Death and Afterlife Essay Example | Topics and Well Written Essays - 750 words

Passing and Afterlife - Essay Example In the Epic of Gilgamesh called Enkidu's Dream composed around 2000 BC, the distressing idea of death being an express result of sins submitted throughout everyday life, there is an exceptionally able reference to rulers' crowns set aside perpetually and the ones who remained at any common situation on Earth stood now like workers. This delineates how the Mesopotamian had an intense conviction that eternity was just affliction and trouble most definitely and the dead were both felt sorry for and dreaded. Besides, the references to vampire foot, lion's foot and falcon's claw all show the feelings of trepidation that the individuals of this time had and how they relates all that they dreaded with the bleak chance of death and what they figured would happen a while later. In spite of this horrid viewpoint to eternal life of the Mesopotamian individuals, the Greeks were progressively idealistic about existence in the wake of death. In spite of the fact that they accepted that the individuals who fouled up on Earth will be rebuffed seriously by the divine beings in the hereafter, they likewise accepted that the great practitioners will have an unceasingly tranquil life; present day specialists accept that the idea of paradise and damnation started from this time. The Myth of ER which is the closing piece of Plato's exchange called The Republic, discusses a man called ER who kicks the bucket in fight yet remains un-deteriorated significantly following ten days when his body was recuperated. Getting up two days after the fact on his incredible fire, he enlightens his kin regarding his entry to the great beyond (most likely one of the principal describes of out of body encounters) in which he sees that ethical individuals were compensated and the corrupt were censured in their lives following death. Many accept this was where the conviction that the spirit was unimportant vitality and never kicks the bucket occurred and the intercession of a celestial being achieved conviction in following religions. Discipline and prizes in the great beyond were viewed as an immediate outcome of one's lead throughout everyday life. The Egyptians were another issue out and out. While both the Greeks and Mesopotamians conceded to the way that there was an eternal life which may either be totally hopeless or have either a prize or a discipline anticipating them, the Egyptians regarded their dead as though they were not dead all things considered. Expand arrangements went into the guaranteeing that an individual's ka (soul) and ba (character) were joined together and the being would again surface to venture out to the sky - unblemished and entirety. The body was treated for safeguarding and arrangements like composing paper, wigs, dress and even apparatuses were made accessible that the dead may require in life following death. The pyramid messages engraved inside the pyramids of certain pharaohs of the fifth and the 6th administrations are principally connected with the change of the dead pharaoh to its great residence. He isn't of the earth, he is of the sky. . . . delineates this change as far as the entry a dead being takes after the joining of the ka and the ba. Excursion to the following scene is up and coming and the work proceeded as though alive! While both the Mesopotamians and the Greek smoothly accepted that passing is the end and eternity portrays what we have done in real life, the Egyptians put stock in the re-utilization of vitality (soul) for the continuation of a similar work being done at the hour of death. Strangely,

Cantaloupe Description free essay sample

The Cantaloupe from the beginning, the melon looks round and light grayish-tan, with a trace of green. From a remote place it looks round and plain, about the size of a peewee soccer ball. On approach, the round shape is less impeccable with unpretentious scratches and knocks all around. Encompassing the circle molded natural product are light tan lines like a thick city map with all the lanes interweaving and bending around with no huge example, not geometric like gridlines. By all accounts, there are little matchbook estimated patches shading the skin, some progressively yellow and different patches that are darker green. A specific indention appears as though the organic product may have laid on a stone on the ground while it was developing. One end, where the bloom may have once been, is the palest of yellow circles. On the contrary edge, the thickset remnant of a stem remains. This evaporated stub is the earthy colored and withered, somewhat indented from the remainder of the globe. We will compose a custom paper test on Melon Description or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Encompassing the stem is a dull hover of tracker green. Getting it from the counter, the heaviness of this globular item appears to be essentially heavier than it looks, similar to a scaled down bowling ball. In spite of the volume, it feels that the weight isn't strong which is demonstrated by the empty sound the organic product makes when tapped, such as congratulating a youngster on the head. The depicted lines want to web and give the organic product an unpleasant vibe, however it’s not an awkward unpleasantness. The experience is some place in the middle of a thorny desert flora and a textured peach. Now my brain begins to meander. Would it be advisable for me to cut it open now or pause? Would it be a good idea for me to take a break? I look outside at the fat pieces of snow descending outside and remind myself to return to the job that needs to be done. There is no hatred or outrage. I take a gander at this item I have alloted myself to detail. At the point when I am at a misfortune with respect to how to depict something specifically my psyche meandering happens all the more every now and again. I keep on concentrating back to the melon when I understand I’ve been occupied. I hold the melon to my eye. There is a black out line of caramel green that goes through the net-like lines covering the organic product. A portion of the spaces between the lines look like parks in light of the fact that they’re darker green, while others ook dim like the solid of a parking garage. My brain meanders again and I begin to hope to check whether there are any conspicuous maps in squiggles. I see an indirect that helps me to remember a crossing point in England and another looks like the local where I grew up. The interlacing layers of the lines help me to remember congested vines on a divider covering another layer of skin. The undern eath layer has the dubious look of green splotches, nearly veins, similar to the streaks that go through blue cheddar. I pound the melon once more. It substitutes as a drum to make a tune. Clearly it has various thicknesses inside in light of the fact that the sound it makes when you thump it on the end is a higher pitch than when you rap it in the center. One spot must be especially thick in light of the fact that the sound is increasingly considerable. Scouring the skin makes a similar sound as scouring your hands together on a dry winter day. I attempt to make different clamors utilizing the produce, yet instinct reveals to me that the best way to get another sound is to drop it on the floor. I’m not ready. Prior to cutting into the sphere, I notice a whiff of eau-de market produce passageway somewhat past its sell-by date. The smell isn’t solid and it’s just when I contact the natural product to my nose that I smell this. I at that point sniff each unique territory of the external layer and notice that where the blossom once may have been the smell is a lot more grounded and better. I scratch my finger nails on the harsh skin, however it doesn’t influence the aroma the manner in which it would with an orange or lemon. It’s time to cut into the circle. Indeed, even as the blade makes the principal gouge, clear light squeezed orange departures. I lick my fingers and locate the sweet taste reviving and extraordinary. In spite of the fact that the juice is the shade of a Satsuma mandarin or a business commendable carrot, it tastes not at all like either. Cutting the melon into equal parts, the melon presently looks like a geode, with a plain outside and a splendidly hued outlandish inside. It’s loaded up with seeds and goo in the inside. The vile innards take after the best holy messenger hair pasta, however as opposed to being the shade of standard noodles, they are shifting shades of orange, some even translucent. I cut out this gooey inside and the sweet smell presently fills the air with its cloying tropical matured bloom mell. Companions who have been viewing a film in the other room come to check whether they can have a few, the smell having enticed them away from what they are doing. Unexpected, on the grounds that I’m not, at this point keen on the melon and prepared to hurl it into the fertilizing the soil container. I send everybody away with the goal that I can progress fo rward. The substantial tissue isn’t excessively extreme, nor is it excessively delicate. I take a nibble and let the flavor surge over my tongue. The taste helps me to remember summers on the ranch eating the freshest products of the soil straight out of the nursery despite everything warm from the sun. There’s a dash of salt in the taste, however the pleasantness overwhelms it. In show disdain toward the firm surface, the natural product feels delicate and chewy and the volume of nectar is surprising. The tissue is gentler and moister than the comparable embodiment of a pumpkin and more smaller than within a fig. Crushing the orange substance with my fingers, it everything except breaks down into juice. What little remains is the best of strings as delicate as silk. I discover a seed despite everything appended, that I missed. The bit is a level oval with semi-pointed finishes. Like a level football with the air removed, yet miniscule in correlation. It’s nearly like the encompassing stringy ooze is dissolving noticeable all around as I watch. I tear open a seed utilizing my fingernail. It’s delicate and waxy, very little there. I take a wedge of the cut melon and take a gander at the contrast between the skin and the eatable meat. Like a rainbow, the shading changes from thick skin outwardly to the orange wet, plump center within. Like the shading range, the distinctions in conceals are inconspicuous, however fast. A yellow layer is the most transcendent, however considering the layer being referred to is not exactly an eighth of an inch thick, this brilliant subcutaneous layer isn’t huge. I ensure there isn’t anything I’ve ignored and to check my notes for missing unmistakable words. I’m stunned to take a gander at the clock and see that additional time has gone than I would have anticipated. I went a few hours without checking my watch; something I can possibly do when I’m not exhausted. Figuring out how to look past the conspicuous is something I definitely realized how to do. I appreciate watching individuals and watching outward appearances for significance. What I’m not great at it is sitting still and holding my consideration for significant stretches of time. Activities like this assistance to prepare my cerebrum to â€Å"settle own, center, and catch up† as neighborhood monologuist Josh Kornbluth says. While I needed to make a couple of self coordinated rectifications en route, I was genuinely satisfied that I had the option to shut out a lot of what was happening with loved ones in different rooms and outside. Indeed, there were a couple of times that my consideration meandered, however I was in the groove again in seconds as opposed to hours or days. The compensation toward the end was to complete a paper I was content with and to share the little rest of the melon with my companions while on an end of the week away. Strategic!

Movie Review

There were rules to be followed, and an individual ought not act uniquely in contrast to other people. However, at long last, everything changed when Sam and Suez at last chose to flee and lives all alone. After the childhood, the entire network began to discover the affection, among Sam and Suez, destructive. It caused the disturbance inside the stale plot of the story, such that they were not the same as what was normally viewed as right by the standard. This disturbance raised the exciting bends in the road of the occasions inside the movie.Also along these lines, the individuals from the network began to endure, and began to discover an answer on the most proficient method to explain this interruption inside the network. From living typical, he individuals from the network began to shape this awareness to one another that came about to their own inclusion in the adoration among Sam and Suez. Nonetheless, this didn't imply that the network itself all in all began to shape a solida rity in a split second; it was just a bit by bit process that inevitably prompted the inclusion and solidarity of the characters.The people group all in all made the status of every one of the characters. It Implemented guidelines and guidelines; based on what Is right, to what's going on. These predispositions made by the general public prompted the debasement of each character that brought about beneficiary fixed job in the network. For instance, the Khaki Scout Trainer was a Math Teacher but since of the network where he was in, he had to turn into a Trainer. For the most part, by these predispositions made by the Community, the individuals inside it began to see everything as ordinary, and was oblivious to other people. In the division of the community.This indicated that the predisposition drove by the network in general delivered an inclination to an individual, and caused dissever of its part. At the point when the network began to act, because of the subject of adoration amo ng Sam and Suez, each character began to be included. From Cam's side of the story, his non-permanent parents began to disregard their own duties to him, in contrast to the Khaki Scout Trainer and the Island Police Officer, who were regarding him as a family. What's more, from Guy's side of the story, her folks began to focus on her development because of her issues of rampaging, and being thoughtful person from the remainder of her schoolmates.These changes made by each character demonstrated the appearance of the sentimental convolutions of the two youthful characters. In any case, all in all network, this adoration between the two from the outset was not acknowledged in light of their age. At long last, because of the early development of the youthful darlings gradually the network began to recognize their affection, therefore indicated the change of the network from being stale to a network whose individuals were included and united.In expansion, the association of each characte r to the adoration among Sam and Suez, made the depiction of every scene centered from the island's locale to every person that included themselves inside the issue. The depiction of every scene from the beginning of the film was about the network and the island itself. It concentrated on the stale network that bargains tit their own issues. The individuals in New Penance had been adhering to the principles and inclinations done by the network itself.It demonstrated that the depiction of the scene is on a slide way that delineated one scene at that point move to the next. It likewise portrayed New Penance by demonstrating the spot, and by utilizing a Journalist to give data. The way the Journalist's report, toward the beginning of the film, is on a fixed way. The writer gave data, yet the manner in which his report depicted was that his experience was fixed and momentarily moving from one plan to the other.This indicated that the film toward the beginning was in a condition of fixed thoughts that had been made by the network that had been adjusted by its individuals. After the childhood of the adoration among Sam and Suez, there was an abrupt changed in how the scene had been depicted. To begin with, it concentrated more on the two-youthful darlings. The depiction of every scene about the sweethearts changed the scene from being fixed to being alive. There was a start of a discussion and appearing of one another's activities. Second, it additionally centered around the contribution of each character.By the time the childhood occurred; the network began to act, and by this activity, the scene depiction began to show the qualities and shortcomings of each character in the story. Finally, it likewise managed the recuperation of the way how it was introduced toward the beginning. Toward the finish of the film, on how the scene that had been being depicted was the equivalent on how the scene had been depicted toward the start. This indicated despite the fact that t here was a change inside the network in general, the delineating of the scene began and finished with a similar depiction.

Understanding Your Heritage free essay sample

Chipping away at a 1000 piece puzzle can be monotonous on occasion, however as I set up the pieces the last item starts to come into center. I once in a while ask myself the accompanying inquiries: If I don't have the last bit of the riddle, what will I do? In what capacity will I handle this dilemma? Will I surrender or will I endure and find that piece to my missing riddle? Thinking back on my background, I have consistently felt that I was missing something to finish the ideal existence of a conventional youngster, and it was through my folks history that I had the option to distinguish the missing piece and bring the image into center. Quite a while back my folks battled due to the war in their nation of origin of Cambodia. Game plans were made for them to escape the nation so as to get away from the war and spare their lives. They moved to different pieces of the world and endured the outcome of deserting friends and family. We will compose a custom article test on Understanding Your Heritage or then again any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Because of the troublesome difficulties they confronted, and troublesome choices they needed to make I endured the torment of not having my grandparents throughout my life. The missing interconnecting piece to my life has consistently been the nonattendance of my grandparents. Ive always been unable to identify with the delight most children experience because of having important associations with their grandparents. In more than one way, my folks persevered through the equivalent passionate misery I have and am bearing without my grandparents. My folks conquered numerous hardships to make due in this nation. They showed up here without the help of family members, and the nonexistence of close familial connections expected them to begin an entirely different existence of culture in America. In contrast to my folks, a great many people living in the U.S. had their folks to help them through intense occasions and bolster them in instructive undertakings, for example, financing school o r business desires. Having this sort of help helped these individuals head off to college without separating their consideration between thorough jobs and seeking after an instruction. My folks began from the base and stirred their way up. They maintained a few sources of income at negligible pay to put something aside for their training and did the unimaginable. They began with nothing, and now they have proficient government professions, a wonderful home, quality training, and five adoring youngsters. Despite the fact that my grandparents have never been a piece of my life, the qualities theyve imparted in my folks have permitted me to accomplish objectives they could just dream of. I will depend on my solid legacy as I center and explore through life. The nonattendance of my grandparents made me regard my folks difficult work and order. Knowing my grandparents story opened my eyes and caused me to comprehend the battles that my folks needed to experience so as to get the existenc e they have today. Their life is the model that I will follow as I request my means to drive forward and achieve numerous undertakings. The missing interconnecting piece to my life is my grandparents, however I can assemble the riddle by respecting them through difficult work. Nobody is great, and everybody has a missing piece to their life. I have discovered that the missing piece isn't the way in to my perplexing future, understanding and regarding my past is.

Business Communication Appropriate Inter-Personal Businesses

Question: Depict about the Business Communication for Appropriate Inter-Personal Businesses. Answer: Presentation Fantastic relational abilities, for example, proper non-verbal correspondence and successful listening aptitudes are basic. Additionally, Intercultural capabilities, conveying powerful oral introductions, creating successful hierarchical culture and group correspondence all are vital for a business to thrive. Since business is done across nations, it is imperative to create intercultural relational abilities. Extensively, intercultural correspondence is a sort of correspondence that is important to share data across various social gatherings and societies. Relational correspondence alludes to the strategy by which individuals trade emotions, which means, and data through non-verbal and verbal messages (Guffey Loewy, 2012). The paper would pick the zones of relational aptitudes and intercultural correspondence as the subject of staff preparing in Fatnemup Pty Ltd which is a producer of child equation. The paper would legitimize the purpose behind picking these regions and give guidanc e to its execution. Also, the proposals would be founded on master sentiment, true data, and information increased through business correspondence (Lolli, 2013). Relational correspondence Relational correspondence is a crucial component in human culture. It characterizes an individual and transforms thoughts into composed and verbally expressed words. It is basic since people can pass on their musings, sentiments, needs, and needs. For the most part, it is a blend of sender and recipient messages. Relational aptitudes are basic in an infant equation fabricating organization like Fatnemup in light of the fact that the individuals in the organization would require each other to acclimate and accomplish their objectives and goals. Relational aptitudes incorporate fitting non-verbal correspondence, powerful tuning in, individual introduction, outward appearances, signals, non-verbal communication and giving appropriate criticism (Leathers Eaves, 2015). Since the organization has its set up in nations other than Australia, non-verbal relational abilities are of most extreme significance to the endeavor. Listening is a fundamental piece of relational aptitudes. Truth be tol d, the initial step of starting any discussion is to tune in. Undivided attention assists with maintaining a strategic distance from errors. In an organization which produces infant food, it is fundamental to hear one another. In addition, compelling non-verbal relational abilities are fundamental while tending to a group of people or guiding ladies. It is urgent that moms and network individuals get the right technique and strategy to give infant food to their youngsters (Eunson, 2012). Relational aptitudes like non-verbal correspondence are additionally extremely fundamental while managing the buyers outside the nation of origin. For example, an individual from Japan may not comprehend the language of Australia. Be that as it may, he/she will clearly comprehend non-verbal communication, signals, and outward appearances. In this way, it is basic that the staff of the organization is prepared to utilize their relational abilities all the more effectively. A superior correspondence inside an association would mean legitimate progression of data. The observations and understandings of the people would not shift much from individual to individual. Improvement of relational aptitudes would prompt successful plans and methodologies for the organization. This would end up being beneficial for the venture (Blume et al., 2013). The organization can compose a preparation program for its staff in which it can instruct them to create non-verbal aptitudes and work upon the motions. This would assist the business with dealing with the remote customers all the more productively. Since the individuals from a group or the staff of an organization can't work in detachment, appropriate relational abilities are essential. Besides, relational correspondence is a helpful apparatus for spurring the representatives (Hynes, 2012). Workers would give sound support and criticism if there is fitting correspondence. Likewise, it would empower the representatives to take better choice. It would set them up on account of a worthwhile or disadvantageous circumstance. It would persuade workers to take an interest more in the exercises that association masterminds. Relational abilities in an association help to comprehend the objectives and necessities of the organization. It adds to adjust the requests and prerequisites of the partners. In addition, it assists with recognizing new patterns and openings in the market and plan methodologies as needs be. It likewise assists with improving coordinated effort in the group (Eunson, 2012). Intercultural correspondence In the current universe of globalization, intercultural correspondence assumes a significant job in business. There might be social contrasts in the individuals from a worldwide group, yet those distinctions must not go about as a hindrance in the firm. Social contrasts may influence the efficiency and adequacy of an organization. Thus, it is basic to create intercultural relational abilities. Culture includes the qualities, convictions, customs, and mentalities of a gathering of individuals. The correspondence between people, selection of words, affirmation, and seeing all rely upon culture and are impacted by it. Despite the area, intercultural correspondence must be unhindered between organizations for a fruitful business. Intercultural correspondence is basic for an organization deliberately. High and low setting societies, language, power separation and nonverbal contrasts are the essential elements which influence culturally diverse correspondences. Since the working environmen t in the cutting edge world is getting immense as time passes, it is essential in restricting the organization together through successful multifaceted relational abilities (Thill et al., 2013). The organization, Fatnemup must take a shot at the social informative aptitudes of its workers to improve communication. The organization must endeavor towards separating language hindrances and generalizations. Language Training programs are a viable method to create culturally diverse relational abilities. It very well may be a five or a half year program planned for preparing Australian supervisors to gain proficiency with the strategic policies of some other nation. The program may include workshops, short talks, language courses, pretends, bunch conversations, in-house preparing projects, and language courses (Burgoon et al., 2013). The social contrasts must be considered to improve correspondence between various gatherings. The representatives must know about the social foundation they are working in and must regard them. The conduct of the staff while working in an alternate social field must be fitting. The administration must develop inside its workers understanding and shared acknowledgment for different societies. The preparation program can clarify the colleagues that they would encounter various occasions while working in different time zones and across various societies. They should be informed that the staff may confront issues while working in changing social areas. This would set up the individuals to adapt up to the issues. Henceforth, they would have the option to work all the more productively. Earlier information and data would assist the workers with understanding various needs and intends to contact a socially assorted crowd (Eunson, 2012). Utilizing an interpreter would demonstrate extremely efficacious in adapting to multifaceted boundaries. An interpreter would upgrade correspondence and assist everybody with perceiving correspondence and social contrasts. Additionally, it is the obligation of the interpreter to guarantee that regardless of social and language contrasts, the colleagues would meet up and achieve a task effectively. It is basic to improve intercultural correspondence as an absence of another culture's information may prompt surprising correspondence botches. Such slip-ups may insult or befuddle the individuals the organization may wish to impart. It might cause genuine blunders in business arrangements and understandings. In addition, exertion and time to improve culturally diverse abilities raise trust between business associations. Disregarding social contrasts would mean haughtiness and would affect business connection in a negative manner (Hynes, 2012). End Through the report, one can dissect the significance of relational and intercultural relational abilities for an effective business. Preparing projects would improve multicultural abilities and help to decrease contrasts. Intercultural Seminars and workshops are a powerful method to set up the staff of the organization. A socially assorted condition would oversee and advance decent variety inside the association. This would decrease and dispose of episodes of ethnic and racial clash. The organization must concentrate on relational abilities. To lessen social clashes, one must show restraint. Relational abilities of the workers should likewise create to guarantee a smooth running condition. Proposals It is basic to see how individuals convey, decide, and grasp while working in various culturally diverse foundations. The organization can consider the accompanying suggestions to improve the relational and intercultural relational abilities. The organization must assess and screen the proficiency of the correspondence projects to build viability. The administration must urge its staff to partake in such projects. The organization must perceive worker building capacities. To improve food and nourishment projects and resolve sustenance related issues, it is basic for the organization to create relational abilities too. Legitimate correspondence would permit the individuals to perceive their requirements and issues and settle on the measures they can embrace all in all (Lolli, 2013). Workers can't resolve clashes between them. During such circumstances, relational abilities help the representatives to undaunted clash. Relational correspondence is one of the key parts to oversee clashes inside an association. It adds to diffus

One Giant Ride free essay sample

One Giant Ride Life resembles a mammoth amusement park. You enter the recreation center eager to hop onto each ride and see what it’s like. It is then when you discover a few rides you love and others you abhor. Growing up, a lot of encounters have tried my meaning of what is good and bad, good and corrupt, just and unjustifiable, great and awful, however by the day's end each new experience resembles another ride. As I became more seasoned, the great Cincinnati custom of summers at King’s Island Amusement Park turned into a significant piece of my life. This is unusual in light of the fact that a large number of its rides reflect the equivalent ups and down, circles, exciting bends in the road, excites and let downs that I have encountered in my own life. Glancing back at my life as yet, I can sincerely say I have no second thoughts. There may have been something I wished to change or something I wished had gone in an unexpected way, yet with each impediment I have needed to survive, just as with each ideal second, I have created and turn out to be a greater amount of the individual I constantly needed to be. We will compose a custom article test on One Giant Ride or on the other hand any comparative subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Being nineteen years youthful, my life is just going to begin, however my past has gotten probably the best resource. My turbulent past has enabled me to adjust to immense changes throughout my life in light of the fact that, to be perfectly honest, I have experienced such a significant number of in my brief timeframe on Earth. My precarious past has transformed me into an individual who is, regardless of whether this is something worth being thankful for or an awful thing, exceptionally apathetic. Be that as it may, there are still events during which I transform into a rough hurricane. I am the sort of individual who comprehends that in the master plan, all things considered, I will be fine regardless of what comes my direction. Intense encounters have made me into a being that even my mother gazes upward to. Lastly, my past has shown me one of the most significant exercises, that regardless of whether I don’t realize what I need to resemble when I get more seasoned, I recog nize what I don’t need to resemble. The Vortex From the time I was a baby I have been tormented by change. At two years old, my folks separated and I was left to start this excursion of broken connections. It didn't take extremely yearn for me to become accustomed to the fractional care lifestyle, which comprises of going to and fro from house to house. I generally recall my Minnie Mouse bag that held my preferred things and garments, the main steady in my life between houses. As my life moved toward the drop that I was in for, I was acquainted with two individuals that my folks began dating. I despite everything hear tales about my incredulity of these individuals going before the enormous grief that was going to push me over the edge, much like on the Vortex where we climbed 120 feet into the air just to be tossed 100 feet to the ground seconds after the fact. This drop exemplifies the remarriage of my folks just a couple of months separated. The remarriage of both my mom and father was hard for me since I was still youthful no w and I was accustomed to having them all to myself. Without precedent for my life, I was confronted with a test where I learned I couldn’t consistently get what I needed. Much to my dismay by then in the game, my folks remarrying would be the basis for an ambivalent future, as in I would come to loathe my progression father yet love my progression mother beyond what I could have ever envisioned. Inside the ten-year connection between my progression father and my mother, I came to separate myself from that side of my family. My progression dad’s crazy control routine was horrendous. He would ground me for remaining up later than my 8 o’clock sleep time for perusing. Being a seventh and eighth grader now I felt totally caught. He would continually shout at my three sisters and me, I despite everything recollect the occasions where I needed to bring my younger siblings into my room in light of the fact that my folks were battling. It was there where my sisters and I grew an indivisible bond and I became like a third parent to them. Despite the fact that I adored my sisters without question, being fitted with the weight of child rearing my more youthful kin in eighth grade was very overwhelming. There were ordinarily where I sobbed well into the night. It at last arrived at the point that I couldn’t take it any more and I sat my mother down and disclosed to her I was going to move in with my father and step mother. It truly made herextremely upset when I did, however separation was the best thing for me. She hesitantly permitted it. It was the late spring before my first year when I was at last completely moved into another house with Dad and Paige. Beginning another school, secondary school at that, and adjusting to an entirely different lifestyle ended up being the best change ever to wash over me. Paige and I became so close. She actually has become my mom. Being embraced and originating from a messed up home herself, she comprehended my circumstance and I have genuinely never developed to adore and acknowledge anybody more. She turned into the most steady individual in my life, the person who helped me to turn into a solid and autonomous individual. She instructed me that being autonomous was something that nobody could detract from me regardless of how terrible my folks acted. Tomb Raider Expedition In the rear of King’s Island lies a structure that remaining parts shut portion of the time. Tomb Raider, as the fans lovingly call it, lashes you in and revolves, shakes you here and there, to and fro, all around, compelling you to persevere through longer than common minutes topsy turvy over sinkholes turning wild. This is the thing that my life had become, an insane ride turning everywhere, and, exactly when you think it has halted, launches you in reverse and topsy turvy. I had quite recently begun my second year in serious cheerleading. We would travel all around the east coast going up against the nation’s best and it was the best time I had in secondary school. I rehearsed with the group for a considerable length of time, failing to miss a practice or meeting. I worked out with more vitality and kept my spirits higher than any other individual in my group or any of different ones. It was the greatest seven day stretch of my life paving the way to the principal ri valry and it was the day preceding our first rivalry when I tore my ACL, MCL, and Lateral Meniscus. I was crushed. What's more, what’s more regrettable, I had to go into medical procedure followed by a half year of active recuperation. My physical issue made me go into a downturn. I wouldn't go out or spend time with my companions, and I truly weeped for a month in a row. I felt hopeless. It wasn’t until Paige came to me one evening and stated, â€Å"Courtney, feel free to cry since this is the latest night that I am going to let you do it. Beginning tomorrow you are going to haul yourself out of this downturn on the grounds that no one but you can do that. The time has come to quit feeling frustrated about yourself, get over it and make the best out of the circumstance you are given.† These words became like natural air to me. I understood that there was nothing I could do, however to utilize my vitality to show signs of improvement. Like Tomb Raider which goes perpetually yet stops sooner than you would expect, my downturn suddenly came to a standstill. External Limits Tragically, in spite of the fact that I was over the downturn, the most noticeably awful had just barely started. Covered up between a great halfway ride one could discover a dugout cut out in a counterfeit zone 51 presentation. Here falsehoods Outer Limits, previously known as Flight of Fear. In the wake of holding up in line you are tied into a spaceship and the orderlies start tallying down 3†¦2†¦1†¦ From zero to sixty out of two seconds level you are pushed into a blinding brilliant light at that point out into a dim, void room where everything you can see before you is miles and miles of wound steel. The followed lies curved in a mammoth ball as though it had no organization. The two arrangements of my folks chose to get separated once more. It was in the late spring before my senior year and it was about destructive. I was glad that my mother and step father were getting a separation, yet I could never wish what my mother needed to go intensive on my most noticea bly terrible adversary. Ransack battled for each and every dime, and since my mother was a housewife, the little she was given was effectively consumed. He battled messy and drove my mother through close to 12 months and a portion of legitimate dramatization that came about where it was incomprehensible for anybody to come out a victor. On opposite side of that messy table my father and Paige deteriorating. Paige and I had become significantly nearer and I was not prepared to leave her. Anyway with this separation Paige would be decreased to lawfully being only my old buddy. The battle that came about with this was an intense choice: with whom would it be advisable for me to move in-my single parent, my single parent, or Paige? The decision I made was hard for both of guardians since I picked Paige. She had gotten in excess of a mother to me and had attempted her best all through this whole experience to make the change as smooth on me as could reasonably be expected. While the ride is notorious for its insane exciting bends in the road, it is sufficiently pleasant to let you get out on level ground rather than simply dumping you on your head. The Beast Somewhere down in the forested areas of King’s Islands’ back part stays a puzzle 30 years really taking shape. When the longest wooden crazy ride on the planet, The Beast rocks you like a storm as you venture through the forested areas â€Å"escaping The Beast.† But The Beast has a novel element, unique in relation to other exciting rides. At the point when quiet is reached, the train at that point starts a move up a subsequent slope prompting a brutal assault from its celebrated twofold helix. Following two years of viewing my mom’s battle as a solitary parent with four youngsters I saw her go from awful to more regrettable. I saw my mom tumble from everything that she had once represented. It was maybe the breaking point I have had so far in my nineteen years in presence. My mom submitted the darkest deed and most seasoned sin in the book; she had endeavored to end it all. It is a horrendous inclination to understand that your own mom felt that defensele ss and that neither my siste

Elements of Craft in Richard Ford’s Rock Springs - Literature Essay Samples

Known for his gritty and unvarnished portrayals of life in the American Midwest, author Richard Ford uses fiction to explore the ways that people react to loneliness, turmoil, and desperation as they struggle to move forward. These themes become most apparent in his short story Rock Springs, the titular piece from his first collection of short fiction. An example of Ford’s classic use of â€Å"dirty realism,† Rock Springs exemplifies the unidealized elements of life in America, many of which shine brighter due to specific elements of craft. Though the use of first-person point of view, unambiguous symbolism, and a distinct narrative style, Ford writes a story that draws on traditional structural techniques while also challenging many long-held conventions of fiction. The story is narrated from the first-person perspective by Earl Middleton, the protagonist. Through Earl’s eyes, the audience also glimpses his traveling companions and family; his girlfriend Edna and her daughter Cheryl. Earl also has smaller encounters with other characters over the course of the story, such as the woman at the trailer park and her son, Terrel. All of the other characters, however, are defined by the ways that Earl sees them. It is clear that Earl loves his girlfriend and her daughter, and from the narration it is apparent that Earl believes they are best off with him, and that he is a good person to take care of them. Cheryl’s ideas are rarely expounded upon in the text, likely because she is young and would have no reason to question Earl as long as her mother sticks with him. However, Earl and Edna have many interesting conversations over the course of the story, some of which show Earl trying to convince her to take his side or stay with him despi te their suspicious circumstances. Their conversations towards the beginning of the story are more loving as they remain optimistic about the trip to Rock Springs, but they eventually fight and, finally, separate from each other. While the emotion of the story rings true due to the extremely realistic dialogue, the first-person perspective forces the reader to question Earl’s narrative. He sees himself as a good person, but how good is he really? Because his perspective is limited by his own feelings, thoughts, and desires, there is no way for the reader to be sure that they are getting the whole truth of the matter. If there had been an omniscient third-person perspective used to narrate this story, the tone would have rung very differently. Ford writes Earl’s past into the story; the reader knows that he is a con-man and a thief, and that he has committed serious crimes. The reader also knows that he is making his girlfriend and her daughter accomplices on this journey, which itself involves stealing a car and hiding from the police. Yet, the language of Earl is direct and honest. His suffering and struggle to understand himself is clear in the text. This leads the reader to sympathize with his character, and therefore believe that he is a reliable source of information and narration. By using first-person perspective, Ford challenges the reader to decide whether or not they trust Earl, and to contemplate what it means to juxtapose the way that a character speaks and the content of their narration with the actions and decisions that they make in the text. Which becomes more important to the truth of the character, what they say or what they do? And is it important to believe that the narrator is telling the truth , or can a story still be intriguing and exciting without a confirmation that the information is being presented with complete honesty? In this way, Ford has taken a particular spin on conventional fiction, the unreliable narrator, and spun it even further. Rock Springs is not narrated by someone who is clearly a liar or a truth-teller, yet it retains that element of gritty, stark believability that characterized the dirty realism movement. While the point of view may lead readers to question, there are many symbols in the text which, generally, are simple and palatable. For example, when Earl and the gang reach Rock Springs, they see in the distance a great, glowing plant which they later learn is a gold mine. After telling this to Edna, Earl thinks to himself â€Å"I knew†¦ [it] was a greater distance from us than it seemed, though it seemed huge and near, up against the cold sky. I thought there should’ve been a wall around it with guards instead of just the lights and no fence. It seemed as if anyone could go in and take what they wanted.† One could easily assume that the gold mine is a symbol representing the American dream. It is a gigantic, shimmering manifestation of labor and capital, and, as Earl says, it of ten seems closer than it is. The fact that the gold mine also rises out of the Western horizon indicates this symbolism, as one of the most intrinsic elements of the early American dream was Westward expansion, the idea that to cross the Western front was to establish yourself as a pioneer, a person who chooses their own destiny, who creates a life for themselves in the face of the great unknown. This is exactly the predicament that Earl has found himself in; he is running from the past, looking to become someone new and forge a future for himself and his family. Earl is reminiscent of the early pioneers of America, those who left it all behind in pursuit of that elusive dream. This symbol can also be reflected in the way the American dream is packaged and marketed. It is built to look accessible, to be the thing that everybody wants and strives towards, but how possible, really, is it to achieve? As they gaze upon the mine, Earl remarks to Edna â€Å"†We’ve seen it,† â€Å"That’s it right there. It may mean we’re getting closer. Some people never see it at all.†Ã¢â‚¬  Ford’s decision to include this symbolism is not to give readers something to puzzle over. It is to offer a direct connection between the plot and the theme, to show that real life is full of cliche, obvious symbols and signs. What the characters make of them is a reflection of how people usually react to symbols and metaphors occurring in their own lives: with a shrug, and a vague dismissal of the thing. The metaphor of the gold mine as the American dream is supposed to be obvious, because it is more important to observe the way that Earl reac ts to it than the thing itself. In this way, Ford wastes no time trying to veil the true meaning from the reader, instead encouraging them to look at symbolism in a new light. Symbols can be about the same thing for the reader and the characters, despite the idea that traditional literary symbolism is usually unapparent to the characters within the literature. Only the readers are able to see the metaphors popping up in the life of the characters, and it is traditionally used to reveal more about those characters or about the overarching theme of the story. In Rock Springs, however, Ford trusts that the readers do not want to waste time haggling over whether this or that means such and such. The gold mine is more than a gold mine, and everybody knows why. The narrative style and structure of Rock Springs also bring the author’s craft to light. As previously stated, Ford was known for his use of dirty realism and for the extremely grounded language in his fiction. However, Rock Springs also takes on a new kind of realism in the smallness of the story. From a traditional standpoint, a story should have a beginning, rising action, climax, falling action, and resolution. Rock Springs does have all of those elements, but they are not presented in the same way, structurally or stylistically. Namely, Ford uses the idea of a small occurrence, a tiny event or short conversation, to carry all the weight of a traditional rising action or climax. In Rock Springs, the event that sets off the entire plot is the oil light turning on in Earl’s stolen car. While it is not necessarily the climax of the story considering how close it occurs to the beginning, it is such a small event that sets off everything that follows. And, considering, the following events are small as well. Earl and Edna hide the car, Earl talks to the woman at the trailer park, they rent a hotel, they break up. Those are the things that happen in the story, which is not the same thing as to say that nothing happens. A huge amount of things happen, but the things themselves are not huge. By writing in this style, Ford is exploring the idea that a story does not have to have sweeping arcs and outstanding events to be enthralling, and that sometimes the most small scale occurrences can carry the weight of the story on their backs. The other element of style that Ford really brings to life in Rock Springs is the ending. At the very end of the last paragraph of the story, Earl looks up at the back of the hotel and sees that somebody else is awake, that they might be watching him. He poses a series of questions as he stands in the parking lot; â€Å"What would you think a man was doing if you saw him in the middle of the night looking in the windows of cars in the parking lot of the Ramada Inn? Would you think he was trying to get his head cleared? Would you think he was trying to get ready for a day when trouble would come down on him? Would you think he girlfriend was leaving him? Would you think he had a daughter? Would you think he was anybody like you?† While it might seem in the context of the story that Earl is addressing that mystery person in the lit room, it reads much more like Earl is addressing the reader. What would you think? What would you think about somebody like Earl? Would you sympathize with him? Would you be able to understand his struggle? Or would you shun him for the terrible things he’s done? This is the only place in the story where Ford seems to break the wall between character and reader, and pull the reader directly into the story, as if Earl has grabbed the reader by the collar and pulled them to his face. By saving this moment for the end, Ford assures that the impact of the questions hit the reader hard. If Earl had been posing these ideas throughout the story, it would have merely been an interesting side note for the reader, something to consider alongside the plot. But by having them come at the end, Ford leaves the reader with those questions ringing loudly in the mind. There is nothing else to read, no more Edna and Cheryl and stolen car and hotel in Rock Springs. There is just Earl, looking the reader in the face for the first time and asking them to tell him the truth. This is the note that Ford wants the reader to take away from the story, the message that imparts most heavily on the reader. By choosing this style and structuring the story in this way, Ford is assured that the reader will not forget his essential questions. Rock Springs is littered with deliberate diversions from tradition. Ford’s approach to literature is to draw on those elements of craft that make for a successful and impactful story, but to use them in surprising new ways. His technique brings the reader close to things they might otherwise have shied from, and its confrontation is essential to the tone of the piece. For Ford, dirty realism is just that; dirty and realistic. As a reader, it may be uncomfortable to think about how you would judge Earl. It might be challenging to determine whether or not he is a man you would trust. It might seem daunting to build an entire American narrative on a series of small happenings. Yet, Rock Springs shows us that with the right adaptation of craft, all of those ideas spring into possibility.

Heart Disease Essay - 2200 Words

Heart Disease (Essay Sample) Content: Heart DiseaseNameInstitutionHeart DiseaseIntroductionHeart disease is one of the leading causes of death not only in the U.S, but also all over the world. In the U.S alone, the disease causes nearly half a million deaths every year, with about 1.5 million people experiencing heart attacks and stroke annually (Lilly Harvard Medical School, 2011). While some think that heart disease is more common among the women than in men, just as many men as women die of the disease every year. Today, heart disease has also become common among children (Bybee, 2012). Although more deaths occur on adults, children too are vulnerable to suffering the symptoms of heart disease. It is important for individuals to know the risks involved with heart disease, which should obliged individuals to know their family history to verify any history of heart disease, which is crucial for prevention measures. Despite the level of seriousness of the disease, it is necessary to understand that there are available prevention and treatment measures that could be adopted to save a persons life from the scourge of the disease (NIH, 2014). In understanding heart disease, this paper seeks to define the disease by elaborating on some of its common types, pinpointing those who are at risk and how the levels of risks differ among different genders. It would also focus on discussing what the future holds in terms of prevention and treatment of heart disease.Causes of Heart DiseaseHeart disease is one of a larger health problem called cardiovascular diseases, which comprise of the diseases of the heart and blood vessel system. Other common cardiovascular diseases include high blood pressure, stroke, angina, and rheumatic heart disease. A majority of cardiovascular diseases occur due to buildup of fatty plaques in arteries or atherosclerosis, damaging the blood vessel or the heart.AnginaPlaques cause the narrowing of the arteries, causing their walls to harden. Arteries play an important role in the heart. They carry oxygenated blood from the heart to the rest of the body tissues facilitating the rejuvenation of body cells. When plaques start forming on the arteries walls, they hamper blood flow from the heart and this affects the heart in that it fails to get sufficient oxygen-rich blood. When the narrowing and hardening of the arteries walls persist to about 50%, the person may start feeling chest pain and discomfort commonly referred to as angina (Ramos, 2014). Angina is a major symptom of coronary heart disease, which is a common heart disease among adults. It makes one feel like squeezing or pressure in the chest. Sometimes the pain can be felt around the shoulders, neck, back, or the region around the jaw. Angina can occur in different forms with different level of pain severity and it is always necessary to seek medical examination to determine the type of angina, in order to administer proper treatment. It is believed that angina affects nearly 7 million peo ple in the U.S every year (CDC, 2014). This heart problem equally affects men and women. Although it primarily affects individuals above 55 years, it sometimes starts building up in children while at their tender ages, which if not properly treated, progresses to endanger the life of the child.Heart AttackIn some situations, the plaque forming in the arterial walls raptures allowing blood platelets to stick around the injured site. The formation of the platelets may clump together, forming blood clots, which further narrows the artery worsening the angina. Continuous formation of clots ends up becoming large enough to completely blocking a coronary artery, preventing oxygenated blood from flowing through them to the heart and other parts of the body. In such a situation, the person suffers heart attack. Heart attack is characterized by the dying of the heart muscles that are deprived oxygen due to lack of blood flow rich in oxygen. According to research, heart attack is the leading heart problem that kills the most men and women in the U.S (Ramos, 2014). Some of the common symptoms of heart attack include chest pains, upper body discomfort, shortness of breath, nausea and sometimes a person may experience breaking out in a cold sweat (Lilly Harvard Medical School, 2011). Any symptom of heart attack should be treated urgently to avoid putting the life of the patient at risk of developing heart failure or arrhythmias, which is a fatal problem associated with the rhythm of the heart.StrokePlaque formation is not only limited to the arteries in the heart. They may progress to other parts of the body such as in the arteries in legs, brain, and neck. Notably, building up of plaque in the brains can be very dangerous. In brain arteries, plaque causes inadequacy of oxygenated blood flow, resulting to a heart disease called atherosclerosis, which is associated with a serious heart problem of stroke. Stroke is the third leading cause of death and the leading cause of d isability in the U.S. According to Centers for Disease control and Prevention (CDC) (2014), stroke kills approximately 130,000 people every year. This is a huge number compared to the 795,000 people who get stroke annually in the country. Out of these strokes, it is believed that 87% are those that relate to the blockage of blood to the brain, which are most likely to be caused by plaque. Although nearly a third of all strokes recorded in the country occur in people above the age of 65 years, children also are vulnerable to the heart condition. Stroke is a serious heart condition that requires urgent medical attention.AtherosclerosisAtherosclerosis is the most common causal factor of cardiovascular disease. It involves the narrowing of the arteries due to plaque formation. Plaque is occurs when the endothelium wall of the artery is damaged by high cholesterol level, high blood pressure or smoking. In the heart, atherosclerosis causes coronary artery disease, which is the number one killer heart disease in the U.S. However, atherosclerosis does not present any symptoms until one reaches middle or older ages when the artery is 70% covered by plaque (Martel, 2012). Notably, some of the major causes of the condition such as high cholesterol level, smoking, lack of exercise, obesity, and dieting are correctible, and people should avoid instances of developing such conditions and behaviours to avoid the heart disease. Tobacco consumption whether smoking or chewing increases the chances of getting atherosclerosis. Smoking increases carbon monoxide level in the blood, which damages the artery linings. It further promotes the buildup of LDL bad cholesterol, lowering the HDL good cholesterol, interfering with the blood flow in the heart. Hereditary may play part to a person acquiring atherosclerosis. Some peoples genetic compositions are susceptible to developing symptoms of atherosclerosis, which increases the chances of the persons getting heart disease. Dietary behav iour is also a major contributory factor to developing atherosclerosis. Taking too much sodium, of above 0.05% in diet increases the chances of plaque buildup, exposing one to the danger of developing the heart disease (Martel, 2012). This is similar to taking foods that have high content of cholesterol. Lack of exercise contributes much in the accumulation of cholesterol in the blood artery. Exercises further helps in boosting ones immune system to help fight against diseases such as obesity, which is a great threat to developing heart disease in both children and adults. Who are at risk?In America, various factors expose people to the risks of heart disease. About 47% of the Americans have at least one factor, exposing one to the dangers of suffering heart disease (CDC, 2014). This is because many people in the country live unhealthy lifestyles, entailing such practices as smoking cigarettes and excessive alcohol drinking, lack of exercise causing obesity and other lifestyle relat ed diseases such as diabetes and hypertension, which increase ones vulnerability to developing heart disease. Heart disease is also common among people of age 55 years and above and among those with family history of a heart disease such as heart attack. However, researchers have identified that some of the groups with the highest risks of getting heart disease include older individuals and African Americans. These groups have the highest incidences of high blood pressure, obesity, and diabetes. According the researchers, African Americans are believed to carry genes that increase their sensitivity to salt thus exposing them to the risk of developing blood pressure at tender ages (Kam, 2014). The African Americans have the highest prevalence of hypertension in the world, at 26% of the population. Obesity is also high among them, at 77% for women and 63% for men all above the age of 20 years (CDC, 2014). The African Americans are also as twice as likely to get diabetes as non-Hispani c Whites. Among all the African American at the age of 20 and above, 15% of them suffers from diabetes. Owing to these facts, African Americans have a 20 times higher rate of experiencing heart failure before the age of 50. Among the African American population, the women have higher risks of getting heart disease than the men (Ramos, 2014). It is believed that the reason why African Americans have higher incidences of heart disease than the whites is that they have limited access to quality health care in the country. The prevention of heart failure and other disease requires successful treatment of the risk factors.Gender Differences and Heart DiseaseHeart disease is leading cause of mortality among women (Harvard University, 2014). This is because apart from the traditional common factors that increase the risks of getting heart disease among both men and women, women have ...

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Evaluation Of An Organization s Utilization Of Targeted...

Performance Evaluative Phase Recommendation 4: Targeted Volunteer Recruitment The fourth recommendation - which opens the second phase of the report - advocates for the organization’s utilization of targeted recruitment for volunteers rather than a warm body recruitment (Worth, 2014). Worth (2014) defines targeted recruitment as a recruitment strategy which â€Å"is designed to attract fewer, select volunteers for jobs that require particular skills or interests or are appropriate for specific age or cultural groups† (Worth, 2014, p. 228). It is the recommendation of this report that the All Stars Project use the targeted recruitment method and in combination with the selection practices philosophy - from the three forces of culture building†¦show more content†¦Thus, without qualified volunteers the dramatic expense of hiring paid staff would fall on the budgets of the organization and significantly impede program offerings (Worth, 2014). Moreover, using the selection practices philosophy - where volunteers are chosen based on their cultural assimilation potential - will enable the organization to remove, from the applicant pool, any potential volunteers who may disagree with, not conform to, or upset the cultural ecosystem of the All Stars Project (Robbins Judge, 2009). In short, the cultural and financial benefits of the selection practices philosophy and targeted recruitment recommendation will maximize the All Stars Project’s performance ability and financial stability (Hexom, 2015; Robbins Judge, 2009; Worth, 2014). Recommendation 5: Portfolio Analysis Matrix At this stage in the framework the organization’s mission, vision, values, and culture should all be in alignment and the all volunteers should be hired for based on their compatibility to the internal elements examined in recommendations one through three, with these milestone completed the organization should focus on examining its programs. 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Essay on Federal Reserve Act - 1877 Words

The Federal Reserve: A Knight in Shining Armor quot;To suffer either the solicitation of merchants or the wishes of government, to determine the measure of the bank issues, is unquestionably to adopt a very false principle of conduct.quot; nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;-Henry Thornton, 1802 nbsp;nbsp;nbsp;nbsp;nbsp;The banker was frantic. A large mob was gathering outside his bank and the people were clamoring for their money. The banker called the Federal Reserve Bank in Minneapolis and warned that unless this quot;mad runquot; were stopped, he would soon be out of currency. With the bank nearly two-hundred miles from†¦show more content†¦The credit system of the country had ceased to operate, and thousands of firms went into bankruptcy (Born...,.12). Something had to be done that would provide for a flexible amount of currency as well as provide cohesion between banks across the United States. (Hepburn, 399) This knight in shining armor, as described in the story of the bank run, was the Federal Reserve. The Federal Reserve Act of 1913 helped to establish banks as a united force working for the people instead of independent agencies working against each other. By providing a flexible amount of currency, banks did not have to hoard their money in fear of a ban k run. Because of this, there was no competitive edge to see who could keep the most currency on hand and a more expansionary economy was possible. nbsp;nbsp;nbsp;nbsp;nbsp;The evolution of the Federal Reserve did not begin on December 23, 1913 with the passage of the Federal Reserve Act. Rather, it began with the Banking Panic of 1907, the most severe of the four national banking panics that had occurred in the precious thirty-four years. In response to this panic, a committee was established to find the flaws of the current banking system. 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Visa Compliance Cancellation and Review †MyAssignmenthelp.com

Question: Discuss about the Visa Compliance Cancellation and Review. Answer: John Smithers being a New Zealand citizen has been granted Temporary subclass 444 visa, which permits any New Zealanders to reside and work in Australia if the person remains a citizen of New Zealand. This visa does not entitle the holder with the same benefits and rights that an Australian citizen is entitled to enjoy. Although he is a successful employee in Toyota he his personal behavior is unsatisfactory. John received a Notice of Intention to Consider Cancellation (NOICC) of his visa under section 501(1) of the Migration Act 1958 on character grounds. According to section 501 of the Migration Act 1958 (Cth) (Migration Act), any visa of a non-citizen may be refused or cancelled if such holder has failed to convince the Minister for Immigration and Citizenship (the Minister) or a delegate of the Minister that they have passed the character test[1]. There are two essential decision-making process under section 501 where the Minister or the delegate, at the first stage, must take into consideration of the fact whether the visa holder has successfully passed the character test or the threshold test for refusal or cancellation. If the Minister or the delegate of the Minister were of the opinion that the holder has passed the threshold test under section 501(1), (2) or (3) for cancellation or refusal of the visa, it would lead to the second stage of decision-making process that is stipulated under section 501 of the Migration Act 1958. In the second stage, the Minister or the delegate would make a decision whether they should implement their discretion to cancel or refuse the visa of the visa holder[2]. According to the commencement of the Ministerial Direction No. 55, the Officers of the Department of Immigration and Citizenship (DIAC) are required to comply with the Direction while making cancelling or refusal decisions under section 501(1) and 501(2) of the Migration act 1958. However, the direction shall not be applicable to visa cancellation or refusal decision that the Minister has personally made. Although the Minister may refer to the direction while exercising his personal powers to make refusal or cancellation decisions, nevertheless, he is not obligated to follow the Directions. Cancellation or Refusal by the Minister or delegate under section 501(1) or (2) of the Migration Act 1958 (Cth) According to section 501(1), the Minister is entitled to grant or refuse a visa if such person fails to convince that he/she passed the character test[3]. The visa can be cancelled under section 501(2) of the Migration Act on the following grounds: The Minister is under rational suspicion that the visa holder/applicant has failed to qualify the character test; The visa holder/applicant failed to assure the Minister that he/she had passed the character test. The Minister or a delegate may exercise its discretionary power conferred upon him by section 501(1) and 501(2) of the Act[4]. Some of the DIAC officers usually act as the delegates of the Ministers while making such refusal or cancellation of visa decisions. Character Test Under section 501 of the Migration Act states that a person is said to have failed the character test on the grounds stipulated under section 501(6) (a) to (d) of the Migration Act which are enumerated as below: Substantial criminal record; Association with persons who is suspected to be involved in criminal conduct; Conviction for immigration detention offenses; Significant risk of any future conduct of similar types; Any present or past general or criminal conduct; Substantial Criminal record- A person is said to have substantial criminal record if such person have been subjected to: Life imprisonment or death sentence; Imprisonment for 12 months or more; Total terms of imprisonments is two years or more; Acquittal of an offence on the grounds of insanity, unsoundness or have been subjected to detention; Any person who has a substantial criminal record shall not pass the character test automatically irrespective of any justifying factors that was related to his/her offense[5]. Past or present, general or criminal conduct- under section 501(6) (c) of the Migration Act, if the present or past criminal or general conduct signifies the student does not have a good character, the person fails the character test[6]. However, while determining whether the person is of good character, the Minister shall consider the facts and circumstances of the relevant case which includes any evidences of recent good behavior of the applicant thus, complying with the Direction No.55. Significant risks of future conduct- A person does not succeed the character test if there is a considerable risk that the person while residing in Australia, would be involved in illegal conduct, molest, harass, or intimidate another person[7]. Such person may pose danger to the community by engaging into harmful activities that might be threatening to the Australian community or any particular part of the community. Association with persons engaged in criminal conduct- a person does not pass the character test is he/she is involved with a criminal person or a person who the Minister suspects to be engaged in criminal conduct. Conviction for immigration detention offences- a person shall fail to satisfy the Minister that he passed a character test if the person is convicted of any offense while he was under immigration detention, after he escaped from immigration detention, or before he was detained as is stipulated under section 501 of the Act. Addressing the Notice of Intention to Consider Cancellation (NOICC) After the NOICC is served it is mandatory that a response is provided along with submissions and evidence, thus, justifying why the visa should not be cancelled. Such response should be provided within 28 days from the date the NOICC is served. On the facts here, John has been involved in criminal activities in the past years. In 2014, he was charged with theft of a motor vehicle, exhibition of drunken behavior and driving carelessly and he was released with a $2000 good behavior without any conviction. In 2015, he had been convicted for 2 months imprisonment with compensation of $2500 for driving without a license and carelessly and assaults. He further failed to render necessary assistance in an accident scene. Further, in 2017, he had been convicted for 3 months imprisonment with compensation of $3000 for committing burglary with a Samurai sword, a lethal weapon. The Minister or any delegate shall consider these criminal conducts as present and past or general criminal conduct, which may result in automatic cancellation of the visa[8]. However, as discussed above, while determining whether the applicant is of a bad character, the Direction No.55 mandates the minister or a delegate to consider all the facts and circumstances relevant to this case[9]. The Minister or the delegate is required to consider all evidences including evidence of recent good behavior of the applicant. The decision makers should consider the following factors: nature, frequency, severity and collective impact of the offence or offences; demeanor of the person since the commission of the offence which includes any conduct that signifies character reform; time period since the person was last involved in criminal conduct; any evidence of ongoing engagement with criminals; any traces of commission of similar offence; any traces of contempt of law; the surrounding circumstances that may justify the criminal conduct in which the applicant was involved; On the facts here, in his justification, John may state that he is regretful for his previous conducts and wishes to reform, given the fact that he is going to become a father. He may further state that he has been subject to medical treatment under a Psychiatrist who is of the opinion that there is every possibility for John to reform and abstain from engaging into any form of criminal conduct in the future. Further, he may state that he is a successful employee in Toyota and is regarded as a highly competent motor mechanic by his colleagues as well as by the employers. In fact, he received an award for the mechanic of the year by Toyota recently. Furthermore, his parents are proud of his employment success. Under section 501(1), if an applicant is involved in any past or present conduct criminal conduct, a person fails the character test. However, John may justify his conduct on the following grounds: that he fell into bad company in the night club and became involved in the alleged criminal conducts; that since the last criminal conduct and after his conviction, he has not been engaged in any further criminal activities; that he had been subject to medical treatment under a psychiatrist and he opined that with growing influences of his family and girlfriend and persistent treatment, he will be rehabilitated; John himself regrets his previous conducts and promises not to repeat or become engaged in any further criminal activity in the future; As per Direction No.55, the decision-makers may consider the following factors while assessing whether the past or present conduct implies that they do not have a fine personality: The person has been engaged in war crimes, terrorist activities or crime against humanity, drug trafficking, extortion, fraud or have a past history ofimmigration law contravention; The person has deported or removed from Australia or another country; The person has been discharged in advance from armed forces; John has not been engaged in any of the above circumstances, and his conduct were though criminal in nature but it did not amount to any of the factors mentioned above. In order to establish that John regrets his part conduct and wishes to reform, he must attach the doctors certificate that there is a complete possibility that he would not commit any criminal conduct in the future as evidence as well as evidence of his organizational conduct[10]. Since failing character test does not automatically cancel or refuses the visa, the decision maker shall have regards to certain primary considerations stipulated under Direction No. 55 that are follows: Best interests of minor children in Australia; The applicants present family in Australia provided they are Australian citizens; Australian Business interests; The economic, health and safety impediments the applicant will face if removed from country; Therefore, John may apply state in his response that his girlfriend is expecting his child and it is for the welfare of the unborn child that his visa is not cancelled. Further, his girlfriend Hannah is part of his immediate family and has no economic stability to raise the child by herself as she is a student and John has a financial stability to support her and their unborn child. His immediate family also includes his parents who are old and have significant health problems as serious as Parkinsons disease and dementia. Since the NOICC is served to cancel the visa, the decision-makers must consider that John would face economic impediments relating to standard of living[11]. Furthermore, since John is regarded as the best technician of the Toyota Company, it is in the best interest of the Australian company that John is not deported as it might affect the production of the company[12]. These grounds establish the strength, nature and duration of Johns ties to the country. However, it is also a fact that the Minister is not obligated to comply with the Direction while making personal decision with respect to the cancellation or refusal of visa on the character grounds under section 501 of the Migration Act 1988. Consequences of cancellation of visa on character grounds If the Minister for Immigration and Citizenship cancels the visa on the ground of character test, John shall face serious consequences like placement in immigration detention for long periods. He may be separated from his family and friends or may be removed from the country. However, John may apply to the Administrative Appeals Tribunal (AAT) within 9 days from the decision made by the delegate, for reviewing the merits of the decision or challenge the legality of the decisions through the courts. However, only a Delegates decision may be appealed before the AAT[13]. The AAT shall review the original decision and set aside such order under section 501 of the Act. John may apply for review of the decision made by the Minister and the delegate before the Federal Court or High Court of Australia where the court may set aside the original decision based on jurisdictional error. References Aas, Katja Franko, and Mary Bosworth, eds. The borders of punishment: Migration, citizenship, and social exclusion. Oxford University Press, 2013. Bucerius, Sandra M., and Michael H. Tonry, eds. The Oxford handbook of ethnicity, crime, and immigration. Oxford Handbooks, 2014. Donald, Adam. "Immigration points-based systems compared." BBC News (2015). Hoang, Khanh, and Sudrishti Reich. "Managing crime throughmigration law in Australia and the United States: a comparative analysis." Comparative Migration Studies 5.1 (2017): 12. Hollifield, James, Philip Martin, and Pia Orrenius. Controlling immigration: A global perspective. Stanford University Press, 2014. https://www.ombudsman.gov.au/__data/assets/pdf_file/0027/42597/Own-motion-report-into-the-Administration-of-Section-of-the-Migration-Act-1958-final.pdf https://www.border.gov.au/Trav/Visa-1/444- Joppke, Christian. "Through the European looking glass: citizenship tests in the USA, Australia, and Canada." Citizenship studies 17.1 (2013): 1-15. Lint, Willem De, Lorraine Mazerolle, and Rick T. Sarre. "Book Review, Leanne Weber, Policing Non-Citizens." (2015). McGrath, Jane. "A path of devotion: Migrationlaw and the art of specialising." Bulletin (Law Society of South Australia) 39.1 (2017): 8. McIntyre, Deborah, et al. "Experiences of adults with high-care needs and their family members with housing and support pathways in Australia." Disability and rehabilitation 39.18 (2017): 1829-1839. Migration Act 1958 (Cth) Oldfield, Yvonne. "Australia's guestworkers? A discussion of the rights of New Zealand citizens to enter, reside and work in Australia." (2014). Phillips, Janet, and Harriet Spinks. "Immigration detention in Australia." Parliamentary Library 20 (2013). Stanley, Elizabeth. "Expanding crimmigration: The detention and deportation of New Zealanders from Australia." Australian New Zealand Journal of Criminology (2017): 0004865817730858.

Critical Analysis of Recruitment and Selection Process of HRM

Questions: SG Cowen: New Recruits Chip Rae, director of recruiting at SG Cowen, looked out the conference room window at the falling flakes and wondered how fast the snow was accumulating. Most of the firms bankers had come in from Connecticut or Westchester to participate in the Super Saturday recruiting event, and he knew they were anxious to get home before the weather deteriorated and made travel dangerous. The interviews had finished at noon, and the candidates from various graduate schools had left for their flights right away. Now, the bankers were eating lunch, discussing interview results and making decisions. They were sitting in Giants Stadium, the banks largest conference room, and Rae had set the tables up in a U-shape so that he could stand in the front and still communicate with all 30 bankers. He posted placards with all the candidate names on the bulletin board and moved them around as they came up for discussion. The hiring meeting had moved rapidly through a number of candidates. The decision makers had agreed on candidates who were firm yeses and some other clear nos. Now was the tricky part: there were four candidates still left. Each person had some strong support among their interviewers but had also raised some questions. To reach the ideal class size after factoring in expected yield, Rae wanted to give out only two more offers. Investment Banking Industry in 2001 Consolidation in the investment banking industry was widespread, as major firms bought small banks, bought retail brokers, and considered partnering with commercial banks. Mergers and acquisitions (MA) and equities remained the highest-margin businesses but also very volatile, as deal volume and initial public offering (IPO) issuances could dry up very quickly in a downturn. In a down market, fixed incomes more stable revenue stream was especially welcome. Integrated banking groups such as Citigroup or JP Morgan Chase were sometimes able to win investment banking business away from the traditional bulge-bracket firms because of their ability to offer loans and other commercial banking capabilities. Some strategists believed the lending business was the wave of the future, while others targeted the custody business. The custody business, which involved holding and processing the buying and selling of securities for investors, was a low-risk fee-based business that was considered munda ne but offered regular opportunities for interaction and service to potential clients. Several investment banks reported declining profits, and some laid off staff to cut costs. The biggest expense on Wall Street was compensation costs, averaging 50% of revenue.1 In the prosperous years on Wall Street in the late 1990s, some firms had salary and bonus costs upwards of 60%, since firms signed multiyear contracts promising fixed bonus payouts to keep talent and also signed separate profit-sharing agreements with individual business groups to prevent them from spinning out on their own. Investment banks were also under increased scrutiny from regulators and the public, who were concerned about conflict of interest. Many new equity issues, especially in technology, had been supported by research analysts, particularly at the firms that had executed the IPOs. This loyalty to the banking clients came at the expense of the investors who followed analyst recommendations and bought stock in companies that often continued to decline. Firms were now developing better guidelines for keeping research teams independent from bankers and their clients. Investment banks fought for talent with firms in venture capital, private equity, hedge funds, consulting, and, for the last few years, tech companies. Banks were reassured to see students return to the fold, as they exhibited much more interest in established brand-name companies for secure jobs. However, the interest level had gone from one extreme to the other. Where banks had once feared they were only seeing second-tier candidates, now they had recruiting yields much higher than expected and struggled with how to handle all the new recruits as business slowed down. SG Cowen SG Cowen was born when Socit Gnrale purchased Cowen and Company in July 1998. Socit Gnrale was an international bank based in France, founded in 1864, nationalized in 1945, and privatized in 1987. By 2000, it was one of the worlds largest banks, with assets of over $430 billion as of December 2000. Like many European banks, it wanted a foothold in investment banking in the United States. Many of these banks had tried to create a beachhead in the U.S. but had not succeeded. Socit Gnrale had flirted with buying one of the CHARM banks for the past five years and decided Cowen was the best match culturally.2 By 2000, Socit Gnrales $600 million purchase of Cowen had started to pay off: SG Cowen went from an operating loss of $75 million in 1999 to an operating profit of $34 million the following year. Cowen began business as a bond brokerage house in 1918 and grew into a firm known for top-tier research and strong equity sales and trading capabilities. It was now also focused on building up its investment banking and MA advisory services. The new entity SG Cowen, numbering 1,500 professionals, planned to remain a boutique-sized firm but had access to the parent firms balance sheet. SG Cowens investment bankers focused on emerging growth companies in two volatile but highly profitable areas, health care and technology. This focused approach to banking depended on deep knowledge collected through its equity research team, highly regarded for its coverage of both health care and technology. Kim Fennebresque, president and CEO of SG Cowen, often described research as the edge of a wedge that created inroads with new clients. The firm had strong roots in Boston but had now opened several other offices, as far apart as San Francisco, Dallas, and London. This raised concerns about making sure employees in smaller offices were not isolated and also that they had full knowledge of and access to the resources of the global firm. As the firm grew, there were concerns that groups should make sure there were frequent interactions and that people should know about one anothers deals and proposals and make sure they coordinated their client activity. Fennebresque believed that SG Cowen should continue to grow geographically but stay industry focused: We will, under all circumstances, remain an emerging growth investment bank. Our geographical reach will extend to Europe, Asia, and other parts of the world, but we will not stray from that focused sectoral agenda. We have in our midst, and will continue to attract, the highest-quality professionals who believe in that business model. The Hiring Process Like most firms on Wall Street, SG Cowen made hiring decisions in the early winter and spring of each year to fill a new class of associates who would begin that summer. Some associates had previously been employed by SG Cowen as analysts and were promoted to first-year associate at the end of their third year with the firm without going to business school.3 Other associates started out as interns in the summer between their first and second year of business school and subsequently were offered full-time employment at the end of their internship commencing the following summer. The hiring process for new outside associate hires began in the fall, when SG Cowen would make company presentations at its core business schools, where it participated in the on-campus recruiting programs. These schools were NYU, Chicago, Columbia, Cornell, Emory, USC, Washington University, Notre Dame, and Berkeley. SG Cowen would also accept resumes from students at noncore schools, where it was not partici pating in the on-campus program. Often SG Cowen professionals would conduct informational interviews with students in the office in advance of official first-round interviews. These interviews, which were not part of the formal process, were a chance for SG Cowen to gauge how serious and enthusiastic the candidates were and a chance for candidates to learn more about the firm and the industry before the interview in which they would be actually evaluated. Rae assigned team captains to every school at which SG Cowen recruited on campus so that students had a constant and familiar point of contact. Ideally, these team captains were banking professionals and not human resource professionals, and as often as possible, Rae would try to match up alumni with their own school. Gregg Schoenberg was team captain at the Johnson School of Business at Cornell, the school that currently provided SG Cowens highest recruiting yield. Schoenberg had joined the firm in August 1998 and now worked in the Equity Capital Markets Group. He became actively involved in recruiting at Cornell upon joining for two reasons. First was that he believed SG Cowen would benefit from the high quality of candidates at Cornell. Second was that he wanted to make it easier for Cornell grads to obtain investment banking positions on Wall Street. Schoenberg averred: In the bull market years, the Goldmans of the world would back up the recruiting truck to places like Harvard and invite slews of students to climb aboard. It was tougher for us because we didnt have the alumni base in New York. We came down here on our own nickel and really pounded the pavement. But you can turn a negative into a positive. Because Cornell students who do want to do banking have to show more initiative and be more focused, generally this makes them great hires. When Schoenberg had been hired, Cornell was not a core school, and Schoenberg described SG Cowen at the time as so-so receptive to people from noncore schools, mostly because the lack of an on-campus round made for disproportionate hassles to pin bankers down to do interviews and set up individual interview times in the middle of a regular workday. Coming from a nontraditional background in politics, Schoenberg felt SG Cowens interest in him really gained momentum once they knew he had been called back for second rounds at Lazard Freres. When Schoenberg recruited for SG Cowen, he said he always told candidates, It doesnt matter what you did before, what matters is that you have demonstrated a pattern of success. But he also said candidates had to be realistic about their fit, as he himself was. I couldnt outmodel a former Morgan Stanley analyst, he said. He moved to Equity Capital Markets from MA within his first few months because it played to my interests in the markets and my pers onality. People need to be fast learners, he said, because Wall Street doesnt have the patience to allow someone to develop slowly. Raes Strategy Schoenbergs advocacy for making Cornell a core school converged perfectly with Raes new strategy for choosing core business schools. We used to go to the top 10, Rae said, but at some of the top schools we were getting people in the middle of the class. Paying more attention to the next 15 schools in the top 25 was Raes new strategy. Rae, who graduated from Amos Tuck School of Business at Dartmouth, had originally been a banker himself at JP Morgan before moving into recruiting positions there and at Merrill, Smith Barney, and then SG Cowen. His previous employers were giants on the top 10 campuses, with huge recruiting budgets, recognized brand names, and, most importantly, much larger hiring needs, which meant that they received immediate student interest. At schools such as Emory and USC, SG Cowen could be a relatively bigger player and attract more attention from the best students. There was resistance initially from senior management, as this was viewed as going downstream. But Rae said, Senior managers eventually saw the wisdom. We were hiring at the top of the class, and these students also tended to be more loyal. We were not missing much by not going to the top schools. At each of the core schools, Rae scheduled a company presentation in advance of the interview dates. At the presentation, Rae guided the team captains to make sure they answered four questions quickly: who are we, what do we do, what distinguishes us from competitors, and what are the next steps. SG Cowen promoted the advantages of a boutique firm, arguing that there was less bureaucracy than at larger banks, that people could move much faster in their careers than at other banks, where they would be hired and promoted lockstep as part of a large class. Team captains talked about the advantages of small deal teams, which allowed for more exposure to clients, more responsibilities, and more entrepreneurship. Rae encouraged team captains to make a very short formal presentation and then allow a substantial amount of time to informally talk and answer questions. At schools like NYU, SG Cowen would be represented by an MD, who made the presentation, and then perhaps 20 alumni who could then have fairly substantial interaction with the expected 100 students who would show up. Some team captains like Schoenberg would tell students they could call him or come and see him (at their own expense) for informational interviews. This would help self-select students who really wanted to be prepared for first-round interviews by knowing more about the firm and also establishing a relationship with him. However, he admitted there was a fine line between helping students who were self-starters and giving them unfair advantage in the process. Some team captains put in a lot of time and effort, while some put in less. SG Cowen did not directly compensate or reward bankers for being involved in recruiting activities, but recruiting was included on the performance reviews leading to year-end bonuses. On-Campus Round At every core school, SG Cowen had two or three schedules comprising at least one open one, whereby students signed up based on interest, and the rest closed, whereby SG Cowen selected among previously submitted resumes. Rae said, In the past, Ive found as many good people on the open as the closed list. In the first rounds, interviewers tried to focus on which of these candidates could make it through Super Saturday. Schoenberg said, When I go up to interview, Im tough on candidates because I dont want to embarrass myself later on by endorsing weak candidates. Interviewers knew they would be held liable for the quality of candidates they brought back for Super Saturday, and their own reputation was diminished if they wasted the time of senior bankers at the firm interviewing candidates at Super Saturday who were clearly not appropriate. At the same time, Schoenberg said, When I see people who are prepared and have the eagerness, I fight very hard for them. While some bankers were especially tough, others were especially easy and wanted to be generous in their assessments of all the candidates. Rae said, This is where you see the beauty of writing comments down. At the end of a day of first-round interviews, the two or three people who had been interviewing would discuss whom they had seen. Rae tried to make detailed notes on resumes or on the evaluation sheets he had created, and he encouraged the bankers to do the same so they could recollect specific details about each candidate (see Exhibit 1 for a sample of Raes notes from past interviews). Most often there were two schedules, which would amount to 24 candidates. They would then try to narrow the list to six candidates and quickly have a second round, even that same night, on campus in order to cut half and invite the other half to Super Saturday. Rae said the firm usually wanted associates or senior associates to conduct first-round interviews: Were not aggressive about sending our most senior people out; we want to downstream the identification of talent and upstream the responsibility of closing on offers to senior people. Rae felt that often the senior-most people were removed from day-to-day concerns and tended not to be as demanding about the basic skills an associate needed, whereas those just a few years ahead of a first- year associate would be much more rigorous about assessing skills. He made sure senior bankers would be at Super Saturday, however, to judge whether potential associates also had the makings of a good long-term banker. In Raes view, long-term success did not come from building models, it came from loving the work, loving to teach and sell, and loving the hunt. The successful bankers had to feel the excitement of serving clients and the excitement of competing at the highest level. In this first round, he also instructed interviewers to test for culture fit. This could be as simple as asking someone whose work and education experience was entirely in the Midwest, Are you comfortable living and working in New York? Rae said, Sometimes they might be a diamond in the rough and they can make the transition, but cultural fit is important. Other bankers at SG Cowen agreed. One banker, Ryan Daws, pointed out, Its important having Chip in the process because there are only so many personality types in the world, and hes seen a lot more than we have. Daws said, HR at every bank has to earn credibility with bankers, but when you have someone like Chip who used to be a banker, it makes it easier. He also said, Certain types fail to succeed once they get here, which colors the interviewing process. For Daws, alarm signals went off when people did not dress appropriately, or when they asked questions like, Are the hours really as bad as they say? He acknowledged there was some ego involved on the interviewing side. No ones ever as good as I thought I was, he joked. Super Saturday Super Saturday in fact began on Friday afternoon, when candidates arrived from their various schools and convened with many of the interviewers for dinner and cocktails in the wine cellar of an elegant midtown restaurant. Fennebresque spoke at dinner, and, because he was a great speaker and because it was rare to get the attention of a CEO during recruiting, candidates were usually visibly impressed. On Saturday morning, interviews began at nine, and each interviewer and each candidate had five half-hour sessions with short breaks. Rae tried to keep these interviews moving and spent a lot of time gently tapping and then firmly knocking on bankers doors when they lost track of time. Super Saturday was exhausting for the interviewers as well as the interviewees, and Rae wanted to make sure the bankers saved some energy for the collective decision making. Thirty candidates had attended, which meant Rae had commandeered 30 bankers to come to Super Saturday. Rae said, Theyre giving up a S aturday, and they want to get out of here as fast as they can. But they get to make the decisions, and that brings them in here every year. Rae estimated from previous years that he should make 20 offers if his target was 15 acceptances. There were already eight hires from the summer associate program, and seven third-year analysts were being promoted, so this would achieve his objective of a full associate class of 30. Successful candidates received offers to join investment banking. Those who accepted returned for an orientation in April to meet with the banking groups that interested them most. By the time the training program started, each new associate was assigned to a group. The hiring meeting started as the bankers ate their lunch. The bankers usually felt very confident that they could whip through the list of candidates quickly, as they often assumed that others would have shared their view on the interviews they conducted. Bankers were always surprised at these meetings to find out how strong the disagreement could be. One managing director might be turned off by a candidate for being too salesy, I thought he was trying to snow me, and that same candidate could have appealed to another director for having great attitude, eager to contribute. Rae had to figure out how to let everyone weigh in and then build consensus around a decision. Building a Culture through Hiring Rae said, I try to get people to act and behave like a firm. He wanted to make sure bankers were not overly partial to candidates from their own alma maters and also that bankers did not hire people who would only succeed in their own group. At the same time he wanted to make sure that bankers did not relax standards and hire a candidate whom they thought of as good enough for the firm but not good enough for my group. Sometimes he would try to push a banker to a conclusion by saying, If you could only take one new associate to the CEOs office with you, which one would it be? Or at the other extreme, If I cant place her, shes going to be yours, how do you feel about that? One HR manager at SG Cowen commented: People on Wall Street are too hard on people who took some time to figure out what they want to do. But look at Kim Fennebresque, our CEO. He started out as a lawyer, and hes been incredibly successful in banking. But when people are hiring, they dont think of that. Personally, I think anyone who tells you in an interview that they wanted to be an investment banker since age 12 has led an incredibly dull life. Fennebresque said, We want to make sure people who are attracted to a place like this understand what this is. We want to ferret out people who love technology, who love emerging growth. Making the firm more visible to both potential clients and potential employees was one reason Fennebresque agreed to frequent appearances on CNBC and business segments on other news shows. So many people come to Wall Street for the wrong reasons, he said. Theyre dazzled by dough and dazzled by stature. People should figure out what they like to do, it matters even more than what theyre good at. I was perfectly good at law, but I sat in that law library at night and I thought the librarian was the Marquis de Sade torturing me. If you dont like what youre doing, even if youre good at it, eventually you and God are going to figure it out. Fennebresque spoke fondly of having started out in banking at First Boston in the 1980s during the firms heyday and in close view of the rise of Joe Perella and Bruce Wasserstein. Fennebresque said, I used to believe culture was an overrated Harvard buzzword, but First Boston made him realize how much culture mattered. We were young punks trying to elbow in on the big boys, and it worked, he said proudly. He was trying to bring some of that dynamism to SG Cowen. Because the investment bankers had all been hired from different firms to build SG Cowens banking platform, Fennebresque often used the metaphor of Ellis Island to exhort his bankers to come together and create a unified new culture. He also wanted to make sure they felt they had the support they needed to get their work done, and Fennebresque tried to give bankers as much autonomy and decision- making power as possible. Fennebresques involvement in recruiting events and his visibility with new and young employees stemmed from this desire to provide support. The most important clients are inside, not outside. I really believe that, he said. Hiring Criteria Rae tried to formalize the criteria by using grid sheets for the bankers to fill out and having them vote and make a case on behalf of their candidate. There were definitely bankers who resisted any kind of science in this process. Bill Buchanan, HBS 86, was head of Equity Capital Markets and had also come to SG Cowen from First Boston, like Fennebresque. The type of person who does well here doesnt want to be told what to do. He or she is far less regimented. This is not the Navy. We want the self-starter. Buchanan said he did put a lot of stock in resumes: It makes a big difference if they have been an entrepreneur. Most important, though, he hired for fit. He was even known to change the structure for fit, in that he had created jobs for people he thought SG Cowen should hire. As Buchanan put it, We can stretch for personality, and we can stretch for sparkle. Especially in ECM, Buchanan said, The human element, especially our creativity and energy, is why a company chooses us as f inancial advisor in the first place, especially on commoditized products. Were very hands on and high touch. Were not the volume leader, but we are a service leader. Candidates for Hiring The bankers assembled had assigned almost all the magnetic placards representing the applicants into decision groups. They had two spots remaining and four people in the maybe category from whom to choose.4 Natalya Godlewska Natalya Godlewska was an MBA student at Cornell and had earned an undergraduate degree in finance at an eastern European university. As an undergraduate, she had been the student with the highest grade point average (GPA) in the finance department, and she went on to serve as a graduate teaching assistant in the finance program at Cornells business school. She was originally from Poland and had moved to the U.S. at the age of 22. She spoke fluent Russian, Polish, and German and some French. Prior to business school, she had worked for four years for CommScan, a company that developed MA modeling software used by many major Wall Street firms. She had gone to the SG Cowen presentation at Cornell, called the bankers she had met to have informational interviews, and then had been one of the top candidates from Cornell sent on to Super Saturday. At Super Saturday, her interviews had mostly gone well, although there was some hesitation from two interviewers. Everyone was uniformly impressed with her finance background, her analytical knowledge, and her understanding of the financial markets. When one of the bankers had telephoned her references, her previous supervisor had responded positively about Godlewskas skills and also commented, This is the person I would want to bring to a tough negotiation. She seemed very determined, ambitious, and ready to work hard. But one associate and one managing director each expressed strong reservations for different reasons. The associate felt that Godlewska might not be a good culture fit with the other associates and that she had seemed stiff and uncomfortable during small talk at the opening of the interview and also at dinner the night before. The managing director felt that some bankers might lose patience with Godlewskas less-than- perfect English and that this would affect her ability to work smoothly with her managers. Other people on her interview schedule spoke up in her defense. Associates should be made to deal with people with different backgrounds, and it was all too easy to use culture as an excuse. One banker said he thought Godlewska would be a hit with clients because she was a go-getter and radiated positive energy and a can-do attitude. He said that though it might be an issue with impatient bankers on her team, her language skill would definitely not be an issue with clients because most of our clients think Wall Street types speak too fast anyway. Martin Street Martin Street was a second-year Wharton MBA who had previously served four years in the military. He had no business experience, but he had substantial leadership experience, most notably having led a rescue operation in war-torn Bosnia. He was president of his section at Wharton and also of the Running Club, having completed two marathons and one triathlon in the past year. All of his interviewers agreed that he came across as a dynamic personality and that he was confident and articulate. SG Cowen came to Wharton toward the middle of the recruiting period, so as one banker said, People either really want SG Cowen, or they didnt get offers from other firms. Street had told them he was taking several finance courses, but SG Cowen was not allowed to ask him about his grades because that was forbidden under Wharton recruiting rules. Cowen had difficulty scheduling Street for Super Saturday because he was always involved in recruiting events at other firms. He had said that he liked smaller firms and liked SG Cowens areas of specialization, but they still were unsure what the likelihood was that Street would accept the offer if it was extended. They were also wary of whether he would play firms against one another in terms of wanting additional time to interview and consider offers, which might prevent SG Cowen from being able to fill that slot with another top-choice candidate. One professional in recruiting said, If a person doesnt sign and accept the offer letter right away, weve made a mistake. Ken Goldstein Ken Goldstein was a second-year MBA at Berkeley who had previously worked at PricewaterhouseCoopers for five years. He had quickly risen to be a manager at PWC, managing multiple audit teams simultaneously, drawing up budgets and pricing for projects, making presentations to win business, and resolving technical accounting issues for clients. When SG Cowen called his reference at PWC, he confirmed, Kens performance appraisals put him in the top 5% of the firm. Everyone who had interviewed Goldstein liked him and thought he would represent SG Cowen well. In fact, when Rae looked over the written comments on all the evaluation forms, they were uniformly positive. Why hadnt Goldstein been an immediate yes, why was he one of the maybes that warranted this discussion? One banker said, I can tell you what everyones afraid to say. Ken is married and has two sons, a newborn and a two-year-old. Whatever he did at PWC, we cant tell at this stage of his life whether he really will be willing to work 24/7 like the rest of the associates. One of the senior associates said, Its hard on the other first years if we make allowances for Ken to pick up his kids at daycare or not work on a weekend when his wifes away. None of the first years expect to have a life, so what happens when they see Ken having a life? Some interviewers said Goldstein had openly talked about his intention to be able to balance a family with being a banker. One of his interviewers sa id, I commend him for trying, but I break promises to my kids all the time, to take them to the first day of school, to get home for a game. Another banker said, Its weird to say this, because we always say were looking for maturity, but I almost think Kens too mature. If he were on my team, I wonder if he would do what I tell him to do, or if hell dislike taking orders. Hes used to having a lot of responsibility and being in charge. Andy Sanchez Andy Sanchez was a second-year MBA at the University of Southern California and had completed his undergraduate degree in economics at UCLA. Sanchez had found early success as an entrepreneur, having started his own business during his first year of college, a Kaplan- style tutoring business to prepare students in Los Angeles for high school achievement tests and the SATs in both English and Spanish. After college, he ran the business full time for three years and then continued to run it while he enrolled in business school. Last year, his business had served 4,000 students at an average price of $500 per course, resulting in $2 million in revenue and clearing $400,000 in profits divided between himself and an equity provider. Sanchezs interviewers all found him enthusiastic and personable. He had talked to a lot of people at SG Cowen and had stopped into the New York office to have informational interviews or talk to other associates on several occasions when he was in the city for other meetings. He always sent follow-up e-mails and notes to everyone he spoke to, was friendly to the other candidates at Super Saturday, and was great at making people relax. He was well informed about the firm, telephoned other alumni from USC to talk to them about their banking experiences, and seemed as though he had been reading up on investment banking, speaking very cogently about recent landmark deals in some of his interviews. When asked whether he was sure he wanted to leave his business, he said he was ready for new challenges and that his younger brother was going to run it in his absence. The biggest concern interviewers had with Sanchez was from his resume, which listed a 2.8 for his undergraduate GPA. When asked about his business school GPA, Sanchez had said it was a 3.1. At a time when most schools including USC had a fair amount of grade inflation, SG Cowen bankers were concerned that he had had so many Cs on his record over the years. Were not looking for rocket scientists, but a 2.8 really sticks out, one banker said. Sanchez had pointed out to one of his interviewers that his SATs and GMATs were quite high and that his low grades only reflected the amount of work he was putting into running his business. Rae looked over the other resumes of the Super Saturday candidates, and Sanchez had a very competitive SAT score and one of the highest GMAT scores. Sanchez had told one of his interviewers, There was a lot of demand for our services, so we got excited and grew the business pretty fast, and I also needed to make enough money to put myself through school and th en put my two brothers through school. Unfortunately, that left me little time for studying. Decision Time The bankers were having a hard time deciding among the four candidates, and they were running out of energy. The snow was coming down faster, and most of the food was gone, the bankers now going back to the buffet for a second sandwich or some lukewarm pasta. They had made good progress, but choosing these last two candidates was not turning out to be an easy task. Rae remembered Fennebresques admonition to make the hiring process our most important priority. One banker spoke up, Chip, lets keep this meeting moving. The roads look bad, and its my anniversary tonight. If I dont get home soon, Im in deep trouble. Answer the following two questions. 1. Which two candidates would you select if you were a member of the recruiting committee?2. Evaluate SG Cowens recruitment and selection processes. Offer your recommendations to improve the processes. Answers: 1. The process of recruitment and selection can be considered as a very significant part of the human resource management. Principally the purpose of recruitment is prior to the process of selection. The process of recruitment comprises of the entire process of looking for possible candidates in order to fill up the actual or the probable or upcoming vacancies and hence it can be considered as a connecting link which brings together the people who are seeking jobs and who are ready to render jobs and opportunities to people (Zand et al., 2004). The primary objective is to recognize the suitable individual who would meet the requirements of the jobs and the specifications of the job. Keeping in mind these criteria of recruitment and selection procedure, the selection of the candidates needs to be done. Before choosing any particular candidate it is necessary to analyse the pros and cons of all the candidates. With regard to the first candidate, the things that should be noted were firstly the fact that she had received the highest grade point. Further she had good analytical knowledge, was determined, ambitious and hard working. However, she was stiff and reserved. The second candidate was confident, articulate with a dynamic personality and good leadership skills. But he did not have any business skills. The third candidate had good experience of working in a PricewaterhouseCoopers for five years. Nonetheless, the problem with him was that he was a family man and hence it can be construed that his productivity in work would be comparatively less and would also tend to have an adverse effect on the other young employers. The fourth candidate was an entrepreneur a nd also very friendly and well-informed. The problem with this candidate was that he had a very low GPA. Considering all the good qualities of the candidates present for the interview, an analysis needs to be made as to the two candidates who would finally be the most beneficial for the company. Firstly, it must be remembered that when recruiting the people as appropriate candidates there should always be a balance with regard to experienced candidates and young candidates. Hence if one candidate chosen is experienced the other candidate chosen should be more energetic and young and talented. Keeping in mind, these criteria, the first candidate that I would prefer to chose would be Ken Goldstein. This is because this candidate is more experienced than others and has also worked in a very reputed organization. Even though he is a family man, having worked in a reputed organization, he would be accustomed to deal with work pressures and also balance family and work at the same time. The other candidate that I would have chosen for the job would be Andy Sanchez. This candidate is chosen since he is a very good blend of experience, energy and enthusiasm. Even though his grades are less, it must be noted that he has a very good practical experience since he has previously been an entrepreneur. His practical experience along with his energetic attitude would be a good blend with Ken Goldstein and together according to me they would make a good input to the company. 2. Scholar Flippo had stated about the recruitment process that this process is primarily for searching for probable employees and ones who stimulate them to apply for the jobs in those organizations. Further according to another scholar Yoder, the process of recruitment mainly discovers the various sources of man power for meeting the requirements of the schedule of staffs and to input appropriate measures in order to attract manpower in proper manner and make smooth selection of an exact workforce (ijimt, 2010). Hence recruitment is one extremely important function that is mainly carried out by the administration department. On the other side selection is another important criteria that secures the right information given regarding the applicant (Zand et al., 2004). The purpose of the selection process is to identify whether the potential candidate has enough qualification that is required for the specific job and in most cases it is observed that this is a very lengthy process. This entire process starts with the interview and concludes with the contract of employment. The company of SG Cowen is an extremely well known organization that has found a very good base in its area of expertise. With regard to the hiring decisions of the company, it has been observed that the company has a firm procedure for recruitment. The hiring decisions of the company are generally made during the early winter and also during spring every year. During this time mainly the new class of associates are filled who would begin work during summer. Some of the associates who had previously been employed by the company presently work as analysts and after the end of the third year they are promoted to the level of first year associates. The hiring process of the firm for the entirely new and fresh associates generally commence with the fall season. An examination of the hiring procedures of the company depicts that the company is not very strict with the removal of the senior employees. The idea is primarily to decrease the recognition of talent and increase the responsibilities relating to closing of the offers for the senior people. In the case of senior employees, the general method that is followed is that these employees are shifted from the day to day concerns of the company and are placed in the not so demanding works and skills. In those places of the senior associates the first year associates would be placed who would be more precise with regard to the assessment of skills. The principle that the company follows consid ering the hiring process is that it is the long term success that the company aims at and such a good association would be possible only when all the associates love the entire process of work that they do that includes the teaching, selling etc. As we have understood with regard to this process of recruitment and selection, that is process is extremely essential for the smooth running of any organization. For any recruitment procedure, the human resource management of the organization has to stress on the selection of the right person and in order to maintain that they should be hired from campus placements, job portals and data banks (Taylor, 2008). With regard to the given company, the organization has referred to the campus placements and data banks. However, not much has been stated about the job portals. This particular sphere has been probably missed by the recruitment team. One recommendation to the organization would be to include the job portals for the process of hiring. In most cases the selection is done by evaluating the skills of the candidates along with the knowledge and abilities that is an essential requirement in most organizations (Taylor, 2007). One more criteria that are extremely significant is the motivation of the employees. It needs to be mentioned that in this regard the company has maintained a good reputation. This organization takes good care of the seniors as well as the new employees who are generally trying to give their best possible efforts in the company. In order to improve this enthusiasm it is necessary provide them with good offers and incentives in both ways monetary and non-monetary. These existing recruitment and selection procedures are required to be followed so that the company is able to give good returns (Government of UK, 2011). Further another suggestion would be that the company should give more significance to the existing external sources such as the agencies or the references or the data banks so that they get the desired and appropriate candidates. Additionally while recruiting it must be kept in mind that there should be a good balance of experienced as well as fresh and young candidates for the company to have a smooth run. References Government of UK, (2011).A qualitative study exploring employers recruitment behaviour and decisions: small and medium enterprises. [online] Available at: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/214529/rrep754.pdf [Accessed 25 Feb. 2015]. ijimt, (2010).Recruitment and Selection Process. [online] Available at: https://www.ijimt.org/papers/77-M469.pdf [Accessed 25 Feb. 2015]. Taylor, I. (2007).A practical guide to assessment centres and selection methods. London: Kogan Page Ltd. Taylor, I. (2008).The assessment and selection handbook. London: Kogan Page. Zand, D., Thomson, N., Dugan, M., Braun, J., Holterman-Hommes, P. and Hunter, P. (2004). The Recruitment Process.Journal of Ethnicity in Substance Abuse, 3(2), pp.43-54.