position of power, it could come across as presumptive and disrespectful if you dont share a certain level of familiarity in your working relationship with them. A good rule of thumb is: If you refer to the recipient on a first-name basis in everyday conversation, this is a great salutation to use in e-mail correspondence.2. Hi [Ms./Mr. Last Name],When to useThis is the more formal version of #1, and is best when used in situations in which you are not on a first-name basis with the recipient. Likely circumstances where this salutation would be the best choice are:Potential clients with whom you havent established a working relationshipPeers, managers or superiors on the job you are not on a first-name basis with in everyday conversationExecutive-level reci pients outside of your department youve never met in person or with whom youve never established a close working relationshipEditors or agents during the query or submission processCity officialsFormal requestsTeachers (who have not earned an honorary title, such as Doctor)Why its a good choiceFor anyone with whom you havent established a first-name basis relationship, this is the most standard and semi-formal salutation you can use. An added bonus is: You dont need to know the recipients first name to use it.Potential problemsThe main problem you could encounter when using this salutation is getting the recipients gender wrong, for example, writing Dear Ms. Edwards for a recipient who is male. Another issue you could encounter is to write Dear Mrs. Edwards to an unmarried female. For this reason, its best to avoid Mrs. altogether and use the marital status-neutral Ms. instead.3. Dear [First Name],When to useThis is a slightly more formal version of #1 and should only be used in sit uations where communication on a first-name basis is appropriate. Although dear is, in some contexts, considered to be endearing- in modern communication, it comes across as slightly stuffier than its Hi counterpart.Why its a good choiceThis is a good choice of salutation if you want a more formal version of #1 and works as a great e-mail greeting for anyone with whom youre on a first-name basis.Potential problemsThe main problem you might encounter with this salutation is coming across as more formal than you intended.4. Dear [Ms./Mr.] [Last Name]:When to useIf you want a slightly more formal approach to #2 (Hi Ms. Edwards), this is the best choice. As with #2, it can be used in a variety of contexts in which you are not on a first-name basis with the recipient.Why its a good choiceThis salutation covers a broad scope of contexts in which you would be conducting e-mail correspondence. In many cases, Hi and Dear are interchangeable- its really based on the preference of the sender.P otential problemsYou really cant go wrong with this salutation, unless you are writing to a close friend or colleague with whom you have a first-name basis relationship. In that case, it might come across as stuffy and confusing, with your friend wondering if theyve said or done something to upset you.5. Dear [Doctor/Professor] [Last Name]:When to useThis is the best salutation to use when you are writing to a recipient who has an honorary title. Notice that in this salutation, the most standard punctuation is a colon rather than a comma. Here are some examples:Dear Lieutenant Brooks:Dear Dr. [or Doctor] Smith:Dear Honorable Jackson:Dear Mayor Wyatt:Dear Reverend Shay:Dear Professor Thompson:Obviously, there are dozens more honorary titles than those listed here, so do your research on the front end to make sure you address the recipient correctly, based on his or her honorary title. If you are unsure of which to use, this website is a great resource for names, titles, and forms of address, including how to address an envelope, how to write the salutation in an e-mail or letter, and how to refer to him or her in person. It is published by The Protocol School of Washington, which offers continuing education and training in protocol, cross-cultural awareness, and business etiquette for advanced business studies. The website covers honorary titles from Abbots and Attorney Generals to Vice Presidents and Warrant Officers, and is a highly useful reference that is also available in print format.Why its a good choiceIf you are contacting someone with an honorary title, it is likely that your reason for communicating is important. People who have gained such titles have spent their life in pursuit of learning and preparing for it, so it should never be used incorrectly- or worse, not used at all- in e-mail communication.Potential problemsThe misuse of an honorary title or use of an incorrect one is an etiquette faux pas in communication, including e-mail communication . You run the risk of being judged as unprofessional by doing so, which means that the message or request you are attempting to communicate could be ineffective or ignored.The misuse of an honorary title or use of an incorrect one is an etiquette faux pas in communication, including e-mail communication. Photo by Nacho Arteaga on Unsplash.6. Dear Staff or Dear Colleagues,When to useWhen you are addressing multiple people in your e-mail, such as correspondence to a companys entire staff, this is a good choice in salutation.Why its a good choiceIts neither too informal nor too formal, and takes care of addressing a number of recipients.Potential problemsOne thing to keep in mind is that if you are addressing a group of recipients like this, your message should be something that everyone needs to hear. Dont send out passive aggressive e-mails addressed to a group when youre really only wanting the message to go out to a few.7. Dear Friends or Dear Family,When to useThis is a great choi ce in salutation for e-mails sent out to friends or relatives, such as announcements for reunions, births, marriages, or parties.Why its a good choiceAs long as all of the recipients fall into one category (friends or family), this is the most obvious choice and is better than Dear everyone or Hi all.Potential problemsAs noted in #6, be sure that the message is indeed intended for the entire group. If not, it could come across as a passive aggressive way of dealing with conflict that would be better handled face-to-face with those who are involved. And on that note, keep in mind that e-mails are not the best method of communicating negative news or conflicts that have arisen. Face-to-face conversations with those directly involved are the better choice in these situations.4 salutations to avoidNow that weve covered the best e-mail salutations to use and the circumstances to use them in, lets look at some overly formal, outdated, ineffective, overly enthusiastic, and impersonal salut ations to avoid. The list of the top four is:Dear Sir or Madam (impersonal)To Whom It May Concern, (overly formal, impersonal)Hey! or Hi [Name]! (Overly enthusiastic)Happy Friday! (Overly enthusiastic; if you must write it, use the next line of the e-mail, not the salutation)

Free Essays on Job Analysis

In the years ahead, employers face an unprecedented set of challenges. To remain viable or to grow and prosper, they must be efficient. At the same time they must be seen by the users of their goods or services, and by the public who keeps them in business, as productive and responsive to consumer or public needs (Bemis, 1983). Furthermore, they must meet legal and social demands to employ a diverse and representative work force, which often means employing member of minority groups or women in jobs traditionally held by whites or men, and vice versa. In short, organizations must be more productive while meeting complex, often contradictory, legal social, administrative and economic demands (Bemis, 1983). There is no single or simple solution to these interacting pressures on employers, but a focal point for addressing them is at the level of the jobs that people perform in the organization. An understanding of how a job is designed, how people are sought and selected for a position and how they are evaluated and rewarded by an organization is critical for efficient human resource management (Kimeldorf, 1997). The first step in looking at jobs for human resource management purposes is job analysis (Bemis, 1983) Job Analysis is â€Å"the process of determining and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the holder for successful job performance.† (Byars, 1994) Put another way, job analysis is the process of determining, through observation and study the pertinent information relating to the nature of a specific job. Job analysis serves as the cornerstone of all human resource functions. Jobs must be analyzed before many of the other human resource functions can be performed. For example, effective recruitment is not possible unless the recru... Free Essays on Job Analysis Free Essays on Job Analysis In the years ahead, employers face an unprecedented set of challenges. To remain viable or to grow and prosper, they must be efficient. At the same time they must be seen by the users of their goods or services, and by the public who keeps them in business, as productive and responsive to consumer or public needs (Bemis, 1983). Furthermore, they must meet legal and social demands to employ a diverse and representative work force, which often means employing member of minority groups or women in jobs traditionally held by whites or men, and vice versa. In short, organizations must be more productive while meeting complex, often contradictory, legal social, administrative and economic demands (Bemis, 1983). There is no single or simple solution to these interacting pressures on employers, but a focal point for addressing them is at the level of the jobs that people perform in the organization. An understanding of how a job is designed, how people are sought and selected for a position and how they are evaluated and rewarded by an organization is critical for efficient human resource management (Kimeldorf, 1997). The first step in looking at jobs for human resource management purposes is job analysis (Bemis, 1983) Job Analysis is â€Å"the process of determining and reporting pertinent information relating to the nature of a specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the holder for successful job performance.† (Byars, 1994) Put another way, job analysis is the process of determining, through observation and study the pertinent information relating to the nature of a specific job. Job analysis serves as the cornerstone of all human resource functions. Jobs must be analyzed before many of the other human resource functions can be performed. For example, effective recruitment is not possible unless the recru...

Education Essay Example | Topics and Well Written Essays - 750 words - 3

Education - Essay Example It is required in the performance of our most basic public responsibilities, even service in the armed forces. It is the very foundation of good citizenship. Today it is a principal instrument in awakening the child to cultural values, in preparing him for later professional training, and in helping him to adjust normally to his environment. In these days, it is doubtful that any child may reasonably be expected to succeed in life if he is denied the opportunity of an education. Such an opportunity, where the state has undertaken to provide it, is a right which must be made available to all on equal terms. We come then to the question presented: Does segregation of children in public schools solely on the basis of race, even though the physical facilities and other "tangible" factors may be equal, deprive the children of the minority group of equal educational opportunities? We believe that it does. Segregation of white and colored children in public schools has a detrimental effect upon the colored children. The impact is greater when it has the sanction of the law, for the policy of separating the races is usually interpreted as denoting the inferiority of the negro group. A sense of inferiority affects the motivation of a child to learn. Segregation with the sanction of law, therefore, has a tendency to [retard] the educational and mental development of negro children and to deprive them of some of the benefits they would receive in a racial[ly] integrated school system. Author and Title: Assertions and Meaning of This Quotation: This is a persuasive argument attempting to illustrate that education is critical to youth achievement, social responsibility development, and general good citizenship. The author of the quotation tries to convince the reader that education is vital for the broader social good, a system that provides youths with far more than knowledge, but essentially serves as the foundation for the establishment of cultural and social awareness. The author then moves into the argument about segregation of students based on racial characteristics, to justify why this action leads to detrimental outcomes for youths. The author links segregation to missed educational opportunities and how this practice reiterates inferiority for colored people. The main assertion is that the process of racial segregation should be abolished as it has long-standing cultural and social consequences when educational opportunities are missed through racial isolation. Value & Importance of these Ideas: Throughout history, the debate about racial segregation has been a contentious one. Many people who attempt to remove the barriers that have been erected that prevent equality find it difficult to gain commitment to equality initiatives and diversity, therefore this particular author tries to link educational importance to segregation to gain support for this concept. Because there are broader needs in society that cannot be fulfilled without educati on, such as cultural awareness and social citizenship, segregation does not provide students with the foundation of critical knowledge needed to benefit society as adult figures. By promoting equality and integrating students of different races, it provides valuable knowledge about peer lifestyles, attitudes and needs that are necessary to be a well-rounded contributor to society later in life. Agree/Disagree? Why?: Though I hold no prejudices or stereotypes in this argument, I do not generally agree with this contention. Lifestyle and the social environment outside of the classroom provide ample opportunities for social and cultural awareness. The diversity of the United States has many rural and urban areas