Regional dialects Essay Example

Regional dialects Essay Regional dialects show great variation on what was, in some cases, a uniform language and can pose a difficult problem when studying language change, as they conform to no logical pattern of difference from the standard language of a country. This usually comes from the dialect of the area of greatest political power, this being the South-east Midland dialect (encompassing London, Oxford and Cambridge) in England. A written standard language is particularly important for communication between regions and between people of different social groups. However the oral form of a standard language can be the most susceptible to change, as it is the type of language that is used most frequently and in the most widespread areas; as in the example of modern English. The influence of mass communication is producing a phonological change whereby regional accents are declining and becoming replaced by estuary English one of whose primary features is the glottal stop. English is also widely spoken as a second language or the primary foreign language of many speakers. Exposure to such people naturally brings about their changing the language which can cause the creation of pidgin forms, for example the widely used Tok Pisin of Papua New Guinea. However dialects that do not form the standard language tend to alter less rapidly due to the fewer number of speakers who often have a desire to retain the vocabulary that is seen as a part of their culture. We will write a custom essay sample on Regional dialects specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Regional dialects specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Regional dialects specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Diachronic changes in semantics are diverse and often unpredictable. Patterns exist only in the classification of the certain types of change. Semantic word change tends to fall into three main groups. The meaning of a word can broaden, the term dogge in Middle English referred to a particular breed of dog; narrow, the word deer used to mean animal but narrowed to mean a particular species or shift the word silly in Old English meant happy, in Middle English this shifted to naà ¯Ã‚ ¿Ã‚ ½ve and now has come to mean foolish.3 Semantic changes are always occurring. Currently a shift in English is taking place in the word disinterested. Traditionally the word means to be impartial, however present generations are confusing the word which is now becoming a synonym for uninterested.  Due to the vast time period of language change and the sheer number of factors that affect it, it can be difficult to understand why changes affect certain aspects of the language and not others. In English ough has eight different recognised forms of pronunciation. In addition to this, in Chinese for example, the oral forms of a language can change out of all recognition to become a different language yet at the same time written form can remain mutually intelligible. This shows that speech and written language are two very different areas that can change in different ways, and that these changes can happen independently of each other. Changes in language can also occur due to individual speakers. It is true that parole, according to F. de Sassure, is the way in which an individual produces their language; however these changes can be perpetuated permanently when new generations adopt traits from their parents by creative copying, so that gradually, a language changes imperceptibly to a current speaker, unless it is compared with the language of previous generations. For example the differences in lexicon and even intonation of voice heard on film footage of the First World War and even as recently as the Fifties. Analogical formations can also become accepted into standard language, in Old English the -s ending was only one of many plurals but is now standard. As mentioned previously, social factors such as the development of technology and changes in education, along with words that come into (and out of) fashion can affect languages, particularly within the younger generations, without any apparent predictability. Certain buzz words change semantically from one generation to become the latest word for cool, ultimately, these trends rely on the individual to decide whether to use and pass on such words so that they become embedded in the lexicon. It must be said that the unpredictability of language change caused by the influence of history and social factors, can only show certain tendencies for changes that happen rather than them complying to rigid rules. Even though patterns can be analysed in diachronic linguistics, this is simply a demonstration of what has occurred as opposed to an explanation as to why the change has happened. The diversity of language change is so great, and on the whole unpredictable that it can not be submitted to complete and generalised analysis.

Common Latin Abbreviations Used in English

Common Latin Abbreviations Used in English In this list of common Latin abbreviations youll find what they stand for and how theyre used. The first list is alphabetical, but the definitions that follow are linked thematically. For instance, p.m. follows a.m.   A.D. A.D. stands for Anno Domini in the year of our Lord and refers to events after the birth of Christ. It is used as part of a pair with B.C. Here is an example: The standard date given for the fall of Rome is A.D. 476. The start date of Rome is, traditionally, 753 B.C. More politically correct are the terms C.E. for the current era and B.C.E. for the other. A.D. traditionally precedes the date, but this is changing. A.M. A.M. stands for ante meridiem and is sometimes abbreviated a.m. or am. A.M. means before noon and refers to morning. It starts just after midnight. P.M. P.M. stands for post meridiem and is sometimes abbreviated p.m. or pm. P.M. refers to afternoon and evening. P.M. starts just after noon. Etc. The very familiar Latin abbreviation etc. stands for et cetera and the rest or and so forth. In English, we use the word etcetera or et cetera without necessarily being aware it is actually Latin. E.G. If you want to say for example, you would use e.g. Here is an example: Some of the Julio-Claudian emperors, e.g., Caligula, were said to be insane. I.E. If you want to say that is, you would use i.e. Here is an example: The last of the Julio-Claudians, i.e., Nero.... In Citations Ibid Ibid., from ibidem means the same or in the same place. You would use ibid. to refer to the same author and work (e.g., book, html page, or journal article) as the one immediately preceding. Op. Cit. Op. cit. comes from the Latin opus citatum or opere citato work cited. Op. cit. is used when ibid. is inappropriate because the immediately preceding work is not the same. You would only use op. cit. if you have already cited the work in question. Et Seq. To refer to a certain page or passage and those that follow it, you may find the abbreviation et seq. This abbreviation ends in a period.   Sc. The abbreviation sc. or scil. means namely. Wikipedia says it is in the process of being replaced by i.e. Latin Abbreviations of Comparison q.v. and c.f. You would use q.v. if you wanted to make reference to something elsewhere in your paper; whilec.f. would be more appropriate for a comparison with an outside work.

How to Successfully Complete SAT Useful Tips

How to Successfully Complete SAT Useful Tips Sat Test: Ultimate Guidelines SAT is a well-known test among students, and it is surely one of the most important tasks, which influences your future college admission. It is one of the most powerful instruments when entering college. The main difficulty is that most of the students don’t have a clear plan of how to get a high SAT score and prefer leaving everything for the last minute. However, it is not so difficult to get a high score. If you follow our tips, you will create a solid plan for your future preparations and will manage to pass the test with confidence and ease. SAT Definition Scholastic Aptitude Test or Scholastic Assessment Test (SAT) is a standardized test in the USA, which is compulsory for students, who want to enter American colleges or universities. This test is created to access skills and knowledge in different areas. For some specialties, you will also have to complete the SAT Subject Test, which is also called SAT I. SAT takes place seven times per year in the USA and four times abroad for students, who want to study in America. This test is held in March, May, October and December worldwide plus in June, August, November in the USA. SAT’s organizer is the College Board, a private organization. Should I Pass It? SAT test is optional. You will need to pass it only if the college or university you want to enter requires you to complete it. If not, you can still pass it to show how strong your analytical and writing skills are. In addition, these scores will show your strong sides in different areas, and you will be prepared for various college tests. What the Task Is About? Basically, SAT Essay is as simple, as a college assignment, where the tutor asks to analyze a piece of text. You will have fifty minutes to write the assignment. A passage of around 700 words will be given, and you will need to provide a response. The main goal of this test is to show how well you are able to analyze the author’s arguments. Your aim is to analyze the writer’s reasoning, rhetorical tools and evidence in creating the argument and persuading the audience. To save some time on the test day, you can get familiar with essay examples in advance. The task will be one for every test, and the only changeable thing is the reading you will have to analyze. Once you are able to understand the task, you will save time and will be able to provide a stronger essay. Getting Ready for SAT Write down all of the things you should work on. Think about the subjects or topics, which you have problems with and work on them properly. Creating such lists is a great way to become more organized and to relieve stress levels; Keep in mind your strengths. If you devote yourself to completing the written assignment, it will be quite easy to forget all of the other skills you have. If you keep reminding yourself how intelligent you are, it will be much easier to remain confident during the test; Know what learner type you are. Some students find it easier to understand the task by reading it, while others should hear it first. Some of them need to imagine the assignment in their head. Think about the way you usually perceive information and use this method in your studies practice. If you usually learn using hearing, then listen to podcasts while you are driving. If you memorize information, when looking on the text – make index cards with words and pictures; Every day devote a minimum of 30 minutes for learning. Don’t postpone the process and never start learning a day before the test, as SAT requires at least two months of preparation. Surveys show that preparation in advance is much better than being in a hurry. Outline of SAT Essay 1.  Ã‚  Ã‚   Introduction, Paragraph 1 Restate the topic. Start with a statement or question, which will interest readers and motivate them to go on reading. This part should be grabbing attention from the first line. Don’t forget to include a thesis statement. It should consist of a sentence, which renders the key idea of the whole text. 2.  Ã‚  Ã‚   Support, Paragraph 2 Here you should provide a counterclaim of the first point. If your essay is of a compare-contrast type, you will need to insert the counter-argument at the beginning of each supporting paragraph.   Ã‚  Ã‚   Thesis, Point 1 Support (consists of an example, your own experience, quote or fact); Support (consists of an example, your own experience, quote or fact); Conclusion point. 3.  Ã‚  Ã‚   Support, Paragraph 3   Ã‚  Ã‚   Thesis, Point 2 Support (consists of an example, your own experience, quote or fact); Support (consists of an example, your own experience, quote or fact); Conclusion point. 4.  Ã‚  Ã‚   Support, Paragraph 4   Ã‚  Ã‚   Thesis, Point 3 Support (consists of an example, your own experience, quote or fact); Support (consists of an example, your own experience, quote or fact); Conclusion point. 5.  Ã‚  Ã‚   Conclusion, Paragraph 5 In this section, you need to restate your thesis statement but using different words.   At the end write a call-to-action and indicate plan or prognosis for the future. Tips on Writing SAT Essay There is no need to ponder too long over a single question, especially if it is given in the science section, where the complexity of every question increases; Print out previous SAT exams or buy examples at educational departments of bookstores. You will detect your weak points in such a way; You will get an equal amount of points for any right answer to the test. That is why if you are stuck at one question, just skip it and continue answering. If you have enough time in the end, you can return to skipped questions; Stay calm, when completing the test. Of course, it is very important, but it is not worth your nerves; Take enough time to sleep well before the test. If you rest enough, you will have the energy to face any challenges the exam has in store; Exclude wrong answers at once not to be distracted by meaningless ones; Don’t forget to take several pencils, your ID, calculator and registration confirmation to the exam room; If you find the question very simple, most likely it really is. Try not to look for any trick; Practicing writing under real-exam conditions is a great plus. If possible, keep a record of time for every section; If you have some time, get back to check the answers; Learn how to cope with distractions. During the exam, you may be easily distracted by a ticking clock, conversations or even an air conditioner. Make a deep breath, concentrate on the paper and continue answering questions; Try not to change your opinion. In most of the cases the first answer is the correct one; Choose your own work pace, when answering questions at home. This will help you during a real SAT test; Ask your friends or family to give you some time and space to be able to prepare for the text in a calm and quiet atmosphere; Always have sharpened pencils nearby; Stay positive. Even if you give a wrong answer, it won’t cause an Armageddon. Frequently Asked Questions How is it possible to detect my weak points and improve them, when I am getting ready for my SAT exam? As it was already said, make sure you practice in advance. This will help you to detect your weaker sides and you will be able to work on them. Are we allowed to bring a calculator to a SAT exam? SAT test consists of two parts: first when you are allowed to use a calculator and second when a calculator is prohibited. You need to consult collegeboard.org to check, whether your own calculator is approved. It was mentioned not to study the night before the exam. Does it mean that I can’t even refresh knowledge? It is important to remember that you won’t be able to memorize information better if you study the day or the night before an exam. Of course, you can read your notes on the subject that you are not good at but take enough sleep and proper rest to be fresh and energized on the day of the exam. What if I get ill on the test day? You shouldn’t worry, because it is possible to reschedule the test and skip it. It won’t cost you a thing compared to taking the test in poor health. Is there a common answer to select? Unfortunately, there are no patterns of selecting answers. You should simply learn well before completing the test and this will give you all the answers you need!

Hispanic Gangs Essay Example | Topics and Well Written Essays - 1250 words

Hispanic Gangs - Essay Example During a time of recession, this information sheds more light on the impact crime has on our society. Combined with the very real struggle law enforcement agencies face to retain employees and maintain budgets, the report signals a very serious factor degrading our communities." (US Crime Affects Economy, 13 March 2009). "There are about 500 Sureo Hispanic gangs in Los Angeles County representing over 50% of the gang memberbership. They are more geographically distributed throughout the region and are found in significant numbers in the San Fernando Valley, San Gabriel Valley, the Beach communities, Long Beach, Compton and South Los Angeles." (Hispanic Gangs in Los Angeles, 13 March 2009). The 18th street gang is very popular when it comes to Hispanic gangs in LA. The number of members of this gang range between 8000-15000 gang members. It is believed that this gang originated from the Clanton 14 street gang, the gang is further subdivided into 5 parts in order to ensure a better functioning of the gang. Most of the members belonging to this gang are of the Mexican origin and it was initially decided that only Mexican citizens would be allowed to join this gang, this was however altered later on. The gang does not have a central leader and it is fair to say that it is loosely structured. There is no leader to lead the gang and to take care of the smooth functioning of this gang. The members of this gang function individually; they however join hands when a rival gang attacks their gang. The members of this gang are easily identified by the tattoos on their body. Every gang member has the tattoo of no 18 on their body in order to make the identification process easier. "Some estimates of the 18th are as low as 8,000 members. The notoriety of the gang is based on four distinct barrios, three near downtown Los Angeles west of the Staple's Center and the 110 Freeway, and one in the West Adams area." (18th Street Gang in Los Angeles County, 13 March 2009). The no 18 is displayed with the help of a tattoo and it is usually in roman numbers. There is another tattoo that is mutually exclusive to this gang. Most of the members have the tattoo of BEST on some part of their body or the other. The word indicates that their gang is the best in the vicinity or may be the best in the world. The gang members have to follow strict rules in order to be gang members, they are restricted from making use of any hard drug like crack cocaine. If the gang members violate the rules of the gang, they are usually beaten up for 18 seconds for minor offences and executed for serious breach of the rules. The 18th street gang recruits young children and this practice is really bad in short term as well as long term. Thus this gang is often called Children's Army because of their practice of recruiting young children. The gang members expertise in drug trafficking, making illegal documents, exchange of arms and other serious criminal activities. US lead in terms of the financial loss incurred by a country because of criminal activities. There are so many gangs in the US which operate depending on the area

Matriarchy versus Patriarchy Research Paper Example | Topics and Well Written Essays - 1500 words

Matriarchy versus Patriarchy - Research Paper Example Such a society implies male privilege and rule, and entails women's subordination (Asadi 4). Most patriarchal societies are as well patrilineal, indicating that only males inherit the title and property. Women, in a patriarchal society are matriarchal. On the other hand, matriarchy is a social system in which women or older females are the headers of their families. In such societies, women determine relationships and descent and they play major roles in the government. Currently, many religions believe that males should be the leaders in their families and society and both children and women must obey to their authorities (Asadi 72). The main purpose of this paper is to compare and contrast how women are presented, treated and importance in different religious. The content of this paper compares and contrasts women treatment in Islamic and Christian religions. Women treatment in Christianity and Islam Religions Throughout the religious history, men believe that they are more superio r to women in most diverse religions (Eller 121). Is this belief true in Islam or Christianity religions? In Christianity view, a woman's role is different from other religions since their roles are equal to those of males. In Galatians chapter 3 verse 28, Apostle Paul writers, â€Å"in Christ there is neither female nor male in Christ, Greek or Jew†¦Ã¢â‚¬  all human beings are equal before Christ. However, the two religions have expressively denied accepting the significant roles that women can influence in the society. Despite the advent of civilization, the prevalence of male chauvinism has served to suffice the importance of women in the society. Majority of the people professing the two religions hold that women are subjects to their husbands and they can never be equal. Similarities In both religions of Islamic women and Christian women, worship is a vital part of their responsibilities although the reasons behind this worshiping differ. Women from Islamic religion wors hip by adhering to a schedule of prayer and fasting, therefore, after their death, their good actions and ability to keep the Islamic laws, will enable the women enter â€Å"paradise† (Kanra 111). While Islamic men in â€Å"Paradise† are assured the company of various virgins for their pleasures, Koran does not offer much information for those women who afford their way in. It is evident that Islamic men derive the assurance that they will dominate the women in paradise since it is the case on earth while still the women are knowledgeable of passing into paradise as virgins to become subjects to their men. On the other hand, Christian women love God because He initially showed love to them. God offered is only beloved son, Jesus Christ, to die on the cross for the sinners since they were unable to earn any of the heavenly grace. Similarly, Christian women worship God through praying and fasting, but this is practiced in response to God’s commandments, and not fo r earning God’s favor (Kanra 42). A Christian woman is always aware of the awesome ease of acquiring God’s favor. As Jesus Christ said in John chapter 3 verse 16, â€Å"whoever believes in me shall not perish, but have everlasting life†. Christian women worship and praise the Lord to enable them to enter the Kingdom of heaven after death. Further, Christian women abide by Biblical teachings in order to draw God’s favor and become certain of the resurrection after death and acquisition of eternal life in paradise. In both religions, women play a major role of taking care of their husbands and children. They have the role of preparing and serving meals for their husbands and children. Women are only supposed to concentrate with home duties such as

Comparing personnel management and HRM

Comparing personnel management and HRM Human resources must be appreciated, located and recovered, organised and managed with great care. Sound human resource management practices are necessary for retaining effective workforce. The HR function of Hilton Hotels focuses on actions that build workforce competencies and motivation that in turn positively influence their corporate strategies and gives them a competitive advantage. INTRODUCTION 2.1 Terms of reference According to some authors, Human Resource Management (HRM) is no different from personnel management and maintains that the obvious change is a relabeling process (Legge 1989, Torrington 1989). However, the new terminology may at least rid personnel management from its unfortunate welfare image and other negative connotations Sisson (1990) and thus save the ailing function from marginalisation. Some Human Resource academics argue and maintain that new labels on old bottles may have their uses even if it is only for marketing purposes. (Armstrong 1987, Guest 1989). The aim and objective of this report is to critically analyse the human resource strategies and policies of Hilton Hotels. In order to critically analyse and evaluate the human resource methods of Hilton Hotels critically, human resource management theories and models have been discussed and related to the success of Hilton Hotels The main themes for this report are General HRM overview of Hilton Hotel, learning and development, reward systems and training and development. The ways in which their strategies and policies support organisational goals have been evaluated. Recommendations have been made in areas that require improvements. 2.2 Overview of HRM Human Resource Management emerged in the 1990s.It can be traced to Drucker, McGregor and Bennis Drucker (1955) who introduced management by objectives (MBO) proposing that managers should direct employees towards a common goal through directed leadership. McGregor (1960) advocated management by integration and self control a strategy for managing people which increases motivation and pervades the whole business. Bennis (1964) introduced the idea of organisational development (OD). He argued that people have complex cognitive and social need, they respond better to collaboration and reason rather than power based on coercion and threat; and an organisation should be based on humanistic, democratic ideas, replacing the mechanistic value system of bureaucracy. Factors such as globalisation, competition and technological innovation caused the fading of personnel management. This change increased people management which addressed more strategic issues that personnel management ignored. There was therefore the need for managers to be more strategic in terms of managing their work force hence a new way of managing people strategically. Human Resource Management can be defined as the planning, acquisition and development of human resources necessary for organisational success. (Kreitner, 1995, p. 331). French (1964) expressed the importance of human resources by saying it creates organisations and make them survive and prosper. He advocated that it is the talent and skill of employees in using other materials and energy that result in the creation of useful products and services. (Braton and Gold 2003) defines HRM as a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies , programmes and practices. Human Resource Management involves five key models; The Michigan model of HRM (USA) ( Tichy, Fombrun Devanna (1982), Fombrun, Tichy Devanna 1984) The Harvard model (USA) (Beer, Spector, Lawrence, Quin Mills Walton 1984) Guests (1987) Model of HRM (UK) The Warwick model of HRM (UK) (Hendry and Pettigrew ,1990) Storeys (1992) Model of HRM (UK) (lecture notes) 2.3 Background Hilton Hotels Corporation is recognized around the world as a pre-eminent lodging hospitality company, offering guests and customers the finest accommodations, services, amenities and value for business or leisure. The Hilton brand has, for more than 80 years, been synonymous with excellence in the hospitality industry. Hilton is able to offer guests the widest possible variety of hotel experiences, including city center hotels, convention properties, all-suite hotels, extended stay, mid-priced focused service, destination resorts, vacation ownership and airport hotels. (Hilton webpage ). Hilton Hotels was founded in 1919 by Conrad Hilton. Hilton has 2,645 hotels offering over 485,000 rooms to the general public. Currently Hilton employs 135,000 members worldwide. Positions at Hilton range from receptionists to general managers to CEOs. The company manages property holdings under different names around the globe. These include Hilton Hotels, Conrad Hotels and Hampton Inn and Suites. METHODS 3.1 Data collection methods The data used in this research has been obtained mainly from secondary sources. Hiltons corporate website, independent websites, online journals and text books have been used. These sources gave insight into Hiltons human resource management strategies. Text books helped link HRM theory to the practices of Hilton. 3.2 Issues and challenges The first challenge encountered by the group was deciding on which organisation to choose. Several organisations came up but eventually we decided on Hilton Hotels because they had a very attractive website with a lot of information we needed to complete the report. There was also the challenge that comes with working in a group. The Elevator graduate scheme for this year has been postponed. This made it impossible for us to gather adequate information in that section for the report. There were also problems accessing information for the other graduate schemes because such information is only made available during recruitment times. There was the issue of time constraints for the report due to other assignments due in the same week. RESULTS 4.1 Business strategies Traditionally, the firm had focused on place, product and promotion, by establishing the finest hotels in the most attractive, convenient and sometimes expensive places in the world. In the new millennium, particularly after the attacks on September 11th, Hilton has gone after the mid-priced client and the more affluent lodging clientele. The Hilton hotels focuses on the brand identity and quality, structural growth, brand equity, operational efficiencies and 100% customer satisfaction guarantee when it comes to their business strategies. In 2006 a new strategy that boosted the hotels profits was to maintain management contracts rather than full ownerships. Another business strategy of the Hilton hotels was to ensure to keep up to the promises of all the connectivity demands of the Hilton guests. This was done in May 2009 as Hilton hotels connected with BT (British Telecom) and ensured high speed internet usage in 60 Hiltons across United Kingdom and Ireland. This strategy ensured Hiltons commitment to extra ordinary levels of customer services (Wolf G.M. Neumann, Area president UK). Hilton opened midsized hotel segments to mark 20 years of award winning leadership in 2004. Hiltons started carrying out 20% reductions in carbon dioxide emissions, waste output and energy consumption, 10% reduction in water consumption t o prove themselves as environment and customer friendly. 4.2 HR Strategies Goals and Missions The Hiltons want to establish themselves as a world premium choice of hotels and want Hilton to be a brand inclusive of everything. It wants to boost its international connections and mark many locations as Hilton. Hilton hotels want to operate the business in a way that provides for current needs as well as allowing future generations to meet their own needs. Hilton hotels set their annual goals based on the prior years actual results and performance. At the end of the calendar year a hotel must have achieved their goals in each of the Key Performance Indicators of the Balanced Scorecard, the Hilton award winning performance measurement system.   The Key Performance Indicators are   Operational Effectiveness,   Revenue Maximization,   Brand Management,   Loyalty, and   Learning Growth.   Their mission is To be the first choice of the worlds travelers, building on the rich heritage and strength of our brands by: Consistently delighting our customers Investing in our team members Delivering innovative products and services Expanding our family of brands Continuously improving performance in our balanced scorecard (Hilton hotels corporation). The objective of Hilton is to matain a high standard in HRM and to create a business culture which everyone can grow and develop their careers. Giving themselves a 10 year time frame, Hilton is looking to add another 1000 properties to its international decision. They intend to move into areas such as Russia where they have never been before. HR strategy involves a central philosophy of the way that people in the organisation are managed and the translation of this into personnel policies and practices.It requires personnel policies and practices to be integrated so that they make a coherent whole and also that this is integrated with the business or organisational strategy. Hilton offers comprehensive HR support for managed properties. This support includes but is not limited to all of the following areas: full review of HR systems and standards to ensure corporate and governmental compliance, compensation administration, team member relations, risk management, professional education and training, HR information systems, in-house benefits support, legal and labour compliance, HR communications and workforce planning and analysis. Our HR team is dedicated to the pursuit of excellence in every area of team member loyalty and support. Hilton follows different approaches to manage HR(Hilton webpage). Ethnocentric approach: In which central values and business practices of home country are prelevant. The criteria for valuation and control are ascertained centrally from the headquarters. Polycentric approach: In this, under the supervision of local managers, subsidiaries are developed in each every country which results in little communication between headquarters and subsidiary. Geocentric approach: it tries to involve more integration between centre and subsidiaries to ensure close co-operation between the different parts of the chain, and implement both universal and local standards for evaluation and control. (Johnson 2003). 4.3 Overview of Hilton HR practices Successful organizations keep people issues at the fore front of their thinking and at the core of their decision making and planning. At Hilton hotel they believe Only those who feel valued can truly add value. This is the ethos behind every decision they make. A highly successful organization is one that has a unique organizational culture. Hill Jones (2001) described organizational culture as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. At Hilton, There is a culture of support and sense of belonging that all workers of the Hilton family of hotels are made to feel at the work place. On their careers at Hilton page, emphasis has been laid on the fact that, recruits will be part of a growing company and a special family that is dedicated to a positive, productive and diverse working environment. Management looks forward to the special skills that individuals will bring to the job and at the same time, they have made an assurance that they are committed to the success and growth of their workforce. This implies that, they have in place a very good employer employee relationship at a strategic and operational level which creates job satisfaction ( see appendix A).The word family has been used considerably in their site. And if you join us, what should you expect from Hilton Hotels? Yes, you should expect to work hard, but above all you should expect to be treated as an individual, be rewarded for good performance and giving the little extra touches to our customers those Hilton Moments and, of course, enjoy your time with the Hilton family. So whether you are a seasoned professional or just starting out in this very diverse industry we would be delighted to welcome you to our family. (Hilton Hotel website). It clearly employs that there is an atmosphere of collectiveness of the workforce and a feeling of belongingness which does not only benefit the workforce but the organisation as a whole and effect contribute to satisfactory productivity, motivation and morale. It is therefore not surprising that they have one of the most enviable records of consistent international growth. Their work force is also referred to as team members. Team consists of individuals with different skills, knowledge, ideas and capabilities drawn from different background to execute a particular task. (Stuster 1996). Hayes (2002) suggests that a team is unlikely to function well unless its members are able to communicate effectively with one another and unless it is able to get over the interpersonal problems and conflicts which arise between individuals. Referring to the workforce as team members implies there is effective communication, engagement and also the influence of one another among employees and management, which enhances their performance. Engagement can be seen as ultimately about performance, because harnessing the discretionary effort of people does improve performance. If individuals are performing at their top potential, then it makes sense that teams, divisions, departments and organizations will work more effectively. Customers will receive better service, efficiency will improve, waste will be reduced, and overall performance will be enhanced (LGA, 2009:1). Hiltons HR team is dedicated to the persuit of excellence in every area of team member loyalty and support. 4.4 Training and Development The continuous learning and development of individuals are of crucial and strategic importance to organisations and thereby also to the overall economy. Organisational approaches vary greatly, but organisations that demonstrate a high commitment to HRM policies include as part of this commitment extensive training learning and development enabling them to achieve superior performance through their people. (Beardwell 2007:263). Hilton relates the success of their business to the skills, energy, initiative and commitment of their employees and team members. There is constant review of benefits available to employees to make sure they are competitive and can attract and retain the best people. (CSR Report 2005). Esprit is a Human Resource Management Programme based on Hiltons brand service standards which are truly extraordinary, focuses on courtesy, communication and guest satisfaction. Esprit helps employees develop their skills through ongoing monthly reviews, evaluation, certificates, and rewards for improving their knowledge and skills. This leads to higher employee satisfaction, higher standards of guest service and higher revenue and profits. With such great employee satisfaction Hilton International is able to recruit and retain the best in the industry and maintain high standards of people management (David LeMan, Regional Director of Human Resources Arabian Peninsula).(Hilton annual report 2002). With this approach to human capital investment and development, Esprit sets Hilton apart. It is therefore not surprising they have the worlds best hotel brand. Esprit focuses on the four Hilton core values expressed in its training manual; Customer to know who our customers are and provide them with the product and service they want. Quality that the customer is provided with an exceptional product by exceptional staff in terms of service and flexibility. People to work together and enjoy being part of a team and pulling together to provide excellent service. Profit to ensure that sales are maximized in answering the customers needs and that costs are controlled without compromising quality. (Hilton webpage) Hilton has a history of promoting from within the company. They provide opportunities for personal and professional development. Hilton believes that with their mission of becoming the preeminent global hospitality company the first choice of guests, team members and owners alike, they can only achieve this by constantly developing their workforce so that they can keep in tune with trends and developments in the hospitality industry. Hilton University is a worldwide award winning online portal available for team members to learn, train and develop. With more than 700 courses to choose from, employees can discover the best way to welcome guests, manage their time or coach a team of co-workers. This is available in different languages and a wide range of subjects (700 courses) to offer learning opportunities for staff in order for them to develop their skills on the job. It ranges from management skills, personal development courses, learning a language or financial training covering a range of skills for the hotel industry, from operational and technical to finance and general management. (Treven 2001; Johnson, 2003; Data monitor 2004; Brochure) It is a great way for staff to learn because it has been designed to help individuals learn at their own pace. It can be accessed from the hotel or office and even away from work. There are also virtual classroom sessions where staff can learn alongside other team members. Over 10,000 Hilton employees around the world have completed more than 80,000 courses at Hilton University since its inception (CSR Report 2005). This is a clear indication that a large number of employees take active part in the development programmes (appendix B). People are the only source of differentiation and sustainable competitive advantage. Essential to that is learning. Hence the director general for the IDP claimed that staff management and development will become the primary weapon available to managers to generate success (Rena, 200) cited in (Beardwell 2007: 263). The continuous learning and development of individuals are, therefore, of crucial and strategic importance to organisations and thereby also to the overall economy. (Beardwell 2007:263). Hilton has recognised the fact that majority of its team members are not English speakers. In 2003, the company gave 200 people the opportunity to improve upon their English by assessing an on line programme called Global English. This has benefited those employees involved. Most of those who had the opportunity of taking part are form developing and under-developed countries that did not have access to formal education which is often taken for granted in the West. (Brochure; Article, 200 2; Cushing, 2004). Elevator and premier class are also forms of training and development programs at Hilton (Appendix C for requirements). The aim of elevator is to develop a group of talented, internationally mobile people and fast track them to General Management positions within 5-8 years of starting the Program. It entails an initial 18 month training that consists of two international nine month placement. It is a combination of operational, all-round experience working in the 4 main areas of hotel business operations namely Business, development, Human resources and finance. There is also off the job training and business driven projects to complete. During elevator, progress is constantly assessed to make individuals know how well they are developing. Participants take part in four residential courses during the period. They will also have access to Hilton University the online learning and development tool to make use of their online business library. The elevator programme helped Hilton win the Best Development Program for Young Employees award at the 2005 World wide Hospitality Awards. Premier class is a nine month management and development program for employees aspiring to be department heads within the business. It focuses on key management skills needed to drive personnel and business performance in their hotel. Topics covered in this program include managing people and improving quality. We live in a changing world, new ideas and approaches emerge every day. Problems arise that need new solutions. This means constantly learning to keep up with the rapid change in the business environment. Hiltons learning culture acts as a source of job motivation and job satisfaction for employees which in the long run benefits the organization. 4.5 Performance Management and Reward Systems An organisations reward strategy is perhaps the area which, for employees provides the biggest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment, it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. (Briscoe 1995; DAnnunzio-Green, 1997). Hilton believes there is the need to recognize and reward deserving and outstanding employees for their hard work and success. Employee benefit package is made up of a wide variety of features depending on the division and grade of the employee. Equilibrium is a worldwide quality initiative developed by Hilton. The aim is to ensure that individual guest needs are met and because Service quality is central to this, Esprit has been developed to embrace the key principles of employee recognition, respect and reward. HILTON INTERNATIONAL ESPRIT CLUB Only those that feel value can truly add value (Hilton hotel website) Human beings are diverse and complex and have different needs at a particular time. Therefore what satisfy one person will differ from another and also how a person is motivated depends on the needs, motive or drive of the individual. (BuchananHuzynski, 2004). Esprit encompasses a series of competitive training and development initiatives and a rewards program that gives colleagues a choice of benefits. Employees automatically become members of the Esprit club after completion of the training program. Employees are encouraged to create Hilton moments. The reward for this is Star points, bonds or certificates the currency for Esprit. This can be earned through Hilton as rewards for achievement and great guest service. The star points can be redeemed through a range of benefits. Examples are discounted hotel accommodation and food and beverage, health club membership, special rates on flights and car rental and mobile phones. Other reward systems include the the bright idea award, employee of the year or month award. Employees can also be nominated to representatives of the Hilton exchange committee, a forum where team members share ideas with the management to improve the hotel. In addition to the basic pay and remuneration received by employees, additional features are made available such as corporate discounts on hospitality services and travel. 4.6 Recruitment and Selection According to Armstrong (2005) organizations require employees with the right skills to ensure and sustain competitive advantage. Hilton believes that although year after year independent research confirm that they are the worlds most powerful hotel brand operating over 2800 hotels worldwide in more than 80 countries, in order for them to remain number one, they need to attract and develop the right people to be regarded as an employer of choice. Hilton relies heavily on the internet to advertise for candidates. They use websites like CatererGlobal.com, Milkround.co.uk, jorapido.co.uk and their own corporate website careersathilton.com. Occasionally they advertise in their annual brochures. Beardwell (2007) described outsourcing as a distinct business function from inside the business to an external third party. He goes on to say that outsourcing has become more and more common. Hilton receives over 1 million resumes annually. The company was therefore faced with the challenge of streamlining the hiring process in order for them to effectively assess viable candidates from among hundreds of applicants for specific positions. There was also the issue of administration being burdened with huge paper applications. Hilton deployed Oracles PeopleSoft Enterprise Human Capital Management Suite as Hiltons HR system of record worldwide, improving productivity, efficiency, and flow of critical data. (Oracle web site). This move helped them manage over 1.5million resumes annually, reduced administrative cost and burden, and helped to eliminate the paper based recruiting process enabling candidates to apply online. One of the ways in which they achieve this is through their award winning fast track graduate development Elevator program. THE ELEVATOR SCHEME The elevator scheme comprises of four stages selection process Stage 1- Application form: an on-line application form will have to be filled at this stage. Information such as personal details, education and work experience will be required. Based on this form, you may be invited to progress to Stage 2 of the process. Stage 2 Analytical reasoning tests: The applicant will have to go through a number of tests to assess his or her verbal and numerical reasoning ability. Based on the results at this stage, the applicant will be invited to complete Stage 3. Stage 3 Psychometric tests: This stage entails a series of tests that measure the applicants values and preferences. Successful applicants will progress to the next stage. Stage 4 Assessment Centre: At this stage, successful applicants will be accessed as in depth on several competencies. Only those who qualify will be offered a place on the elevator program. (Hilton.co.uk 28/11/09). 4.7 Managing the Employment Relationship . Beardwell (2007) described the employment relationship as containing an economic component, the exchange of work for payment but also includes a sociological dimension centred by power and authority. Hilton Hotels have their own in house team of attorneys and paralegals that provide various forms of legal support to their hotel management teams. Management of Hilton Hotels believes it is their responsibility to provide their employees with training in employment law, antitrust, privacy and ethics. Legal support is also provided in areas such as hotel operations and resources which include online answers to frequently asked questions and periodic newsletters. A prewritten specialized form of agreement is made upon employment between employee and management .This is made up of pay, working hours, holidays, and notes on grievance and disciplinary procedures. Hilton has available a panel of qualified counsel that help manage both insured and uninsured litigation. They respond to government subpoenas like wage garnishments and other legal orders made by the government. Hilton has a principle of equal opportunities based on merit. No employee or job applicant should receive less favor on the grounds of sex, religion, age, nationality, race, disability, marital status, or disability. Hilton strives to meet high ethical standards. They abide by the provision of Universal Declaration of Human Rights. Being a global hospitality and leisure company means Hilton operates in different communities and employs people with different cultures thus the workforce will be diverse. Having an equal opportunity policy works to the advantage of Hilton. This will ensure fair treatment of employees and the avoidance of discrimination. Hilton operates a whistle blowing policy which allows employees to bring acts of discrimination to the attention of senior management. Health and safety throughout operations is practiced for the entire workforce. A culture of risk management to ensure accidents and incidents is kept as low as possible. 4.8 Employment Involvement Hilton stresses much on employee involvement at all levels of the organization. For example, during the graduate development schemes, participants are assessed based on real life situations. Hilton outsourced giving Susan H.Lickert Hospitality Consulting Group (SHL) the responsibility of handling the assessment centre aspect of the recruitment process. SHL designed the process to take the form of a real hotel day to day experience. Candidates are given roles like receiving guests, taking orders etc and are assessed on their performance. This offers a true picture of the high demands in the industry that the selected candidates will go through. This level of training candidates go through prepares them for any situation they are likely to encounter when they take up their roles in the company. It also helps managers to know whether they are progressing the right and the expected way. It is not surprising Hilton has committed and talented managers in their hotels worldwide. Hiltons goa ls and values are embraced from the very beginning by the trainees and this leads to them performing as a team rather than at the individual level. With the SPARK Management program, employees are assigned senior management mentors who support and encourage them to get involved with projects and activities in the company. Employees are also invited to create career development review of what they have learned and what they hope to achieve in terms of career development within their respective departments. 5.1 HORIZONTAL INTEGRATION Whichever major city one finds him or herself there is a big chance of coming across a Hilton Hotel. Hiltons rapid expansion globally, example in the UK was based on the acquisition of competitor hotel chains like Statis. One of their strategies is gaining 1000 more properties within the next 10 years. This is linked to their HR practices. Their international expansion included the purchase of Scandinavian hotel chain Scandic. The acquired hotels are carefully evaluated to see whether their property profiles fit with the property requirements of Hilton Bran. Those that do not meet the requirements are sold. They enjoy economies of scale that lead to increased profit margins because they have the ability to leverage higher brand awareness by owning more hotels and spending more on marketing communications. They also have the opportunity of expanding operations more efficiently and quickly by gaining access to capital markets. (Bowie 2004). 5.2 VERTICAL INTEGRATION To add value, HR needs to achieve vertical integration. Hiltons business strategy, organizational culture and values impact the vertical fit. Hilton has very clear and certain strategic goals and this helps them in achieving a better vertical fit. They are able to merge their Business strategy into designing of HR practices that are compatible with their strategy. Hilton continues to demonstrate that building a satisfied and valuable workforce is not a quick-fix procedure, but an integrated approach that permeates through every aspect of the organization. Hilton tries to recognize the importance of employ

Renaissance Comparison Essay

Renaissance Comparison Essay Tom Barnes HUM/205 3-21-2010 Janet Florick In the broader scheme of things, the social changes in Italy were inspired, as we've seen, by Humanism. Italian artists, writers and philosophers were driven to study Classical antiquity and explore man's supposed capacity for rational choice. They believed that Humanism led to more dignified and worthy humans. In the north (possibly in part because the north did not have works of antiquity from which to learn), change was brought about by a different rationale. Thinking minds in the north were more concerned with religious reform, feeling that Rome (from whom they were physically distanced) had strayed too far from Christian values. In fact, as northern Europe became more openly rebellious over the authority of the Church, art took a decidedly secular turn. This plays a major role in how the arts impacted and what type of relationship the arts had in the culture of both the North and Italy. Another common factor of both during the Renaissance was the Guild system. The Guild system started to arise during the Gothic period, Guilds were the best path a man could go down to learn a craft, be it painting, sculpture, or saddle making. These Guilds were very similar to the trade unions of our modern day. Training in any specialty was long, rigorous and comprised of multiple steps. These Guilds had a self-policing policy, most of the money exchanging hands-when works of art were commissioned and paid for went to the Guild members. These Guild systems seemed to be more in place in Northern Europe than Italy. One last similarity of the two is they both had a definite artistic center. In Italy it was Florence were all artists looked for inspiration and innovation. In Northern Europe it was Flanders which was part of then the Duchy of Burgundy. This was a thriving city which like Florence made its money in banking and wool. Each of these cultures had their own specific style. Both cultures with similarities and differences set aside gave a new birth to the social and art movements in the world of that time period. These new movements are part of what has helped shape our modern era of art today. References Essak, Shelley. (2010). The Renaissance In Northern Europe. _About. com Art History Fine art touch (2010). The Venetian Renaissance. Retrieved March 19, 2010, from The City Review (2010). Retrieved March 20, 2010, from www. thecityreview. com