Like Water For Chocolate And John Steinbeck s The Grapes...

In Laura Esquivel’s Like Water for Chocolate and John Steinbeck’s The Grapes of Wrath, the female characters are presented in nontraditional ways for the times in which the novels are set. Each novel shows a clear distinction between the male and female characters, and it would make sense to feel a feminist vibe from the authors at certain points in the novels. In these novels, the female characters use the traditional distinction between gender roles to change the dynamics of their families and function within the novel. Before discussing the change from identifying the characters’ traits as female to relating their actions more to a male identity, and vice versa, the relationships between the male and female characters must be explored†¦show more content†¦In contrast, the beginning of Like Water for Chocolate barely mentions men in leadership roles. Tita’s father, who remains unnamed throughout the novel, is dead. Because he is an unnamed dead man he foreshadows the insignificance of the men in this novel. He is honestly better off dead than being emasculated by Mama Elena, or even Tita later in the novel. The only other men mentioned in the first chapter are Pedro and his father. Their encounter with Mama Elena was demeaning in itself. They were denied Tita’s hand in marriage and manipulated by Mama Elena into marrying Pedro and Rosaura. Power in this novel is clearly, from the very beginning, in the hands of Mama Elena, a woman. Will that power remain with her up un til her death or does Tita, by staying in her place cooking and nurturing, hold the power all along? The structure of Like Water for Chocolate is permeated in feministic tendencies. The subtitle reads, â€Å"A Novel in Monthly Installments with Recipes, Romances, and Home Remedies.† Does that not ring with the familiarity of women’s magazines from the 1800’s and early 1900’s like Godey s Lady s Book and McCall’s Magazine? Women would use these magazines to keep up with current fashion trends and to connect and share ideas with women they otherwise would not know. Communication is a powerful tool. Although, the women were sharing recipes, clothing patterns, and stories, they were still making connections

Apple 2012 Case Study Essay - 847 Words

BU288-ONL01 06. Case 14: Apple Inc. in 2012: Can it Sustain its Growth†¦ Key Issues Issue 01: Steve Jobs is now gone - can they do it without him in the long term? Issue 02: Sustain its growth and success Issue 03: Mac vs Personal Computer competitive positions Issue 04: Google moving into Apple’s smartphone market As the business manager of the Apple Corporation, I would need to look at the business and determine who are my direct competitors and determine where I am going to seek opportunities for a competitive advantage in some aspects of the business. It is impossible to speak of Apple and not associate the vision, charisma, and innovation of Steve Jobs (http://www.biography.com/people/steve-jobs-9354805#synopsis). He†¦show more content†¦Issue 02: Apple is a wildly successful company that generates billions of dollars in profits every year. This is one of the strongest examples of how a company with the right strategy, great products, a strong leader and the willingness to take some risks can become vastly successful. The market in which Apple is strong has intense rivalry for market share. Apple is challenged with staying ahead of its competitors and maintaining long-term relationships with its customers. In order to stay ahead of the competition Apple is forced to keep produc t innovation a top priority. I would maintain a Blue Ocean Strategy to market our product and maintain our competitive advantage (McGraw-Hill Irwin, Page 152). The company has a strong and loyal customer base which will allow Apple to concentrate the focus to highlighting the features of our products. I will not focus on what our competitors can and cannot do; I will focus the attention to the benefits of having Apple products. Strategic marketing campaigns highlighting the different uses and features of the popular iPhone and iPad will headline the campaign. Issue 03: The weak area of Apple Inc. is the fact that most of its products are all available in the market. Consumers around the world have many options to popular hardware and software devices and operating systems. Since PCs are the one that areShow MoreRelatedApple Inc 2012 Case Study2377 Words   |  10 PagesFact of the case On April 4, 2010, Apple Inc. launched its eagerly anticipated iPod amid great hype. The company started off as â€Å"Apple Computer,† best known for its Macintosh personal computers (PCs) in the 1980’s and 1990’s. Despite a strong brand, rapid growth, and high profits in the late 1980s, Apple almost went bankrupt in 1996. Then Jobs went to work, transforming â€Å"Apple Computer† into â€Å"Apple Inc.† with innovative non-PC products starting in the early 2000’s. 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Employment Relations and Human Resource Managementâ€Free Samples

Question: Differences between Employment Relations and Human Resource Management? Answer: Introducation According to Armstrong Taylor, (2014) the issues of employment have a close link to wealth, security, status and therefore contributes to a lot of debate across the divide. In the United States of America, the issues of employment Relations incorporates matters relating to the workplace and the changes of legal policies affecting workers and industries. Storey (2014), adds that the analysis of the policies follows thematic and chronological forms with the focus on the management practices in the organization and the development of the labour organizations, the effects of collective bargaining on the institutions, and the workers rights achieved through judicial and administrative avenues. Understanding the issues of employment and human resource management of different countries and region provides an essential understanding of the historical and contemporary management practices and other organization behaviors. For the managers, it equips them with requisite skills to enable them positively influence the productivity of the employee and how they relate to the industry, implement diversity and link these related activities to their corporate and business strategy. In addition, human resource practices in the organization highlight the issues of policy issues such as health care coverage, dispute procedures, and pensions. Human Resource Management Sparrow, Brewster Chung, (2016) defines the term Human Resource Management as the function in the organization which emphasizes on the matters of management, recruitment and guiding the employees who works in the organization. Therefore, virtually all the workplace programs and processes that are associated with the workers fall directly under human resource management influence. The HR manager is tasked with the provision of necessary tools, knowledge, training and coaching of employees, carrying administrative services, legal advice, talent management and the general oversight of the organization activities required for successful operation. Alfes, Shantz, Truss Soane, (2013) argues that there are also activities such as employee and community outreach which are sponsored by the department. Also, the managers are required to frequently mentor the employees and team as well as addressing philanthropic and all the events that deals with employees. Employee Relations The concept employee is associated to a particular country or an organization and is sued to describe the group efforts applied in the management of relationships between the managers and the workers. If the relations program is good, it means the administration is providing consistent and fair treatment without discrimination. In response, the workers are committed to their tasks and responsibilities and thus shows loyalty to the firm. The objective of these programs aims at preventing and resolving any issues that may arise from issues at the workplace. There is a relationship between HRM and employment relations because the managers apply strategy to accomplish employees related missions such as pay and remuneration benefits, ensuring work-life balance and providing the safe working environment (Dix, Oxenbridge, 2013). Therefore, one of the best and most efficient methods of managers providing good employee relations is adopting an HR strategy that is concerned with the high value of the stakeholders and workers. Stakeholders include people who have a high commitment on matters of finance, and they are directly affected by the success and failure of the company. Further employees should not be treated paid labourers but can be treated as actual stakeholders with powers to change the outcomes of the agency because they feel worth. For example, when employees are treated better in the workplace, they are committed to seeing the organization become successful (Bidwell, Briscoe, Fernandez-Mateo Sterling, 2013). The impacts of Trump presidency on HR practices Trump presidency and the related policies will have an impact on the business, economy and the eventually the HR practices in the United States. For example, the laws and policies enacted will affect both small and large business due to trade liberalization, and protectionism policies which will protect domestic industries and employees against the growing forces of globalization. As such, the changes will be both negative and positive because some companies will experience skills shortages and growth of domestic industries. Some of the proposed changes that might affect the HR practices includes Repeal of the Affordable Care Act, implementation of six weeks of paid maternity leave, employers are also needed to provide child care in the workplace and others (Noland, Hufbauer, Moran Robinson, 2016). The issues of reshoring likely to be implemented during Trump presidency is likely to impact on talent availability. Depending on trade policy to be introduced there may be a shortage of white-collar jobs which will force employees to look for talent in many locations due to economic policy changes. On the other hand, the issues of skill shortages will face the HR department arise due to reshoring. This is because it will raise the demand for skills and thus shortages of employees especially in the manufacturing, call centre jobs. These sectors are likely to be disproportionately affected by the economic policies, and thus the HR departments will require increasing the budget meant for training. Policies and other initiatives that will help the companies rebuild the competencies in the organizations are necessary (Park, Joaquin, Min Ugaddan, 2017). Further, changes in the immigration reform in the United States will significantly affect global talent movement. Variations in these policies under Trump presidency means there will be less H1-B visas that helps sourcing of skilled workers and some nationalities especially in Muslim nations are likely to lose access to visa programs. Therefore hr. Policies and practices will have to be adopted in sectors such as automobile manufacturing which means they need to look for an alternative to satisfy their skilled employees demands. Besides, companies that have different skills needs to implement necessary policies to monitor the issues such as disengagement and quitting (Park, Joaquin, Min Ugaddan, 2017). There is expected changes such as enhanced employees remuneration for under maternal leaves. Such policies outlining the benefits could lead impact on the talent retention and increase competition between companies. For instance, firms will focus on enhancing the parental leave policies with an objective of attracting top talent (Park, Joaquin, Min Ugaddan, 2017). Human Relation Issue Affecting Workplace in America This section discusses the recent development of human relation in the U.S. workplaces such as Union decline, collective bargaining and others. Union and management relations does not constitute a major in the US workplace because the number of unions has declined significantly. Over time, some of these organizations have come up with innovative organizing strategies and tactics in sectors characterized by low wages. These industries are mostly infested by immigrants like hotels service (Kaufman Taras, 2016). However, there has been a counterbalance contributed by other industries such as steel, airlines, and autos. Therefore, in the United States, HR managers must contend with the issues in the labour relations. For instance, few already unionized organizations have seen the number of unionized workers reduce. Therefore, it is essential to understand that in the non-union sector, the amount of compensation received by the workers and other workplace conditions are decided unilatera lly by the management (Marks, 2014). Besides, in the structure of the union sector embraces collective bargaining but there is a high level of fragmentation. This kind of fragmentation continues to increase due to how employee bargain for their salaries with employees. For example, most of the workers tend to negotiate themselves without the intervention of the union and representation. Despite this, there are some common features identified in most of the collective bargaining such as being detailed, the cover wide range of issues such as pay, working hours, pensions, holidays, health and life cover, union recognition, their rights and that of the employer. Other included in the mix includes how the manager determines the issue of workplace promotions, layoffs and the payments time. The duration time involved in collective bargaining is between one and three years depending on the organization (Kaufman Taras, 2016). National unions wield a lot of power due to their direct control of funds, use of effective strategies and have the powers to form and demolish local unions at their will. Thus the managers working in the automobile industry needs to understand the effects of such national union and how they can destabilize the companies. Local unions are tasked with engaging in daily activities of the movement such as bargaining and ensuring the employee rights are followed under the agreement reached between management and workers. On the other hand, they are often involved in bargaining on issues raised in the new agreements and any actions deliberated by the union such as strikes. This means they can formulate standard rules applied to these actions (Kaufman Taras, 2016). Employees are seen as Costs and Not an Asset From the 1990s the employee got privileges that are not there today. For instance, Hewlett-Packard, IBM among other groups provided lifetime employment, but this has changed in the modern organization. Types of worker participation such as job enrichment, work teams, quality circles and other similar became standard. Jobs were defined to provide for greater autonomy among employees, training and indoctrination were the most important points of emphasis. These types of practices were more Japanese because it was believed to encourage increased productivity (Marks, 2014). However, the managers of today are starting at different organization practices which mean the changes has taken place in rhetoric and practice. US HR managers have to pay fewer concerns to general policies in the organization, and this means the focus is not on the human resource development as a way of making a profit or an obligation. Compared to previous decades HR was hesitant to cut wages and fire people, but this has since changes such as laying workers (Bennett Kaufman, 2016). The management stick to core competencies and other functions are acquired from vendors who are not affiliated with any union. For example, employee counselling services are not provided by the organization directly but are outsourced from other business. Besides, employment relations in the United States has been characterized by less job security. This issues is not in the junior employees only but affects even those in the top level such as managers. This is because even top managers in the organizations are closely monitored by the board of directors and held responsible for their actions (Park, Joaquin, Min Ugaddan, 2017). HRM practices in the United States Human resource management department is vital in the organization, and when setting an organization, it is essential to get it right from the beginning. In the US the HR practices and policies consider employment At Will.' In such a case the manager or the employer have the power to terminate the relationship with the worker at any given time without explaining the reasons (Nkomo, Hoobler, 2014). Besides, for senior employees, it includes a contract which means it is rare for an agreement to be referred to the process of the hiring process. Therefore, this reveals a lack of security and stability which is also supported by policies and practices by HR department. For instance, employees do not have a preference for working with the same company for long and therefore job Switching is quite common. Employees work for like three years and leave for another organization because they are guided by their goals than those of the organization (Hattam, 2014). Just like the UK which provides free health cover for their workers, in the US this type of benefit is not there, and the HRM practices use other advantages and offer to attract workers to take jobs. In addition, the HRM policies and practices have other values and practices such as recruitment system which is mostly career based and the mode of selecting the qualified workers is guided by extensive interviews, a reference to experience, focus on training and development. Further, it is governed by the needs of employees and the specific requirement for the post. The practices and policies call for training expenditure to be allocated on the basis on employee and workers are required to undertake between 1-3days of development and training annually (Haddock-Millar, Sanyal Mller-Camen, 2016). On matters of compensation and promotion, the employees are rewarded based on their overall performance, and the status of the person is by how the individuals perform their duties. However, for one to be promoted to a higher position, the level of qualifications are evaluated to come up with a major decision. There are also no formal restrictions on how the managers can promote employee biased on qualification and performance criterias. Other HR practices and policies include participative leadership style; there is high concentration on innovation and the aspect of entrepreneurship. As such many of the employees in the organization are well-trained professionals, have the attitude that makes them pursue things, tend to dislike trade unions, result oriented and persistence in the workplace Employment Relation and HRM Practices in Australia There are a significant difference and similarities between Australias and the United States workplace regarding labour relations laws and human resource management practices and policies. The employment relationship in the country is set guided by Fair Work Act 2009 and other legislation as enacted by the parliament. The laws and policies call for minimum conditions and terms of employment; there is collective bargaining that is supported by rules and bargaining obligations which govern the industrial action. Besides, employees are allowed to make the flexibility arrangements to reflect their needs that fit in their situation (Bartram, Boyle, Stanton, Burgess McDonnell, 2015). Further, the laws and policies provide protections for employees against unlawful and unfair termination of the contract and any other agreements during employment. On the other hand, there is protection against the violation of workers freedom. For example, the employers and their employees are obliged to choose third party representation by a third party. This is provided for by provision and policies governing the responsibilities and rights of the workplace representation (Bartram, Boyle, Stanton, Burgess McDonnell, 2015). According to Plimmer (2015), there are differences and similarities between Australia and the United States. The distinction between interests and rights. Interests include the content contained in the union contract while rights are how the same contract is applied and interpreted in the workplace. As such, an agreement leads to rights. In cases of disputes regarding interests they are settled through collective bargaining and workers goes on strikes in cases where these negotiation fails to materialize. There is a set procedure which followed when the process is being carried. In the U.S. the contracts take a long time as compared to that of Australian awards and the rights and interests are made available to employees (Sablok, Stanton, Bartram, Burgess Boyle, 2017). Conclusion In conclusion, in the U.S, there is high diversity regarding employment relations. This has been increasing due to the decline of unions and growth in non-union in the workplace. Under the Trump presidency there is likely development of protectionism policies which will affect greatly the HR practices such as paid maternity, retention and hiring of skills and skill shortages due to immigration laws. Therefore, there is a wide variety of non-union and union employment relation and practices as evidence in collective bargaining outcomes and policies. Further, the issues of union revitalization are seen as tactics and strategies employed by unions to further their membership due to increasing inequality of income and other international pressures. Although there may be differences, there are some striking similarities with Australia such as the existence of collective bargaining, a decline of unions and the policies guiding the practices. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bartram, T., Boyle, B., Stanton, P., Burgess, J., McDonnell, A. (2015). Multinational enterprises and industrial relations: A research agenda for the 21st century.Journal of Industrial Relations,57(2), 127-145. Bennett, J. T., Kaufman, B. E. (2016).The future of private sector unionism in the United States. Routledge. Bidwell, M., Briscoe, F., Fernandez-Mateo, I., Sterling, A. (2013). The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations.The Academy of Management Annals,7(1), 61-121. Dix, G., Oxenbridge, S. (2013).Inside the workplace: findings from the 2004 Workplace Employment Relations Survey. Routledge. Haddock-Millar, J., Sanyal, C., Mller-Camen, M. (2016). Green human resource management: a comparative qualitative case study of a United States multinational corporation.The International Journal of Human Resource Management,27(2), 192-211. Hattam, V. C. (2014).Labor visions and state power: The origins of business unionism in the United States. Princeton University Press. Kaufman, B. E., Taras, D. G. (2016).Nonunion employee representation: history, contemporary practice and policy. Routledge. Marks, G. W. (2014).Unions in politics: Britain, Germany, and the United States in the nineteenth and early twentieth centuries. Princeton University Press. Nkomo, S., Hoobler, J. M. (2014). A historical perspective on diversity ideologies in the United States: Reflections on human resource management research and practice.Human Resource Management Review,24(3), 245-257. Noland, M., Hufbauer, G. C., Moran, T., Robinson, S. (2016).Assessing trade agendas in the US presidential campaign. Peterson Institute for International Economics. Park, S. M., Joaquin, M. E., Min, K. R., Ugaddan, R. G. (2017). Do Reform Values Matter? Federal Worker Satisfaction and Turnover Intention at the Dawn of the Trump Presidency.The American Review of Public Administration, 0275074017706674. Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Rothweiler, H. (2016). Linking HRM Practices and Institutional Setting to Collective Turnover: An Empirical Exploration.Administrative Sciences,6(4), 18. Sablok, G., Stanton, P., Bartram, T., Burgess, J., Boyle, B. (2017). Human Resource Development practices, Managers and Multinational Enterprises in Australia: thinking globally, acting locally.Education+ Training,59(5). Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Van Dierendonck, D., Lankester, A., Zmyslona, M., Rothweiler, H. (2016). Linking HRM Practices and Institutional Setting to Collective Turnover: An Empirical Exploration.Administrative Sciences,6(4), 18.

Snowboarding vs Skateboarding Essay Example

Snowboarding vs Skateboarding Essay Skateboarding vs. Snowboarding By Santiago Durr ENG 1111 Brenda Phegley 9/20/2012 Durr ii Outline Thesis: Skateboarding and snowboarding, they are two sports that could look similar, but they differ in several ways which are: terrain, tricks, cost and pain. I. Introduction II. Background A. Skateboarding B. Snowboarding III. Terrain and season A. Skateboarding B. Snowboarding IV. Tricks A. Skateboarding B. Snowboarding V. Cost A. Skateboarding B. Snowboarding VI. Pain A. Skateboarding B. Snowboarding VII. Conclusion Durr 1 Skateboarding vs. Snowboarding One of the things that has had the greatest impact on my life has been skateboarding, and now there is a new similar passion coming into my life which is snowboarding. I used to think that the two sports would be similar; but as the time went on, I found out that this was not the case at all. The two sports differ in several ways: terrain, tricks, pain, and cost. Skateboarding was the first board sport to come into my life and I must give it the most credit for molding me into the boy I am today. We will write a custom essay sample on Snowboarding vs Skateboarding specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Snowboarding vs Skateboarding specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Snowboarding vs Skateboarding specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is not the board or the tricks, but the whole attitude that comes with it: The adrenaline pumping through your body as you outrun some overweight police officers and the excitement of learning something new every day. The best thing, I think skateboarding gave me was friendships; and although I am not good friends with some of the people I used to skate with, I have been able to build some wonderful friendships that I love and consider my family. Snowboarding has done good things for me as well, even though I have only been practicing it a year. I got into snowboarding when I came to the US. I was not able to practice it in my country because we do not have a winter season. Even though I hate to say this, I think snowboarding is more fun than skateboarding. The terrain for skateboarding is pretty much wherever there is concrete. However, skateboarding is illegal in most spots which make it difficult to stay in one place for a prolonged period of time. Snowboarding takes a mountain and lots of snow, and it is not illegal, so the last thing that crosses your mind is picking up your board and running from the police. The biggest and most frustrating difference is that skateboarding can be done during the whole year, while snowboarding is a seasonal sport. Durr 2 The tricks involved in the two sports are the second biggest difference. On a skateboard your feet are free to move around and off the board. Being detached from the board enables you to do such tricks as the â€Å"kickflip† or the â€Å"shuvit†. The â€Å"kickflip† requires the individual to jump above the board as the board spins underneath them. The â€Å"shuvit† is done by jumping above the board, while it turns 180 degrees and then landing on the board as if nothing happened. Snowboarding has an entirely different tactic for tricks. An individual is attached to the board, so jumping above the board is completely out of the question. Most of the tricks involve spins in which one turns 180, 360, or 540 degrees with the board. The tricks done in snowboarding also require a lot more height and speed than those in skateboarding which is why is have taken such affection for the sport in this short time. The cost for practicing skateboarding is not as high as the cost for practicing snowboarding. One just needs a board that costs around sixty dollars and it can be done just about anywhere with pavement and is usually for free. In snowboarding not only the gear necessary is way more expensive than needed in skateboarding, but there is also added cost of getting somewhere to do it. The pain that comes with the two sports is somewhat similar. After all, a bruise is a bruise and a cut is a cut. Skateboarding is the sport in which one would suffer from gashes and bloody wounds. Snowboarding is mostly sprained wrists and really bad bruises. Take it from me, falling on a solid sheet of ice hurts a lot more than any pavement. In the end, I have chosen to stick with snowboarding because of its faster pace and the height one can get off a well-made jump, but I will always have a special place in my heart for skateboarding.

Sinbad The Sailor Essays - Sinbad The Sailor, Sinbad, Free Essays

Sinbad The Sailor Essays - Sinbad The Sailor, Sinbad, Free Essays Sinbad The Sailor Sinbad, the Non-Classical Hero The stories on Sinbad the Voyager from the Arabian nights, are fantastic tales of voyages of a merchant named Sinbad. The stories are told as Sinbad tells them to a humble porter named Hindbad, who after complaining about his lack of financial fortune outside of Sindbads luxurious home is invited into Sindbad's home. Sinbad offers Hindbad dinner and a hundred sequins, a substantial amount, to listen to his stories. Throughout the stories of Sinbad the Voyager in the Arabian Nights the main character Sinbad lacks the classic properties of a hero and is only respected because of his exotic stories and his wealth. Sinbad throughout his stories fails to prove himself worthy and respected for any virtues that make up a hero. He lacks such fundamental virtues like courage strength and mental superiority. His only distinguishing traits are that of luck and perseverance and his love of travel. However although Sinbad may be an appealing and charismatic character its the stories that are appealing and not his behavior. The fantastic creatures and lands that Sinbad speaks of are the main attraction of the stories and Sinbad is merely a merchant traveler who lives to tell their tale. Although he is the one who manages to escape with his life when confronted with the perils however its luck that liberates him from the hazardous situations. Sinbad fails to show any courage in any of his seven voyages. His apparent acts of bravery are brought forth by his will to live, and are not influenced by any noble cause. He musters up enough courage to burn out the single eye of the giant on an island, but only in the desperation of having watched his companions eaten by the giant. Even in that situation they poke out the eye of the monster without any courageous encounter, in fact they poke out the eye of the monster when he is asleep and then they run for their lives. In Sindbads encounter with the roc, or the gigantic two-headed bird, he ties himself to the birds giant leg in order to escape from his giant nest. This act is also an act of desperation, once not other alternatives are available Sinbad turns to his only available option leaving his life in the hands of fait. Even such more modern characters who bear great resemblance to Sinbad such as Robinson Crusoe, shows more courage than Sinbad. Robinson Crusoe is also a sailo r and a voyager who becomes stranded on a remote island after his shipwrecks. Robinson Crusoe faces cannibals that frequent his island in order to save other savages from being eaten. Sinbad never attempts to save anyone but himself. Sinbad shows neither leadership skills nor traits of an individual, he is no different then the men traveling with him. He refers to his fellow travelers as comrades and does not see himself as being more important in any way. His crucial role, and his most prominent trait is that of his story telling skills. Most classical heroes posses a skill that is more refined than the average man, whether it is skill to battle or a superior intellect, often they are aware of this skill and are able to distinguish themselves. For example Ulysses, was also a sailor and a voyager, however his heroism came from his ability to lead men, and to use his intellect to escape seemingly unforgiving situations. His voyages were also as exotic as Sinbads, however even his people regarded him as the hero. Sinbad, believes that he deserves the luxurious life he leads because he endured so many hardships, however the hardships were brought upon him by his own will. He was never placed in a situation where he was forced to endure such hardships, but put himself in these high risk situations through his own love for traveling and sailing. His riches were not earned through hard work, but luck of escaping situations, which he placed himself in. Most classical heroes are rewarded, or offered a reward for their actions or commit their acts of bravery because of a noble cause. Mullan, fought to protect her sickly father from being drafted into the army, which was a

How to Write a Perfect Teaching Resume (Examples Included)

How to Write a Perfect Teaching Resume (Examples Included) if you’re a teacher (or looking to become one), it can be a daunting path: years of education, internships, certification hoops and tests. and once you get through all of those, you still have another stretch to look forward to: the job hunt. whether you’re just starting out or looking for your next opportunity as an educator, we’ve got some sample resumes that you can use as a guide. 1.Teaching paraprofessional / classroom aide resume2.Experienced science teacher resume3.School principal resumefirst up, let’s look at Greta’s resume. Greta is just out of school, and wants a job as a teaching paraprofessional (classroom aide) as a starting point for her career in education.download this resume in ms wordgreta berman 75 mockingjay lane farmingdale, nj 12345 (444) 666-7777 gretab@emaildomain.comexperienced, caring education professional with special needs student experience seeking a position as a classroom paraprofessional.core competencies  indi vidualized tutoring and lesson plansworking with students with diverse learning styles and educational needsgreat with kidsutilizing and modeling organizational skillsworking as part of a student-oriented teamknowledgeable about learning methods for elementary and middle school studentseducationplymouth rock university a.s., educationfrank sinatra high school high school diplomawork experiencespecial education classroom assistantfriendship school (magnet elementary school), springfield, nj august 2013 – june 2016planned lessons and curriculum in conjunction with the teacherassisted students with classwork and during recreational timesprovided 1-on-1 support for students with a variety of learning styles and needsmonitored classroom activitiesprovided afterschool care for special needs studentsplanned and executed group art projects for the classroomtutorbridges learning center, farmingdale, nj march 2011 – presenttutor students in reading and math at the elementary and middle school levelskeep students on track with curriculum and lesson plansassign homeworkconduct group tutoring sessions in addition to 1-on-1 lessonsplan and run parent tutoring training seminars to facilitate at-home tutoringaverage student grade improvements: 15 pointsgreta is very upfront about her goal, via her objective statement: she cares about students and wants to leverage her experience with special needs students into a next-level education role as a classroom paraprofessional. she doesn’t have tons of professional classroom experience yet, so she starts by emphasizing her core competencies (skills).next comes her education, to show that she’s on the education degree track, and has already gotten an associate’s degree in the field. her experience is broken into two parts: her professional experience, and her volunteer experience. volunteer experience isn’t necessary to list on your resume, but in a case like this, where it directly relates t o your work experience and your career path, it’s a good idea to include it. here, it shows that greta has a lengthy history of working with students outside the classroom.want to find the perfect paraprofessional job for you? thejobnetwork has you covered: search here for open positions nationwide.next, let’s look at Herman’s resume. Herman is a former teacher who’s trying to get back into the classroom after a break.download this resume in ms wordherman carson 1276 first st santa fe, nm 99999 (999) 777-8888 herman@emaildomain.comaward-winning high school science teachercommitted educator eager to resume teaching full-time currently substitute teaching district teacher of the year committed to positive student growth and learning outcomes strong classroom managementawards and certificationsdistrict teacher of the year, 2006 santa fe school districtnew mexico teacher certification renewed 2015experiencesanta fe hills high school (santa fe, nm) substit ute teacher (grades 9-12) august 2008 – presentsubstitute teacher rated highly for dependability, flexibility, and commitment to keeping students on curriculum.implement curriculum and study plans for long- and short-term assignments in earth science, biology, chemistry, and physics classestake attendance and manage classroom orderschedule and host student and parent conferences during longer-term assignmentsplan lessons for studentsst. albert high school (santa fe, nm)earth sciences/biology teacher (grades 10-12), 1998 – 2008girls’ soccer coach, 1999 – 2003created engaging lesson plans in line with state curriculum standards across several science disciplineschaired the annual st. albert science fairheld conferences with students and parents to update them on student progress and improve student outcomes as necessarycoordinated and coached the after school girls’ intramural soccer programherman has a bit of a challenge: he used to be a full-time t eacher (and apparently a popular one), but has been substitute teaching for a few years in the meantime. he wants to get back in his own classroom full-time, but how can he move closer to that goal with his resume?basically, he does it here by creating a banner/theme (that he’s a qualified, award-winning educator), then focusing on his long years of experience. notice he doesn’t go into specifics about why he was substituting for the past several years- he can use his cover letter or interview to offer more context about the whys. otherwise, he sticks with the standard reverse-chronological format, listing his experience and then wrapping up with his skills.looking for a job as a full-time classroom teacher? thejobnetwork has options all over the country: search here for open positions nationwide.last but not least, we have Derek, who is trying to move up a level to become a principal.download this resume in ms wordDerek Gabarelli 54 dog lane framingham, ma 33333 (333) 222-1111 dpgabarelli@emaildomain.comresults-oriented leader, administrator, and educator with more than 20 years of experience implementing curriculum, developing sustainable initiatives, and exceeding benchmarks.experienceassistant principalsamuel adams middle schoolnorth framingham, ma 2005 – presentimplemented the samuel adams success (sas) plan that increased student achievement and attendance rates over a two-year period, and successfully implemented common core curriculum and benchmarks.spearheaded the school improvement initiative in conjunction with six other district schools.applied for and received the massachusetts school improvement grant in 2014, with a focus on sustainable student initiatives.onboarded common core curriculum across all departments. identified testing goals, monitored progress, and course corrected to meet established benchmarks.manage $1.5 million dollar annual budget, with an emphasis on developing sustainability initiatives, minimizing studen t suspensions and maximizing professional development opportunities for faculty and staff.oversaw implementation of school breakfast program.identified and organized professional development opportunities to address gaps in staff teaching and student learning.manage a faculty and staff of 85.social studies teacherbranford middle school leominster, ma1990 – 2005  Derek wants the reader to know that he’s built the leadership skills necessary to take over as principal for a school. as such, he goes with a strong summary statement that emphasizes his high-level accomplishments, then goes right into his specific work experience. the reverse-chronological format works well here, as the reader can see that Derek has a strong background. Also, note that Derek doesn’t necessarily include every job he’s ever had- he focuses on the ones that support his goal of becoming a principal. sure, his college job waiting tables may have helped him develop resilience or peo ple skills, but those aren’t necessarily the skills he wants to emphasize to get to the next level of his career. it’s important to keep your resume energies focused on the skills and experience that matter most to the job for which you’re applying.on the hunt for a school administration job?  check out the following listings on thejobnetwork:school principalschool assistant principalschool guidance counselorWant more resume samples?How to Write a Perfect Administrative Assistant Resume (Examples Included)How to Write a Perfect Barista Resume (Examples Included)How to Write a Perfect Caregiver Resume (Examples Included)How to Write a Perfect Cashier Resume (Examples Included)How to Write a Perfect Certified Nursing Assistant Resume (Examples Included)How to Write a Perfect Cosmetology Resume (Examples Included)How to Write a Perfect Construction Resume (Examples Included)How to Write a Perfect Customer Service Representative Resume (Examples Included)How to Wr ite a Perfect Customer Service Resume (Examples Included)How to Build a Great Dental Assistant Resume (Examples Included)

Ideal Society in the Eyes of Locke and Swift Essay

Ideal Society in the Eyes of Locke and Swift - Essay Example It also states that, essentially, the natural state of mankind is anarchic. Anarchy exists anywhere and everywhere, whereever no legitimate government is found. In Chapter 4 ("Of Slavery") Locke justifies slavery, very much like More's Utopia, where slaves are allowed upto a maximum of two per household and they are allowed freedom based on their good behaviour. Thus the concept of an ideal society is comparatively varied in all the works analysed and ironically contain shortcomings that challenge the inherent ideological bias of their authors and the ages to which they belong. Locke's Second Treatise gives the vision of a free community, where all individuals are equal, and most importantly, possessed of natural rights. The notion of property is linked to this concept too. He maintains that men will inevitably want to acquire goods and will come into inevitable conflict. Locke's etymological explanation of "property," lies in his dervation of its meaning that is life, liberty and estate, including one's self. Thus he proposes that a natural law of morality should come to govern them before they enter into a social arena. Here the irony is underlined since Locke realizes that the natural rights must be compromised so as to enter into a social structure. ... But the tricky business is with abiding by these very standards of behavior. The civil society is formed for the rights of the property, and Locke asserts that there is a non-political interest within its members for the state's function is protection and keeping intact the property that belongs to one. If the purpose of government is the protection of property, the latter must exist independently of the former. Thus society must allow this property to become a private property. The people entrust this body of standards or laws with the members of the protectors or the State. But if there is an abuse of power and this body of government ceases to act in the way the people expect, or do not represent the people's ideals, and instead just represent either their selfish needs or some other ideal, there is the possibility of a revolt or rebel. Locke suggests that not only should they rebel but overthrow that government and thereby replace it with people who will represent them better. Taken into fact that Locke was justifying his opposition to Charles II, all these concern seem fitting to his cause of an iconoclasm that he expected out of the people when the government ceases to be the mouthpiece of the people it seeks to protect. Locke's Second Treatise justifies the revolution of King William so as to explain the circumstances, under which the people of the state have ultimate right to raise concern and seek rebellion and replace one government with a better o ne. The idea of an unlimited property and that of a corrupt government are addressed in terms of Governmental intervention; since if the government comes to possess people's property then it