Conflicts with White Settlers Essay Example for Free

Conflicts with White Settlers Essay There were many causes of the conflicts that occurred between white settlers and Native Americans. The Europeans who came to the New World in the early years of their exploration found native people who had a complex civilization with a very different culture than the Europeans did. With the clash of these two cultures, conflict was inevitable. Each culture fought to keep theirs alive and dominant. One major cause of conflict was broken treaties and promises with the settlers. This caused a lot of anger on each side. Along with broken treaties, constant invasion on one another’s land was another major cause of the conflicts. Lastly, unfair treatment and trade negotiations were also helping the fights continue. In conclusion, the conflict between Colonists and Indians was due to the Colonists huge greed for power and land. Major Conflicts There were a few major conflicts with Indians that have held a big part in the history of the United States. The French and Indian War was among one of the first most important conflicts with the Native Americans in the history of America. The French and British were split over what land was whose, and the Indians were split. Another war involving Native Americans was Pontiac’s War. With the French eliminated, Native Americans were left alone in their fight against British colonial aggression. The Indians attacked, and fearing more tension between Native Americans and settlers, Englands King George III issued the Proclamation of 1763. This was prohibiting settlement west of the Allegheny Mountains. A few more were the Battle of Point Pleasant and the Revolutionary War even involved Native Americans. As one can see, a big part of the history of the United States of America involves the people who first called it home, Native Americans.

Strategies to Improve Recruitment Processes

Strategies to Improve Recruitment Processes Report 1 An interview is an organised formal meeting of an interviewer (representative of the employer) and interviewee (job applicant) used to evaluate a potential employee for the purpose of employment at an organisation. Interviews are one of the most common recruitment and selection processes. Job interviews typically precede a hiring decision and often form part of the assessment centre process. Interviews can be conducted in several ways such as Face-to-Face interviews, telephonic interviews and interviews over the internet. Most job interviews last for about one hour, although telephone interviews and technical interviews are usually shorter. Even though interviews are the most widely used employment technique, research has not been able to show that it has high predictive validity. An interview does not accurately assess the candidate’s ability at work, relevant experience and work skills. A further problem with interviews is that factors that are not related to the job influence the employment decision: clothing, colour, ethnic origin, gender, accent, physical features or a disability might be such factors. There is also evidence that interviewers make decisions very rapidly on little information and hence interviews are exposed to interviewer bias and failure of human judgement. This low validity of interviews is compounded by evidence of poor interviewer reliability leading to a lot of complexity in the selection process. There are potential pitfalls in using interviews as a selection process and it is advisable to choose supplementary techniques. Therefore, being the Head of Personnel Management at Recovery Insurance Group, I would like to introduce supplementary techniques in order to increase the efficiency of recruitment and selection in the organisation. It is possible to complement information gained from interviews by different supplementary techniques and integrate additional measures into the selection and decision making process. These techniques can aid objective assessments of a candidate’s ability. However, the use of such techniques requires a high degree of skill and training and their use should be carefully monitored and controlled to ensure they are free of bias and that they do not inadvertently discriminate against disadvantaged groups. For example, special facilities may be required when testing disabled candidates. Following are the supplementary techniques to improve the effectiveness of recruitment and selection process: Tests The use of assessment processes based upon tests and questionnaires is expanding. It reduces the risks of hiring and developing people who turn out to be unsuitable. The financial costs attached to wrong decisions on employment can be considerable. Tests can be a very useful tool in the recruitment and selection process as it can actually replicate certain parts of the job. Whereas, an interview can only indicate that the applicant has the ability to do the job. Certain types of common tests used in recruitment and selection are Psychological tests, Aptitude tests, Personality tests, Intelligence tests, Ability tests, Work sample, etc. A test requires the candidates to do something which will be done in the job and hence increases face validity, making it more acceptable by the candidates. Therefore, tests can be used in interviews as the basis for further investigation and questioning about an applicant’s abilities. Group Exercises Most jobs involve working with others and so the selection process should involve an element of group work. A group exercise is an assessed discussion exercise that involves a small group of candidates (usually 8-10 people), following a question posed by a member of a company’s recruitment team. Group exercises allow plentiful possibilities for active working and interactions within the candidates. Interaction allows different experiences to be exchanged and applied to the subject. The candidates can be asked to complete a practical task or take part in a discussion and their ability to interact with people can be assessed. Group exercises help the recruitment team to identify leadership skills, responsibility, team working skills and a shared group dynamic. It supports role play and provides candidates with social feedback. Job Simulation This method involves the construction and application of a procedure or task that simulates or models the work involved in the company. The simulation is designed to represent, as closely as possible, the actual job situation. Candidates try out their performance in the simulated activity and have it evaluated based on how much a task is accomplished. The candidates are provided certain objectives, play the game, and have their output monitored. Their performance can be documented and measured and the candidates with highest performance are generally short listed. Job simulation is a very important supplementary technique for selection and recruitment of complex job profiles. Report 2 Organisations use a variety of recruitment sources to attract applicants like direct applications, employee referrals, newspaper advertising, employment agencies, and executive search firms. Recruiting the right person to the right position is of crucial importance to the performance of every company. At the same time recruitments are expensive, difficult and time-consuming. Web based recruitment tools can be used to publish job postings, administrate applications, including spontaneous applications, and build up a CV Database. This recruitment strategy includes identification of the right channels with a campaign that effectively summarizes the job requirements, company and community. A simple job posting in a publication or online career centre is no longer enough – the employer also needs to market itself as a place the candidate would want to work and its community as a place the candidate would want to live. Companies often adopt online systems because they believe e-recruiting is more likely than traditional recruitment sources to uncover individuals with unique talents and skills. The logic here is that online recruiting systems permit firms to cast a wide net across a broad labour market and, therefore, may be more likely to reach high quality applicants than other sources. I would recommend the line managers of Recovery Insurance Group to opt for this system of e-recruitment as it is clear that job applicants are using online systems to search for jobs and gather information employment opportunities in organisations. Furthermore, e-recruiting may be particularly effective as we are searching for personnel assistant proficient with computer systems. Also, online systems can be used to attract passive job seekers who are currently employed, but are secretly searching for new and better employment opportunities. There has been increased volume of online applications because individuals often spend more time searching for jobs online as the process is simpler and faster than traditional systems. However, increasing the volume of applicants may also lead to increase in administrative burden in an organisation and increase overall transaction costs over time. Furthermore, some analysts have argued that online systems allow employers to tailor their recruitment to specific labour markets through the use of specialised websites and job boards that target applicants with distinctive skills and backgrounds. Some candidates may be more receptive to e-recruiting and more likely to use the system than others. This is because candidates need to have an access to computers and have the skills needed to use the technology. As a result, online recruiting systems generally attract candidates who are well educated, have the ability to navigate the internet and are searching for relatively high level jobs. Online recruitment attracts individuals with higher achievement, drive, and persistence levels than traditional recruitment sources. Effectiveness of Online Recruitment Organisations use online recruitment systems for multiple purposes, including attracting candidates, communicating benefits about the organisation, and assessing applicants’ knowledge, skills, abilities and other personality requirements. Some companies now use software to scan applicants CVs for keywords and provide them immediate feedback whether they are qualified for the job. Other organisations use online aptitude tests, personality inventories or simulations to assess candidates’ critical thinking and decisions making skills. Many firms conduct online interviews or allow candidates to submit video clips as part of their application process. The online recruitment system allows a large number of applicants to be screened quickly and efficiently. The growing use of these systems justify that the online assessment techniques may be much more objective and, therefore, less biased by non job related factors like age, race, gender, etc. Online recruitment systems also allow companies to provide applicants with unique information about their company and give them a more realistic idea of what it is like to work for that organisation. Some organisations allow candidates to observe the firm’s activities through virtual systems, and others use highly creative means of providing applicants with realistic job previews. Applicants can collect more realistic information from the websites rather than traditional sources because websites allow flexibility in gathering data that were relevant to them. They choose jobs and organisations that fit with their personal values, beliefs and attitudes. As a result, many organisations emphasize information about their strategic goals and culture so that applicants can make informed decisions about whether they will be satisfied with the organisation. Another potential benefit of online recruitment systems is that websites can easily be used to communicate vacancy characteristics like pay, benefits, perquisites, and advantages of working with the company. Report 4 There has been a tremendous increase in the use of telephone interviewing for recruitment and selection. Many organisations conduct telephone interviews in the early stages of the recruiting and selection process because it can be a cost and time efficient way to short list candidates. This method of interviewing also offers valuable insight for positions that require phone communication skills. Recruitment teams generally conduct face to face interviews before making a final hiring decision, but telephone interviews can help them select the best candidates to meet. Telephone interviews can be used to screen out unsuitable applicants or as an integral part of the selection process. Telephone Interview for Screening: Short, rigidly structured interviews based on criteria. A competency-based screening interview, where candidates are asked a number of multiple choice questions to gauge suitability for the job role. Telephone Interview for Selection: A structured telephone role play when roles require advanced telephone communication skills. A sales telephone interview when a candidate is asked to sell something to the interviewer over the phone. An in depth semi-structured for senior or managerial positions where it is more difficult to capture experience and skills on paper. An alternative to face to face interviews for people who are based overseas or unavailable for long periods of time. Pros of Telephone Interviewing Can be quicker to arrange and conduct than other conventional methods. Can be cost effective as an initial screen. Can maintain a degree of confidentiality of post as these details will only be provided once the initial screening is completed. Acts as an ideal way to assess the candidate’s telephone manners. There are fewer interpersonal distractions. They provide little or no opportunity to discriminate on the grounds of race, disability, age or other non job related factors. Cons of Telephone Interviewing Candidates may be unfamiliar with the format or uncomfortable using the telephone, which could make them nervous and/or provoke uncharacteristic responses. It is difficult to make a thorough assessment of a candidate over the telephone. Non-verbal behaviour or body language, both of which are important in forming an opinion of people, cannot be gauged over the telephone. Telephone interview candidates learn less about your business than those who visit your premises and meet potential colleagues in person. The on-site experience helps candidates decide whether they wish to pursue the interviewing process. It is important to remember that the recruitment process works both ways, providing an opportunity for candidates to assess your business as it allows you to assess them. Considering the pros and cons of telephone interviewing, I will not recommend Recovery Group to reply on this method as a selection tool for recruiting a Personnel Assistant. The skills and attributes expected from the potential employee cannot be effectively assessed over the telephone. Therefore, it is advisable to conduct a traditional face to face interview supplemented by other selection tools for the recruitment of an ideal candidate. http://www.nuigalway.ie http://www.bnet.com http://www.businessballs.com

Essay --

Hadirin yang dihormati sekalian, Adakah anda masih ingat kepada pesan ibu dan bapa yang selalu mengingatkan bahawa rajinlah belajar agar jalan kehidupan tersedia luas terbentang untukmu? Ingatkah kita kepada kata-kata Plato dan Confucius berbunyi â€Å"tuntutlah ilmu hingga ke negeri China†. Mengapa hadirin, sejak dari zaman dahulu hingga ke hari ini dan di setiap pelosok dunia sama ada di Eropah, Afrika mahupun Asia, pandangan terhadap pendidikan ialah sama iaitu pendidikan merupakan asas perkembangan umat manusia. Tetapi mengapa pendidikan menjadi begitu penting kepada kita? Hadirin yang saya muliakan sekalian, pendidikan dapat melatih minda manusia untuk berfikir dengan lebih luas dan rasional. Melalui pendidikan, pengetahuan maklumat dapat diluaskan dan digunakan untuk kebaikan bersama. Sebagaimana yang diungkapkan Daoed Joesoef (1986) tentang pentingnya suatu pendidikan yang mana beliau menyatakan bahawa "Pendidikan merupakan segala bidang penghidupan, dalam memilih dan membina hidup yang baik, yang sesuai dengan martabat manusia" dan sudah tentulah daripada pernyataan tersebut kita dapat menyimpulkan bahawa mempunyai pendidikan pada masa sekarang merupakan hal yang sangat penting kerana jika kita tidak mempunyai pendidikan kita tidak akan kemana-mana. Tanpa pendidikan dan tanpa kemahiran membaca, capaian pelbagai akses terhadap pelbagai bentuk pengetahuan seperti buku, internet atau media lainnya sama sekali tidak memungkinkan kita untuk melangkah maju ke hadapan. Pendidikan merupakan tunj ang utama kepada pembentukan modal insan yang akan membantu kepada pembangunan negara. Pendidikan mempunyai impak yang besar ke atas pelbagai peluang kehidupan manusia agar masa depan seseorang tersebut terjamin dan kualiti kehidupannya terpelih... .... Kesimpulannya, corak pendidikan yang diaplikasikan di Malaysia adalah lebih menyeluruh kerana ia merangkumi aspek fizikal dan rohani. Pendidikan di Malaysia bukan sahaja ingin membentuk pelajarnya yang aktif dan cemerlang dalam kurikulum dan kokurikulum malah ia juga memberi fokus kepada kelengkapan rohani dan moral agar pelajar yang dilahirkan sempurna dari segala segi. Maka dengan itu hadirin, saya sekali lagi menegaskan, pendidikan ini bukan sahaja penting untuk mengembangkan minda dan bakat manusia, malah ia juga penting untuk memacu legasi pembangunan negara. Ini adalah kerana pendidikan merupakan nadi kepada pencetus kegemilangan dan martabat sesebuah negara tersebut. Oleh itu, penting sekali untuk kita sebagai rakyat Malaysia dalam melancarkan aspirasi negara iaitu mencapai kecemerlangan dalam pendidikan untuk menaikkan nama negara di persada antarabangsa.

The Chosen, My name is Asher Lev, In the Beginning, and The Book of Lights :: Comparison Compare Contrast Essays

Assimilation and the American Jew in Potok’s The Chosen, My name is Asher Lev, In the Beginning, and The Book of Lights.  Ã‚  Ã‚   America has always been a country of immigrants, since it was first settled by Europeans over five hundred years ago.   Like any country with a considerable immigrant population, American has always faced the problem of assimilation.   Because America was founded and settled by immigrants, her culture is a combination of the cultures of other countries. Should these immigrants isolate themselves from the mainstream American culture, or should they sacrifice the culture of their homelands for the benefits American culture has to offer?   Judaism in particular has had to deal with the assimilation question.   One of the world’s oldest religions, it has remained strong over its six thousand year history by remaining distinct – and isolated – from other cultures. Chaim Potok focuses on how Orthodox and Hasidic Jews have handled this problem in his books The Chosen, My name is Asher Lev, In the Beginning, and The Book of Lights. Many of Chaim Potok’s characters want the American Jewry to remain isolated from the mainstream American culture: The world kills us! The world flays our skin from our bodies and throws us into the flames! The world laughs at Torah! And if it does not kill us, it tempts us! It misleads us! It contaminates us! It asks us to join in its ugliness, its abominations! (The Chosen 127)  Ã‚   The Chosen â€Å"deals with the problems Jews have faced in trying to preserve their heritage – in particular, the problem of how to deal with the danger of assimilation† (Young). The Jews have always been professionals occupying jobs in medicine, law, education, and other fields requiring a college degree. American Jews, however, face a dilemma: â€Å"Ideas from this secular world inevitably impinge upon an individual born in a church community or a synagogue community, especially when that individual embarks on a college experience† (Potok 2). American Jews must either take on nonprofessional jobs, assuming an identity completely different from that of European Jews, or expose themselves to secular America. Isolation is thoroughly impractical for the American Jew. Chaim Potok’s works often focus on main characters whose talents draw them to the outside world:    When individuals are brought up in the heart of such a community or culture [as Danny’s and Reuven’s did in The Chosen] they learn to commit themselves to its values †¦ They see the world through the system of values of that unique community.

Sweet Choices Essay -- Business, Dairy Queen, Grandpa McCullough

I. The Beginnings of Dairy Queen The founders of Dairy Queen's famous soft serve ice cream, John Fremont 'Grandpa' McCullough and his son Alex McCullough, originally established the Homemade Ice Cream Company in 1927 in Davenport, Iowa. The father and son duo originally sold an assortment of ice cream products in and around places like Moline and Rock Island, Illinois, and Bettendorf and Davenport, Iowa, until the need to expand in the early 1930's caused the McCullough's to decide to relocate their ice cream mix plant to a former cheese factory in Green River, Illinois. The process the McCullough's used to make ice cream was difficult and complex: Butterfat, milk solids, sweetener, and stabilizer were first combined, then mixed, and finally put into a batch freezer where the combination was chilled, given a specific amount of air (technically called 'overrun'), and flavored. The product was denser and richer than most ice creams, with less overrun. When the temperature reached 23 degrees Fahrenheit, a spigot was opened in the freezer and the soft ice cream flowed into three- gallon containers. The containers were covered with lids, frozen at minus-ten degrees Fahrenheit, and delivered to customers. When an ice cream store was ready to serve the product, the ice cream was put into a dipping cabinet and the temperature increased to five degrees Fahrenheit. (IDQ 1920-40) At the time, ice cream was frozen solid to accommodate manufacturers and store owners when they transferred the ice cream from one location to another location. However, when ice cream is served at such cold temperatures, it causes consumers taste buds to become numb which, subsequently, meant that consumers could not get the full flavor of the ice... ...65 in Canada, 123 in Japan, and over 30 in eight other foreign countries. (IDQ 1970) While the addition of the Peanut Butter Parfait and the Hot Fudge Brownie Delight in the 1980's proved to be very successful, it was the Blizzard that propelled the company to the number one spot in America's treat chain industry. This unique soft serve medley, mixed with fruit, cookies, and candy, sold over 175 million units in its first year alone. (IDQ 1980-90) The company gradually continued domestic and international growth in the early 1990's. Around the U.S., stores began to open in more non-traditional areas such as airports, railroad stations, shopping malls, and even office complexes. Internationally, the company planned to open stores in Western and Eastern Europe while development was started in Thailand, Cyprus, Kuwait, Oman, Taiwan, and Indonesia. (IDQ 1980-90)

Intrinsic and Extrinsic Motivation Essay

As we’ve already learned, â€Å"motivation† entails trying to find out why people act the way they do (Brophy, 1998). Recalling on it, â€Å"motives† are specific forces that strengthen and direct behavior toward solving a problem or realization of a goal (Brophy, 1998). â€Å"Motives† differ from each other according to kind, for instance, hunger, thirst, etc; according to intensity, for instance, more hungry than thirsty; according to origin, for instance, biologically-based as against experience-based (Brophy, 1998). It may also be different in terms of being internal or external and the degree to which a person is aware of them (Brophy, 1998). For instance, employees who go on strike may do so because they adhere to some moral principles or â€Å"instrinsic motivation†; or because they would like to ask for a salary increase or â€Å"extrinsic motivation† (Brophy, 1998). â€Å"Intrinsic motivation† is concerned with motives based on one’s own internal needs and desires while â€Å"extrinsic motivation† involves positive or negative external rewards that affect behavior (Brophy, 1998). Another aspect that may differ the â€Å"extrinsic motivation† and â€Å"intrinsic motivation† is the fact that in â€Å"extrinsic motivation†, â€Å"it focuses people on the reward instead of the action† while this is not the case in â€Å"intrinsic motivation† (Morris et.al. , 2005). That’s why if the rewards are stopped, the action/behavior also will (Morris et. al. , 2005). To compare or contrast â€Å"intrinsic and extrinsic motivation† further, let’s a look at some more examples: When an individual knows that a reward will be given as a consequence of what he or she is about to do, which actually fits the technical definition of â€Å"extrinsic motivation† then he or she is most likely to carry it out (Morris et. al. , 2005). Another example is when an individual does things not because he or she has or needs to but because he or she wants to (Morris et. al. , 2005). The fact that the individual does it and that it is rewarding in itself for the individual then what he or she is doing is the exact definition of the technical term â€Å"intrinsic motivation† (Morris et. al. , 2005). References Brophy, J. (1998). Motivation. Burr Ridge, IL: McGraw-Hill. Morris, C. G. & Maisto, A. A. (2005). Psychology: An Introduction, 12th Ed. New York: Prentice-Hall.

Introduction to counselling

Counseling Skills Day one was one of nerves mixed with anticipation. I already told myself not to have an expectation Just to turn up openly and approach the course as I progress. The Introduction was as expected, Mrs../Miss Rachel Ellis, our tutor introduces herself then explain her she will like us to get to know each other for 10 minutes then talk about the person who Just told you about them self. We were sat in a semi-circle awards the front of the class.It was a matter of Just the person next to you In an anta-clock wise manner. Sitting to my right was fellow student Citrine (CIA) happily married, two kids, employed and was on the course as a matter of exploring. As Citrine and I were the two last persons to Introduce each other, we had the opportunity to listen and establish what background the other students/landfalls and possible the â€Å"driving force† behind the course. As expected It was a diverse, In seasons and profession, and this for me was a really good thing within.Although the reasoning was diverse due to the diversity of employment, not until the end I realize the goals were common. Everyone just wanted to reach out to others in some way. This was made clear through communicating and relating to other members of the group conducting various exercises. Mainly, the points of reflection study/discussion sessions. With all this said a few of the fundamental things I were reminded of/ earn of today was the important aspects confidentiality issues, especially in the training group.In addition I'm able to recognize the importance of building a relationship with others within our group. With these two, other members will be more expressive (openness) and therefore there will be more rewarding for all concerns. Finally, I can apply the study skills to reflect on my learning.