The Impact of Immigration on the American Society and Culture

Ecriture Feminine

Ecriture ladylike, actually â€Å"women's writing,†[1]â more intently, the composition of the female body and female uniqueness in language and text,[2]â is a strain ofâ feminist artistic hypothesis that began in Franceâ in the mid 1970s and included basic scholars such as Helene Cixous, Monique Wittig, Luce Irigaray,[3] Chantal Chawaf,[4][5] and Julia Kristeva,[6][7]â and additionally different journalists like psychoanalytical theorist Bracha Ettinger,[8][9]â who joined this field in the mid 1990s. [10] Generally, French women's activists would in general concentrate on language, investigating the manners by which significance is delivered. They inferred that language as we ordinarily consider it is a firmly male domain, which along these lines just speaks to a world from the male perspective. [11] Nonetheless, the French ladies' development created similarly as the women's activist developments somewhere else in Europe or in the United States: French ladies took part in awareness raising gatherings; showed in the roads on theâ 8th of March; contended energetically for ladies' entitlement to pick whether to have kids; raised the issue of savagery against ladies; and battled to change popular conclusion on issues concerning ladies and ladies' privileges. The way that the absolute first gathering of a bunch of would-be women's activist activists in 1970 just figured out how to dispatch a caustic hypothetical discussion, would appear to stamp the circumstance as commonly ‘French' in its clear emphasis on the power of hypothesis over legislative issues. [12] Helene Cixousâ first coinedâ ecriture feminineâ in her paper, â€Å"The Laugh of the Medusa† (1975), where she affirms â€Å"Woman must keep in touch with her self: must expound on ladies and carry ladies to composing, from which they have been driven away as viciously as from their bodies† on the grounds that their sexual delight has been stifled and denied articulation. Motivated by Cixous' article, an ongoing book titledLaughing with Medusaâ (2006) dissects the aggregate work of Julia Kristeva, Luce Irigaray, Bracha Ettinger and Helene Cixous. [13] These journalists are in general alluded to by Anglophones as â€Å"the French feminists,† however Mary Klages, Associate Professor in the English Department at the University of Colorado at Boulder, has called attention to that â€Å"poststructuralist hypothetical feminists† would be a progressively exact term. [14] Madeleine Gagnon is a later advocate. Furthermore, since the previously mentioned 1975 when Cixous likewise established ladies' examinations at Vincennes, she has been as a representative for the gathering Psychanalyse et politique and a productive essayist of writings for their distributing house, des femmes. What's more, when asked of her own composing she says, â€Å"Je suis la ou ca parle† (â€Å"I am there where it/id/the female oblivious talks. â€Å")â [15] American women's activist pundit and writer Elaine Showalterâ defines this development as â€Å"the engraving of the ladylike body and female contrast in language and content. [16] Ecriture female spots understanding before language, and benefits non-straight, repetitive composing that avoids â€Å"the talk that controls theâ phallocentricâ system. â€Å"[17] Because language is anything but an unbiased medium, the contention can be made that it capacities as an instrument of man centric articulation. Dwindle Barry composes that â€Å"the female essayist is viewed as enduring the impairment of utilizing a medium (exposition composing) which is basically a male instrument designed for male purposes†. 18] Ecriture female in this way exists as a direct opposite of manly composition, or as a ways to get out for women,although the phallogocentric contention itself has been condemned by W. A. Borody as distorting the historical backdrop of methods of reasoning of ‘’indeterminateness’’ in Western culture. Borody guarantees that the‘black and white’’view that the masculine=determinateness and the feminine=indeterminateness contains a level of social and authentic legitimacy, yet not when it is conveyed to self-duplicate a comparative type of sex othering it initially looked to survive. 19] In the expressions of Rosemarie Tong, â€Å"Cixous moved ladies to work themselves out of the world men built for ladies. She encouraged ladies to put themselves-the unimaginable/u nthought-into words. †[20] Almost everything is yet to be composed by ladies about gentility: about their sexuality, that is, its endless and portable intricacy; about their eroticization, unexpected turn-ons of a specific infinitesimal enormous zone of their bodies; not about predetermination, however about the experience of such and such a drive, about excursions, intersections, walks, sudden and continuous enlightenments, disclosures of a zone without a moment's delay faint and destined to be direct. 14] with respect to phallocentric composing, Tong clarifies that â€Å"male sexuality, which fixates on what Cixous called the â€Å"big dick†, is at last exhausting in its sharpness and peculiarity. Like male sexuality, manly composition, which Cixous as a rule named phallogocentric composing, is additionally at last boring† and moreover, that â€Å"stamped with the official seal of social endorsement, manly composing is excessively weighted down to move or chan ge†. 20] Write, let nobody keep you down, let nothing stop you: not man; not the stupid industrialist hardware, wherein the distributing houses are the tricky, submissive relayers of objectives passed on by an economy that neutralizes us and away from us; notâ yourself. Egotistical confronted perusers, overseeing editors, and enormous managers don't care for the genuine writings of ladies female-sexed writings. That caring alarms them. [21] For Cixous, ecriture ladylike isn't just an opportunities for female scholars; rather, she trusts it tends to be (and has been) utilized by male creators such as James Joyce. Some have discovered this thought hard to accommodate with Cixous’ meaning of ecriture ladylike (regularly named ‘white ink’) as a result of the numerous references she makes to the female body (â€Å"There is consistently in her in any event a tad bit of that great mother’s milk. She writes in white ink†[22]) while describing the quintessence of ecriture female and clarifying its starting point. This idea raises issues for certain scholars: â€Å"Ecriture ladylike, at that point, is by its temperament transgressive, rule-rising above, inebriated, yet plainly the thought as set forward by Cixous raises numerous issues. The domain of the body, for example, is viewed as some way or another invulnerable to social and sexual orientation condition and ready to give forward an unadulterated pith of the ladylike. Such essentialism is hard to square with woman's rights which accentuates womanliness as a social construction†¦Ã¢â‚¬ [23] For Luce Irigaray, ladies' sexual pleasureâ jouissanceâ cannot be communicated by the prevailing, requested, â€Å"logical,† manly language in light of the fact that as indicated by Kristeva, ladylike language is gotten from the pre-oedipal time of combination among mother and youngster. Related with the maternal, female language isn't just a danger to culture, which is male centric, yet in addition a medium through which ladies might be inventive in new manners. Irigaray communicated this association between ladies' sexuality and ladies' language through the accompanying relationship: women'sâ jouissanceâ is more numerous than men's unitary, phallic delight becauseâ [24] â€Å"woman has intercourse organs pretty much everywhere†¦ ladylike language is more diffusive than its ‘masculine partner'. That is without a doubt the reason†¦ her language†¦ goes off every which way and†¦ e can't observe the lucidness. †Ã¢ [25] Irigaray and Cixous additionally proceed to accentuate that ladies, truly restricted to being sexual items for men (virgins or whores, spouses or moms), have been kept from communicating their sexuality in itself or for themselves. In the event that they can do this, and on the off chance that they can talk about it in the new dialects it calls for, they will build up a perspective (a site of contrast) from which phallogocentric ideas and controls can be seen through and dismantled, in principle, yet additionally practically speaking. 26] â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€- [edit]Notes 1. ^ Baldick, Chris. Oxford Concise Dictionary of Literary Terms. OUP, 1990. 65. 2. ^ Showalter, Elaine. Basic Inquiry, Vol. 8, No. 2, Writing and Sexual Difference, (Winter, 1981), pp. 179-205. Distributed by: The University of Chicago Press. http://www. jstor. organization/stable/1343159 3. ^ Irigaray, Luce, Speculum of the Other Woman, Cornell University Press, 1985 4. ^ Cesbron, Georges, † Ecritures au feminin. Suggestions de address pour quatre livres de femmes† in Degre Second, juillet 1980: 95-119 5.  Mistacco, Vicki, â€Å"Chantal Chawaf,† in Les femmes et la custom litteraire †Anthologie du Moyen Age a nos jours; Seconde parti e: XIXe-XXIe siecles, Yale Press, 2006, 327-343 6. ^ Kristeva, Julia Revolution in Poetic Language, Columbia University Press, 1984 7. ^ Griselda Pollock, â€Å"To Inscribe in the Feminine: A Kristevan Impossibility? Or on the other hand Femininity, Melancholy and Sublimation. †Ã‚ Parallax, n. 8, [Vol. 4(3)], 1998. 81-117. 8. ^ Ettinger, Bracha, Matrix . Halal(a) †Lapsus. Notes on Painting, 1985-1992. MOMA, Oxford, 1993. (ISBN 0-905836-81-2). Republished in: Artworking 1985-1999. Altered by Piet Coessens. Ghent-Amsterdam: Ludion/Brussels: Palais des Beaux-Arts, 2000. (ISBN 90-5544-283-6) 9. ^ Ettinger, Bracha, The Matrixial Borderspaceâ (essays 1994-1999), Minnesota University Press, 2006 10. ^ Pollock, Griselda, â€Å"Does Art Think? â€Å", in: Art and Thought Blackwell, 2003 11. ^ â€Å"Murfin, Ross C. †Ã¢ http://www. ux1. eiu. edu/~rlbeebe/what_is_feminist_criticism. pdf 12. ^ M

15 Ways to Enjoy Summer When Youre Stuck at Work

15 Ways to Enjoy Summer When Youre Stuck at Work They say you never realize what you have until you lose it. If you can recall all those long summer vacations you’ve spent playing with your friends each day all day long, or how you used to visit your grandparents and go with your family on the beach each weekend, you probably can relate to the statement.All those summer holidays that seemed endless â€" even got you bored at some point (you actually can have too much fun) sadly came to an end once you were done with your studies. Then came this period of your life where you actually get to act like an adult and go to work every day.Usually it’s interesting, but on summer days, this doesn’t make you much satisfied. You would rather be joining your friends on tropical destinations, getting yourself tanned and having no worries. Do not despair anymore, as there is a way for you to enjoy the summer season even if you are stuck at work!Here are the 15 things that don’t require much of your effort but can help you a lot enjoy your working hours this summer.15 WAYS TO ENJOY SUMMER WHEN YOURE STUCK AT WORK1. Get up earlyThe first thing you should do is make yourself get up early. The sun rises earlier during the summer so there is no reason for you not to follow it and do the same. By getting up before you actually need to, you grant yourself much needed time to enjoy the weather and get the feeling that you are on vacation.Use these hours to do something you usually do on summer holidays â€" read a book while you are tanning at your balcony, go for a swim in the nearest sports center or just enjoy peaceful morning with your favorite ice coffee.2. Eat freshOn your way back from work, make sure you stop by the green market and buy all the fresh fruits and vegetables you can get. Treat yourself by using the ultimate summer gift and eat completely fresh ingredients.Every day, dedicate one period of time to prepare fresh salads and juices you would usually eat or drink on a day by the beach. Bring these meals to w ork and enjoy your lunch break as if you were eating at the beach restaurant.Your body will be grateful to you, as you will feel light and fresh, but most importantly, it is your mind that will be thanking you for bringing summer feel to a daily activity.3. Go for a walkGo for a walk. As much as you can, whenever you can. In the morning, in the evening, when you go to work, when you return from work. Make sure you feel the summer breeze and you soak in the atmosphere that you can later adjust to your office.It has been proven that walking helps you feel better in your own skin and also be more productive at the work. Bear this in mind the next time you are wondering whether you should go for a walk or stay in.It’s nice to go with some of your friends outdoors and chat about stuff that is not related to work. These types of conversation help you relax and clear your mind from all the worries. From time to time, it’s good to change your company though.Another example of a highly r ecommended company is yourself. Go alone for a walk from and dare to be alone with your thoughts. You will feel much more energized and focused on your goal. Use this time to remember why you’ve started this job in the first place and what you want to achieve.It will help you feel more motivated and empowered while staying in the office.4. Become activeWe all love summer because we get active and it results with all of us looking amazing by the end of it. Even though you are stuck in your office during the day, there’s no reason for you not to become sporty.Use a couple of days during the week to do some sports activity. It can be anything â€" from going for a run, hitting up the gym (we recommend the outdoors one if you have it anywhere near you) or organizing some sports plays with your friends.The ultimate thing for you to do during the summer is actually going swimming. You can choose your local poolside or drive yourself to the nearest lake (or seaside â€" if you are lucky to live near one) for a swim.This will definitely help you feel like you are enjoying your summer and not missing out anything. On the contrary, you’ve managed to enjoy hot days by the water and also crash your career goals.5. Dress accordinglyDon’t you love how summer makes you dress like it’s flower parade or you’re a living walking palm tree? Jokes on the side, the good news is that you can still keep those patterns, even though you’re going to work you’ll just need a small adjustment.More and more designers and fashion stores are adapting to a global trend of working during the summer (you’re not alone!) and therefore are producing clothes that are suitable for work, but still have exotic and tropical patterns.So don’t be afraid to awaken summer fashion setter in you, people from your work environment will start to feel better too!6. Bring some flowersBy this, we don’t only mean you, but also believe that it can be very useful and have a positive impact on you if you bring flowers to your office.They say dogs are human’s best friend, but right after them are plants. Not only that they look nice, but also impact positively on our health and well-being. It’s not a coincidence that people who take care after plants live longer and more fulfilling lives.In accordance with summer, we advise you to find your favorite flowers in the garden or in garden centers and find a new home for them â€" your office.Your work environment will get a complete transformation and you’ll start to feel better in no time. Be prepared for the compliments you’ll get from your co-workers, as well as the fact that soon everybody will bring their own flower pot to the work.If you are allergic to flowers or some specific herbs, try avoiding them and finding the suitable one. If you are not certain about the choice, don’t hesitate to ask people who study plants and are familiar with that.7. Organize your officeMaybe you can’t be exactly at the beach right no w, but you can bring the beach to your office. Whether you already have some interesting sea souvenirs or you’re about to haunt them in the stores, you’ll enjoy re-organizing your workplace!Start with adding something that reminds you of summer holidays, and then continue with whatever makes you feel like you are on vacation and the work you do is completely your choice.You can change wallpaper on your work computer and set a beautiful picture of the ocean and if your work environment allows you, play some music that reminds you of the summer while working.8. Bring in that summer scentIt may sound weird, but when we say “summer scent”, you probably feel it in your nose. Whichever smell that is â€" the smell of the ocean, smell of the beach, fresh fruits, coconut or maybe even something else, there is a high chance you will find that odor in the supermarket or some specialized shop.If you can’t afford to go swimming right now, at least you can afford to trick your senses in to believing that you are. What a wonderful thing is to finish a report you’ve been assigned while sensing a compelling coconut aroma!9. Outdoor breaksSince your body is craving that summer sunshine and warm feeling on your skin, you should take every chance you get to experience it. Have you thought of moving your lunch break to the park near your office?It doesn’t have to be a park. Some companies have balconies where employees can spend time during the breaks and enjoy the view and fresh air. For starters, try eating outside and see how it goes. Do you get a feeling that you are on a picnic, enjoying your day?That’s what we’re aiming for. Perfect lunch outside can help you fresh up your day, energize and get back to work ready to rock. Especially if you are eating with your colleagues and enjoying a little chit-chat.If you want and have an ability to do that, you could actually make a picnic. Organize your colleagues, prepare some food together and bring it to work. In th e lunch break, head to the nearest park, lake or wood and enjoy your meal in nature. You can put some music on and truly relax!10. Take advantage of the summer in officeThe season changed and everybody in the company feels it â€" most probably everybody in the company has read this article or is about to read it. The thing that you are stuck in your office doesn’t necessarily have to be bad.When a group of people experiences a big change together, that leads to them developing similar perspective and common feeling toward the change. This can be a solid base for building relationships and strong connections among the colleagues.Next time you start feeling like you shouldn’t be there, instead of fighting off that feeling, talk with your co-workers. Maybe some of them feel that way too, and maybe someone has already found a way to stop those kinds of thoughts and turn them into something positive.This can help you develop a strong relationship with your co-workers and also a boss, which leads to a better atmosphere at work, which results in you and everybody else enjoying the work much more.In the end â€" remember why you are there and what you want to achieve. Spending time in the office during the summer while your friends are taking it slow is something they should be jealous of, not you. You’re the one who is making progress, so use every minute you have wisely and try to learn as much as possible. It will help you kick-start your career.11. Start a new traditionIf you are having difficulties following your daily routine at work due to the hot temperature, make some changes. Think about what you would really like to do now and connect it with your work.The easiest way to do this by connecting with your colleagues. For example, if you are up for enjoying your Friday afternoon in a nice company, start inviting your colleagues for a round of drinks each Friday after work.That’s a simple way to start a new tradition that could mean a lot for each of you. Instead of just running off from the work when the clock ticks 5. P.M. just lead your co-workers into switching to some other, more fun activity.This way you are making great memories with people you see each day at the work, which makes you look at everything you do on your job more appealing.12. Cool yourself with frozen stuffYes. Enjoy them. Both drinks and ice cream. And not only at home or at the bar. Enjoy them at your work!Use mini breaks to prepare some ice cold smoothies for you and your colleagues. Don’t forget to use nature’s gift and include all the fresh fruits out there.Better yet, instead of grabbing a coffee from a machine, prepare ice cold latte for everybody at the office. Imagine researching for a new assignment while you drink your favorite summer coffee, full of ice and all the flavors you like! Perfect!In case you have (and you probably do) a fridge with a freezer in your office kitchen, make a good use of it this summer. Bring ice cream to your work. What says summer more than enjoying nice chocolate ice cream on a sunny day?13. Find yourself a projectWhy looking at the job during summer as something you don’t want to be a part of? If you are just not motivated to do everything you usually do during the summer season, find something that will motivate you.Let’s turn going to job your choice and find something that will make you glad that you stayed that summer in the office working on important stuff.Is there something you always wanted to the on the job, but never had enough time or just didn’t think the moment was right? Guess what, this moment now is the best moment ever to do that.Think about what your company needs and how could you contribute to it. Maybe you want to come up with a work system that will enable each employee to go on a summer vacation, by next summer? Who knows, you have all the power in your hands and what you find important, you’ll make happen.Not only that you will be super motivated to go to the off ice and continue your work, but also, you will impress your boss and have a chance of getting a promotion, due to this extra project you found for yourself.14. Don’t work over-dueThis is important. Unless you have to, don’t work over-due. Even if you take an extra project and become eager to work. Still, find some time to rest and enjoy the summer afternoons.It’s all about the balance. As much as it’s important to work, it’s also really important to find some time for yourself â€" before work and also after work.Heading to the office on a hot summer day is not that tough as it seems in our heads, but also there’s no reason not to use those free hours to do everything we would usually do if we were on vacation. This “me time” is necessary so we can recharge our batteries and get ready for new challenges.15. Make weekends your vacationYes, it’s weekend! Even though you don’t have a full vacation, nobody prevents you from having a 2 day holiday each weekend. Actuall y, we are encouraging you to do so!Studies show that people who take breaks from work regularly are not only less stressed, but also much better employees. You don’t have to be working 24/7 for somebody to notice you. It is the final thing that matters the most.Use every weekend wisely. Whenever you are able, go somewhere for a weekend off. Sometimes it only takes us to change a location, to start to feel the change in ourselves.If you can’t afford to leave the city that much, enjoy your free time in the city. Don’t check your e-mail, don’t return unnecessary calls and don’t stress about things that are out of your control, such as being stuck at work during summer.Make the best out of each day and you’ll start to feel better immediately.FINAL WORDWhether you absolutely love your job or you’re just doing this temporarily, you’ll get the feeling of wanting to be somewhere else eventually.Don’t let this feeling overwhelm you, because working in the summer is not that tough as it seems, and as you can notice in everything mentioned above, there are lots of interesting things you can do to make your summer more enjoyable.And remember â€" it is not facts that determine the way we feel, but our reaction to the facts. So be thankful that you have an amazing job, and make it even more amazing with everything you’ve learned right now!

Philosophy of Language Essay - 1491 Words

Philosophy of Language Man initially thought that language afforded him a better knowledge of things rather than merely a designation of things. However, this is based on an exact notion of things, and no exactness exists; identity can only be conceptual, for there is nothing in life that is identical. The mythology of language rests in this search for the exactness of things and the schematization of our world. Language evolved simultaneously with consciousness, for we felt the need to communicate. Language fills this need, but it produces only a vague and shallow reflection of what we are thinking, for only small amounts of mans thoughts are brought into consciousness. Our thoughts are captured and translated into the†¦show more content†¦The concepts explained here are from Letter on Humanism, Being and Time, and The Origin of the Work of Art. Being is the Being of our being, but it must be allowed to Be through us. Human beings are distinct because for us, Being is a question. A simple definition of space, such as a rock, is not Being. We have a relationship of care and concern with others in the world. According to Heidegger, human being is a unique being in the world with others towards death; he calls this Dasein. He believes that there is an understanding and sensibility to Being and we must be open to all the possible multiple expressions of Being. Life is not about doing, but about being, for when one simply bes, one becomes a vehicle for Being. Ek-sistence is the state in which the essence of man preserves the only source that determines him, and I think that the source determining him is Being. The authenticity of ones existence depends not on action but on the recognition of the self-disclosing character of oneself: by not acting intentionally, one can truly ek-sist. In order to truly ek-sist, one must let things be and come to live; instead of acting or making, one must create a space in which one can understand something. There is a difference between us speaking and Being speaking. Language is the house of Being (Basic Writings 217). Being is not predicated by Being, thus Being knows itself through the language of manShow MoreRelatedMy Philosophy Of Teaching Language1737 Words   |  7 PagesMy philosophy of teaching language is that in order for a child to achieve language they have to have the desire to learn it. In my short time, I have overseen teachers implement a student-centered learning environment. Learning in my future classroom will always occur within cooperative and collaborative group work. Having observed this strategy, this strategy is completely effective and positive to reaffirm and develop strong student-to-student and instructor-to-students relationships. 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Aggressive Behavior And Video Games - 860 Words

Aggressive Behavior and Video Games â€Å"Video games are not inherently good or bad, just as any other tool is not inherently good or bad† (Gentile, D., n.d.), but continuous exposure to video games may generate behavioral changes among individuals. It is being demonstrated by research that violent television and media have a cause and effect on children and youth that watch them. Because video games use the same repetitiveness mechanism as television and media it is expected by social science professionals that video games cause an even greater impact. Many factors have been cases of study for researchers to support the thesis of behavioral changes as a consequence of exposure to violent video games and media. Among these factors the following can be found: repetition increase learning of aggressive behavior, violence exposure causes a desensitizing effect and depression as a risky factor in children and youth who play violent video games for a significant amount of time. The first approach for a child to learn is through the role- playing games where imitation and repetition are the main mechanisms to install what is being learned into the cognitive system of a child. Video games include a great deal of repetition where the child will imitate the actions of the character that he or she is identified with. As a consequence, if the video game is a violent one, a rehearsal of the actions will be performed by the child. As exposed by Anderson and Bushman (September, 2001): TheShow MoreRelatedVideo Games And Aggressive Behavior1931 Words   |  8 Pagesto his room to get back to his game. Have you ever wondered how violent video games impact children? Or why kids love to play them? The link between violent video games and aggressive behavior is a topic that has received a lot of attention in the recent years. As technology is gradually progressing, video games are starting to become very lifelike and they consist of many complex qualities. 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VA Information Security Free Essays

In your opinion, how well developed are your organization’s information security policies? Describe policies and measures used by your organization to ensure confidentiality, availability and reliability of data and information. Describe how the organization could (or does) protect from the loss its data. What steps could (or do) they take to make sure that data remains accessible in the event of a catastrophic event such as a fire or other natural disaster? What things do you think your organization could do to further enhance information security? Name: University: Course: Tutor: Date: In your opinion, how well developed are your organization’s information security policies? Describe policies and measures used by your organization to ensure confidentiality, availability and reliability of data and information. We will write a custom essay sample on VA Information Security or any similar topic only for you Order Now Describe how the organization could (or does) protect from the loss its data. What steps could (or do) they take to make sure that data remains accessible in the event of a catastrophic event such as a fire or other natural disaster? What things do you think your organization could do to further enhance information security? Information security policies are measures taken by organizations to ensure the security and safety of information of an organization (Stallings, 1995). The policies of an organization pertaining to information and data are bench marks and core resource in any organization. This paper looks at the information security situation in the United States Department of Veteran Affairs (VA) with an aim of analyzing the organization’s information security policies, standards and measures used by the organization to ensure confidentiality of its information. VA has in the recent years been on the spotlight concerning its information security breach specifically it has been accused of being very vulnerable to information security breaches. VA lacks information control system which is vital in access to the organization’s information system. VA also lacks enough physical protection of computer facilities, something which leaves its information stored in computers very vulnerable to burglary. In terms of the human factor in information, security the organization data and vital information is easily accessible to a wide range of staff some of whom do not require access to the information. VA is currently facing the threat of information security in the areas of personal identification information, loss of data, accessibility of data to unauthorized persons, or misuse of information and should deal with the above issues in order to ensure maximum information security. The information security policies at VA include well laid out procedures for implementing and handling of day-to-day data and information, controlling the employees’ access to data and information, careful selection of security controls. VA has enacted steps aimed at protection its information systems, further it has safeguarded the nearby buildings by making sure that recommended fire protection as well as other hazards such as floods and wind. The equipment at VA is also safe guarded from any hazards such as , natural, environmental, as well as unauthorized access. In addition, access of data in VA is well safe guarded by use of not-easy-to-hack passwards. These are comprehensive and in compliance with ISO standards. At VA, such are updated very regularly. There is also a full pledged department for supporting the information system of the organization. Since human factor plays a very vital role in information security, alongside the technological issues are human oriented efforts such as awareness campaigns and seminars aimed at enhancing security in VA. Examples of technological based security measures adapted by VA include the installation of firewalls, installation and constant upgrading and updating of antivirus software, Alongside the above, VA ensures the security measures are controlled through use of security alarms, when there is impending danger as well as ensuring that all incoming emails are scanned. VA has invested in qualified staff and therefore, the quality of security management is guaranteed. In terms of physical security, VA has invested in security management. In terms of reacting to security breaches, VA has a clear reporting system which culminates in thorough investigations and appropriate course of actions once breaches are reported to the management Disasters can, and do strike when least expected and if no proper systems are in place for data recovery, massive damage and loss of information as well as equipment can be suffered. The cost is very high and sometimes it is irreparable. Any data protection measure must take into account the facilities, data, hardware and network safety (Summers, 1997). At VA, the data is invaluable and is crucial since it entails details of veterans’ information and if this was to be lost, it can not be regained. Perhaps the hardware, the facilities, and the networks can all be reconstructed. The data protection strategies at VA include, back ups; there exists hard copies of data stored in different locations. Such back ups also are available in online backups and disks. It will be wise though, for VA to include snapshots of disks to act as back ups in the event of data corruption as well as carrying out these back ups regularly. VA can significantly improve its information security by; training all staff on the information policies as well as standards and make sure such are comprehensive and updated (Neumann, 1995). This is necessary and relevant to VA because some of the information breaches reported there, in the past were related to lack of stringent policies. By ensuring that, evaluation of systems is done properly before system change over in order to avoid setbacks. By training employers on enhanced security measures such as use of passwords; ensuring commitment from top management to safeguard information. Virus attacks are common in computer networks; therefore it is highly commendable that, VA ensures installation of effective anti-virus software. There is a need to have secure and restricted areas for systems. Although data encryption is highly commended, access should be guaranteed to make sure that no an authorized person gains access to the back-ups. System hardening is highly recommended since data in VA system is potentially useful and of interest to hackers and therefore it is not unlikely that hostile networks may attempt to hack the information. How to cite VA Information Security, Papers

Role of Hrm in Manufacturing Company Essay Example

Role of Hrm in Manufacturing Company Essay ASSESSMENT 2: ESSAY This essay will evaluate the role of Human Resource Management in a manufacturing company. This will include a critical assessment of three functions being Recruitment, Selection and Employee Turnover function which are vital to the achievement of estimated goals. Being appointed as the Head of HRM by the General Manager of ABC company, certain problems are to be addressed such as poor matching of new personnel to their job and rising levels of staff turnover. This essay will also point out certain aspects and changes which may be required by the company to retain employees reduce cost and increase profitability if considered. The main aim of recruitment is to ensure that the organization is adequately and effectively staffed at all times. The next step involves matching the suitable applicants to the jobs in the organization followed by the selection function. It is mandatory for Organizations to make the best of their recruiting practices because, in today’s increasingly market-based human resource management (HRM), effective recruitment is likely to be the ‘most critical human resource function for organizational success and survival’ â€Å"(Taylor and Collins 2000: 304). Another definition that throws light on the essence of Recruitment can be quoted as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’(Barber 1998 : 5). We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Role of Hrm in Manufacturing Company specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This definition highlights the important difference between two HR functions that are difficult to distinguish, namely recruitment and selection. An Overall recruitment policy and a number of processes need to be in place to determine overall outcomes for the organization before effective recruiting can take place. Recruiting should always involve analyzing the position to be filled, the person to fill it, writing a job description and person specification, and analyzing the organization’s short, medium and long term needs and goals. It is essential that the requirements of the job are thoroughly understood through the process of job analysis. The success of recruitment can be measured in terms of diversity. For example, Bola M. Ogun (2004) examined the positive effect of encouraging diversity in the workplace wherein the best would be recruited not only to complete the task in hand but also add to the competitive advantage of the firm. In order to sustain long term profitability and growth, the firm should invest in assessment and retention of personnel. Authors have argued that organization-employee fit is a two-way street and thereby understanding, effective communication and rewards are the important issues to be addressed here. Another type of explanation is the positive effect of recruitment on the profitability of a firm. For example, Terpstra and Rozell (1993) argues that the firms that analyzed recruiting sources for their effectiveness in generating high-performance applicants had greater annual profitability especially in manufacturing industries. They suggest that this in depth analysis has a positive effect with generating profit in the industry. It would appear that Terpstra and Rozell’s explanation cannot be accounted for the cost involved in taking a decision to choose among the recruiting sources in consideration of the performance, culture and diversity. There is however, a positive relation between the annual profit and the budgetary cost to be incurred in the analysis. Another type of explanation is one that produces no connection between recruitment function and a Profitable organization. For example, Rynes and Cable( cited in Recruitment Strategy,2007) argues the absence of any studies investigating the effect of the fit between recruitment and organizational effectiveness and descriptive research can be used to speculate about the possibly strategic imperative of such context-aligned recruitment practices. The problem with this argument however, is that it does not consider the fact that recruitment process is part of the cycle of an effective and efficient organization in terms of tapping into the market for qualified personnel. In addition, Barber and her colleagues (1999) argues that the organizational size determines recruitment success. This may be due to the fact that the Recruitment and Selection function would be scrutinized from the beginning as re-hiring and re-training of new employees can be costly and ineffective for large industries. It is safe to point out that the work in large especially manufacturing industries does not require exceptional skill. However, Job security might be an issue if legal requirements are not fulfilled. It is worth pointing out that human resource management supports goals pre-determined by the organization by providing crucial services for the benefit of the personnel in the organization. This can be explained by an example, Koch and McGrath (1996) argued how the capital intensity of a firm might positively interact with HR (including recruitment) planning to bring about increased labor productivity. Koch and McGrath are right; however it is necessary to stress the importance of recruitment planning and assessment in capital-intensive industries. Prior to recruiting, the company should ensure that labor laws, laws on dismissal and legislation are complied with. In HRM, the Selection function is by far the most challenging task to be carried out on the basis of effective principles. Human Resource function can provide value to an organization in cognition to the objectives of staffing and personnel placement and making available specific human resources guiding principles, processes and techniques, directed towards the accomplishment of these objectives. In order to determine the extent of ‘fit’ of personnel in the organization, provide standards to base and evaluate the capabilities of applicants and scrutinize the selection process clear and specific objectives for selection and personnel placement are required. The company image can play a major role during the selection process. An applicant’s view point of the firm also matters during the procedure as a positive or negative image of the Firm becomes viable. Final selection can be made more reliable by regularly reviewing the recruitment procedure. In order to deal with problems during the process, Reference and credential checking are effectively carried out. To select the right person considered fit for the job, HRM is required to conduct a Job Analysis which refers to the identification, collection, synthesizing, understanding and application of job related data. The job analysis process has three pivotal components based on its outcome for both the manager and employee. These elements include Job profile, Job requirements and People relations. The key to achieve consistent quality and productivity is to provide a feasible working environment to the employees. The overall culture of the organization is connected to its employee satisfaction, performance and turnover. Turnover includes both Voluntary and Involuntary Turnover. The main cause of voluntary turnover or the need to quit can be due to the receipt of negative feedback in informal performance check by the management or threat to job security. Involuntary instances occur when the employee has no say in the termination of his duties. Although it is unrealistic to achieve a turnover of zero percent however, a high turnover can have a negative effect on the organization as it is the case of ABC company. There can be a number of causes to a high turnover, although in this case it can be on the grounds of the existence of a communication gap between the manager and the newly hired personnel. For example, Mushrush (2002) argues that causes of turnover are varied which may include, â€Å"high stress, working conditions, monotony, poor supervision, poor fit between the employee and the job, inadequate training, poor communications, and organization practices† . As a result of this, the manager has a duty to ensure proper training and development and a feasible working environment is provided. Moreover, an Overview of Employee Turnover Research (2006) indicates that there are costs involved in replacing existing employees, recruiting replacements, new-hire training and unemployment insurance which can be of a prime concern here. Although our main focus is to retain new employees, there is a possibility of employees abandoning their jobs due to a time lag between identifying the appropriate role of the employee and re-training him. Retention, not only includes re-training and analyzing roles but also reassuring the employees of the company. As illustrated by Levine, fear of losing one’s job can be categorized as another cause for turnover wherein constant encouragement and support from the management is necessary to prove that â€Å"their career is not at risk by staying with the company† (n. d) A company that understands the needs and reasons of its employees are more likely to reduce turnover and save cost on re-hiring. However, it can be argued that the high staff turnover may be a product of the conduct of the employees as well. For example, Meyer, Stanely, Herscovitch, Topolnytsky, (2006) argues that an individual can have an impact on the turnover rates by putting forward â€Å"unrealistic expectations† or lack of performance. Meyer et al. (2006) offers a valid explanation in terms of examining every aspect of the abnormal rise. The obvious way to reduce turnover would be to instill flexibility, training and reducing the communication gap within the organization. Employees are to be reassured and retrained in this case to fit their qualities with their roles. There is a strong requirement for investment in training which is supported by Zig Ziglar who emphasizes that â€Å"When an employer invests in employees with training, they return with more productivity and more loyalty† (Love, 1998). As a result of this, the organization along with its personnel grows in a productive manner. Being the HR manager, for ABC Company a solution is to be sought out to deal with the HR functions at a policy level and actual HR level. Human Resource strategies are required to ideally suit the needs of the manufacturing company. Inconsistent application of HR policies can leave the organization open to legal challenges, increased costs and turnover along with reduced morale. There is evidence of poor matching of skills of new employees with their work roles. To face this problem head on, an accurate account of employment data for all the employees in the organization is to be maintained. This can be owed to the unawareness of the entity of its current staff needs and skills. At a Policy level, a strategic change outlining the objectives of the organization and consequential imbalances in skills to job of personnel is to be identified wherein at an actual level, maintenance of promotion potential, experience information and career data of personnel would act as a source for identifying shortages and surpluses in the operational plans of the organization. Action plans that include training and development, relocation and time frame for implementation are devised. These Action plans are then required to be monitored to ensure achievement of pre-described goals. The Recruitment function would help in attracting the qualified personnel considered ‘fit’ for the job in the organization. At a policy level, internal versus external recruitment and agencies can be considered to find the right personnel to match the job requirements. At an actual HR level, cost of further recruitment might be unnecessary however, effective communication of the recruiting function to the authorized persons of the organization can provide a strong foundation to avoid future problems. Identification of the roles of the current personnel along with a written description of the job process, duties, terms and conditions is to be documented and filed. At the policy level, Selection function plays a fundamental role in identifying the key attributes required from a person recruited to fit the job/duty efficiently. Selection can be effectively executed based on the qualities, type and level of work needed to achieve perceived goals of the organization. In regards to the Actual level, the selection function would be based on the documented description of the requirements of personnel available to the recruiters. At the policy level, Employee turnover function can be reduced by the provision of extensive training and development program, fair working environment, incentives and bonuses. At the Actual level, effective communication with the personnel is essential along with providing a feasible and flexible working condition. Rising Staff turnover can be owed to the fact of poor fit of employee with job, poor guidance and ineffective communication of tasks. An extensive training and development program can hone the skills of the required personnel to fit their job It is difficult to offer a stipulated time period wherein the policy goals can be achieved due to an uncertain outlook of ABC Company. However, a written documentation with complete data, qualifications, availability, experience of the personnel and all other relevant data can be completed within a time span of 3-4 months. Moreover, training of the new personnel to acquaint them with the required duties is to be carried out immediately which can be assumed to span once every 3 weeks for a period of 2 months. Extensive re-training can then be provided every 6 months to keep up with technology and development in the market. Apart from framing policies, there is a need to understand the behavior and total outlook of the company. In reference to Labor Mobility in Australia(Refer Appendix 1) Manufacturing Industry has less than 12% of employees shifting from the Industry as compared to Mining which has the highest Labor Mobility of 21. 6%. Keeping this in mind, voluntary turnover might not pose an issue in this company. Employee turnover is beneficial in some companies, however in the manufacturing industry stability in terms of Job performance and Employee satisfaction is beneficial. Finally it is worth pointing out that, according to research, Management must understand the value of quality staffing throughout the organization, and proper care is taken to ensure an individual fit their roles in the organization to ensure long term productivity. This essay also illustrates the importance of HRM to bring about a balance in the organization by increasing staff satisfaction, reducing turnover and increasing organizational productivity. Each policy level and actual level goal has a timeframe for execution which can be accurately estimated after consultation with the Management of ABC Company. REFERENCE LIST Beach,R, Brereton,,D, Cliff,D,2003, ‘Workforce turnover in FIFO mining Operations in Australia: An Exploratory Study’, Retrieved on 24th Oct 2010 from: www. csrm. uq. edu. au/docs/TURN_FINAL. pdf Cable, DM, Turban, DB, 2001, Establishing the Dimensions, Sources and values of job seekers’ Employer Knowledge during Recruitment, ‘Research in Personnel and Human Resource Management’ , Vol 20,pg115-163. Khan, S 1991, Selection and placement, Volume 1,Issue 4 Retrieved on 20th October 2010 Levine, T, 1998, ‘How to Reduce Employee Turnover’ Retrieved on Oct 23rd, 2010 from: http://www. nettemps. com/employers/hrcorner/printer. htm? id=21pf=1 Love, T. 1998, ‘Training can Relics [sic] Employee TurnoverReducing employee turnover’. Retrieved on Oct 23rd 2010 from: http://findarticles. com/p/articles/mi_m1154/is_n8_v86/ai_20934425 Meyer, J, Stanely, D, Herscovitch, L, Topolnytsky, L, 2006,‘Overview of Employee Turnover Research’, SIGMA Assessment Systems. Retrieved on Oct 23rd, 2010 rom: http://www. sigmaassessmentsystems. com/articles/empturnover. asp Morley,MJ,2007, Person Organization fit, ‘Journal of Managerial Psychology’ Vol 22,No. 2,pp109-117. Retrieved from: www. emeraldinsight. com/0268-3946. htm Mushrush, W. ,2002, ‘Reducing Employee Turnover’-Creating Quality Newsletter, 11(5). Retrieved on Oct 23rd 2010 from: http ://www. missouribusiness. net/cq/2002/reducing_employee_turnover. asp Orlitzky,M. 2007,’Recruitment Strategy’,Oxford Handbook of Human Resource Management,Boxall,P,Purcell,J,Wright,P,Oxford University Press,New York,pp273-299. Tipper,J, 2004, How to increase diversity through your recruitment practices, Vol 36, No. 4 pp 158-161. Retrieved on 23rd Oct 2010 from: www. emeraldinsight. com/0019-7858. htm Zeffane,R. 1994,’Understanding Employee Turnover: The Need for a Contingency Approach, vol 15,no. 9. Zimmerman, RD, Darnold,TC, 2007, ‘The impact of job performance on employee turnover intentions and the voluntary turnover process-A meta-analysis and path model’ retrieved on 23rd Oct 2010 from www. emeraldinsight. com/0048-3486. htm APPENDIX Figure 1: Labor mobility by industry, Australia www. csrm. uq. edu. au/docs/TURN_FINAL. pdf