Hrm Practices in Aarong

Part-1 Introduction Organizational overview: â€Å"To provide a stable and gainful source of employment for the under privileged rural artisans, lift up the traditional identity and the commitment of quality service† The name of the organization Aarong is a Bangla word. It means â€Å"a village fair or market†. Aarong started its journey on the basis of this slogan. Now-a-days it is an established fashion and home decor in Bangladesh. Its’ dedication is to change the lives of the disadvantages , promoting traditional products from Bangladesh and opening the doors so their products can be exported.It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more. It is the handicraft marketing arm of BRAC (Bangladesh Rural Advancement committee), the largest NGO in Bangladesh. Aarong has created a village fair for the craftsmen of all trades come together to exhibit and sale their traditional handicrafts. it helps vitalize the traditional craftsmanship and find a wider market for their products nationally and internationally.Established in 1978, Aarong is a fair trade organization dedicated to bring about positive changes in the lives of disadvantaged artisans and underprivileged rural women by reviving and promoting their skills and craft. Reaching out to weavers, potters, brass workers, jewelers, jute workers, basket weavers, wood carvers, leather workers and more, Aarong embraces and nurtures a diverse representation of 65,000 artisans, 85% of whom are women.Today, Aarong has become the foundation upon which independent cooperative groups and family-based artisans market their craft, in an effort to position the nation’s handicraft industry on a world platform of appreciation and acknowledgement. Background of the Organization Aarong began as a cause – a means to an end for a quiet organization fighting to uphold the di gnity of the marginalized. In 1976, when BRAC- a Bangladeshi NGO dedicated to alleviating poverty and empowering the poor, first began encouraging sericulture for women in Manikganj, their only buyers were a few scattered retailers in Dhaka.Weeks, even months would pass between supply and payment, until BRAC intervened. Aarong was born out of a need to ensure that the penniless silk farmers of Manikganj were paid for their goods upon delivery, so that they could feed their families. Today, Aarong's reach has spread beyond Manikganj to the rest of the country. It has grown into a thriving international enterprise showcasing ethnic wear to beautiful crafts from silks, handloom cotton, endi to terracotta, bamboo, jute and much more.From a single shop, Aarong has grown into one of Bangladesh's biggest retail chains, with eight stores spread across the major metropolitan areas of the country – in Dhaka, Chittagong, Khulna and Sylhet and one in London, UK. Aarong symbolizes fairnes s in the global village. The organization has identified three basic constraints for gainful employment of the low income and marginalized people in the rural areas: lack of working capital, marketing support and opportunity for skills development.In order to bridge these gaps, Aarong provides a wide range of services to its workers and suppliers: Figure: The services Aarong provides to its’ customer and suppliers Aarong’s Mission Statement â€Å"To make Aarong the best in the world in providing a unique Bangladeshi lifestyle experience to empower people and promote Bangladesh while protecting our environment. † Vision of the organization Aarong has a vision to establish them as world’s one of the famous fair trade fashion house, and to remain market leader throughout its business. Aarong expanded its business in international arena.Aarong has a dream to develop more artisans of Bangladesh and make them self-dependent and attract more and more internation al customers towards Bangladeshi culture. Goals: †¢Empowering destitute rural women by providing opportunities for employment and income generation. †¢Ensuring commercial success of the enterprise of women producers. †¢Reviving traditional skills of rural artisans. Services: †¢Free Medical check-up including free eye treatment, eye-glasses and treatment costs for severe illnesses †¢Advance wage payments for employees in need †¢Day care services Workers retirement fund Twenty five thousand independent cooperative groups and traditional family-based artisans also market their crafts through Aarong. Potters, Brass Workers, Jewelers, Jute workers, Basket Weavers, Handloom Weavers, Silk Weavers, Wood Carvers, Leather workers and various artisans with specialized skills from all over the country come to Aarong for marketing and support services. Personality Test Result Human Metrics Jung Typology Test Based on Carl Jung’s and Isabel Briggs Myersâ€℠¢ Typological approach to personality I have been classified in the ENTP category.It refers that- I m Extrovert (67%) Intuitive (31%) Intuitive Thinking (25%) Perceiving (33%) More specifically — * I have distinctive preferences of Extraversion over Introversion (67%) * I have moderate preferences of Intuition over Sensing (31%) * I have moderate preferences of Thinking over Feeling (25%) * I have moderate preferences of Perceiving over Judging (33%) HR Planning of Aarong: Aarong is the one of the biggest fashion house in Bangladesh with ten outlets around the country. Behind the fashion house/lifestyle store Aarong has a corporate office and branches of Ayesha Abed foundation in several districts.Aarong & AAF has been employing a huge number of employees from all over the country and in some cases overseas employees. Here is the organogram of Aarong & AAF to have a look on the positions of the employees who are involved in different Human Resource activities: Figure: Organog ram of HR & Training Department of Aarong Recruitment and selection Process: Selecting and recruiting good employees for an organization is indeed one of the most crucial and critical aspects of running an organization as the decisions so taken to this respect can take the organization to the heights of success.In this respect, it must be borne in mind that each individual has a valuable contribution, irrespective of the position or status of the employee in respective organization. Staffing is the process of recruiting applicants and selecting prospective employees it is known as the key strategic are of Human Resource Management. Stated that an organization’s performance is a direct result of the individuals it employs. The specific strategies used and decisions made in staffing process will directly impact an organization’s success or lack thereof.Planning for recruitment and selection: The aim of the policy and the procedure is to support the recruitment and select ion of people with necessary ability, skills, qualification and competencies to contribute effectively to delivery of Aarong & AAF Recruitment and Selection Strategy: As Aarong has huge number of employees all around the country, they recruit different types of employees based on the nature of the jobs. Aarong recruits five types of employees, these are ?Regular ?Part time ?Temporary ?Contractual ?Project based Regular employee:Regular employees work five days a week from Sunday to Thursday, starting from 8. 30 am to 5. 15 pm. These employees will receive the entire compensation program (bonus, increment, overtime and insurance) and every other facility that are given by the organization. Part-time employees: Part- time employees are those who does not work on the regular working hours, they are given the facility of flexible work hours. Part time employees are recruited for the outlets for example – sales associates, store helper, guards etc. They are not given the facilitie s of the regular employees.However they will be given some facilities based on the contracts they have with the organization. Temporary employee: Aarong recruits temporary employees for different purposes. Some times when a position is vacant and the recruitment might take long to fill in that’s when Aarong & AAF goes for recruiting temporary employees. Temporary employees may work full time or part-time. The temporary sales associates for Ramadan work as part timer. On the other hand temporary employees for documentation work as long as full timer in Aarong. Contractual employee:Contractual employees are hired to work on certain projects or for a certain period of time. The sales associates for the Ramadan are under contract of one month whereas the interns have three months of contracts in Aarong. However depending on the nature of the job the organization may extend their contract with employees. Project based employee: Project based employees are hired for specific projec ts. The organization make contract with them to work on a certain project. To open new outlets in Mirpur and Uttara Aarong hired interior designers to design new outlets is under project based employment.Recruitment method: Aarong recruits its employee’s mostly on viva voce and they do not take any written examination of the candidates. But the interviews are conducted by several steps, which are, in first round if someone qualifies the interview then they are selected for the second round of the interview. These types of interviews are arranged for officer, executive and managerial level. But for the technical posts like IT department computer literacy is tested. But recently Aarong has stated taking written examination on computer for finance and accounts department and also for other departments as well.Only In case of design studio the applicants has to present their portfolio. The steps of recruiting the employees: To recruit the employees for different departments Aaron g goes through several steps, these are performed by the HR department: Figure: Recruitment Process in Aarong & AAF Requisition for Staff: In the beginning of the year all the departments’ head send their requisition in a fixed form to the HR department estimating the requirement of new staff for the whole year in their respective department, then HR collects the approval of the director.HRD would make yearly plan to recruit staff on the basis of the received approved requisition. According to the organizational chart, it is previously determined how many people are required to run a particular department or to do a specific kind of job. So with the resignation of an employee respective department needs to get approval for a new position, it forwards the form to HRD along with the detail particulars like educational level, experience, interpersonal skills and other skills that the job required of the deserving candidate. Check and Verify organizational Chart:Once the HR depar tment receives an approved job requisition, it is the foremost duty of the HR departments to check and verify the approval with the organizational chart. Next, the manager of HR prepares the job watch, which is to circulate for job announcement. This job watch contains job responsibility, objectives, number of vacancies of the department, educational background of the candidate, working experience and other interpersonal skills. The job watch basically asks the potential candidate to send their CV if they qualify the minimum qualification level. Sources of Recruitment:There are two kinds of sources Aarong & AAF uses for recruitment. They are ?Internal source ?External source ?Internal source: Aarong & AAF think that current employees are a major source of recruits for all but entry level positions. Whether for promotions or for lateral job transfer, internal candidates already know the informal organization and have detailed information about its formal policies and procedures. Prom otions and transfer are typically decided by responsible department with involvement by HR department. Employee references/ recommendation: Employee reference has universal application.Lower level and mid-level positions can, and often are filled by the recommendation of a current employee. In higher level positions it is more likely referral will be a professional acquaintance rather than a friend with whom the recommender has close social contacts. In jobs where specialized expertise is important, and where employees participate in professional organizations that foster the development of the expertise, it can be expected that current employees will be acquainted with or know about individuals they think would make excellent contribution to the organization. External sources: Aarong & AAF believe in innovative inspiration so HR department use to look outside of the organization for applicants. The external source starts with the job advertisement on different media. Job Advertisem ent: Aarong gives their advertisement mostly on the major newspapers and internet to collect applicants for all the departments and posts. Through the advertisement they declare the posts of the jobs and the job description which includes duties and responsibilities along they also mention the facilities Aarong provides.In the advertisement they mention the required qualification of the applicants, age and experience etc. Collecting & Screening: After the advertisement for a particular job the HR department starts collecting the bio data. The bio data are collected from sources, for example the bio data dropped in the application box in the head office are collected, online applications are downloaded and printed, some are collected from the outlets by post and some are through references. After collecting the applicants’ bio data the qualifications, experience and age are matched.The applicants are selected and prioritized based on their education such as applicants from rep uted universities and year of experience they possess. While screening them qualified applicants for the specified jobs are found, but sometimes applicants with fewer years of experience are kept separately. And some time these candidates’ bio data are used when there is lack of candidates for interview. Short listing the potential Applicants: After going through the bio data that matches the qualifications, applicants who are well qualified for the positions have to be put on a short list.Following completion of short listing process, HR personnel should give them priority in calling for interviews. Schedule and Arrange the interview: After short listing the bio data, the arrangements of the interview starts. The shortlisted candidates are to be called and they should be well informed about the interview method, date, time and venue etc. For these responsible personnel has to make a schedule for interview. HR manager and respective departments’ managers, sometimes pro gram head altogether decides a convenient time for the interview.After scheduling the applicants are informed of the time date venue of the interviews and if appropriate, be asked to bring photographs for further identification. Conduct interview: Interviews must be fair, objective and structures to allow the maximum amount of information to be obtained from the applicants. The person specification and outline job description should form the basic questioning . which should be relevant to the recruitment of the post. In the interview panel there are two personnel from Aarong most of the time, one person from the HR department and another person should be from other department.For example recruiting a marketing officer the representative from the HR department is either a senior HR officer or an executive and the other interviewer in this case would be marketing head or marketing manager. In the interview panel the judges are given an interviewer appraisal form to keep the record of applicants’ personal attributes and their educational and professional qualification. From officer and above there are two rounds of interviews taken. The candidates selected from the first round interview are to be interviewed by the director of Aarong.Compile interview results: At this stage HR compiles the interview results. In order to compile the result, average score of the interview is calculated. Usually, the candidate that matches with hiring departments requirements is called for the second round of interview. After the interviews the candidates are selected by analyzing their qualifications by the director mostly and then it is the responsibility of HR to inform applicants about the result. But for but for entry level jobs it is the responsibility of an HR officer to finalize the selection.Background Check/ candidates’ verification: The selected candidates will provide copies of their educational and professional certificates ant the HR department will make arrangement for verifying these records by calling their references checking the copies of certificates with the original ones. Inform the selected candidate: After verification of the papers submitted by the candidates, HR department will call them for further formalities that are to be carried out like negotiation of salary, confirmation of joining date, fitness certificate, releasing order etc.Appointment: After completion of the introductory training sessions, the candidates are asked to come with their certificates, releasing order from previous employer, experience certificate, reference letter etc. The regular employees are required to fill-up several forms on the day of their appointment. These are †¢ Personal information form †¢ Insurance form †¢ Joining form Training: Training department of Aarong is a part of Human Resource department. Training personnel are responsible for all the necessary training sessions for the new employees.As they are to be acquaint ed with the new organization, working environment, people and job responsibilities. The training officers train the new employees to be introduced with the job and organization and make sure they are able to perform effectively. As the training section is very small and yet they are responsible for training employees all over the country, the training session lasts for one day. In mid-level and higher positions the employee gets on the job training. But positions like Sales associate, store helper and maintenance workers are mostly trained about their job. Orientation or induction:Generally the HR department arranges employee’s orientation or induction which provides new employees with basic background information about the organization, information they need to perform their job, their job description or so on. It is called a socialization process. it helps to cope with new environment very easily and it minimizes reality shock. Performance Appraisal System: Performance appr aisal system is defined as a systematic process of performance planning, organizing, monitoring, appraising, and guiding & rewarding individual employee’s performance by using standard tools.This is a formal management process being conducted through participation. The system does not merely represent an annual event rather it represents a systematic processed viewed from the standpoint of total perspective. The essence of performance appraisal system is that the employee’s perform the best of their abilities to attain individual standard and achieve the organization goals. Aarong and Ayesha Abed Foundation has a performance appraisal system closely similar to an amalgamation of â€Å"Behavioral anchored ratings scale (BARS)† and â€Å"key performance indicator (KPI)† performance Appraisal mechanism.The present performance is done using: a) Appraisal by Achievement against certain behavior b) Competence profile in current job, which includes rating or lea dership quality, resource management, business development, communicative etc. The organization views the system as year round process. Every employee at Aarong is being evaluated once in a year. And employees are evaluated when their working period is more than six month. Aarong has three types of performance appraisal form, these are – top level, mid-level and entry level, as all the employees cannot be evaluated in same manner.The reason for having the performance appraisal system is to evaluate them from different aspects and find out their strengths and weakness and provide them chances to improve them in order to perform more effectively. There are different component of the performance appraisal system namely performance planning, performance monitoring and performance development and annual appraisal each of those are inter related and integrated with each other having several sub- component under each of those components. The Annual performance Appraisal format:In th is study, focus has been given on the performance appraisal system of the management executive. The elements of the performance appraisal form are a) Performance planning b) Career growth & development c) Performance competences d) Overall performance evaluation e) Review and comment by appraiser, appraisers’ manager and appraise her/himself. In Aarong has four types of Performance Appraisal formats, Form-A, for top level employees, PA Form- B, for mid-level employees, PA Form-C, for lower level employees, and the last one is Performance Appraisal or Sales Associates. Aarong mainly uses customized software developed for carrying out the specificfunctions involved in the various functional departments. The Key In-HouseSoftware used by Aarong is as follows: Part-2 IT in HRM The IT used in Aarong: 1. Central Office Management System (COMS): COMS also used by the export department for handling export orders. The retailing department uses COMS to check inventory levels and maintai n re-order levels by analyzing data such as amount sent to outlet, amount in display and amount in the warehouse. 2. Point of Sale (POS):Point of sales software is used in all the outlets of  Aarong. When a sales staff scans the barcode of any product, the software records the transaction. This database enables the organization to identify the demand of the product and adjust their inventory level accordingly. 3. Ayesha Abed Foundation Software (AAFS): Ayesha Abed Foundation, which is the primary manufacturing unit of Aarong, uses this Software to check product levels. 4. Customer Relationship Management: This software enables Aarong to identify the most loyal customer and to retain them.Customer databases are maintained with the help of this software. It also enables Aarong to provide special services, such as â€Å"My Aarong Rewards†, to loyal customers. With the buying and contact information of all loyal customers, Aarong is able to notifythem whenever products that sui t their taste are available Figure: HRIS department at Aarong The Human Resource Department of Aarong is responsible for managing , controlling and the employment of the total employees, staff, and managers. The firm maintains some IS function with its HRM department.These functions have been given in the upward diagram and described here: Employee Database: All the information of the employees is saved in the database following the Microsoft access. This database includes the information of the employees from the joining days to the last days. Performance Tracking: Sales representatives are given a percentage of commissions on the sale that is why performance tracking is an important issue. The sale per day is tracked by using bar code readers and time punch machine.Pre specified reports: Based on the database maintained at the central office managers are allowed to access pre specified reports on the company’s employees and the key performance indicators. Company Intranet: The intranet provides managers to extract data on employees personal records and qualifications, sales performance, and past reports on sales and managerial activities using the online. Part-3 Biography of Mr. Fazle Hasan Abed Fazle Hasan Abed, Founder & Chairperson, BRAC was born in Bangladesh in 1936.He was educated at Dhaka and Glasgow Universities. The 1971 Liberation War of Bangladesh had a profound effect on him, then in his thirties, a professional accountant who was holding a senior corporate executive position at Shell Oil. The war dramatically changed the direction of his life; he left his job and moved to London to devote himself to Bangladesh's War of Independence. There, he helped to initiate a campaign called â€Å"Help Bangladesh† to organise funds to raise awareness about the war in Bangladesh.When the war over, he returned to the newly independent Bangladesh, finding the economy in ruins. Millions of refugees, who had sought shelter in India during the war, s tarted returning to the country and their relief and rehabilitation called for urgent efforts. It was then that he established BRAC to rehabilitate returning refugees in a remote area in north-eastern Bangladesh. He directed his policy towards helping the poor develop their capacity to better manage their lives.Thus, BRAC's primary objectives emerged as alleviation of poverty and empowerment of the poor. Under his leadership, in the span of only three decades, BRAC grew to become the largest development organisation in the world in terms of the scale and diversity of its interventions. Sir Fazle has received numerous national and international awards for his achievements in leading BRAC, including the David Rockefeller Bridging Leadership Award (2008), the Inaugural Clinton Global Citizen Award (2007), the Henry R.Kravis Prize in Leadership (2007), the Palli Karma Sahayak Foundation (PKSF) Award for Lifetime Achievement in Social Development and Poverty Alleviation (2007), Gates Awa rd for Global Health (2004), UNDP MahbubulHaq Award for Outstanding Contribution in Human Development (2004), Schwab Foundation Social Entrepreneurship Award (2002), Olof Palme Award (2001), UNICEF's Maurice Pate Award (1992) and the Ramon Magsaysay Award for Community Leadership (1980). He is also recognised by Ashoka as one of the â€Å"global greats† and is a founding member of its prestigious Global Academy for Social Entrepreneurship.In 2010, he was appointed by UN Secretary General Ban Ki-moon to the Eminent Persons Group for the Least Developed Countries. Sir Fazle has received several honorary degrees including Doctor of Humane Letters from Yale University in 2007, Doctor of Laws from Columbia University in 2008, Doctor of Letters from the University of Oxford in 2009 and Doctorate of Laws from the University of Bath in 2010. In February 2010, he was appointed Knight Commander of the Most Distinguished Order of St. Michael and St.George (KCMG) by the British crown in recognition of his services to reducing poverty in Bangladesh and internationally. He was awarded WISE Prize, the world's first major international prize for education by Qatar Foundation in November 2011. Comparative analysis Illustrated profile of Fazle Hasan Abed I can imagine my to be career as an entrepreneur. I am graduating from Dhaka University in BBA and I would prefer being an entrepreneur. For this I have to be- 1. More patient as I see it is less in me 2.I am enthusiastic but in some matter I easily loose my enthusiasm for this I have to work a lot Part-4 Recommendation * Greater use of MIS, DSS and ESS for effective decision making. * Adoption of fully automated supply chain management system to ensure greater quality and flexibility. * Streamlining the Designing and approval process into one workstation. * Automation of the Demand projection and Trend analysis tasks. * Greater use of networking to carryout financial transactions with partners and suppliers.

Parliamentary sovereignty Essay

Critically discuss this statement. A.V Dicey gives an introduction to the doctrine of Parliamentary sovereignty as, â€Å"the principle of Parliamentary sovereignty means neither more nor less than this, namely, that Parliament thus defined has, under the English constitution, the right to make or unmake any law whatever; and, further, that no person or body is recognised by the law of England as having the right to override or set aside the legislation of Parliament’. However, there are many discussions as to whether the UK joining with the European Union and adherence to the Human Rights Act 1998 renders sovereignty irrelevant. It will be argued that although following these rules may appear to be contradictory to sovereignty, co-operation is entirely voluntary, necessary, and there are many examples as to why sovereignty is not irrelevant, nor archaic. Firstly, Parliamentary sovereignty is not a constitutional relic. It may seem to be the, as part of the UK constitution continues to rely on extremely early Acts such as The Magna Carta or the Bill of Rights Act , however, these statutes continue to remain as they set out important constitutional principles. Even since 1215, it has been recognised that it is important to limit the power of the monarch, and transfer powers to parliament, in interest of balance, and the separation of powers. Up until present day, supporting Dicey’s summary above, UK courts cannot strike down an Act of Parliament, this is unlike many Supreme Courts in other countries, for example the USA, who are bound to reject legislation which contradicts the written constitutional rights. For example in the case of Mortensen v. Peters , it notes that in the event of a contradiction between international law and Act of Parliament, courts within the UK are bound to apply the UK legislation, and discount the international law. This shows that, while Parliamentary sovereignty is based on ancient fundamental principles, it still has a modern, every day importance, which is key to our constitution, as supported by Jennings ; ‘The supremacy of Parliament is the constitution’. The doctrine of legislative sovereignty dictates that  parliament has power to legislate on constitutional matters, thus parliament can change the constitution by an act of parliament. There is a challenge posed to parliamentary sovereignty by EU law, as in 1973 the UK joined the European Union. Member states must not be permitted to deviate from EU rules common to all, thus overriding Parliamentary sovereignty. This seems to conflict with Dicey’s view of sovereignty. The European Communities Act 1972 tries to establish the relationship between domestic law and EU law ; ‘Any enactment passed or to be passed†¦ shall be construed and have effect subject to the foregoing provisions of this section’. This provides a problem with sovereignty, as it means that the UK will have to adhere to the EU court, rather than our own supreme court. Parliament in the future may no longer be considered as sovereign, as they may no longer be free to make or unmake law. However, courts have tried to find a middle ground with EU and Parliamentary sovereignty, in the case of Macarthys . Lord Denning stats that if Parliament every clearly and deliberately passes an act which is inconsistent with EU law, ‘the duty of our courts to follow the statute of our Parliament’. This shows that Parliament has retained some of its independence, and only acts in accord with EU voluntarily, and because the UK agrees with the EU laws. Leading on from the UK’s voluntary cooperation with the EU laws, is the case of Factortame (No. 2) . Justification for the decision in Factortame was offered by Lord Bridge, which emphasised that; â€Å"whatever limitation of its sovereignty Parliament accepted when it enacted the European Communities Act 1972 was entirely voluntary†; the ECA 1972 was the domestic source of the supremacy of EU law; and there was nothing novel about this decision. Lord Bridges’ speech traces the source of the limit of legislative power to the ECA 1972, suggesting that if Parliament wishes to create a new Act, contradicting EU law, it need only expressly state in the new statute that it is to take place regardless of the ECA 1972. This, supported by Denning’s Obiter in Macarthys , brings us in a compete circle, to Dicey’s view; ‘that no person or body is recognised by the law of England as having the right to override or set aside the legislation of Parliament’, as it suggests that the UK can decide not to follow EU law, therefore Parliamentary sovereignty is not obsolete or irrelevant.

Arthur Millers formation of a miserable story The Crucible

Arthur Millers formation of a miserable story The Crucible Essay The great play writer, Arthur Miller formed a miserable story The Crucible during the dark Mc Carthy Ela. The story was based on Salem Witch Trials and the event behind the history. The author created a parallel story to spend the reader the message of how he thinks about the Anti-Communism activity of the 1950s. The Salem Witch Trials and Anti-Communism activity of the 1950s are parallels. Many of the events are similar within The Crucible and the Red Scare. For example, Parris said, You will confess yourself or I will take you out and whip you to your death, (pg44) a situation often seen in the Red Scare. The people in The Crucible are forced to confess-which is very similar to when people needed to confess to keep their job or their life in the Red Scare. The author used these lines to show the evilness in Salem Witch Trials in relation to the Red Scare. For people to get freedom in the Red Scare they had to accuse others and that was the hunt rule. The same thing showed up in The Crucible, Abigail accuses Elizabeth of being a witch by poking a needle in herself as proof. To help Abigail accuse other, the helpers shouted Herrick, Herrick, it is a needle. (pg74) The author points out that there are people who know the truth but do not stand for it, like the girls in The Crucible. It wasnt easy to stand for the truth because people fear it so much. Certainly, the phrase crush him might indicate kill and destroy the devil when Parris tell the girl I mean to crush him utterly if he has shown his face. (pg39) No one really knows how the devil is and people think the devil is in the witchcraft, but the real devil is the fear of difference. Parris think the devil is going to destroy the town so he should destroy the devil. If there is fear inside him, the devil will never disappear; in reflection to the Red Scare, the whole idea about Anti-Communism was fear. So, Arthur Miller used The Crucible as a story to reflect and parallel the Red Scare in the 1950s. The Crucible is the message about how the author feels about the Anti-communism activity in the 1950s. The Arthur Miller used many symbolic phrases or events in The Crucible to express how he fells about the Red Scare. Like when Hale says, But you must understand, sir'(pg94), shows the people have been forced to understand. The word must conveys the people in the Salem Witch Trials and the Red Scare are making their choice under pressure. No one knows why the witch and the Communism are here because they can not know. But someone doesnt chose to exchange accusing others with freedom. When Giles says,I can not give you his name'(pg96), for himself, it means there are no name for him to give out; however, for the officers, it means he does not want to give out the name. The difference between the Giles and the officers are Giles believes in the truth, and the officers believe in a twisted mental idea. The officers are the people who have been twisted and twisting others, that was what authors message trying to say. Even though, they may find out they are wrong, they still think they should always be right. At one point of the story, John Proctor anger shouts in the front of everyone in the town before he die, I am John Proctor! You will not use me! (pg143). That proofed John Proctor made a real mans choice, and so did the author-Arthur Miller, he went to jail because he didnt want to twist the truth. John Proctors cry is the steadfast decision of the Arthur Miller. The author spends the reader his message of how he feels about the Red Scare by the symbolic story of The Crucible.

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Kevin Roche - Essay Example In the very next year he came back to Michael Scott’s studio and applied for graduate studies at Harvard, Yale, and Illinois Institute of Technology. He left Ireland for United States in 1948 and completed his Masters program in Illinois Institute of Technology under Ludwig Mies van der Rohe. He served at the United Nations Planning Office for a very short time and later joined Eero Saarien and Associates at Bloomfield Hills, Michigan in 1950. Then the growth of Kevin Roche was notable that within four years, that is, by 1954, he became the principal design associate of Saarinen. Kevin Roche’s combined work with John Dinkeloo (1918-1981), who joined Saarinen office in 1950, has contributed some great architectural designs to the world. After the death of Saarinen in 1961, Kevin Roche and John Dinkeloo, along with senior partner and administrator Joseph Lacy, continued under Saarinen’s name finishing projects and securing new work, most notably the Oakland Museum (1961-1968) in Oakland, California. In 1966, with Saarinens work complete, the office adopted the present name, Kevin Roche John Dinkeloo and Associates. Kevin Roche’s talent as a designer and architect is so great that most of his creations identify it. He has planned and designed diverse facilities by implementing new advancements in design concepts. One of the living evidences is the creation of Oakland Museum of California which has often been described as a complex for the art, natural history, and cultural history of California. The construction of this museum with interrelated terraces and roof gardens exemplifies the former comment. Roche Dinkeloo focused mainly on constructions in the area of large urban and suburban projects. The construction of the Ford Foundation Headquarters (1963-1968) in New York City announces the mastery of modern building constructions. The L-shaped 12-story office building and the tall glass roofed garden, etc., are the typical features of

Elements of Competency for Engineers Essay Example | Topics and Well Written Essays - 500 words

Elements of Competency for Engineers - Essay Example Another element of competency for engineers that I want to achieve perfection in is professional and personal attributes. I realize that engineering as a professional plays a very instrumental role in the economic development of society. As such as an engineer I will be a play a role that touches on the lives of many as well as aspects of society, economy and environmental issues. As such high standards of ethics and professional conduct will be expected of me by the large society. I will, therefore, use information and engineering technologies in a manner that is beneficial to all stakeholders. I am currently working to achieve this competency by thinking creatively, innovatively and maintaining a proactive personality as an engineer. I try to carry myself in an orderly manner and effectively practice teamwork. These competencies are set in order to stimulate engineers to rise to the occasion and serve the community in a manner that is diligently ethical, professional and beneficial . As a future engineer being competent in these important skill areas will be of extremely crucial important. By appropriately and proactively applying my skills, I will be able to serve the society by addressing defined engineering problems. I will consider the consequences of my actions to clients, society and the environment and make the most appropriate decisions when executing my duties as an engineer. By upholding high standards of ethics and professionalism I will be able to place first the interest of the public.

Students are required to produce a report on information systems Assignment

Students are required to produce a report on information systems - Assignment Example There are various categories of information systems and each category contains particular kinds of information systems for instance management information systems and decision support systems. At the present, the success of an organization completely depends on the effectiveness of an information system. This report discusses the role of information systems in today’s ever-increasing competitive business environment. The basic purpose of this research is to show what role information systems play in the success of an organization and what the future of information systems is. Without a doubt, this era is considered as the era of information technology (IT), where only those business organizations get the success that make use of information technology more effectively than their competitors. Additionally, in order to survive in this ever-increasing competitive business world designing and implementing information systems those produce accurate data and information on the subject of marketplace understanding, customers and competitive capacity. The basic objectives that business organizations want to achieve through the development and implementation of these modern technology based information systems include the overall corporate performance and effective and efficient handling of business data (Turban et al., 2005; Laudon & Laudon, 2005). This report will discuss how information systems are playing a significant role in the successful execution of business operations. This report will also discuss some of the successful examples of information systemsà ¢â‚¬â„¢ success. In their book (Turban et al., 2005, p.18) define an information system as a system which collects, processes, stores, evaluates, and distributes information in order to carry out a specific task. Additionally, the nature of tasks varies from department to department. For

A research paper on stem cell research legislation

A on stem cell legislation - Research Paper Example Stem cell research is a discipline that is involved in the study of the uses, utilizations and applications of the stem cell, a type of cell that can develop into any form of specialized cell that can help save a particular body function by replenishing the supply of the said cell. Due to the fact that the said concept has the potential capacity to save many lives, a continuous discipline is dedicated for the advocacy, research and development. At the same time, due to the involvement of human health and welfare in the study, strict and structured guidelines were established and continuously being updated to be able to ensure that the components of stem cell research adheres to bioethics and legislations (Atala, Lanza, and Thomson, 2010, p.1123). The paper is aimed to present an overview of the meaning of Stem Cell Research with the focus on the Stem Cell Research Legislation and other related legal issues. Included in the topics discussed in the paper are the history of Stem Cell Re search Legislation in the United States and the comparative analysis of the policies in the U.S. with the rest of the world. In addition, the presentation of the current legislative state of affairs in the country is also considered as an important part of the study undertaken. For the future view on the legal policies, provisions, and laws specifically in terms of the applications of stem cells. One of the manners by which the said objectives are achieved is through the presentation and discussion of sample research results related to the legislation of Stem Cell Research. ... In August 2000, although the US NIH established guidelines that limit the research to existing cell lines, it had not been employed due to the influence of the President in the content of the guidelines. Due to the need for an established set of rules and guidelines, the cooperation of the different organizations and authorities on the discipline has been undertaken. Contributions were made by the Chief Medical Officer’s Expert Group in Great Britain, private ethics boards in Geron Corporation, Advanced Cell Technology in US, committees of the National Research Council, and the International Society for Stem Cell Research (Atala, Lanza, and Thomson, 2010, p.1123). Even through the continuing controversies regarding the sources of the heS cells, the stem cell research continued. This is the second stage of the stem cell research discipline which can be described to be beyond the embryo. This can be attributed to the fact that there had been two (2) developments in the field. Th e first is the human induced pluripotent stem (iPS) cells which are dermal fibroblasts which had been altered through genetic engineering to behave as heS cells. Another is related to the stance of Obama administration regarding the heS cell research. Prior to his administration, the main focus is the decision to continue or halt the research. On the other hand, he focused on the â€Å"how† of the research process. In this case, it can be considered that he already accepted the continuation of the stem cell research but it should be based on the legislations established by the authorities, both in the administration and in the medical field (Hyun, 2010, p.71). Views and Provisions The Stem Cell Research Legislation in the United States