Pollution and Environment Essay - We Must Act Now to Solve the Problem

We Must Act Now to Solve the Problem of Overpopulation      Ã‚  Ã‚  Ã‚   In 1804 for the first time in the history of humanity more than one billion people were living on Earth. Then in 1927, 123 years later, the Earth's population surpassed two billion. Another billion was added by 1960, another in 1974, and another-bringing the total to over five billion-in 1987. Estimates are that the Earth's population will surpass six billion in 1999 and reach nine billion people in the year 2054-250 years after first reaching one billion.[1] Traditionally the historically slow increase in population has been attributed to limits on agriculture. Modern analysis of population growth, however, indicates that the primary restriction has been disease. The control of disease and the resulting decline mortality has not always been accompanied by a declining rate of fertility. This has resulted in the huge increase in human population. The rapid increase in the number of humans living on Earth will undoubtedly cause changes in the individual lives of men. T hough the changes will not be as drastic as some authors predict, the changes humans introduce to the Earth's environment must be addressed and fully understood.    Those who believe that man is reproducing himself into destruction are quick to point out that greater numbers of men result in a greater strain on the Earth's resources. In the book A Green History of the World: The Environment and the Collapse of Great Civilizations Clive Ponting claims that humans are doing irreparable damage to the Earth and as population continues to increase this damage will continue. Ponting claims that this increase of population, what he terms the weight of numbers, will lead to the eventual destruction of ... ...and Birth Control, Ed. Garret Hardin. San Francisco: W.H. Freeman and Company, 1969, 107-9. [6] J.H. Fremlin, "How Many People Can the World Support?," New Scientist 415 (1964): 285-7, Rpt. in Population, Evolution, and Birth Control, Ed. Garret Hardin, San Francisco: W.H. Freeman and Company, 1969, 59-66. [7] Robert Thomas Malthus, "An Essay on the Principle of Population," 1798, Population, Evolution, and Birth Control, Ed. Garret Hardin, San Francisco: W.H. Freeman and Company, 1969, 4-16. [8] Ian Thomas, Population Growth, London: MacMillan Education, Ltd., 1980, 11. [9] United Nations Population Division [10] Robert Livernash, "The Future of Populous Economies China and India Shape Their Destinies," Environment 37.6 (1995): 6-32. [11] A.J. McMichael,   "Contemplating a One Child World," British Medical Journal 311.7021 (1995): 1651-3.   

Information System in Recruitment

Information Systems in Recruitment Summary: Several researches and studies have been conducted to demonstrate the effectiveness of technology in the recruitment process. This project explains what recruitment is, the growth of recruitment from how it was two decades ago to using technology today. The work done in this paper identifies the advantages and disadvantages of e-recruitment and discusses e-strategies to overcome the disadvantages. The adoption of these e-strategies helps advantages of internet recruitment outweigh the disadvantages.The conclusion reached in this work is based on several assumptions which might have caused the results to vary from the actual results of detailed works done in this field before. Index Terms: Technology in recruitment, e-recruitment, advantages of e-recruitment, disadvantages of e-recruitment, Internet recruitment. Introduction Information System can be defined technically as a set of interrelated components that collect, process, store and dis tribute information to support decision making and control in the organization (Laudon & Laudon, 2000,Pg 7).The transformation of our society from preindustrial to Industrial and from Industrial to a post industrial society (Fitzsimmons & Fitzsimmons, 2008, Pg 7) has given way to globalization, where information is the key resource. The growth of internet and the globalization of industries have changed the traditional operation methods in all areas of business and management including Strategic planning. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, 2 E-Recruitment anagement, and accounting functions within a business (Heathfield, 2010). Konrad & Deckop (2001) explain that â€Å"instead of shuffling paper work and fielding phone calls, HR managers use the Internet to obtain information and communicate with others, affecting virtually every HR function. HR database management systems maintain organizationally relevant information about employees. Developments in computer hardware and software have not only made possible user-friendly access to employee information, but also the ability to analyze this information for purposes of organizational planning. Information systems is applied by major companies for notable components of Human Resource Management (HRM) that include HR Planning, Recruitment, Selection, Training, career development, employment relationship management and compensation and benefits management. DeSanctis (1986) explains that information systems in personnel have evolved from the automated employee recordkeeping of the 1960s into complex reporting and decision systems to- day. The Human Resource Information Systems (HRIS) is designed to support the planning, administration, decision making and control activities of the human resource management (DeSanctis, 1986).The purpose of this article is to focus on the advantag es and disadvantages of technology in recruitment process and determine if advantages outweigh disadvantages or viceversa. Evolution of Recruitment Recruitment is the process of identifying potential candidates so that employers can choose the right person for the right job. Dale S Beach observed â€Å"Recruitment as the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees† (Seetharaman 3 E-Recruitment Prasad, 2009). Recruitment also goes hand in hand with the selection process whereby organizations evaluate the suitability of candidates for various jobs (Singh & Finn, 2003). Hence recruitment is said to be a positive process as it involves attracting suitable candidates for available jobs. Selection is said to be a negative process as it involves rejecting a large number of applicants to identify a few that are suitable for the job. As a filteri ng mechanism in the selection process, the recruitment function is one of the most important areas of human resource management (Singh & Finn, 2003).The recruitment process begins with human resource planning where a company identifies the right number of people needed to perform the job. Khanna & New (2005) explain that† HR planners can influence the HR planning process so that resource decisions are made with due thought and the organization does not hurt itself by either undercutting its talent pool or retaining excess flab. HR planners should take this mission seriously if they want to have any control over the changing face of the organization of the future†.Hence HR planning is an important activity as it involves forecasts of the manpower needs in a future time period so that adequate and timely provisions may be made to meet the needs (Seetharaman & Prasad, 2009). The process of human resource planning usually involves forecasting labor demand and labor supply an d performing a gap analysis. Once when a vacancy is identified, the recruiter receives an authorization to fill it. A job analysis is done to identify the critical knowledge, ability, skills, and other competencies (KASOC) required for performing the job.There are two sources of recruitment – Internal and External. â€Å"In earlier days, for external recruitment, recruiters used low tech methods like advertisements in newspapers, magazines and journals, radio, Employment agencies, campus visits, etc in search of potential candidates. Internally, one of the most common methods, 4 E-Recruitment especially in unionized organizations, involved posting vacancies within the organization and encouraging bids from current employees† (Singh & Finn, 2003).Singh & Finn (2003) explain that many organizations began to use innovative information technology methods to complement traditional sources. Companies use internet medium to attract potential pool of applicants as it has a glo bal reach and relatively inexpensive to the low tech sources available. In a survey by SHRM and AON Consulting, human resource professionals considered employee referrals as a good source of job applicants and it was their top choice (Click, 1997).Another recent survey suggested that over 80 percent of organizations use the web to recruit (Bernardin, 2009). Employee referrals Newspaper ads Recruiting firms College recruitment Temporary help firms Job fairs Internet Targeted minority recruiting Walk-ins Government employment services. 61% 60% 58% 52% 46% 32% 20% 18% 18% 10% Source: Click, Jennifer. Blend established practices with new technologies. Business Source Premier. HR Magazine; Nov97, Vol. 42 Issue 11, p59. 5 E-RecruitmentComponents of E-Recruitment Thomas & Ray (2000) identify general job sites, specialized job sites, company website chat rooms and news group as the four major components of web recruitment. Though each of these components have their own advantages and disadv antages, Thomas & Ray (2000) explain that company website is the best e recruiting tool as it has a low marginal cost, the company has e-recruiting control over its content, and it is the only e recruiting tool with the potential to provide a e-recruiting prov competitive advantage specific to a particular firm. 6 E-RecruitmentImportance of information in advertisements Several researchers have suggested that the advertisements viewed by job seekers as they gather organizational information play an important role in initial organizational perceptions (Walker, Field, Giles & Bernerth, 2008). Hence, to attract talented people, advertisements placed by companies must be attractive. Potential applicants look out for advertisements to gather important information about the recruiting company. The specificity of communicated information provided in job advertisements has found to influence application decisions (Walker, Field, Giles & Bernerth, 2008).Researches focused on the aesthetic pr operties associated with recruitment messages that concentrated on web based recruitment. The results of these surveys concluded that job advertisement characteristics such as font, pictures, color, content and design influence job seeker attitudes and the cognitive processing of recruitment information (Walker, Field, Giles & Bernerth, 2008). Advantages / Disadvantages of Information Systems in Recruitment The following are the advantages and disadvantages of recruitment using Information systems. (whatjobsite. com, 2009 & ezinearticles. com, 2010). 7 E-Recruitment AdvantagesSource: Kay, Alan S. , (2000, March). Recruiters embrace the Internet. InformationWeek,(778), 72-80. †¢ Inexpensive Employers are finding ways to reduce their recruitment costs in the wake of economic downturn, according to a survey by Personnel Today’s sister organization, Pay Specialist IRS (Williams, 2009). More specifically, the results of the survey of 143 employers found that employers were ty pically reviewing four main areas of recruitment procedures in an attempt to reduce recruitment costs. They are use of advertising, deciding whether or not to fill certain vacancies, the cost of agency fees and candidate E-Recruitment selection procedures. It was identified that finding alternatives to recruitment advertising received the most attention. The survey also identified that shifting recruitment away from employment agencies towards online recruitment ranked third in the most effective ways of reducing recruitment costs. Many researches show that advertising costs are lower than traditional recruitment methods. The results of these surveys are discussed below: †¢ Kuhn (2003) explains that â€Å"for posting a typical career ad on an internet job board for several weeks cost firms a few hundred dollars.Some sites offer unlimited posting to client firms for about $15,000 a year which is contrast to news paper advertisements that costs to $2000 per day. A quarter page a dvertisements can cost $15000 in many markets†. †¢ Superdrug, a UK based health and beauty retailer, employed e-mail based recruitment system and explains that the recruitment process has become quicker, more efficient, and 87% cheaper (Pollitt, 2007). †¢ In one study, the average cost per hire via Web ads was reported to be about $152, compared with $1,383 using traditional methods.Another survey identified that in traditional advertising cost-per-hire was $3,295 compared to the Internet cost per hire of about $377. In other instances, many job-posting sites charge $100 or less for a single job posting, thus saving a recruiter as much as $6,000 in recruitment costs for each position filled (Singh & Finn, 2003). †¢ On another study conducted by Verhoeven & Williams (2008) note that the relative costs of Internet recruitment are perceived to be lower in comparison with non-electronic recruitment sources. 9 E-Recruitment †¢No Intermediaries Recruitment interm ediaries are employment organizations that operate as middlemen between organizations and potential employees. According to Wolfe & Hartley (2005) Recruitment intermediaries typically operate in one or more of three ways: 1. Finding specific skills in specific sectors 2. Providing workers of all kinds in a specific locality 3. Specialist ‘headhunting’ or search agencies. â€Å"The development of web-based recruitment led business organizations to use corporate internet which reduced the market for recruitment intermediaries.With the advancement in technology, companies can develop their own websites with a separate section for employment opportunities† (Wolfe & Hartley, 2005). Candidates can go to the company website, create a profile to view the job openings available and apply for specific vacancies. Companies maintain each candidates profile, send e-mail to candidates if their profile matches any vacancy. It is the duty of the candidate to visit the corporate website regularly and update their profile information. This direct contact between the company and the candidate eliminates the need for intermediaries.Thomas & Ray (2000) explain that the need for employment agencies is reduced by establishing a database pool of potential employees, thus saving 20 to 30 percent of the hired employees’ base year salaries. Moreover, potential applicants may feel insecure to send personal information to recruitment agencies. While a few commercial sites protect applicant privacy, company databases make it a point to maintain confidentiality, and company provided privacy statements restrict resume submissions to internal use (Thomas & Ray, 2000). 10 E-RecruitmentWhile using corporate websites for recruitment purposes, companies don’t have the need to approach independent recruitment agencies and thereby reduce the involvement of intermediaries in the recruitment process. By eliminating intermediaries, companies have the advantage of dire ctly contacting potential employees and employees too feel confident about the information they obtain for their employment. This also acts as a cost-saving technique for companies and a security tool for potential employees as company websites are more secure. Reduction of hiring time Once when companies post a vacancy on the internet, either by using intermediaries like recruitment agencies or by using corporate websites, applications will be received as fast as possible which enables employers to process them faster. One website notes that â€Å"a job vacancy can be put on a job site in the morning, the first applications arrive by lunchtime, and a candidate interviewed by the end of the day. Of course, it isn't always like this. It isn't even often like this. But the fact that such things do happen so quickly gives an indication of just how quick recruiting online can be† (whatjobsite. om, 2010). Many researches show that recruiting online is quicker. Verhoeven & Williams (2008) identifies that the Internet has led to a quicker turn-around time of the recruitment process and is one of the most widely perceived advantages. Lorraine Crawford, head of resourcing at Lloyds TSB believes that advertising online results in a higher speed of response (Berry, 2004). Haroon & Zia-ur-Rehman (2010) also note that e-recruitment is going to replace the other traditional sources of recruitment because of low cost, time saving, quick response for both employers and job seekers. 11 E-RecruitmentOne website (ehow. com) mentions easier and quicker recruitment as one of the distinct advantages. Candidates don’t have to resumes in a piece of paper, take a note of the company’s address from newspapers, go to the post office to mail their resume’ and cover letter and wait for a week to hear back from the employer. All this can be done with the click of a button and received by the recruiters instantly. This makes the process simpler and quicker. †¢ Improved efficiency The above mentioned advantages of online recruitment like low cost, eliminating intermediaries and reduction in hiring time roves the efficiency of internet recruitment. For example, as noted in Free Press Release (2009) â€Å"Today’s global economy has demanded for more advanced technology which resulted in recruitment automation software that makes the process of recruitment easy, simple and effective for an organization†. These advancements in technology show the efficiency of internet recruitment which also eliminates the drawbacks of traditional recruiting methods. Beakware, an India based IT Company provides software solutions for clients all over the world, is an expert with HR technology and develops intelligent HR software solutions (beakware. om, 2010). Beakware explains that on the whole e-recruiting is considered to be one of the most efficient tools of human capital acquisition and management (Beakware. com, 2010). The above referenc es mentions efficiency in time and cost. E-recruitment also improves a company’s Return on Investment. â€Å"Organizations’ strong impact on Return on Investment (ROI) and company's success in the marketplace have placed significant emphasis on effective recruitment strategies from individual, organizational and societal 12 E-Recruitment erspectives that lead to increased ROI and economic viability of the organization† (Sangeetha, 2010). The modern recruitment source is widely used since the mid -1980s and got systemized in 1990 and also that it carves a competitive advantage for the company in establishing an 'employer of choice' image, to address a niche employee zone, and passive job searchers† (Sangeetha, 2010). In addition to this, Feldman ; Klass (2002) explain that the expenditures on news paper advertisements and headhunter retainer fees have dropped 20% as internet advertising revenues increased.On these bases it is clearly understood that many co mpanies choose internet recruitment as one of the effective recruitment strategies which will lead to increased ROI. IT also helps companies to retain employees for a longer period of time. Using IT. com's data bank, State Street was able to make a better assessment of desirable employees’ qualities, thus able to retain people longer und saving the company between $2 and $5 million with this service (Singh & Finn, 2003) Another research by Feldman & Klass (2002) argues that as job hunting is significantly related to job issatisfaction, dissatisfied employees might not seek employment elsewhere because they do not have the time or resources to search for another job. Hence Internet allows individuals to gain quick and easy access to information on a wide range of job possibilities twenty four hours a day, seven days a week, thereby resolving potential conflicts between employees’ current job possibilities and the time demands associated with active job hunting (Feldman & Klass, 2002). Darlene Chapin, Recruiting director for Cheetah Technologies in Florida, claims Internet recruiting for programmers has made the process much more efficient (Bernardin, 2009). 3 E-Recruitment All these researches clearly show the improved efficiency in various aspects of recruitment to employers and employees when using online recruitment services compared to traditional methods. †¢ Round the clock access In earlier days potential employees need to wait for mornings to look at the classified section of news paper to get information on job vacancies. Online Recruitment provides round the clock access to employers and employees. Employees can access to wide number of job openings and employers have the advantage of accessing to large number of applicant resumes’ anywhere and anytime.Internet recruiting also proves advantageous to recruitment consultants by giving them access to work from home. â€Å"A web-based recruitment system is making home working a r eality for consultants at specialist recruitment agency. Managing director Craig Burton told Recruiter that â€Å"using eploy's recruitment software they have 24-hour access to the system from any fixed or mobile device and are distributing job alerts and CVs to potential candidates â€Å"at a moment's notice. All information can be traced and tracked, making candidate management straightforward and responsive†Ã¢â‚¬  (Anonymous, 2009).Delaware department of labor explains the advantages of internet recruiting – that internet job description has immediate access, changes can be done immediately and can be accessed 24 hours a day, 365 days per year (Delaware Job Link, 2009). In addition to these researches, some websites also support the view of round the clock access to online resumes. Rao (2009) explains that online recruitment allows applicants the luxury of accessing jobs online at their own convenience 24 hours 7 days a week.It provides the comfort of scrutinizing jobs without physically going through the 14 E-Recruitment stress of an interview (igi-global. com). Another website notes that organizations have the ability to reach a much larger target audience as there will be 24 hour global access to their vacancy information (citehr. com, 2010). Last, but not the least, Agarwal (2004) explains that â€Å"For employers, online recruiting allows far better targeting of candidates than does advertising in general newspapers, resulting in a greater percentage of qualified applicants.In addition, because 24/7 online job hunting is private and convenient, a company's Internet presence is more likely to draw in â€Å"passive job seekers† – high-quality candidates who may be curious to know what's out there but who have not launched allout campaigns† (webpronews. com). †¢ Convenience Internet recruitment offers convenience to both employers and employees. Prospective employees don’t need to search for jobs in classif ieds section of newspapers, post them to prospective employers using snail mail. They have the convenience of sitting at home on a Sunday morning and apply for â€Å"n† number of jobs with just a click.Employers on the other hand, need to post job vacancies either in their company website or line up with online recruitment agencies like monster. com to inform about a vacancy. Internet recruitment offers convenience in the restaurant business as well. Jackson (2010) explains that â€Å"There are many job websites which cater specifically to the restaurant industry. Employees can sign in with these websites for free and expose themselves to thousands of restaurant openings at the same time. Moreover, it saves them valuable time and the headache of applying and filling out forms at various restaurants.Job providers too do not need to advertise and go through a lot of paperwork for hiring a trained staff. They can get associated with these websites and scan through a well struct ured list of 15 E-Recruitment candidates matching the skills and qualifications they are looking for. All this is accomplished in just a click† (articlebase. com). †¢ Global access One of the major disadvantages of traditional sources of recruitment is its limitation to attract applicants from different cities. If potential employees are looking for jobs only in one city, then traditional sources may be very helpful.But with Globalization and with the increase of employers seeking for multicultural talent has forced employers to use internet for recruitment purposes. The internet has been widely accessed by all potential employees universally, giving them access to a broader number of jobs. Employers can view resumes’ of South African applicants in London and hire them for an American company. Technology has become more and more advanced providing such advantages for employers and employees who strive to reach heights. â€Å"Internet searching is much more efficie nt when looking for jobs region-wide, nation-wide or globally.Similarly, when individuals are willing to consider jobs in a number of functional areas and in a wide spectrum of firms differing in industry and size, Internet job hunting is likely to be perceived as a more time-efficient search strategy. Online recruiting can reach a more diverse applicant pool and, at the same time, yield a higher quality set of candidates† (Feldman ; Klass, 2002). Uzelac (2008) supports this view by explaining that â€Å"recruitment agencies are moving towards sourcing candidates through internet job boards enabling recruitment activity to occur in real time.The ability to recruit internationally has been a huge development and boon for organizations using these services (jobseekersadvice. com). 16 E-Recruitment Disadvantages †¢ Screening large number of unqualified applicants is time consuming One of the advantages of online recruitment is receiving large number of applications giving e mployers the opportunity to choose from a wide range of candidates. But recruiters feel that receiving large number of applications has become a disadvantage because screening those applications is time consuming and most applications do not meet the minimum qualifications required for the job.Research carried out by the IRS Employment review found that although the online recruitment market is booming, most employers are unhappy at the amount of unsuitable applications they receive (Savvas, 2004). More than 60% of the 200 organizations told IRS that they received inappropriate responses from the adverts they placed (Savvas, 2004). IRS also found that the ease of applying for jobs online may lead to more unsuitable applications being received, which have to be screened out, cancelling out some of the savings the channel offered (Savvas, 2004).Another conducted by Verhoeven ; Williams (2008) concludes that Internet recruitment has the ability to draw applicants from a greater geograp hic area but that this results in a pool of applicants which has a higher level of unqualified applicants in comparison with non-electronic sources. Thomas ; Ray (2002) also note about the commercial websites generating large volumes of applicants. Some HR professionals claim that blindly searching the internet for resumes is inefficient, and anything other than company based posting is time consuming and expensive (Thomas ; Ray, 2002).Recent research conducted by Europe’s largest HR development professional body – The Chartered Institute of Personnel and Development (CIPD) highlights that e-recruitment 17 E-Recruitment could increase the number of unsuitable applicants and act as a barrier to recruiting older workers (cipd. co. uk, 2009). †¢ Lack of access Although internet recruitment offers greater access to applicants worldwide, it limits only to people who are comfortable using technology and thereby is a hindrance for companies to reach a more diverse set of candidates.Most of the rural areas do not have access to technology limiting access to people living in such remote geographical locations. â€Å"One study citing Census Bureau data indicate that rural black households have the lowest computer ownership of any group (6. 4 percent), followed by Hispanics (12 percent) and Native Americans (15. 3 percent), with rural whites (24. 6 percent) and Asians (33. 7 percent) having the highest ownership rates† (Singh ; Finn, 2003). This data is a proof that minority groups do not have access to internet.According to the Pew Internet ; American Life Project, â€Å"58% of whites have access to the Internet whereas only 43% of African Americans and 50% of Hispanics have Internet access† (Bernardin, 2007). In addition to internet recruitment lacking access to minority groups, internet recruitment also has legal implications. â€Å"In Griggs v. Duke Power Co. , (1971) the plaintiff showed that the educational requirements disqualifie d African-Americans at a significantly higher rate than whites, and in another lawsuit filed by employees against Walt Disney Co. in Los Angeles, it is alleged, â€Å"since the Resumix (Resume Tracking Software) is based on majority white culture, it discriminates against African-Americans seeking employment or promotions† (Singh ; Finn, 2003). However Christopher F. Ball, corporate counsel at Restrac says, â€Å"I don't think discrimination is part and parcel of using technology. I think it's much more related to internal hiring practices. If a company 18 E-Recruitment is going to use discriminatory search methods, they're going to do it whether they're using an automated staffing technology or old paper-and-pencil filing tactics.These new recruiting technologies don't dictate or modify the way employers use criteria to search for candidates† (Click, 1997). Like Ball mentioned, discriminatory practices may be adopted by companies even by using traditional methods if t hey intend to do so. They don’t necessarily have to use recruiting technologies for this purpose. Based on this logic, I think discrimination using technology can be eliminated. Hence, lack of access to technology is the only disadvantage among minority groups.Strategies to overcome disadvantages – Presenting e-strategies Screening applications is time consuming – Presenting Preliminary Competency Screening Many companies claim that screening large volume of applications is time consuming and costly. Progressions in Information and Technology have found new ways to deal with such problems. â€Å"Organizations might request applicants to provide online biographical information often used to predict employee performance, including educational attainment and relevant job experience. This information may be used to assess the likelihood of an applicant performing a job at a satisfactory level.For the recruitment personnel, these new procedures may save time and mon ey† (Singh & Finn, 2003). Bernardin (2007, Pg 152) explains that the above mentioned format allows for an automatic scoring of information, known as â€Å"Artificial Intelligence† approach that allows for greater control over information gathering and storage and has the potential for better decision making. I think, instead of just obtaining biographical information, companies can prepare closed questionnaire and conduct a Preliminary Competency Screening (PCS) that measures the critical skills, abilities, knowledge and other competencies required to 9 E-Recruitment perform the job. The employer must also set a time limit within which the candidate needs to answer those questions to prevent low-skilled candidates from deceiving. When the candidate passes this test, biographical information and resume can be obtained for further processing. The results of this interview can be made available to the candidates as soon as they finish the interview to let them know if they have the expected level of knowledge to perform the job.If they don’t pass the preliminary round, they may be encouraged to create a profile and update their resume to inform about a future vacancy that matches their profile. While this method makes the screening process quicker and eliminates unqualified applicants efficiently, it may also reduce the negative perceptions of some minority groups about employer discrimination as biographical information are obtained only after the candidate is selected. Lack of Access – Advertising in Socializing websites One of the disadvantages of internet recruitment to minority groups is their access to internet.Many reports show an increased use of internet usage among African Americans and Hispanics. In December 1998, 64% of unemployed blacks with home internet access searched for jobs on line, compared to 48% of whites in the same situation (Kuhn, 2003). This reveals the growing trend in minority workers who use the internet as a job search tool. Limited access to some minority groups has been a disadvantage but recent studies also show the yearly internet adoption rate is growing rapidly in African American and Hispanic households (Bernardin, 2007, Pg 148).In 2000, of those seeking work, 40% of Hispanics, 36% of Whites, and 50% of African Americans surveyed said they had used to the Internet to look for information about a job (Bernardin, 2007). 20 E-Recruitment â€Å"According to Horowitz Associates, a consumer and business-to-business market research group, about 70% of Hispanic households have an Internet connection, and the Pew Research Center estimates that 56% of Hispanic households are using high-speed broadband connections. Marketer also finds that Hispanics are using the Internet for interactive purposes, with 46% using instant messages, 32% visiting social networking sites and 22% participating in chat rooms. The percentage of African Americans who use the Internet increased to 64% in December 2008, up from 56% in December 2007. Like Hispanics, African Americans are also using the Internet to connect with others. (NAS, 2009). Source: NAS, 2009. 21 E-Recruitment The growing number of job search websites for minorities is another proof showing their increased internet usage.A recent study by Wernau (2010) show that minority websites like iHispano have job listings from Fortune 500 companies because many companies believe that enhancing diversity promotes employee retention, performance and commitment. Although the success of minority websites shows a growing trend, companies must take advantage of the reason why African Americans and Hispanics use internet. I think, what is lacking here is the low awareness of multi-national company listings in minority websites.Companies must advertise in socializing websites like Facebook and twitter to inform potential recruits about their vacancy listings on minority websites like iHispano. They must encourage minority candidates to use internet to apply for jobs. This enables them to reach a large number of African Americans and Hispanics. Conclusion It is obvious that technology has changed the recruitment process from the way it was two decades ago. Many companies are listing their job openings either on their own corporate websites or in third party website like Monstor. com.Fortune 500 companies are trying to list jobs on minority websites to attract diverse candidates. Those companies that do not employ technology to assist in recruitment are at a competitive disadvantage compared to their peers (Searle, 2006). Raymond Pennie, commercial director at Kamanchi, says he used to believe that recruiters couldn't get a commercial advantage from technology but now firmly believes that you can have a â€Å"positive disadvantage† if you haven't got the right technology (Anonymous, 2010). Based on the several researches presented in this paper, it is clear that there is an increased use of internet for recruitm ent purposes.E recruitment has both advantages and disadvantages. The disadvantages presented in several other discussions and this paper can be overcome by 22 E-Recruitment employing e-strategies like preliminary competency screening and e-marketing strategies discussed in the previous sections. Hence, internet recruitment is an opportunity for employers and potential employees. 23 E-Recruitment

Epicurus His Philosophy of Pleasure

Epicurus His Philosophy of Pleasure Wisdom hasnt come a step further since Epicurus but has often gone many thousands of steps backwards.​Friedrich Nietzsche About Epicurus Epicurus (341-270 B.C.) was born in Samos and died in Athens. He studied at Platos Academy when it was run by Xenocrates. Later, when he joined his family on Colophon, Epicurus studied under Nausiphanes, who introduced him to the philosophy of Democritus. In 306/7 Epicurus bought a house in Athens. It was in its garden that he taught his philosophy. Epicurus and his followers, who included slaves and women, secluded themselves from the life of the city. The Virtue of Pleasure Epicurus and his philosophy of pleasure have been controversial for over 2000 years. One reason is our tendency to reject pleasure as a moral good. We usually think of charity, compassion, humility, wisdom, honor, justice, and other virtues as morally good, while pleasure is, at best, morally neutral, but for Epicurus, behavior in pursuit of pleasure assured an upright life. It is impossible to live a pleasant life without living wisely and honorably and justly, and it is impossible to live wisely and honorably and justly without living pleasantly. Whenever any one of these is lacking, when, for instance, the man is not able to live wisely, though he lives honorably and justly, it is impossible for him to live a pleasant life.Epicurus, from Principal Doctrines Hedonism and Ataraxia Hedonism (a life devoted to pleasure) is what many of us think of when we hear Epicurus name, but ataraxia, the experience of optimal, enduring pleasure, is what we should associate with the atomist philosopher. Epicurus says we should not try to increase our pleasure beyond the point of maximum intensity. Think of it in terms of eating. If youre hungry, theres pain. If you eat to fill the hunger, you feel good and are behaving in accordance with Epicureanism. In contrast, if you gorge yourself, you experience pain, again. The magnitude of pleasure reaches its limit in the removal of all pain. When such pleasure is present, so long as it is uninterrupted, there is no pain either of body or of mind or of both together. Satiation According to Dr. J. Chander*, in his course notes on Stoicism and Epicureanism, for Epicurus, extravagance leads to pain, not pleasure. Therefore we should avoid extravagance. Sensual pleasures move us towards ataraxia, which is pleasing in itself. We should not pursue endless stimulation, but rather seek out enduring satiation. All desires that do not lead to pain when they remain unsatisfied are unnecessary, but the desire is easily got rid of, when the thing desired is difficult to obtain or the desires seem likely to produce harm. The Spread of Epicureanism According to The Intellectual Development and Spread of Epicureanism, Epicurus guaranteed the survival of his school (The Garden) in his will. Challenges from competing for Hellenistic philosophies, notably, Stoicism and Skepticism, spurred Epicureans to develop some of their doctrines in much greater detail, notably their epistemology and some of their ethical theories, especially their theories concerning friendship and virtue. Stranger, here you will do well to tarry; here our highest good is pleasure. The caretaker of that abode, a kindly host, will be ready for you; he will welcome you with bread, and serve you water also in abundance, with these words: Have you not been well entertained? This garden does not whet your appetite; but quenches it. Anti-Epicurean Cato In 155 B.C., Athens exported some of its leading philosophers to Rome, where Epicureanism, in particular, offended conservatives like Marcus Porcius Cato. Eventually, however, Epicureanism took root in Rome and can be found in the poets, Vergil (Virgil), Horace, and Lucretius. Pro-Epicurean Thomas Jefferson More recently, Thomas Jefferson was an Epicurean. In his 1819 Letter to William Short, Jefferson points up the shortcomings of other philosophies and the virtues of Epicureanism. The letter also contains a short Syllabus of the doctrines of Epicurus. Ancient Writers on the Topic of Epicureanism EpicurusDiogenes LaertiusLucretiusCiceroHoraceLucianCornelius NeposPlutarchSenecaLactantiusOrigen Sources David John Furley Epicurus Whos Who in the Classical World. Ed. Simon Hornblower and Tony Spawforth. Oxford University Press, 2000. Hedonism and the Happy Life: The Epicurean Theory of Pleasure, www.epicureans.org/intro.html Stoicism and Epicureanism, moon.pepperdine.edu/gsep/ class/ethics/stoicism/default.html

The History of APA Writing Style

The History of APA Writing Style Have you been asked to prepare a report or research paper, and its been so long since youve written one, youve forgotten how? Maybe you simply havent ever learned the proper way to create a paper with secondary sources. Perhaps its simply been so long since you wrote a research paper that the rules have changed. Whatever your situation, APA writing is a good, solid place to start. You can create a sound, standard paper using the APA writing style. Using documentation for secondary sources, and some finer points of writing, you can make first-rate papers and reports, every time. The American Psychological Association established a style that it uses in all of its publications. This APA style has been adapted by many colleges, businesses, and institutions because of its stellar documentation system. You can learn the intracicies of APA easily nowadays by finding the best APA formatting software to instantly conform your paper to APA requirements. Using APA writing, you can be sure to have the correct format for all your report needs. From punctuation and abbreviations to construction of tables and presentation of statistics, you can create a paper that is easy to read and looks sharp. Moreover, you can be sure that whoever grades or edits your paper will find little wrong with its format.

Amnesty is Already a Verb

Amnesty is Already a Verb Amnesty is Already a Verb Amnesty is Already a Verb By Maeve Maddox A reader questions a word she heard spoken by a Fox News announcer: [The announcer used] the non-word â€Å"amnetize† to mean â€Å"granting amnesty to.† Just to make sure that it is not a real word, I looked it up as â€Å"amnetize† and â€Å"amnitize.† How can we stop this grammatical ugliness before it spreads? There’s no entry for amnetize in either the Oxford English Dictionary or in Merriam-Webster. I checked the Ngram Viewer as well: no sign of it there. According to OED and M-W, the verb that means â€Å"grant amnesty to† has the same form as the noun: OED amnesty (verb): To give amnesty to, to admit to amnesty; to proclaim the overlooking of the past offences of (rebels). M-W amnesty (transitive verb): to grant amnesty to A Google search for the verb amnetizewith and without quotation marksgarnered only about 300 hits. The two contexts in which I found the verb form amnetize were in discussions of sports contracts and in posts critical of US immigration policy: What is the rush to amnetize Scola? To make room for Howard? That’ll be the subject of a third amnesty in a few years unless the bureaucrats amnetize-as-they-go. There isnt an Illegal Alien he won’t Amnetize!    the obama minions will soon amnetize 40+ million new voters Im sitting down to type an argument that says the Spurs shouldnt and wont amnetize Richard Jefferson this season. One writer questions the validity of the word even while using it; another encloses it in quotation marks to indicate that the word is being used in a nonstandard way: Obama and the democrats want badly to amnetize (is that a word?) all 12-20 million illegals. With the vast majority of ‘amnetized’ illegals voting Democrat, they will take the next presidential election. The kind of amnesty meant in the context of sports refers to â€Å"amnesty clauses† in contracts between players and franchises: The Amnesty Clause is a clause negotiated into the newly ratified Collective Bargaining Agreement between the players and owners which allows a team to release one player from their roster and be free of any financial obligations to that player.  This was added to allow teams to clear salary cap space in preparation for new salary cap rules.   A player who is released under this program is said to be â€Å"amnestied.† Sporting Charts Dictionary Note that this official definition uses the verb form amnestied and not amnetized. Bottom line: The standard verb that goes with the noun amnesty is amnesty, not â€Å"amnetize.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:Arrive To vs. Arrive AtUsed To vs. Use ToHow Long Should a Synopsis Be?

Prepare a report for a company of your choice for the next one and Assignment

Prepare a report for a company of your choice for the next one and three years . The plan should include the following sections - Assignment Example The Mercedes Benz is too expensive to buy in the current economic conditions. The technological outlook of the industry is challenging while, the buyer power is also higher. Additionally, suppliers are executing their substantial level on companies and the barriers of entry and exit are also believed to be substantially powerful. The modifying economic conditions of the world are warranting the companies to balance out differentiation and cost effectiveness so that Mercedes can be sold in emergent markets of the world. A Business Plan for Mercedes Benz: A Changing Paradigm Introduction The Mercedes is considered one of the most expensive brands in the modern array of cars and vehicles. The company is historically targeting elite class of the world in order to generate sales for the past number of decades. However, the economic recession and depression in advanced parts of the world has seriously influenced the business of the featured company. The focal shift in the direction of emer ging market also caused the sales of the product to drop significantly. The developing regions of the globe do not have sufficient buying power needed to purchase luxurious rides in which the company specializes. However, a strategic modification is required in order to cater changing consumer preferences and behaviors in the global arena of the commerce (Kotler, Keller, Brady, Goodman, & Hensen, 2009). The company needs to develop a strategy to disseminate the benefit of long term belief that Mercedes is a brand that is reserved for an elite class of the world. Nevertheless, the per capita income in all over the globe is declining and the sense of harmony and equality is going to prevail in a few years from now. The idea of economic supremacy is going to be word of past in the future. The product with the brand name of Mercedes has finally lost its appeal because nowadays nobody is fortunate enough to afford it to say the least. The subunits of the companies that were hugely lucrat ive in the past were recently closed down as a response of insufficient demand (Baker & Hart, 2007). The latest closure took place in the English economy because the demand was not enough to house a local production unit. The changing economic paradigm has forced the people of all nations to become price sensitive as the level of disposable income is declining in all regions (Lindstrom, 2008). Vision and Mission Statement of the Company â€Å"A pioneering spirit and power of innovation for sustainable mobility. For almost 125 years we have been developing answers to the automotive challenges of the respective eras. As the inventors of the automobile, we are equally committed to protection of the climate and the environment and to the safety of our vehicles and accident prevention. Our customers - and all other road users - throughout the world can put their trust in this commitment† (Hashmi & Biesebroeck, 2013). The vision statement of the company is always considered as an a ttempt to talk to the future and give a direction to the company. The vision statement in every case must define the core values of the company for that it stands. Secondly, it is of great importance to keep on modifying the statement according to the changing environment of the industry. The featured

The color purple Research Paper Example | Topics and Well Written Essays - 2000 words

The color purple - Research Paper Example It'd kill your mammy" (1). What Celie is forbidden to articulate publicly is her repeated rape by the man she believes to be her father; this violation of both Celie's body and her voice speaks of an underlying socio-linguistic censorship that relegates the female subject to an objectified position, as passive, absent, and silent. In this paradigm the maternal must be sacrificed if the subject is to speak. The relationship between Celie and Alphonso illustrates this phenomenon, as the paternal interdiction relies upon the premise that if Celie speaks, she is forsaking her "mammy" (1). Celie comes to represent this forced contract between a woman and the Law of the Father, where a female's body, spirit, and speech are sacrificed in an act of socio-symbolic rape; however, as Celie's subversive authorship suggests, it is a sacrifice she is unwilling to make. In her article "Women's Time," Julia Kristeva speaks of the role language plays in violating female subjectivity; she states, "a n ew generation of women is showing that its major social concern has become the socio-symbolic contract as a sacrificial contract, †¦that they are forced to experience this sacrificial contract against their will" (Kristeva’ ‘Women’s Time’ 25). ... e, identification with the sacrificial logic of separation and syntactical sequence at the foundation of language and the social code leads to the rejection of the symbolic--lived as the rejection of the paternal function and ultimately generating psychoses" (Kristeva’ ‘Women’s Time’ 25). The psychoses that Kristeva identifies can be seen as reflecting hysterical discontent, as a conflict of gender that is realized through linguistic disruption. Kristeva posits two possible strategies to counter the exclusion and silence experienced by women: the first, to attempt to possess the symbolic by adopting the dominant ideology; the second, to approach language as a "personal affect experienced when facing it as subject and as a woman" (Kristeva’ ‘Women’s Time’ 24). Such an approach suggests a need to "break the code, to shatter language, to find a specific discourse closer to the body and emotions, to the unnamable repressed by the soci al contract" (Kristeva’ ‘Women’s Time’ 24-25). Kristeva's perspective of language posits a revolt against the exclusion of the symbolic contract. In About Chinese Women, Kristeva identifies women as able "to give a name" to the repressed, as able to restore the body back to a place of significance (Kristeva ‘About Chinese Women’ 30-35). In this context, the body becomes intertwined with Kristeva's notion of the semiotic, as a sort of expression that exists outside of the symbolic, preceding language while simultaneously existing within language, albeit in a repressed form. Semiotic discourse moves beyond the symbolic by opposing structures of exclusion. The mother-child bond becomes the definitive relationship of semiotic discourse, as it exists beyond binary differences of gender and sexuality. When viewed in this