Thursday, March 12, 2020
Proposal for redesigning the selection and assessment process for Graduate Recvruitment The WritePass Journal
Proposal for redesigning the selection and assessment process for Graduate Recvruitment Introduction Proposal for redesigning the selection and assessment process for Graduate Recvruitment ). In other words, companies need to know they are looking for. Studies conducted in Small and Medium-sized enterprises (SME’s) have indicated a low refusal rate and a higher retention rate (Stewart Knowles, 2000). Perhaps then there is something to be learned about their recruitment strategies and process, as further research has shown that through assessment centre type approaches to recruitment, applicants are likely to form a negative opinion of the company if the assessment procedure is not effectively run with the correct feedback and information given to the candidates (Griffiths, 2011). There is clearly something to be learned therefore from the processes used by SME’s. In the SME research, a proposed application procedure was used that consisted of three sections. The first was assessing the company and the needs thereof, whilst the second was rating skills desired in potential candidates on a numerical scale determining importance with the final section using assessment criteria to determine if a particular candidate possessed the skills in relation to the second sections criteria. There is some debate around the importance of references at this stage of the selection process, however studies reveal that the vast majority of larger companies used these in the initial phase of recruitment to gain information about the personal qualities and honesty of the individual. Of the SME’s surveyed in the research, only about half made use of ability, literacy, personality or numeracy tests in the initial assessment. Interpersonal qualities, teamwork and leadership abilities were also considered. The highly technical nature of the field of data-communication makes general intelligence assessment desirable and the product-moment correlation between the Raven’s Matrices and the CPAB indicate that this is a generally effective measure of assessment. Whilst research has shown that generally leadership ability is not a highly ranked skill in terms of desirability amongst the SME’s, therefore the lower product-moment correlation may not be of overt significance. However, with that being said, if this is a personal preference of the company that their graduates possess higher leadership ability, this should be represented in the product-moment correlation. The success of an applicant in these tests is a separate indicator to the application forms, references and initial screening mentioned above. With the data provided by HAL, there was a clear agreement between the outcomes of the second phase of interviews and the outcomes of the objective testing criteria. High Refusal and Turnover Rates There is some indication through research that the refusal and retention rate of a company may be directly related to the assessment and recruitment procedure itself. As the initial assessments and interview processes if conducted poorly can lead to a negative opinion of the recruiting company which in turn can lead to a higher refusal rate. Whilst the initial interviews and screening process see a large number of applicants, if it impossible to tell who the final graduates will be and therefore careful consideration of giving the correct impression needs to be made. There is likelihood that if a graduate is not impressed with HAL, they will not take the position being offered. Almost 40% of applicants surveyed felt that the application and assessment procedures did not allow them to showcase their particular skills, nor did it demonstrate any relationship with the job position applied for. Limited or no feedback given during or after the assessment also contributed to the formation of this opinion. The development of a favorable opinion was also significantly affected by the participation in the process by senior levels of management (Griffiths, 2011). It is clear from the research that making a good first impression on the applicants is important in order to reduce the refusal rate. In addition to amending the initial application process, or possibly outsourcing it to a recruitment company, there needs to be a strong involvement by the company creating a link between the job applied for and the application procedure/criteria. Areas of possible improvement to this extent definitely include the second phase of the process i.e. the first interviews. More time should be put aside for the preparation and execution of these interviews to allow for maximum graduate assessment exercise. In making the first phase of assessment i.e. the initial application more thorough, the interviewers will be able to assess the strengths and weaknesses of the candidates beforehand a nd prepare accordingly to illicit the required information through preparation. It is also worth noting that this second phase of the recruitment process may also be handled by a graduate recruitment company who will then interview potential candidates on behalf of HAL to provide a shorter list of potential candidates for interview therefore resolving the time and budget concerns surrounding the recruitment process in the initial phases. There is a clear discrepancy between the various product-measure correlation data variables and it is likely that this has something to do with the refusal rate and ultimately the turnover of the staff. Importantly, there is no clear correlation between the proficiency levels demonstrated by candidates in the objective assessment tests and the salaries offered to those candidates in their first year. Whilst the personnel director does give weight to the overall opinion of the selection panel in deciding on the salary to be offered to particular candidates, it is clear that not enough weight is given to the outcomes of these general intelligence rating tests. Although not necessarily conclusive, when working in a highly technical environment, these technical or intelligence related skills may rank more highly than interpersonal skills or leadership abilities and this should be factored in accordingly. Likewise, for candidates interviewing for a managerial position that is not heavily dependent on technical or intellectual ability, more weight should be given to the outcome of the leadership assessment, as well as interpersonal and management related skills. It is clear from the data provided that there is no such correlation as the product-measure value is unusually low between the outcome of this test and the salary offered in year A and year B. Whilst it is fairly evident that the success or failure of the training provided to the incoming graduates may heavily depend on the recruitment process itself determining the potential caliber of successful applicants which will directly influence the outcome of these training programs. There is however another indication on the given data that may suggest a possible reason for the less than satisfactory outcome of these training courses and this is that perhaps these are not the correct training courses for the graduates to be undertaking. There is a clear correlation on the data between the psychometric tests, however this does not translate into success in the training courses. Arguably, the analytical skills required for the technicalities of data communication hardware and software are transferrable skills and this should translate well through vocational training courses. If not, there are conceivably two possible reasons why namely, the graduates employed are not being proper ly assessed in terms of determining their transferable skill set or the vocational training is not appropriate for the employers and employees needs. By reassessment of the kinds of training provided, it may be possible to improve the outcome of these training courses, as well as streamlining the training to cut back training expenses. There may exist alternative solutions to the current training modules. High turnover rates with staff is a complicated issue to address, however if one assesses the data given that two thirds of the staff leaving HAL were due to dissatisfaction or better opportunities elsewhere. This is not difficult to conceive when looking to other data such as the stagnant promotion channels and salary advancement. In order to improve retention rates, HAL will need to improve their strategies for salary increase and promotion. Although promotion is difficult to predict, because often it requires staff changes, salary increase strategies can be planned well in advance and factored into the budgeting. Although there is a general policy of even distribution, to offer a higher salary to a graduate without increase potential may well dampen the motivation of those employees leading to higher turnover rates. Recommendations Complete Overhaul of the Initial Application Procedure and Criteria Due to the concern over the budget of graduate recruitment process to the company, it may be the best option to outsource the initial phase of recruitment to a graduate recruitment company. Considering the amount of work that is necessary to determine the objectives of the company and design a recruitment strategy in accordance thereof and then later the time that will be needed to effectively assess the candidates in line with those objectives, it may be simpler and more cost effective to outsource this part of the recruitment process. Fortunately, the number of graduates required begins with a very large pool of applicants and the impersonal nature of the first phase of assessment can be conducted by a third party without experiencing any potential backlash. Thereafter, HAL will be given a smaller pool of candidates to assess which they can do more effectively as they will have time and budget unspent from having outsourced this initial phase. Key involvement by senior employees and an overall assessment taking into account the different requirements of the jobs specified will ensure that there is a good overall assessment of candidates. Reassessment of Weighting of Specific Criteria in Various Employment Roles HAL needs to determine the various important criteria for the various roles available in the company, as with different roles, there are different personal requirements and when dealing with interpersonal dependant roles such as management and a diametrically opposed technical role, one cannot weight skills of equal value to either. Therefore in more technical positions, psychometric testing and technical skills assessment will carry more weight, whereas in a management or sales position these will be of less significance, yielding to interpersonal and sales ability. Correlation Between Skills and Reward As a product of the reassessment of the criteria for employment roles, so surely there must be a correlation between these skills and the salary offered to the graduates. This will assist in lowering the refusal rate of the graduates offered positions as the graduates will be compensated according to individual skill and not according to an overall general criterion that may not be relevant. In addition, there must be careful considerations of budgetary requirements in so deciding, as in order to reduce turnover there must be the opportunity for salary increase. Reassessment of Vocational Training Whilst it is not clear what the cause of failure of the candidates in the training courses is, it is clear that there is the possibility of inappropriate training being given that is not necessarily relevant to the needs of the employees. It is necessary to determine the cause of the failure of candidates in these training courses and to develop a strategy to minimize the cost and maximize the output of these candidates. There is the possibility however that in employing a higher level of candidate made possible through reevaluation of the recruitment process that this problem may resolve itself, however this is unlikely. Time Frame Time Period Action Required Key Players 5 – 10 Days Meet with Recruitment Agency to discuss the objectives and assessment criteria for the role.  ·Ã‚        Director of Personnel HAL  ·Ã‚        Recruitment Agency 90 Days Phase 1: Recruitment Period – where the positions are advertised and applications are received.  ·Ã‚        Recruitment Agency  ·Ã‚        Graduate Applicants 10 – 15 Days Assessment Period for Phase 1 – Making a selection of 600 – 700 applicants out of the entire application bundle received.  ·Ã‚        Recruitment Agency 15 – 20 Days Phase 2: Initial Interviews with potential candidates to assess their suitability for the roles and to determine the skill sets.  ·Ã‚        Recruitment Agency  ·Ã‚        Graduate Applicants 2 – 5 Days Assessment of the outcomes of the interviews with HAL and handing over of the applicable information and desirable candidates  ·Ã‚        Recruitment Agency  ·Ã‚        HAL 20 – 30 Days Phase 3: Invitation to visit HAL offices, including a tour of the facilities, psychometric testing, skills analysis, leadership abilities and second round of interviewing  ·Ã‚        HAL  ·Ã‚        Graduate Applicants 10 Days Assessment Period for Phase 3 – weighting of various criteria by the selection panel and short listing of desirable candidates according to rating criteria  ·Ã‚        HAL Selection Panel 5 Days Personnel director consulting the selection panel and finance department  ·Ã‚        HAL Personnel Director 5 Days Issuing of letters of appointment and rejection to all participants in Phase 3  ·Ã‚        HAL Personnel Director Deadline for acceptance or decline of offer  ·Ã‚        Graduate Applicants Bibliography Jim Stewart Vanessa Knowles, (2000),’Graduate recruitment and selection practices in small businesses’, Career Development International, 5(1) pp. 21 – 38 Neal Schmidt (2012) The Oxford Handbook of Personnel Assessment and Selection Oxford: Oxford University Press Nicola Griffiths (2011) ‘Assessment Centres for Graduate Recruitment: The Graduate Experience’ [online] [cited 25 May 2012] Accessed on berkshire.co.uk/content/berkshire/assessment-centres-for-graduate-recruitment.pdf Tony Keenan (1995), ‘Graduate Recruitment in Britain: A Survey of Selection Methods Used by Organization’ Journal of Organizational Behavior, 16(4) Teresa Dahlberg, Tiffany Barnes, Audrey Rorrer Eve Powell, (), ‘Improving Retention and Graduate Recruitment through Immersive Research Experiences for Undergraduates’ [online] [cited 25 May 2012] Accessed on http://laurencairco.com/papers/sigcse.pdf High Fliers (2012) ‘The Graduate Market in 2012: Annual review of graduate vacancies starting salaries at Britain’s leading employers’ [online] [cited 25 May 2012] Accessed on highfliers.co.uk/download/GMReport12.pdf
Tuesday, February 25, 2020
Situational planning stradegy Essay Example | Topics and Well Written Essays - 750 words
Situational planning stradegy - Essay Example Despite these strengths the recent internal audit has unveiled some challenges and threats faced by the center. Under these circumstances, the first dilemma required to be answered is it worth revisiting the Community South Medical Center strategic plan or it will be prudent to follow the plan devised three years ago along with a yearly assessment. The recent shifts in patient care mix and shifting of good paying business from the locality to the other urban areas are two major factors that can affect the present positive trends in near future. Moreover, the overall aging trend of the population is a major concern which should be addressed rationally, especially in case of a for-profit organization of the center. Medicare and managed care have already shown a downward trend in previous three years and the shift of major businesses from the locality may even worsen the situation in the upcoming years and the center may witness a fall of employer sponsored health insurance. A change in strategic direction is therefore, deemed imperative to address the threats and capture the new opportunities. The strategic direction of Community South Medical Center is required to incorporate the changes that can ensure a sustainable profit graph in the coming years. The community analyst and future trend analyst are two major leadership positions in my strategic management team. These two can provided a better insight in to the state of affairs that the Community South Medical Center is facing and can provide useful input for setting the future direction of the center. The community analyst will specifically look for the shifts in healthcare mix and other communal trends like dominant aging trend of population and will provided a consolidated reported on the future impact of communal changes and a relative policy change that is required to be react these changes in a befitting manner. Future
Sunday, February 9, 2020
Organization Analysis, Part 1 Essay Example | Topics and Well Written Essays - 750 words
Organization Analysis, Part 1 - Essay Example High staff turnover costs the company in terms of tangible and intangible resources. On the one hand, the company loses on the knowledge of the departing staff whereas on the other hand, it is forced to use more resources, which could have been put to better use elsewhere, on constant recruitment and job training for new staff. Another major HR challenge that the company faces is the effect of different cultures arising out of its global expansion. Wal-Mart cannot impose a standard HR practice in all countries because of their different cultural dimensions (Hofstede, 2001). Nevertheless, Michael Duke, the President and CEO of Wal-Mart identifies developing staff as one of the five key strategies central to the company’s future (Wal-Mart, 2012). After all in retail it is the store and club associates that take care of customers and members which determines whether customer become loyal or not. On the legal front, Wal-Mart’s HR management has two chief areas of concer n, ensuring equal employment opportunities and improving their labor relations. Under the equal employment opportunity challenge, the important activity is to prevent the likely occurrence of discrimination practices among its staff. This aspiration should ideally reflect the spirit of the law as envisioned by the Civil Rights Act of 1991 by reinforcing illegality of making hiring, firing or promotion decisions on the basis of sex, ethnicity, race or religion (DeCenzo & Robbins, 2005). This act also includes the Glass Ceiling Act. Wal-Mart has been addressing the equal employment opportunity concern by embedding diversity and inclusion into its culture. This has been done partly through its Diversity Goals Program where managers are held accountable for elevating the standards of diversity and inclusion throughout the company, with up to 15 percent of management bonuses and ten percent of performance evaluation scores tied to their diversity goals achievement (Wal-Mart, 2011). T his program has seen the numbers of minorities’ rise from 21.3% in 2005 to 36% in 2011 and that for females rise from 38.8% in 2005 to 57% in 2011. Of the two HR challenges, Wal-Mart’s greater challenge has been its labor relations. Wal-Mart is America’s largest private employer and it has used its muscle to quash all attempts by its workers to form or be part of labor unions. The company’s low cost strategy relies on minimizing production costs and labor costs are often the major expense in production for low-end retail (Woodman, 2012). Without a union, Wal-Mart employees have had less bargaining power and this could be one of the reasons why the company has a rapid turnover. Nevertheless, the continued growth of the group Organization United for Respect at Wal-Mart (OUR Walmart) demonstrates less likelihood of the company’s staff relenting on this issue. For this reason we envisage this power struggle on whether to unionize or not continuing in to the future unless either party relents. We however believe that it would be more productive for Wal-Mart to address the concerns of its workers if it seeks to remain competitive in the coming years. A possible solution is to meet workers’ demands half-way by giving them some of the demands they are requesting such as respect, affordable health care, stable and fair scheduling, and improved wages. Wal-Mart’
Thursday, January 30, 2020
Enforcing Racial Discrimination Essay Example for Free
Enforcing Racial Discrimination Essay The series of photographs documented by the Farm Security Administration of the Office of War Information photographers were taken between 1937 and 1943, presumably during the years the unit was in operation. These photographers were tasked to document various manifestations of change and continuity in the prevalent American life, and this resulted in a vivid collection of images that particularly focused on the practice of racial segregation. Curiously, while the photographers were not officially acknowledged to have been directed to document specific scenes, the prints produced exhibited a skew toward signs that indicate racial discrimination and segregation (LOC 2004). Among the thirty-one photos included in the series, all depict signs situated in a number of locations such as bus and train stations, restaurants, cafes, bars, movie theaters, stores, and billiard halls. These signs also collectively show the use of words such as â€Å"colored†and â€Å"white’, which clearly validate the existence of segregation between Caucasian Americans and individuals of ethnic origins such as blacks and Indians. True to the era during which they were photographed, the environment and people incidentally present in each picture appear in authentic manners of architecture and fashion. II. Racial Segregation in America The issue on race and discrimination in America can be famously traced centuries back, with the history of Africans being brought into the country as slaves. Though this deplorable condition had been corrected by the gains of the Civil War, thus granting freedom to blacks. However, the occurrence of the Great Depression in the 1920s brought back situations identical to those experienced by African-Americans previously, as the country was beset by the chaos produced by the lack of jobs and sources of income. In 1932, most blacks found themselves without work, and there was increasing pressure from whites to have blacks fired from any job that they believed should be assigned to unemployed whites. Numerous forms of racial violence again ensued, particularly in the South, during the 1930s (LOC 2002). The legal foundation of racial segregation was the Jim Crow laws, which were imposed in the 1860s mainly in railroad cars, and continued to be enforced throughout the decades until the 1960s (McElrath 2008). The effects of segregation on typical American life and society were apparently significant enough to create scenes extraordinary enough to tell their own stories through photographs, which were precisely what the Farm Security collection achieved. III. Beyond the Signs: Marking the Lines of Race The objective of the Farm Security photographs had been to depict regular American life, yet it is clear how the typicality of the images at the time does not lend itself in the same nature today. There is a point of discussion in the deliberate move to show not just groups of whites and ethnic people, but the centering on the signs that limit freedom, that erase the function of choice. The study of signs, known as semiotics, provides the connection between the audience, interpreter, and the sign itself (Littlejohn 2008). The photos, with their studied involvement of the actual sign, venue, and individuals, already form the three-part process; the blacks are the audience and the photographer is the interpreter, within the space covered by the sign. This shows how the photographers aimed to convey a reality, a system that used semiotics as a way to impose discrimination. This they had done with not just a bit of participation on their end, quite like the way Coles (1997) appropriated documentary work with the linking of lives with the subject. The same logic is utilized by Gripsrud (in Gillespie and Toynbee 2006), when he classified a photographer’s work as indexicalâ€â€the identifying of a specific aspect of a subjectâ€â€and therefore lends to much subjectivity. IV. Showing Signs of Racial Conflict to an Audience While the audience of the signs were the blacksâ€â€and whites, depending on the sign and situationâ€â€the photos’ audience are people who would benefit from knowledge of a different period, as was the arguable objective of the Farm Security photographers in documenting change and continuity in American life. Mainly, the photos were for research and evaluation, whether or not the audience would find them appalling or give them their approval. It may be possible that some of those who comprise the audience are people who have lived through the same era, making them mere confirmations of what they already know; but the more relevant audience would be the uninformed, who would find new insight into American society and its management of racial issues in the late 1930s and early 40s. V. Appropriation of Technique and Style in Communicating Racism The black-and-white photography is already significant on its own, referring to the subjects as well; seeing words on the signs captured in the photographs deals a double blowâ€â€Ã¢â‚¬Ëœblack’, or ‘colored’, and ‘white’ signs in black-and-white photos. The photographers simply captured the signs as they were, specially for those in venues without people milling around, but there were also photos that provided degrees of humanity and emotion. One of the most striking is a photo of a bar showing whites having beer, a sign on the wall above them that says â€Å"Positively no beer sold to Indians†. Though Indians are known for their penchant for alcohol, it is disturbing one clear sign can show how this ethnic group is singled out and discriminated againstâ€â€an error of generalization. The white people in the photo appear serious and quite professional, which indicates how the sign should not be misconstrued as a joke. Other photos in the collection, though showing signs and places rather than people as subjects, reveal the increasing culture of urbanizationâ€â€shown by the railroads, buses, and stores where the signs are found. Urbanization, being common ground for both blacks and whites, necessitates signs; these indicate white control over society and economy, and the intent to keep ‘colored’ people away from this power. Works Cited Primary Source: Library of Congress. â€Å"Photographs of Signs Enforcing Racial Discrimination: Documentation by Farm Security Administration-Office of War Information Photographers†. Prints Photographs Reading Room. April 30, 2004. http://www. loc. gov/rr/print/list/085_disc. html Secondary Sources: Coles, Robert. â€Å"The Tradition: Fact and Fiction†. Doing Documentary Work. New York: Oxford University Press, 1997. Gripsrud, Jostein. â€Å"Semiotics: signs, codes and cultures†. In Gillespie, Marie and Jason Toynbee. Analysing Media Texts. Berkshire: Open University Press, 2006. Library of Congress. â€Å"Great Depression and World War II, 1929-1945: Race Relations in the 1930s and 1940s†. 2002. http://lcweb2. loc. gov/learn/features/timeline/depwwii/race/race. html McElrath, Jessica. â€Å"Creation of Jim Crow South: Segregation in the South†. About. com. 2008. http://afroamhistory. about. com/od/jimcrowlaw1/a/creationjimcrow. htm
Tuesday, January 21, 2020
Operatic Modernism Essay -- Opera Modernism Music Essays
Operatic Modernism The profound modernist ruptures of the 20th Century questioned, displaced, and reconfigured the way humanity regards itself. Within the fine arts, literature, architecture, and music, artistic revolutions occurred at an unprecedented rate and, within the rubric of modernism, deliberately broke with the bases of Western art, culture and society. While working within the operatic institution, Strauss' Salome, Weill's Die Dreigroschenoper, and Berg's Wozzeck profoundly challenge the generic conventions of the operatic tradition. Through their careful combination of innovation in music, text, structure, and staging, their questioning of traditional morality, and pointed social and historical commentaries, these three operas facilitate criticism of the traditional operatic institution as well as society; they are exemplary of the tensions--painfully evident within operatic modernism--between the will to modernity, innovation, and progress and the past. Opera falls, despite e fforts to the contrary, away from the tremendous potential of innovation and rupture back to its conservative tradition. As the classical tradition all too often relies on, glorifies, and mythologises its past, the failure of modernism in opera is a result of the distance--projected, assumed, and interpolated--between the often stagnant classical and operatic institutions and innovative and modernist contemporaries. Too reified to permit the flourishing of innovation, dissent, and/or rupture, the operatic institution is weighed down by its past (as well as its patrons), remaining steadfastly resistant to the revolutionary influences of modernism. While it is clear an essay on opera and modernism (or, indeed, a cou... .... "Modernism and Postmodernism." In A Glossary of Literary Terms. 7th edition. M.H. Abrams, Ed. New York: Harcourt, 1999. 167-168. Clements, Andrew. "Wozzeck." Volume IV. Stanley Sadie, Ed. London: MacMillan, 1992. 1176-80. Hinton, Stephen. "Die Dreigroschenoper." The New Grove Dictionary of Opera. Volume I. Stanley Sadie, Ed. London: MacMillan, 1992. 1243-46. Kennedy, Michael. "Opera." The Concise Oxford Dictionary of Music. Third edition. Michael Kennedy, Ed. Oxford: Oxford UP, 1980. 463-64. Morris, Mark. "A Brief Introduction to the 20th Century History of Music in Austria." Pimlico Dictionary of Twentieth Century Composers. Pimlico, 1999. On-line. Available http://www.humanities.ualberta.ca/mmorris/402/Austria2.htm Murray, David. "Salome." The New Grove Dictionary of Opera. Volume IV. Stanley Sadie, Ed. London: MacMillan, 1992. 146-49.
Monday, January 13, 2020
Assessment task †SHC 21 Introduction to communication in health, social care or children’s and young people’s settings Essay
Communication is about making contact with others and being understood. When communicating, people send and receive messages continuously. As an early years practitioner working with children and young people, effective communication is essential to ensure that I can create the best provision for the children and young people I am work with. In my setting, when you look at all the interacting and communications between children, young people and adults through the activities, it shows there are so many reasons why people communicate. Making relationships When we communicate, we make new relationships with children, parents, carers or colleagues. I should use positive communication skills to make a good first impression in relationships, for example, being friendly, smiling, shaking hands when I greet the person. Developing relationships As an early years practitioner, I should develop a relationship with children, young people, their parents, carers and colleagues by maintaining a friendly and supportive approach and by being interested in what other people are doing and feeling. This enables them to feel comfortable and secure, knowing that they can trust and rely on my professional service. Obtaining and sharing information As an early years practitioner, I may need to obtain and share information about children and young people who I work for with colleagues and other agencies to ensure the team is fully informed. I also need to communicate with children and young people or their family members about the care and support they received or about the kinds of services and facilities that are available in our setting. Expressing thoughts and ideas I may need to communicate with my colleagues to share my thoughts and ideas about aspects of practice in my setting, and also I should use effective communication skills to encourage children and young people to talk about what they have learnt, say what they think or express themselves imaginatively. Giving and receiving support Children and young people often seek reassurance from adults as a way of developing their self- confidence. As a practitioner, I should use my positive communication skill to praise them, give them time and attention to reward their efforts and achievements. I also should communicate with my manager and colleagues to receive the support and reassurance about my work performance. Expressing feelings, wishes, needs and preferences As an early years practitioner, I need use my positive communication skills to encourage children and young people to express their feelings and needs and to talk about how they wish to be treated, as well as to say what they like and dislike. In the early years setting, there are so many reasons people communicate, I should use communication skill positively and effectively to ensure good quality service.
Sunday, January 5, 2020
Popular Culture and Violent Behavior Essay - 11795 Words
Popular Culture and Violent Behavior Introduction In 1871 E.B. Taylor defined culture as that complex whole which includes knowledge, belief, art, morals, law, customs, and many other capabilities and habits acquired by...[members] of society.[1] Taylor was talking about high culture, an aristocratic view of the past-times such as ballet, theatre and art. Popular culture, on the other hand, is a form of low culture and is based primarily on marketing, mass production and revenue. Low culture is what is sold to the masses, ergo, low culture equals mass culture. All these terms refer to popular culture, defined in the Oxford Dictionary of Sociology as: à ¢Ã¢â€š ¬Ã‚ ¦accessible to†¦show more content†¦The question I have posed is a very contentious one, which has been debated by scholars and graduates for some time, with many arguing that popular culture and mass media are ways of brainwashing the masses into the ways of a dominant social order. Others believe that popular culture is a type of folk culture which encompasses the idea of an alternative culture incorporating minority groups, perhaps with subversive values sometimes challenging the dominant control groups, as was scene with the advent of the Indie music scene in the mid nineteen nineties. In this dissertation I aim to uncover whether aforementioned subversive values can be uncovered in popular culture or whether popular culture is really a means by which the masses can direct dominant controlling forces. The main way I will do this is through my research into violent behaviour and the impact that popular culture can have on individuals and groups in society - mainly adolescents and young children - by looking at susceptibility, attraction, reactions and influences. 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Pollard claims that the body Mitch â€Å"caught†, which is a reference to murder, is fictional, even though Mitch himself is real. (Kolker). This phrase however means something different to teens and young adults, and is defined as â€Å"a phrase used to break into a dance†were someone to ask them the question of when. (Urban) Hip-hop and rap have always been a controversial topic due to the violent content of their lyrics. However, through my personalRead MoreThe Effects Of Video Games On Violent Behavior Among Young Children1525 Words  | 7 Pages The Effects of Video games on Violent Behavior among Young Children Julian A. Jaggon University of Central Florida The Effect of Video games on Violent Behavior among Young Children Just how popular are videogames? In today’s society very popular, not only do our kids and teenagers play video games but even grown men and women play them as well. Video games are now more popular than watching television or going to the movies. 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Increasingly, much of the violenceRead More Crime, Violence and Masculinity Essay1519 Words  | 7 Pages Can the nation-state and culture combine forces to reduce interpersonal violence in the West? nbsp;nbsp;nbsp;nbsp;nbsp;Violence is a difficult term to define, but for the purposes of this assignment violence can be defined as a crime or the threat to commit a crime by one person upon another person, and that usually that has negative physical or emotional effects upon the victim. Violence in Western society has been increasing steadily and has become a major concern for many nations. Increasingly
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