3 Cases of Faulty Organization of In-Line Lists

3 Cases of Faulty Organization of In-Line Lists 3 Cases of Faulty Organization of In-Line Lists 3 Cases of Faulty Organization of In-Line Lists By Mark Nichol An in-line list is a rundown of related words or expressions inside a sentence, instead of a vertical rundown, the things of which are arranged on discrete lines, regularly featured by a number or a slug. Regularly, essayists erroneously sort out in-line records, wrongly expecting that an extra however linguistically particular thing is a piece of the rundown and embeddings or precluding conjunctions (typically as well as or) or accentuation inaccurately therefore. Every model underneath delineates a minor departure from this subject, and each is trailed by a conversation and a modification. 1. Educator Smith’s remarks are completely unpardonable, profoundly upsetting, and don't in any capacity mirror the estimations of the college. Since the expression starting with do has its own action word, it isn't a piece of a rundown starting with â€Å"utterly reprehensible† and proceeding with â€Å"deeply disturbing,† so those two expressions ought to be connected with a combination, and the commas that tail them must be excluded: â€Å"Professor Smith’s remarks are absolutely inexcusable and profoundly upsetting and don't in any capacity mirror the estimations of the university.† 2. A large number of the organization’s laborers face obstruction, dread and psychological oppressors as they attempt to annihilate the devastating sickness. So also, the incidental expression â€Å"and terrorists† isn't a piece of a rundown that additionally incorporates opposition and dread; those two terms establish the rundown, and â€Å"and terrorists† is particular, so the treatment of the rundown must be modified: â€Å"Thousands of the organization’s laborers face obstruction and dread and fear based oppressors as they attempt to annihilate the devastating disease.† 3. Customary money related organizations have essentially improved their hazard and consistence programs by expanding assets, explaining jobs and duties over the three lines of safeguard, updating their administration structures, just as keeping up more significant levels of capital. â€Å"Maintaining more elevated levels of capital† isn't a piece of the rundown in this sentence-â€Å"as well as† marks the expression comprising of those eight words as an unmistakable limb attached onto the principle provision so the last thing in the rundown must be gone before by a combination: â€Å"Traditional monetary organizations have fundamentally improved their hazard and consistence programs by expanding assets, explaining jobs and duties over the three lines of barrier, and overhauling their administration structures, just as keeping up more elevated levels of capital.† Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities day by day! Continue learning! Peruse the Style classification, check our well known posts, or pick a related post below:Passed versus Past30 Baseball Idioms10 Humorous, Derisive, or Slang Synonyms for â€Å"Leader† or â€Å"Official†

Discussion Board Forum Essay Example for Free

Conversation Board Forum Essay Property Martin has chosen to resign after numerous years as a representative in a little North Carolina town and as a criminologist in Raleigh. In spite of the fact that Martin once in a while seemed, by all accounts, to be a blundering law authorization official, things being what they are, he was a loyal saver and a clever financial specialist, and now he claims an enthusiasm for some prime land in the North Carolina mountains, just as a second home on the North Carolina coast. Mountain Property: Martin bought the mountain property 31 years prior as joint inhabitants with a privilege of survivorship with his companions Peter, John, and Thomas. The entirety of the companions ha= died, and Martin has not been returned to the property in over 20 years. Subside had evidently shown in his will that he was leaving his enthusiasm for the property to his child Andrew. A couple of years back, Andrew took out an individual credit utilizing his implied enthusiasm for the property as security. At the point when Andrew defaulted on the credit a month ago, the loan specialist started a legitimate activity to dispossess the property. Martin recruited an old companion with whom he used to go to chapel, who is currently a lawyer in Raleigh, to address the lender’s lawful activity. The issue is as yet pending. Recalling that a trout-filled stream went through the property, Martin chose to do a little fly-angling. At the point when he drove out to the property, Martin was astounded to see smoke ascending from the stone stack of a little lodge that somebody had developed in the focal point of the land since the last time Martin had visited. At the point when he moved toward the lodge, Martin out of nowhere listened to a shot ring and a projectile master past his head. Dodging for spread, Martin heard a recognizable voice. It was Otis, from the modest community where Martin had been an appointee, shouting and instructing him to â€Å"Git off my land.† Social event his detects, Martin recognized himself and revealed to Otis it was really his territory and that he had the deed to demonstrate it. Otis answered that he didn’t care about the deed, and that he had lived on the property straightforwardly and famously for somewhere in the range of 20 years, and, most definitely, it was presently his. Concluding that caution was the better piece of valor, Martin bounced into his 1966 Pontiac GTO, which he had purchased at closeout from the sheriff’s office, and headed back east. He halted in Raleigh to contact his lawyer and requested that he manage Otis’s guarantee also. Beach front Property: Since his angling trip was ruined, Martin chose to make a beeline for his sea shore house in Wilmington, NC. Martin saw a few finishes paperwork for another Tar Heel Family Resort en route. The signs all stated, â€Å"Coming Soon.† Martin half-grinned as he contemplated how sorry he was for whatever poor spirits claimed property close to that tasteless spot. Turning the corner to the road where his sea shore house was found, Martin was stunned to see a few of his neighbors’ properties were being torn down and that there was a sign expressing, â€Å"Future home of the Tar Heel Family Resort† situated right nearby to his sea shore house. At the point when he maneuvered into the carport, Martin saw a splendid orange envelope connected to his front entryway. Inside the envelope, Martin found a notification from the city specialists saying his property was being taken by famous area so as to clear a path for the new retreat. The notification had a letter joined discussing all the new organizations and employments the retreat would bring to the network. Having quite recently endure the experience in the mountains and now being confronted with the loss of his sea shore house, Martin got infuriated and walked down to the city workplaces to challenge the city’s activities. The city lawyer revealed to Martin he was grieved, however that there was actually no way around the seizure of the house. He guaranteed that Martin would get the full market an incentive for his property in remuneration. Martin came back to his property and rang his lawyer for help with managing the seizure. Individual Property: As Martin was hanging up the telephone he heard a thump at the entryway. After opening the entryway, Martin was satisfied to see a previous sweetheart, Miranda. In the wake of trading merriments, Miranda revealed to Martin that she had chosen to leave the humble community where they had both lived and resettle at the sea shore. Made up for lost time in the fervor of the get-together, Martin welcomed Miranda out to supper at the swankiest eatery around: the Riverboat Bistro. Humiliated, Miranda said she wasn’t sure she had an outfit that was extravagant enough for the Riverboat, yet Martin guaranteed her that even the extravagant eateries at the sea shore permitted easygoing clothing, so her easygoing dress and his polo shirt and shorts ought to be fine. At the point when he drove up to the café, Martin saw a sign that showed valet stopping was accessible. A youngster in a conveniently squeezed Riverboat uniform, who recognized himself as Benjamin, approachedâ the vehicle and inquired as to whether he might want his vehicle left. Martin gave over his keys and strolled around to the opposite side of the vehicle to open the entryway for Miranda. Taking her arm under his, Martin gladly accompanied his date into the Riverboat Bistro as the youngster drove off in the GTO. At the point when he entered the café, Martin was appalled to see that everybody inside was wearing conventional dress clothing. He immediately guided Miranda pull out the entryway and searched for the valet. Not seeing the youngster anyplace and seeing the sign demonstrating that valet leaving was accessible was currently collapsed up and lying under certain shrubberies, Martin returned to the passageway and inquired as to whether she could call the valet to recover his vehicle. â€Å"Valet?† asked the entertainer. â€Å"We have no valet administration this evening sir. Just on weekends.† â€Å"But shouldn't something be said about Benjamin?† contended Martin. â€Å"We had a valet name Benjamin,† she reacted, â€Å"but he quit yesterday. We are as yet sitting tight for him to restore his uniforms.† The Wilmington cop couldn’t help yet laugh as he took the police report. â€Å"1966 Pontiac GTO, huh? Shouldn’t be too difficult to even think about finding that.† On the taxi ride home, Martin felt a blend of outrage and embarrassment. â€Å"It’s fine, Martin,† said Miranda. â€Å"I never was that attached to fish and I’m sure your vehicle will turn up.† Martin’s vehicle was discovered three weeks after the fact at the Classic Car Show in Mount Olive, NC. The man demonstrating the vehicle had bought it from a trade-in vehicle part in Kinston, NC, which had taken the vehicle from a youthful individual coordinating Benjamin’s depiction, as an exchange for a 1967 Mustang convertible. Neither the man who was demonstrating the vehicle nor the trade-in vehicle seller had any thought that the vehicle had been taken. Martin requested the vehicle back, however the man under lock and key said he was not surrendering it until someone repaid him for the $5,600.00 that he had paid for the vehicle. Martin rang his lawyer.

Hire Great People Ten Simple Rules

Hire Great People Ten Simple Rules If we were to ask you what your most important resource is, how long would it take you to say it’s your people?If it was the first answer that popped your mind, congrats â€" you have a chance of excelling in your business, keep on reading this text.If not, now its time to face the truth and understand the reason behind the doubt you’re feeling in your people.Ask yourself: Is it that you are unsatisfied with your employees or that you just think something else brings more value to your work than your people?Whichever the case it is, we will make sure you understand why there is a saying “You don’t build a business. You build people and then people build the business.”Once you realize the importance of people, you’ll be ready for your starting point, which is recruiting the best people.How to identify requirements, find the best players, make a job position look appealing, hire and integrate those people into your company â€" these are all the things we will be covering.Whe ther you are HR or CEO of your company, what you are about to read might be crucial for your business.Take a paper and a pen, and let’s get onto it!IMPORTANCE OF PEOPLE IN YOUR COMPANYWhen starting any business you have to take into consideration different factors and different aspects.Founders usually sit down with their mentors, consultants or couches and discuss which parts of the infrastructure are essential, what is the best strategy for their company and what should be their starting point.In those moments you realize how detailed your processes should be, how important the quality of your product or service is, how understanding the needs of your customers or consumers is crucial for your business, etc.But the most valuable thing you get out of this process is the realization that you cannot do anything without having people in your company.Depending on the size of the company, it could be from 2 to 2000 employees and even more in the beginning â€" it wouldn’t change the one honest fact: if you don’t put your employees in the first place, you lose every chance of succeeding.Now you’re probably going through your head trying to remember some company or individual who got successful without caring about their employees.It’s true, you’ll probably find them. Just bear in mind that their success is completely short term and that before you or they even realize it will be gone.Assuming that you want to build a long lasting successful business, you will need people. And not just any people. It is in your best interest to have the best pool of people who will help you and your business grow.It is a common error that CEOs focus on coming up with mind-blowing strategies, developing processes, upgrading their product and service so it’s the unique and most wanted one on the market but on the way forget about their employees.Bear this in mind: you can have the best strategy in the world and it will mean nothing if you don’t have people who are conne cted to it and executing it passionately.That, of course, doesnt mean that your only focus should be your people. Strategy, processes, product, and service still matter, a lot.Your number one task should be figuring out how to connect your people with the vision of your company and educate them and equip them with skills and knowledge they will need to sell your product or service with genuine passion.Some researchers have shown that engaged employees â€" meaning those who feel valued and appreciated at work; bring 24% better results to the company than those who don’t.It is not about skills, knowledge or some magic potion â€" it is as simple as this: focus on your people and give them everything they need.First, you have to give, and then you get to ask.You are probably a bit confused now thinking Wait, shouldnt this article help me get the best people in the easiest way?Yup, it should, and it definitely will.We will get to that and you will see how focusing on your current emplo yees is crucial if you want to attract the best pool of future employees.Just stay patient.Additional researches have proven that the same engaged employees that feel valued, appreciated, understand companys mission and strive to achieve its vision, have 50% more tendency to post images, videos, texts or any other type of content on their social media, stating proudly in which company they work, what they usually do and with whom people, they get to work.Now imagine having all of your employees publish that kind of posts on a regular basis.Would you even have to dedicate yourself to employer branding and promotion of job opportunities?Probably not, because people are the best representation of what you have to offer.Instead of organizing special teams, investing money and losing focus whilst searching for new employees, you can invest your time, patience, work and money into your current employees, help them feel valued and appreciated, provide them with a learning environment and w atch the magic happen â€" as they will bring much more success to your business than before, and also with all their actions promote your company as the most desirable employer.Although it sounds too easy and simple â€"it works. Word of mouth is the best marketing tool you can have and the one that brings the most value to your business.Now that we have covered some basics of the importance of employees and how the current employees influence the pool of people for future positions, we can move on to actual strategies and roles HR and CEO play in recruiting the best players.THE ROLE OF THE HUMAN RESOURCES DEPARTMENT IN YOUR COMPANYIt happens quite often that the role of the Human Resources department gets confused with the duties of the CEO or Vice Presidents of other departments.There is often a discussion around the question “Who can tell the best what type of people we need in each department?”Although each Vice President/ director/ chief knows their function the best, HR pla ys a huge role when it comes to hiring new people and is final responsible for this task, as well as for induction of new employees and their training.There are a lot of different aspects of HR as it is complex but we will now focus only on main responsibilities of this department so you can get a clear picture and understand why HR sets the foundation in future company’s success.1. Recruiting the TalentsThe starting point for each HR department as everything starts with people. In order to develop extraordinary employees, you first have to recruit them. Thats why the first and most important task of each HR department is to recruit and hire new employees.This is usually conducted in synergy with employer branding department as it is necessary to spread the word about the company and new position.From defining the job description and requirements, through conducting interviews and assessments to making a decision and inducting new people â€" its everything you can rely on your Hum an Resources department to get it done. 2. Employee’s SatisfactionThis function is mainly organized towards employees themselves and their satisfaction.The starting point is the relationship between employer and employees and HR represents a middle layer that connects these two that need to collaborate perfectly in order to bring good things to the business.HR has a role from inducting the new employees, through tracking their engagement, measuring their satisfaction and resolving the conflicts as they appear.Strengthening the communication and relationship between employer and employees is one of the main aims, and the HR department plays a huge role here.3. Developing the TalentsEach HRs goals is to hire the best employee, those from the top league and above average achievers.Unfortunately, you cant always have the best outcome, and even when you do, you still need to give proper education and training to those employees in order for them to adjust to company and its goals.Thats why it is so important to have a Human Resources department that will focus on developing and improving the talents you have in your company.This doesnt go only for new employees, as it is also important to provide training to regular employees constantly.We live (and work!) in dynamic surroundings, meaning that conditions constantly change, especially with the fast improvement of technology and industry, as well as the changes in supply and demand.In order to keep up to date with all these changes, you have to develop your employees constantly and provide them everything they need to know in order to perform at their best.Another reason this is important is the employees satisfaction.If you have read the text carefully, you will remember that we talked about how employees satisfaction can boost your business results, as well as help you in recruiting future talents.Researches show that the number one thing people look in employers is an environment where they can learn and develop .So if you want satisfied employees, youll need to provide them with a learning environment.Thats why you need the Human Resources department and thats how you once again realize the importance of your HR superhero.4. Everything Connected to the CompensationIf you were wondering who takes care of compensation, determines payroll and make sure that each employee receives their check regularly â€" it is HR. Of course, everything goes in synergy with the finances department and CEO, but HR is final responsible and has the final word.Besides payrolls, they also manage and cover compensation programs that exist in most of the companies nowadays. Instead of bargaining each Vice President or CEO, HR takes care of it and makes sure that everyone gets what they deserve and feel satisfied.5. Additional Benefits Provided by the CompanyHuman Resources department is usually the favorite department to each employee as they are the one that seems to be taking the most care about them.Thats not far from the truth as HR tends to provide employees with all they need in order to perform at their best level.This also includes some additional benefits provided by the company, such as health care, bonuses, gym, and pool access, etc. the possibilities are various and it depends on the company and companys partners what are the main benefits they will be able to offer to their employees.It is the responsibility of the Human Resources department to take care of this, make sure that each employee enjoys the benefits they get and track the general use of them.Human Resources, Talent Management, Talent Development â€" these are all common names for one of the main functions in every company. Besides the finances department, the human resources department is the right hand of the CEO.Everything that happens in the company must be aligned between human resources, finances and of course, CEO. Thats why you will hear a lot of successful businessmen claiming that the key to the success of the ir company was actually a good synergy with human resources.Understanding the Human Resources function is essential if you want to recruit the best people. Whether you are an HR manager or CEO, learning the boundaries and concrete job description helps a lot when it comes to starting recruitment and focusing on getting the best people on board.10 SIMPLE RULES YOU NEED TO FOLLOWYes, we are finally reaching the 10 simple rules you have to follow if you want to hire the best people.We will cover each of them in details so you understand completely what you should do and be able to define your first step after reading this text.Without further ado, lets start!1. Present the Job Opening in the Best Possible WayAlthough word sales often leave bad connotation in our minds reminding us of somebody trying to trick us, we all have to face the truth: everything we do is sales.How we speak with our friends, teachers, employers, employees, colleagues, clients, etc. comes down to sales. We are tr ying to sell somebody something. A story.It is the same with letting people know there is a job opening. You can do that in numerous ways.But how many people will get back to you and will you get the desired results depends on how well you sell that job opening.Writing just a couple of lines or listing down some regular obligations and requirements won’t do the job.It’s the fact â€" nobody wants to do the boring stuff and nobody wants to worry whether they are good enough for your company or not.So, what should you do? You should start by explaining the importance of that role for your company â€" write down the main responsibilities and contributions.Let people know and imagine how appreciated they would be in this position if they did their job at the top level.Then focus on explaining the job climate and team a new employee would be working in â€" give them an opportunity to imagine being a part of your company and let them start connecting with its mission.In the end, write only the main requirements and conditions â€" only those that are completely necessary and represent the basis for that job.All others can be (and will be!) developed later in the company, thanks to our lovely HR department.2. Look for Personality, Not for SkillsWhat do you think, what is easier to change â€" values or qualities?To spare you from thinking )and overthinking) here is the answer: it is much harder to change values and it takes extraordinary circumstances for people to do so, as qualities are something that can change easily and be developed in each person, no matter how skilled or not skilled they are in the present moment.So why do we suggest hiring somebody because of their personality and attitude rather than skills and knowledge?Exactly because of the thing we have mentioned previously.Your company has a set of values that need to be lived and demonstrated in each situation, under each, and without any exceptions. Besides CEO and top management, those values need t o be represented by each employee, as well.It is always better to hire somebody who lives and demonstrates values similar to your companys but lacks all of the needed skills than to hire somebody who knows how to do their work but the work he o she does is completely against the companys values.It is widely known that everything in the world can be learned and developed. You just have to give a person an opportunity and provide them with a learning environment.Of course, it cant be just any random person. You should focus on his or her values, but also consider their personality and attitudes.For instance, you shouldnt go into details when it comes to technical skills, but you can always tell for each position what type of person you need.Should it be somebody who is extraverted or somebody who is introverted? Somebody who makes decisions on an emotional or rational basis? Somebody who prefers to take initiative and have freedom in what he or she does? Or somebody who needs strict g uideline and dont enjoy coming up with personal solutions of the problem?These are only some of the questions you should ask yourself before going to interview.When you envision exactly what type of person you need for the concrete position, you can focus on looking for these characteristics during the interview.And remember â€" always choose personality over skills, as skills are cheap and can be developed in each person in the world.3. Hold an Ongoing RecruitmentMost of the companies organize recruitments once or twice a year or more if they have a need, which gives them an only limited pool of people.Do you know how many people that have a job right now will wish to change it in a couple of months, exactly in a period when you dont have recruitment?Considering the fact that most of the worlds employees are probably millennials, the answer is a lot. Especially young people have a tendency to change the working place often throughout their career.If you are looking for the best tal ents and people who are already on top of their leagues, you should consider increasing your chances of hiring them by always keeping some open spots.It might be true that you don’t need new employees at the moment but spotting great talents and making sure they choose your company should make it on the top of your priority list.Even if that means coming up with open spots and new responsibilities. Those opportunities do not happen often so make sure you seize them when you can.4. Keep Your Hiring Process Quick and EfficientDo you know how many people lose interest in a company or completely disappoint themselves because of the hiring process that lasts too long? Unfortunately, a lot.Even though you probably have a lot of applicants for job openings and thats the thing thats slowing down the process, make sure you respect each of the applicants.You show your respect by staying quick and efficient, responding to their application quickly and getting back to them with a decision as soon as possible.If you have more than one HR manager in your company, make sure that you have standardized process time, as “soon as possible” might have different meanings to different people.Bear in mind that the applicant is applying to more than one opportunity for sure and that if some other company is faster, they will most probably choose that other company.5. Make Sure You Have the Best RecruiterBefore starting the recruitment you should consider recruiting a new recruiter.Seriously, even if it sounds funny, it is very important that you have the best possible recruiter for your company.This doesnt necessarily mean that you have to find a new one, but consider providing the existing one with additional training or sit down with them and together define what you are looking for in new employees.It could also be useful if the representatives of other departments joined you at the meeting so HR gets a clear picture of what type of people are needed for each position.6. Loo k for DiversityWhen defining which people you need for your job, think about diversity and what could your company use that your competition is overlooking.You have to do both internal and external analysis of the company and define a concrete set of characteristics, knowledge or skills your company could benefit from.This recruitment strategy might help you a lot when it comes to targeting specific talents and if you execute it correctly, you might boost your business results disruptively.7. Focus on Past ExperienceAt each job interview, there is a set of questions, and interviewees have a tendency to think about their best edition and provide you with answers based on it.Instead of asking questions related to the future, ask questions about past events.For example, if somebody claims that he or she is a team player, ask them to give you an example of a situation when they demonstrated that quality.This way you make sure you get the real picture of the candidate and differentiate t he best ones for the best wannabes.8. Pay Attention to the GapsSkills can be developed in everyone but it doesn’t mean that you should completely ignore those that are missing.Analyze all the skills that a candidate is missing and think about how it would influence the business when he or she starts working.On the interview try to understand how quickly a candidate can learn and how motivated to learn they are. After that, you can make a decision whether its worth it investing your time and knowledge in this employee or not.9. Conduct Tests and WorkshopsIt might be quite useful (especially if you have a lot of candidates) if you conducted several tests and workshops to assess your possible future employees.Define once again what are the main things you are looking for in an employee and give them the tests that will help you realize whether they have it or not. You can use the advantage of a big number of candidates and organize them into groups with a task they have to solve toge ther to check how actually they work in a team.10. Honesty Before AllThis goes without saying but lets just say it anyway: be completely honest during the interview and make sure that you build up such an atmosphere where a candidate feels safe to be honest as well.Pretending will not bring anything good. It is really important, to be honest, and represent the company authentically so the candidate can actually see whether he or she would like to become part of it.FINAL WORDAfter everything that you have read, we really hope that you understand how important people are to the company and why it is important to perform the recruitment at the top level.If you take into consideration all of the above-mentioned rules, we are completely certain that you will have the best people in your company in no time. Good luck!

The Damned Human Race by Mark Twain - 665 Words

Mark Twain is arguably one of the greatest authors of the late 18th and early 19th centuries, writing unforgettable titles such as â€Å"Adventures of Huckleberry Finn† and â€Å"The Adventures of Tom Sawyer† which are still read by many today. However, it may be shocking for some to know he also endeavored in argumentative writing as well. â€Å"The Damned Human Race† is one such article. As with any Mark Twain writing, it is filled with emotion and thought. Although this article is extremely persuasive, due to Mark Twain’s dramatic word choices playing on the emotions of the reader, closer examination reveals his article illogical due to relevance as a scientist and fallacious reasoning found within the article. In this article, Mark Twain tugs at the heartstrings of his readers by writing, in detail, stories of how humans differ from what he refers to as â€Å"lower animals† (Twain 1). One such example places his readers in a mental scene by de tailing an organized group buffalo hunt that was intended to impress an English earl (Twain 2). Twains described how â€Å"seventy-two of those great animals† were taken and how only a portion of one animal was consumed while the remaining was left to â€Å"rot† (Twain 2). Through his description of the hunt, Mark Twain was able to capture an emotion of sorrow and anger from his readers before explaining his experiment that was conducted to evaluate the difference between man and animal. In this experiment, Twain recalls placing seven calves into a penShow MoreRelatedThe Damned Human Race By Mark Twain869 Words   |  4 Pagesâ€Å"And so I find that we have descended and degenerated, from some far ancestor, insect by insect, animal by animal...below us, nothing† (Twain, 4). 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HeRead MoreThe Damned Human Race By Mark Twain856 Words   |  4 PagesThe Damned Human Race The assertion that can be made about the intention of The Lowest Animal by Mark Twain is that he sets store on the thought that mankind is wasteful, vengeful, immoral, discriminatory, vulgar, cruel, greedy, and obscene. Twain tries to highlight the savage side of humans in the essay. The writer is right till a certain extent. The content is impactful but has some shortcomings of its own. Many a times, Twain supports his ideas with proper examples, but mostly this article failsRead MoreThe Damned Human Race By Mark Twain849 Words   |  4 PagesIn Mark Twain’s essay â€Å"The Damned Human Race†, he assumes the role as a scientist, analyzing the differences between various species of animals and the human race. It is an essay, loaded with vicious irony that attempts to shine the light upon what Twain identifies as numerous faults within our species. Twain rejects the Theory of Evolution and human supremacy posed by Darwin, and argues that man is actually devolved from th e animals as proven by man’s numerous vices. Despite the essay s dark satireRead MoreThe Damned Human Race By Mark Twain846 Words   |  4 Pagesare strictly confined to man); he invented them† (Twain). Mark Twain observes and explains the dramatic differences between human and animal behaviors, in his essay, â€Å"The Damned Human Race.† He believes that humans descended from higher animals, and are at the bottom of the evolution chart. Through his research, examples, and descriptions, he aims to prove his theory and bring to light some of human’s most unattractive traits. Although Mark Twain used illogical arguments and broad generalizationsRead MoreAnalysis of Mark Twain ´s The Damned Human Race520 Words   |  2 PagesMark twains essay The damned human race brings up the concept of human superiority on Earth and thoroughly questions it. ...now seems plain to me that the [Darwinian] theory ought to be vacated in favor of a new and truer one, this ne w and truer one to be named the Descent of Man from the Higher Animals, states the thesis of the paper, shaping up several main concerns that inspired Mark Twain to create the essay.As reported by Twain, his experiments in the London Zoo Garden outlined majorRead MoreCritical Evaluation: Mark Twains The Damned Human Race Essay630 Words   |  3 PagesCritical Evaluation: Mark Twains The Damned Human Race At the turn of the 20th century, Mark Twain took on a mission to disprove Darwins theory that, through evolution; man has ascended from the lower animals. Mr. Twain believed that man actually de-evolved and are the lesser species - descending from the higher animals and spent many grueling months studying the subject. Whether this is a valid argument, seems to be one of opinion, as it is rumored that the author was struggling withRead MoreAnalyzing Twain ´s The Man that Corrupted Hadleyburg and The Mysterious Stranger1137 Words   |  5 Pagesvillagers to the truth whether good or bad. Mark Twain uses such a scenario in many of his works such as The Man that Corrupted Hadleyburg, and The Mysterious Stranger. In both stories are set in small towns whos residents are oblivious to their own moral hypocrisy. The sudden appearance of a stranger spreading a sort of knowledge, initiates a chain of events the leads to certain residents to self-evaluate their own character and that of the whole human race. Its is through these Mysterious StrangersRead More Mark Twains The Damned Human Race Essay examples699 Words   |  3 PagesMark Twains The Damned Human Race Within his essay of The Damned Human Race, author Mark Twain powerfully declares that the human race is both flawed and corrupt, and that people actually should be classified as lower animals rather than the formerly known higher animals. Twain does not hold claim to a Darwinian or creation standpoint, but rather draws conclusions from his own observations in performed experiments. He states that man is the cruel animal, and that we can attribute thisRead More Animal Rights, Human Wrongs vs. The Damned Human Race Essay544 Words   |  3 PagesAnimal Rights, Human Wrongs vs. The Damned Human Race â€Å"Animal Rights, Human Wrongs† by Tom Regan and â€Å"The Damned Human Race† by Mark Twain are more similar than different. Both of the authors are informing the readers about the mentality of some human beings in regard to animals. One of the authors, Tom Regan provides several examples of the tactics man uses to harm animals. Mark Twain’s method compares so called lower animal to the human being. In both stories, the way that man treats animals is

Literature Review Gender Discrimination - 6595 Words

BUSI 600 - Literature Review Tony Hinds Liberty University Dr. Janet Jones October 11, 2013 Abstract The purpose of this literature review is to identify, discuss, and address gender discrimination in the workplace. Due to the broad spectrum of research regarding gender discrimination, this paper will primarily focus on women and pregnancy discrimination. This paper will attempt to uncover the obstacles and challenges experienced by women as they are subjected to the employment process and, if accepted for employment, what could await them within their workplace once they begin working. The statistical data collected and compiled within this literature review will attempt to support and prove that discrimination still exists today.†¦show more content†¦Employment Process Discrimination The one statement throughout this research that has become commonplace among researcher’s is that â€Å"the hiring process is currently the least understood aspect of the employment relationship. It may be the most important for understanding the broad processes of stratification with allocation of demographic groups to jobs and firms. The lack of knowledge is due to difficulty of assembling data on the processes that occur at the point of hire† (Petersen amp; Togstad, 2006). There are many improvements that could and should be made to the hiring process to ensure fairness is of the utmost importance. In the past women have predominantly worked in the home as homemakers, cooks, and housekeepers. As they began to enter the workforce in droves and compete with men for various jobs to include management level positions, they were deemed unqualified for what was thought of to be a â€Å"man’s job†. Women, when hired, were usually â€Å"relegated to front office administrative or clerical positions. They alternative to these positions would be cooks, cleaning, and childcare related positions similar to what they had been doing domestically. Employers who engaged in unfair hiring practices attempted to justify making their discriminatoryShow MoreRelatedLiterature Review : The United States Essay1505 Words   |  7 PagesSeptember 29, 2016 Literature Review Literature Review The United States has quite a storied history in terms of discrimination towards women in the workplace. Such discrimination only increases when the events of childbirth are taken into account. When women give birth, they often opt to stay lengthy amounts of time with the members of the family as opposed to remaining in the workplace for the duration of their maternity leave. Thus, there is increased rates of discrimination towards these womenRead MoreAsian American And Asian Americans Essay1560 Words   |  7 PagesAmericans comprise only about 5% of the U.S. population, this group is the fastest growing segment of American society. 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The authors focused on the analysis of previous research findings, comparing the outcomes of the children from heterosexual single-mothers and homosexual parents, particularly lesbian

Has the Prime Minister got too much power Free Essays

The power of the Prime Minister largely comes from the royal prerogative, where what the monarch said was law. The prime minster is said to be first among equals, which means to describe the Prime Ministers position is largely greater to other ministers of state. However over the last hundred years, this has been less accurate description of the role and influence of the Prime Minister. We will write a custom essay sample on Has the Prime Minister got too much power? or any similar topic only for you Order Now First among equals implies an equal status among the minsters and that he is simply the ‘first’ and represents the ministers and therefore the government and the country. However, the Prime Minister in reality is far more powerful than what he looks to be. The Prime Minister can hire anyone that is a UK citizen to become part of the cabinet through appointing someone as a peer in the House of Lords. Although he picks solely from the House of Lords and Commons, he can appoint anyone who is a peer to then join the cabinet. There is one case, where a former MP, Peter Mandleson, recently joined the cabinet as Secretary of State for Business, Enterprise and Regulatory Reform for a third time in 2008 despite not being an MP or a peer. This power certainly erodes the idea of ‘first among equals’. However, it must be noted that cabinet could have taken this decision as a whole, though it is unlikely. Further the Prime Minister decides the policy of the cabinet and thus the government, the party and the country. Such power, is argues, is too much for one person to comprehend and bear. The Prime Minister as the leader of his political party is subject to the parties support and his ability to whip his majority in the House of Commons to pass his policies and legislation into law. However, the Prime Minister’s reliance on the strong party whip system can sometimes be more of a weakness than strength. If his largely loyal party and Members of Parliament vote with his 95% of the time, then they may vote differently on the most important issues that matter to them. If the Prime Minister is always creating a party political vote on legislation going through Parliament, then the occasions when he may need to whip on most may not necessarily be as secure as it would be otherwise, he may be forced to rely on opposition support, an embarrassing political situation that he would be in. One example is the rebellion of over 120 Labour MP’s on the plan to partially privatise Royal Mail. However, the Prime Minister can in some cases overcome rebellions by giving concessions to the aggrieved parties i.e. those who rebelled. One example of this was the row over the ‘ten pence’ tax rule, a commitment brought in after Labour’s success in the 1997 General Election to help poorer wage earners pay taxes, which came to the fore after Prime Minister, Gordon Browns reversed this policy commitment despite it being outlined in Labour’s manifesto. The ‘Strong Party Whip System’ however, doesn’t necessarily exist in the key decisive polices and legislatives proposals presented to Parliament. Indeed, many comments have been made of Tony Blair’s proposals of 90-day detention without trial defeat, his first in the House of Commons as Prime Minister; saw a huge blow to his power and ability to rule as Prime Minister. Especially considering when Labour passed every policy and legislation it proposed into law. After the defeat of the 90 day detention without trial legislation in 2005, not only did policies start to become harder to pass into the law system, the actual position of Tony Blair as an actual Prime Minister was called into question. Thus, the Prime Minister is not as powerful as he first appeared – as it can be said that once a Prime Minister has overstepped his power, his ability to lead as Prime Minister becomes substantially limited. This would imply that the Prime Minister is restraine d in what he can actually do, and therefore is not ‘too powerful’ at all. On the other hand, many would argue that the point of ‘overstepping the line’ of being powerful is a lot further than other political leaders, especially across the continent, such as the United States where the people are strongly opposed to any sort of detention without trial and the President is restrained by the Constitution. The fact that the point at which the Prime Minister oversteps the moral boundaries is harder to cross than other world leaders is why many want to fragment the power of the PM to institutions like the Cabinet, Parliament and the European Union. However, I would argue that this devolution of power should go to lower institutions such as Borough Councils and Parliament in every aspect except income tax, legislation national law and national security. A greater likelihood of having your views heard has been demonstrated to show an increase in participation, not just in politics, but decision making as a general. Thus, the Prime Minister is too powerful and he must have a fragmentation of his power. Arguably, however, this would be a threat to the leadership of a country. This implied in a modern day world, where the businesses in the UK are global, and interconnected, needed national coordination, and ruling. This on the other hand shows that the Prime Minister should not garment his power, as it is essential to the country to retain is competitive feature. However, like the President in US, there are examples which highlight the fact that a leader doesn’t necessarily have to be overly powerful to ensure the prosperity of a nation. Therefore, the Prime Minister is indeed, too powerful. How to cite Has the Prime Minister got too much power?, Papers

Ordinary Men By Christopher Browning Essays - Christopher Browning

Ordinary Men By Christopher Browning ORDINARY MEN by Christopher Browning Ordinary Men by Christopher Browning accounts for the actions of the German Order Police ( more specifically the actions of Reserve Police Battalion 101in Poland) and the role they played in the Second World War during the Jewish Holocaust. Police Battalion 101 was composed of veterans from World War One and men too old to be drafted into the regular forces: army, navy, air force. Browning himself is uncertain of the accuracy of information that he provides because he based his study on personal testimony recorded in postwar legal investigations. This also offers a biographical profile of a German unit that consisted of approximately 500 men who in the sixteen months starting in July of 1942 participated in the slaughter of more than 80,000 jews. Between August of 1942 and May of 1943 the accounts of the number of jews deported from their homes was estimated at a minimum of 45,200 men women and children as well as an estimated minimum of 38,000 jews shot and killed between July 1942 and November 1943. Browning's book is very well written and researched to an exhaustive point. His intent seems to be a focus on the activities of German Police Battalion 101, however this is not the case. Early into the book he seems to go too much into detail about the activities of other police units and it isn't clear if they are attached to Battalion 101 or if they are simply separate police units used as examples to describe the actions that Battalion 101 would be engaging in that they failed to mention during the war crime inquiries . This leads the reader to get lost in the whole of events taking place. On the other hand, the book is well written and very detailed and researched. The reading flows well and Browning keeps his readers interested. The book has an almost novel like feel to it. According to Dennis Noble's review of Browning's book in the Library Journal 117:180 F 15 92, he is intrigued by the fact that the commander of Reserve Battalion 101 gave his men a choice of wether or not they wished to participate in the mass shoutings of Jews of Jozefow, Poland and only a few refused. Browning mentions this in his book however what noble failed to mention is that only the older men in the battalion were given the choice, Browning on his part fails to mention what happens to the men who do refuse. Do they get mistreated by the rest of the battalion? And what is the peer pressure like between the members of the battalion ? Browning does admit at the end of his book that peer pressure played a great role in the shootings, that the men in Battalion 101 killed the jews because of a combination of peer pressure and orders from superior officers. Walter Reich's review in the New York Times Book Review of April 12th 1992, touches more on the aspect of the state of mind of these men who had been given the task of executing the Jewish community in Poland; We know a lot about how the Germans carried out the Holocaust. We know much less about how they felt and what they thought as they did it, how they were affected and what they did, and what made it possible for them to do it. Browning is able to tell us in his book about the lives of these Germans and how they were psychologically transformed from ordinary men into the people who participated actively in the worst crime against humanity in known history and how they did it. In his review, Daniel Jonah Goldhagen, New Repub 207:49 July 13 1992, refers to the fact that Brownings book does reduce the German's singular and deeply rooted, racist anti-semitism to little more than one manifestation of a common social psychological phenomenon... Although Browning does state that the social and peer pressures eased the German's transformation into being mass murderers. Even if theses pressures are powerful, it doesn't account for the actions of all the Germans in every aspect of the war. The soldiers and reservists couldn't have been