The Philosophical Society free essay sample

A comparison between Comtes, Socrates and Rousseaus philosophies on society. This paper compares and contrasts Comtes Positivism Theory from his writings in Great Being Humanity to Socrates theories from The Republic, Machiavellis theories from The Prince, and Rousseaus theories from A Discourse on Inequality. The author analyzes these philosophers ideals on society and justice and examines the way these ideals differ. The idea of society and justice has been central to many philosophical discussions. There has not only been great debate in elation to the positivism and natural aspect of the working society. The philosophers discussed below look at the working of justice and society. The starting point for the purpose of this paper is Comtes theory of positivism. A trend in bourgeois philosophy which declares natural (empirical) sciences to be the sole source of true knowledge and rejects the cognitive value of philosophical study. We will write a custom essay sample on The Philosophical Society or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Positivism emerged in response to the inability of speculative philosophy (e.g. Classical German Idealism) to solve philosophical problems which had arisen as a result of scientific development.

Quartzite Rock Geology and Uses

Quartzite Rock Geology and Uses Quartzite is a nonfoliated metamorphic rock that consists mostly of quartz. Its usually a white to pale gray rock, but occurs in other colors, including red and pink (from iron oxide), yellow, blue, green, and orange. The rock has a grainy surface with a sandpaper texture, but polishes to a glassy shine. Key Takeaways: Quartzite Rock Quartzite is a hard, nonfoliated metamorphic rock formed by the action of heat and pressure upon sandstone.Usually, the rock is white or gray, but it occurs in other pale colors. It has a grainy, rough surface. Magnification reveals a mosaic of quartz crystals.Pure quartzite consists entirely of silicon dioxide, but usually iron oxide and trace minerals are present.Quartzite occurs in folded mountain ranges at convergent plate boundaries worldwide. How Quartzite Forms Quartzite forms when pure or nearly pure quartz sandstone undergoes heating and pressure. Usually this is caused by tectonic compression. The sand grains of sandstone melt and recrystallize, cemented together by silica. Quartzite arenite is the intermediate stage between sandstone and quartzite. Arenite is still considered to be a sedimentary rock, but it has an extremely high quartz content. However, its difficult to identify the transition from sandstone to quartzite. Some geologists use the term quartzite to refer to metamorphic rocks consisting almost exclusively of quartz. Here, quartzite is identified by the way it fractures across grain boundaries, while arenite breaks around them. Other geologists simply identify quartzite as a tightly-cemented rock found above or below a band of sedimentary quartz rock. Quartzite Composition Quartzite consists almost entirely of silicon dioxide, SiO2. If the purity is about 99% SiO2, the rock is called orthquartzite. Otherwise, quartzite commonly contains iron oxide and may contain trace amounts of the minerals rutile, zircon, and magnetite. Quartzite may contain fossils. Properties Quartzite has a Mohs hardness of 7, which is comparable to that of quartz and considerably harder than sandstone. Like glass and obsidian, it breaks with a conchoidal fracture. Its coarse texture makes it difficult to hone to a fine edge. Under magnification, quartzites interlocking crystal structure becomes apparent. Magnified thin section of quartzite displays its mineralogy. Jackdaan88 Where to Find Quartzite Quartzite forms at convergent tectonic plate boundaries. Converging plates bury sandstone and exert compression. As the boundary folds, mountains arise. Thus, quartzite is found in folded mountain ranges worldwide. While erosion weathers softer rock away, quartzite remains, forming peaks and cliffs. The rock also litters mountain sides as scree. Quartzite cliffs surround Lake Oberon in Tasmania, Australia. Whitworth Images / Getty Images In the United States, you can find quartzite in eastern South Dakota, southwestern Minnesota, the Wasatch Range of Utah, the Baraboo Range of Wisconsin, Central Texas, near Washington, D.C., portions of Pennsylvania, and the mountains of Arizona and California. The town of Quartzite in Arizona takes its name from the rock in the nearby mountains. Quartzite occurs throughout the United Kingdom, the La Cloche Mountains in Canada, the Rhenish Massif in Continental Europe, Brazil, Poland, and the Chimanimani Plateau of Mozambique. Uses Quartzites strength and toughness lends itself to many uses. Crushed quartzite is used in road construction and for railway ballast. It is used to make roofing tiles, stairs, and flooring. When cut and polished, the rock is quite beautiful, as well as durable. It is used to make kitchen countertops and decorative walls. High-purity quartzite is used to make silica sand, ferrosilicon, silicon carbide, and silicon. Paleolithic humans sometimes made stone tools out of quartzite, although it was harder to work than flint or obsidian. Quartzite Versus Quartz and Marble Quartzite is a metamorphic rock, while quartz is an igneous rock that crystallizes from magma or precipiates around hydrothermal vents. Sandstone under pressure becomes quartz arenite and quartzite, but quartzite does not become quartz. The construction industry further complicates the matter. If you buy quartz for countertops, it is actually an engineered material made from crushed quartz, resin, and pigments and not the natural rock. Another rock commonly confused with quartzite is marble. Both quartzite and marble tend to be pale-colored, non-foliated rock. Despite having a similar appearance, marble is a metamorphic rock made from recrystallized carbonate minerals, not silicates. Marble is softer than quartzite. An excellent test to distinguish the two is to apply a bit of vinegar or lemon juice to the rock. Quartzite is impervious to weak acid etching, but marble will bubble and retain a mark. Sources Blatt, Harvey; Tracy, Robert J. (1996). Petrology: Igneous, Sedimentary, and Metamorphic (2nd ed.). Freeman. ISBN 0-7167-2438-3.Gottman, John W. (1979). Wasatch quartzite: A guide to climbing in the Wasatch Mountains. Wasatch Mountain Club. ISBN 0-915272-23-7.Krukowski, Stanley T. (2006). Specialty Silica Materials. In Jessica Elzea Kogel; Nikhil C. Trivedi; James M. Barker; Stanley T. Krukowski. Industrial minerals rocks: commodities, markets, and uses (7 ed.). Society for Mining, Metallurgy, and Exploration (U.S.). ISBN 0-87335-233-5.Marshak, Stephen (2016). Essentials of Geology (5th ed.). W. W. Norton Company. ISBN 978-0393601107.

Cognitive Psychology and knowledge representation & organization, Essay

Cognitive Psychology and knowledge representation & organization, language, problem solving, and creativity - Essay Example derstanding of the concept of cognitive psychology as a principle is anchored on methods that consist of its anchorage on matters that appear contentious. Nevertheless scholars have preferred to distinguish varieties of psychology so that the final body consists of two characteristics. One analysis is the way individuals act and demonstrate self control, together with the consequence of assuming distal forms like biological variations into some special consideration. These assumptions are considered on the assumption that knowledge comes from generative mechanisms; so that the consequence of these mechanisms for the consideration is considered in a variety of different situations. Furthermore, interventions and directions will be considered in this situation in connection to subjectively constructed phenomenological experiences. The three mentioned characteristics are the fundamental core features of cognitive reasoning. Conventional representation of cognitive psychological perspectives in matters of knowledge construction refers to mental systems of consideration of these features. These methods of of thinking is legitimate since in one way there are numerous authors who refuse to refer to themselves as psychological cognitive psychological thinkers. However, there exist considerable contrasts between different cognitive methods, for example between radical cognitive empiricists and social cognitive empirics. Thorough going cognitive psychologists which views realism in science as some kind of inadequate phenomena and then assumes an informational kindred to cognitive systems (Heppner & Kivlighan 2008) plays a very important role in cognitive psychology, even though it is naturalized as the prototype of all forms of perspectives. Radical cognitive thinkers like Maturana and Varela always questioned the possibility of total objectivity and hard truth for the reasons that only information which is dependable and serves to boost the system is processed. Truth

Court Report Personal Statement Example | Topics and Well Written Essays - 1000 words

Court Report - Personal Statement Example Excessive formality involving security checks etc makes the proceedings look serious, but this is a necessary security precaution. The silence is important too as everybody needs to hear all proceedings clearly. Modern techniques of using multimedia display screens and air conditioning makes the proceedings easier for the judge(s), jury and others. Waites observes that flat-panel monitors are more conducive to the courtroom environment. They allow the judge and attorneys to review information together before displaying it to the jury (Waites, 384). Such systems have the option of delaying display on the large screen through 'delay switches'. This allows the judge to review information before presenting it to the jury. Moreover enhanced video and sound playback devices such as the ELMO, as acknowledged in the Litigant's report, improves the quality of information processing inside the courtroom (Webb). The courtroom looked well secured. All entrants are thoroughly examined through security devices such as metal detectors. The judge's bench is elevated about three steps above the floor, so that his/ her vision covers the whole courtroom, and he/she is equipped with security alarm as well. The hallways and the courtroom comes under surveillance of security cameras, moreover a docket box may be used to control for large number of arrestees, who wait there with the defendants before appearing in front of the judge in the courtroom. On a whole the courtroom looked well secured from any miscreant activity. Court Personnel Barristers: Barristers are specialist legal advisers found in many common law jurisdictions that employ a split profession in legal representation. They are court room advocates trained to advise clients on the strengths and weaknesses of their case. Barristers become involved in a case when advocacy before the court is required by the client. It is the solicitor who is in a direct relation with the client. As put in the UK bar council website a barrister could be compared to a specialist in medicine, who is consulted by a client's personal doctor when the case is complex and beyond the personal doctor's knowledge. Here the personal doctor or a general practitioner is taken to be the solicitor (What Barristers Do). The comparison is not entirely accurate though. There is no difference in the level of complexity in the practice of law by the different branches of the profession, though barristers tend to be instructed in complex litigation and in certain other specialist fields. Stenographer: He or she is an individual who records court proceedings either in shorthand or through the use of a paper-punching device. A court stenographer is an officer of the court whose appointment is largely governed by statute. She is an official under the control of the court and is, therefore, generally subject to its direction. The stenographer has the duty to attend court throughout the trial and record all proceedings. She must take notes of what occurs before the court and these notes must certify that all the evidence, and charges levied against the defendant were fully and accurately taken at the trial and that the transcript represents an accurate translation of the notes. In addition to preparing and protecting the legal record, the Bureau of Labor Statistics website informs that many stenos

Hr Managing Towards Recruitment And Selection Management Essay

Hr Managing Towards Recruitment And Selection Management Essay With the advent of growing emphasis on people as the prime source of competitive advantage, the foremost important decision for an organization has been to ensure the selection of the right people to join the workforce (Beardwell and Holden, 2001, p. 225). In the early 1990s, Beaumont (1993, p.56 cited in Beardwell and Holden, 2001, p. 225) identified three focus areas having significant relevance in the current industry scenario that has enhanced the potential importance of the selection decision in individual organizations. The areas include demographic trends and changes in the labour market, which have led to a less homogeneous workforce that emphasizes on fairness in selection process. Secondly, the desire for a multi-skilled, flexible workforce and an increased emphasis on team working has led to conclude that selection decision are concerned with behaviour and attitudes than with matching individuals on basis of the current job requirements. Lastly, the link between corporate strategy and Human Resource Management has led to the evolution of the concept of strategic selection that refers to the development of a system that links selection to the overall organizational strategy while aligning personnel to emerging business strategies. Thus to have a positive impact on companys productivity and profitability, the practice of recruitment and selection in Human Resource Management has become increasingly important (Beardwell and Holden, 2001, p. 225). The increased global competition and the increasing customer expectations mean that the growth and sustenance of an organization is proving to be challenging. Organisations need to be more proactive in their approach to sustain profitability and meet the ever changing global business dynamics by attracting and retaining high-quality individuals who can respond effectively to this changing environment (Bach, 2008, p. 115). Hiring competent people is of prime importance to an organization, which is greatly dependent on effective recruitment and selection procedures. As cited in Bach (2008), a poor recruitment decision can cost an employer an amount equal to 30 per cent of the employees first year earnings (Hacker 1997). These costs can include lower productivity, potential loss of customers; cost incurred in training, advertising, recruitment fees and redundancy packages (Smith and Graves 2002 cited in Bach, 2008, p. 115). Thus, in order to have a competitive edge, it is increasingly e ssential that in tight labour market scenario, firms must evolve and practice better recruitment, selection and retention strategies (Boxall and Purcell, 2003, p. 15). As mentioned in a case study on Betterbuy (Greenwood, 2007), as part of their good personnel practice they offer a market-leading package of pay and benefits such as childcare vouchers and two share schemes namely Save as you earn and Buy as you earn. It also regards eligible staff for their hard work and commitment with free shares and a pension scheme that allows member to build up a pension based in their earnings and service. The term recruitment and selection are commonly referred together; however they have distinct human resource management activities and functions. Recruitment comprises of short-listing candidate applications from potential employees, while selection techniques are used to decide which of the short-listed applicant is best suited for the job (Taylor, 2005, p. 166). Further reiterating the above point, Boxall and Purcell (2003, p. 143) has also stated that recruitment and selection are nearly always joint management processes of some kind where both line and specialist managers are involved. Bratton and Gold (2003, p. 221) defines recruitment as the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirement (Bratton and Gold, 2003, p. 221). Newell and Shackleton (2000, p.113 cited in Bratton and Gold, 2003, p. 226) refer to recruitment as the process of attracting people who might make a contribution to the particular organisation. Bach (2008) defines Recruitment as the process of attracting people who might make an organizational contribution to fill a particular role or job. While, Selection is predicting which candidates will make the most appropriate contribution to the organization now and in the future (Hackett, 1991 cited in Beardwell and Holden, 2001, p. 226) In the 1980s, some major changes were witnessed within organizations in regards to their HR practices; for instance it became more assertive as to its role played in organization (Legge, 1995 cited in Searle, 2003, p. 7). This was due to an increasing awareness and evidence of the impact of HR had on the viability of the organisations success. During this period, HR policies emerged as significant levers for assisting firms in repositioning themselves. It resulted in recruitment and selection processes being considered as the key factors for successful change management (Searle, 2003, p. 7). It can thus be asserted that selection is about how to make fair, un-biased and relevant assessments of the strengths and weaknesses of short-listed potential employees by using various selection techniques. While recruitment is the way in which a firm tries to source or attract candidates among whom it will short-list. Thus, in other words, recruitment strategy involves the organisations attempt to portray the firm as an attractive place to work thereby attracting good talent (Boxall and Purcell, 2003, p. 141). There are two methods of recruitment: Internal and External. INTERNAL RECRUITMENT One of the crucial points to reflect upon during the recruitment procedure is whether or not there is a need to recruit outside the organization. Implementing alternative approaches to recruitment might lead to the development of effective solutions at considerably lower cost (Taylor, 2005, p. 166). Research shows that most private sector companies attempt to fill vacancies internally before looking for people outside the organization (Newell and Shackleton, 2000, p. 116, CIPD 2003b, p. 11 cited in Taylor, 2005, p. 167). Fuller and Huber (1998, p. 621 cited in Taylor, 2005, p.167) identifies four distinct internal recruitment activities like internal promotions, lateral transfers, job rotation schemes and re-hiring former employees. Some of the key advantages of internal recruitment of an organization are its cost effectiveness and quick as vacancies can be advertised internally on staff notice boards, in-house publications or intranet systems at no additional cost. Thus, it promotes and helps in developing a strong establishment of motivated and committed employees among existing employees and also that the management is already familiar with the strengths and limitations of the employee. It also helps a company to maximize its return on investment invested in staff recruitment, selection and training processes. The employee in his new position is already familiar with the business objectives and has a better knowledge and understanding about the companys operations. The time taken to fill a vacancy is lesser leading to improving greater organizational effectiveness and reduction in cost and time. However, some of the disadvantages of internal recruitment are that new employees would bring in fresher ideas whic h are often required to challenge the status quo especially at senior levels. It can also lead to bringing about sterility by limiting the number of potential candidates for the job profile, lack of originality and a decline in the breadth of an organisations collective knowledge base. It may also be possible that the best suited person may not be available within the firm. Also an inclination towards this tends to perpetuate existing imbalances in the make-up of the workforce resulting in the feeling of inequality and resentment among the workforce who have not been selected. (Taylor, 2005, p. 168) EXTERNAL RECRUITMENT Even as there are numerous different approaches used to attract applications for prospective candidates, some of the formal methods used are printed media (national and local newspapers, trade and professional journals and magazines), external agencies (job centres, outplacement consultants, headhunters, employment agencies, forces resettlement agency, recruitment consultants), education liaison (careers service, careers fairs, college tutors, careers advisors, student societies), other media (direct mail, local radio teletext, billboards, internet, television and cinema), and professional contacts (conferences, trade union referrals, suppliers, industry contacts), other methods (factory gate posters, past applicant records, open days, personal recommendation or word of mouth, poaching). Few other informal methods include whereby employees families, suppliers or personal acquaintances get to hear about a vacancy via word of mouth or the grapevine. Several approaches like job centres or word of mouth is relatively less expensive in comparison to publishing advertisement in national newspaper or in delegating the task to headhunters. A few methods, such as the use of television and cinema, are used as a mode of recruiting by the largest employing organisations seeking to recruit substantial numbers like the Army and Navy recruiters (Taylor, 2005, p. 169-70). Some of the few advantages of external recruitment include that a new recruit will bring in fresh perspective and ideas, the best suited candidate can be chosen from the large pool of candidates, recruits having wider knowledge and experience on the subject can be chosen. The disadvantages to external recruitment would include that the process is long and hence more time consuming, selection process alone may not be able to identify and reveal the best candidate and also that the cost incurred is enormous for placing advertisements to attract potential talent. According to a study conducted by IRS (2001b, pp34; 2003c cited in Taylor, 2005, p. 171), approximately  £1 billion is spent each year on recruitment advertising in the United Kingdom. An HR Manager would require choosing a publication depending on the target audience. An opinion poll research carried out and published by Recruitment Today (June 1995) has indicated that around 70 per cent of people purchase different newspaper when they are looking for a new job. Thus information about readership levels and profiles is only of limited use in deciding the placement of job advertisement. It is essential for the HR manager to reflect upon whether or not there is a need to advertise nationally. For most jobs, local newspapers are preferable, because they reach potential applicants only within the relevant travel-to-work and are thus more cost effective. The need to organize at a national level arises when the target audience is at a national level. Some of the other additional alternat ive methods of recruitment include: Internet Recruitment: The scope and usage of internet as a medium of recruitment has witnessed a significant growth in the recent years. In the late 1990s, the jobs advertised on the web were mainly in IT or academia, or were specifically targeting graduate recruitments. In 2003, nearly 70 per cent of employers had been advertising vacancies on the internet (CIPD 2003b, p. 15 cited in Taylor, 2005, p. 176), while on the other hand the providers of job search website were spending vast amounts of money on TV, cinema, radio advertising, sports sponsorship and public relations activities as a means of building their public profile and brand image (Taylor, 2005). The key advantages of Internet recruitment are that large companies have a greater potential to attract passing traffic to their company corporate website By cutting down on the need to use written correspondence or field phone calls will prove to be a cost saving for the company. This form of recruitment is attractive to an emp loyer as it gives him the access to a potential audience of millions. Some of the disadvantages of internet recruitment include technology system getting hampered by bugs, computer crashes and threat of losing applications caused by recruiters with poor IT enabled skills which will result in further delay rather than accelerating the recruitment process. Poorly designed or over-engineered websites represent a further pitfall by means of slow loading speeds are all guaranteed to create fatigue in the potential candidate users whose expectations of fast, reliable access are very high thus causing damage to the brand image of the company (Taylor, 2005, p. 179). In the past few years, there has been a significant rapid development in online recruitment or commonly termed as e-recruitment which has accelerated the growth of e-Human Resource Management (Bratton and Gold, 2003, p. 230). In the year 2003, the Singapore Ministry of Manpower (Storey, 2007, p. 238) highlighted some of the key potential benefits of e-HR. The hard benefits included reduced service delivery costs due to automation of key HR business processes, by improving the accuracy of these HR processes the out put would lead to reduction in correction costs, by using intranet as a means of internal communication channel would eliminate costs of printing and distributing information to employees, improving staff productivity and efficacy by providing universal access 24/7 on various information thereby reducing the data entry and search costs through employee and manager self-service. While some of the soft benefits included allowing instant processing of data collected leading to reduction in cycle times, increasing employee satisfaction and engaging in better employee relations by improvising on the quality of HR service, making HR function to align with strategic partner in business, an indicator of change towards an organisational culture that promotes initiative, self-reliance and improved internal service standards by using technology. Employer websites: One of the most convenient methods includes highlighting existing vacancies available in an organization in respective organization website. However, links to these vacancies can be uploaded on various other search engines and recruitment agency website. These sites are easy to maintain and is cost effective as it provides an organization the opportunity to provide relevant adequate information about the profile for it to attract more responses. As quoted by Frankland (2000, cited in Taylor, 2005, p. 176); the total cost incurred to set up a fully operational website is equivalent to the total amount spent by a firm on advertisement in national newspapers. The organisations have immensely benefited by using websites as a medium of advertising the existing vacancies, but it is essential to evaluate the degree and the extent to which it has impacted in the recruitment procedure. As the success of this method solely depends upon the extent to which potential employees visit the websites. Cyber agencies: This method involves the use of specialist employment agencies that specializes in recruitment and selection of potential recruits for example, monster.com. These agencies carry out the functions and role carried out by employment agencies traditionally. These agencies extend their services to not only publish advertisements of vacancies but also short-list the candidates on behalf of the employers. (Taylor, 2005) Job linked to newspapers and journals: Many companies advertise in local and national national newspapers, notice boards, recruitment fairs and substantiate the advertisement with relevant important information relating to the job like the job title, pay package, location, job description, how to apply-either by CV or application form. The success of the recruitment process depends upon whether it is able to attract substantial number of candidates of the desired quality within the allocated budget. Too many applicants may reduce the cost per applicant but add further costs in terms of the time taken to screen the applications. While few applications received may be an indication of a tight labour market and also that the companys values, ethos and brand image in the market are poor attractors. It is thus essential that HR managers monitor the effect of such factors on the overall recruitment process (Bratton and Gold, 2003, p 234). SELECTION After the identification of a pool of potential candidates, the HR Manager needs choose and select the short-listed candidates who would best suit the job profile (Bach, 2008, p. 129). Some of the selection methods include interviews, psychometric testing (cognitive and personality test), assessment centres, references, biodata, job simulation or work sampling. Various selection techniques are used to measure differences between applicants and provide a prediction of future performance at work while measuring the effectiveness of these selection methods. Two statistical concepts reliability and validity are of relevant importance in the selection process. Techniques that are chosen on the basis of their consistency in measurement over a period of time is termed as reliability and the degree to which they measure what they are supposed to measure is referred as validity (Bratton and Gold, 2003, p. 234). The three important forms of reliability include the testee or the test-retest, the tester and the test reliability. Among the different forms of validity, the most important is the predictive or criterion-related validity. It refers to establishing an association between the predictors that comprises of the results obtained from various selection methods and the criterion that measures the performance on the job (Bach, 2008, p. 130). An HR Manager in an organization is using more sophisticated selection techniques and is ensuring to make good selection decisions. A good selection decision would reduce a number of costs incurred like the overall cost of the selection process that includes the use of various selection instruments, the future cost of inducting and training new staff and staff turnover. The process and method of selection to be used are based on two key fundamentals. Firstly, individual differences would measure the extent to which two individuals would differ on the parameters of intelligence, attitude, social skills, psychological and physical characteristics, experience, etc. Secondly, recognizing the way in which people differ would be reflected upon the prediction of performance by the individual at the workplace Many leading companies may use a variety of these techniques and statistical theory for giving credibility to techniques that attempt to measure peoples attitude, attributes, abilities and overall personality (Bratton and Gold, 2003, p. 234). Methods of Selection: Selection interviewing Interview is one of the oldest and commonly used selection methods. Cook (1994, p.15 cited in Bratton and Gold, 2003, p. 236) referred the usage of interviews along with application forms and referral / recommendation letters as the classic trio. The interview pattern can be broadly classified on the basis of the Information Elicited which would dwell on the focus on facts and the information that is required. It would follow a direct approach and give emphasis on seeking subjective information from the interviewee as the factual information must have been already collated prior to the interview. This pattern may require to qualified psychologist as it may require usage of intensive probing. It can secondly be classified on the basis of structure like structured or unstructured. Thirdly, on basis of the order and involvement pattern adopted while conducting the interview. Also by using questions related to ones past behaviour coupled with competencies in inter views has further enhanced the effectiveness of this method (Bratton and Gold, 2003, p. 238). Psychometric testing: It has formed an integral part of the selection process of most organization because of its ability to provide an objective measurement of individual competencies and personality (Beardwell and Holden, 2001, p. 243). This type of selection is also considered to have a good record of reliability and validity. Further evidence of its usage since 1990s has been witnessed due to the rapid growth in the number of organizations using this test leading to more HR professionals being trained to administer the functioning of the test (McHenry 1997a cited in Bratton and Gold, 2003, p.239). The two types of test include cognitive or ability test and personality test. Cognitive tests provide a detailed assessment of an individuals intellectual abilities like specific abilities or general intelligence. Personality test provides a detailed assessment of an individuals behaviour when confronted with a specific situation (Bach, 2008, p. 133). Assessment Centre It incorporates a variety of selection methods like interviews, psychometric test, simulations, in-tray exercises and group decision-making exercises, role-plays and presentations to test the mental ability, reasoning and personality of an individual employee (Taylor, 2005, p.242-3). Assessment centres are designed to provide information like the strengths and weaknesses of an individual employee to management for making decisions in relation to suitability for a position. (Bratton and Gold, 2003). Various on-going validity studies have found the assessment centres to have good predictive ability. One of the major drawbacks of the centre is the cost associated with setting up and functioning of the assessment centre (Taylor, 2005, p. 242). CONCLUSION While critically analyzing on which recruitment and selection approach and methodology an HR Manager must adopt for their organization, it is crucial to consider the impact and accuracy of its approach adopted on the target audience. Further, recruiters need to be aware of the image of their organization they are portraying to the external world. A local newspaper advertisement might attract large number of applicants; but there is a strong business case for spending rather more on a substantial advertisement set by professionals conveying to job seekers that the organization compares favourably with others as a place to work. Few methods are ruled out because of time constraints as most personnel specialists may quite often have pressure from line managers to fill vacancies within days instead of weeks. Thus the range of possible recruitment methods gets severely restricted. Under such circumstances, the best option that a firm can adopt is to outsource the task of recruitment and s election to employment agencies, job centres or use personal contacts (Taylor, 2005, p. 169). It may also prove to be beneficial to consider the volume of applications as outcomes that each method is likely to yield and the ability of the personnel department to administer and act upon effectively. An HR Manager should avoid selecting a recruitment methodology which resulted in receiving hundreds of applications for a single unskilled job vacancy and vice versa. For instance, an advertisement seeking application for very senior cadre roles where the widest pool of appropriately qualified individuals is needed to enable the organization to screen out all but the very best candidates. Another example would be the opening of a new plant store leading to the creating a demand for several hundreds of new jobs (Taylor, 2005, p. 169). Proposed References: Torrington, D., Hall, L., and Taylor S. (2002) Human Resource Management. 5th edition. FT Prentice Hall, England Bratton, J. and Gold, J. (2003) Human Resource Management Theory and Practice. 3rd edition. Palgrave Macmillan, New York Searle, R. (2003) Selection and Recruitment a critical text Palgrave Macmillan, UK in association with The Open University 1st edition Storey, J. (2007) Human Resource Management a critical text. 3rd edition. Thomson Learning, London Boxall, P. and Purcell, J. (2008) Strategy and Human Resource Management. 2nd edition. Palgrave Macmillan, New York Taylor, S. (2005) People Resourcing. 3rd edition CIPD, London Beardwell, I. and Holden, L. (2001) Human Resource Management: A Contemporary Approach. FT Prentice Hall: Pearson Education Limited, England Bach, S. (2008) Managing Human Resources: Personnel Management in Transition. 4th edition. Blackwell Publishing, UK Callaghan, G. and Thompson, P. (2002) We recruit attitude: The selection and shaping of routine call centre labour, Journal of Management Studies: 39(2): 233-254 Greeenwood, I. (2007) Recruitment in the retail sector: a large supermarket, Work and Employment Relations Division Teaching Case, University of Leeds **********************

Mind, Soul, Language in Wittgenstein Essay examples -- Philosophy Phil

Mind, Soul, Language in Wittgenstein ABSTRACT: I show that the latter Wittgenstein's treatment of language and the mind results in a conception of the human subject that goes against the exclusive emphasis on the cognitive that characterizes our modern conception of knowledge and the self. For Wittgenstein, our identification with the cognitive ego is tantamount to a blindness to our own nature — blindness that is entrenched in our present culture. The task of philosophy is thus transformed into a form of cultural therapy that seeks to awaken in us a sensitivity to different modes of awareness than the merely intellectual. Its substance of reflection becomes not only the field of conscious rational thought, but the tension in our nature between reason and vital feeling, that is, between culture and life. It is well known that Wittgenstein is responsible for two great moments in the philosophy of this century; the first initially and incorrectly identified with logical positivism, and the second even now considered as paradigm of Analytic philosophy. Insofar as identifications, both interpretations seem to me to show an imperfect and only partial understanding of Wittgenstein's philosophical motivations, but I do not intend to discuss that point on this opportunity. What is important to our present purposes is that what separates his two great works is his discovery of a kind of intellectual blindness produced by the almost exclusive predominance of one single conception of knowledge or rationality in our culture. The first signs of this philosophical shift are found in Wittgenstein's observations not specifically about language but rather about ritual practices, as they were considered in The Golden Bough. In his opini... ...of devotion their incessant, inevitable and essential tension. Notes (1) "Remarks on The Golden Bough", (OF), p. 58. (2) OF, p. 73; Cf. Lectures and Conversations on Aesthetics, II,  § 39-40, pp. 84-5. (3) OF, p. 78. (4) OF, p. 83. (5) All these attempts announce what Wittgenstein will call our "form of life". (6) Cf. Philosophical Investigations II, iv. (7) This example is derived form Stanley Cavell's discussions in: "Aesthetic Problems of Modern Philosophy" in: Must We Mean What We Say?, Cambridge University Press, 1969. (8) Remarks on the Philosophy of Psychology, v.1,  § 313 (9) Cf. Marcia Cavell: The Psychoanalytic Mind: From Freud to Philosophy, Harvad University Press, Cambridge, 1993, p. 102. (10) Cà ©sar Vallejo, in El arte y la revolucià ³n, Lima, Mosca Azul Editores, 1973, p. 70 (11) Cf. Philosophical Investigations, II, xii

Increase in Tommy John Surgery Amongst Young Athletes

In order to keep up with the competition, athletes must constantly look for a competitive advantage. There are many ways to do this, both good and bad, legal and illegal. The hottest trend in today's society is very unique and out of the ordinary. Young athletes have been turning to a procedure called Tommy John surgey in order to get a boost in athletic performance. This surgery has been sought out by these young athletes even when not injured, and this has outraged many professionals and doctors around the world.This growing trend has been highly debated and will continue to be until some sort of guidelines are set. Tommy John surgery is reconstructive surgery of the ulnar collateral ligament in the elbow. This surgery has been common amongst college and professional athletes over the last few decades, most notably baseball players. The surgery was first performed in 1974 on former Major League Baseball star Tommy John by Doctor Frank Jobe. The surgery was so revolutionary, Doctor Jobe decided to name the surgery after his first patient.The process for Tommy John surgery is a quite simple process that has evolved over time. Basically, when ulnar collateral ligament in the elbow becomes damaged, a tendon needs to be taken from another part of the body in order to replace the damaged one. The new tendon is carefully woven into a figure eight pattern in the elbow bone. There is a slight risk of damage to the ulnar nerve, but if done carefully, the process is pretty routine these days. One of the key reasons why young athletes are opting for this surgery is the rising success rate ever since it has been in existence.When it was first discovered and performed, the surgery was given a 1 in 100 success rate by surgeon Frank Jobe. The success rate as of 2009 is an astonishing 85-92 percent. The time it takes to recover depends on the sport, and the position played in that sport. On average, it takes between 6 and 12 months to fully recover, with baseball pitchers tak ing the longest. The causes for this surgery can be a variety of situations. Through the repetitive stress of the throwing motion, the ulnar collateral ligament can become stretched, frayed, or torn severly.In pitchers, the total number of pitches thrown is the best way to monitor elbow issues. The type of pitch thrown, such as a curveball or a slider, also has an effect but not quite as much of one as the number of pitches thrown. Children these days are beind overworked more than ever, thus causing a dramatic increase in elbow issues in young athletes. The growing concern with this surgery as of late has been the urge of these teenagers who want to get this surgery even when they are not injured.The reason for this is because since so many athletes come back from this surgery playing at a much higher level than pre-surgery, these young kids figure that they might as well get the surgery before they can get hurt. Parents are also at fault here as well because there are many cases w here the parent is the initiator as well. Beau Wycoff, a freshman baseball player for his hometown high school Toms River North, is facing this same issue. His father believes that he should get Tommy John surgery because he doesn't throw as hard as the other boys on the team.He isn't looked at as a top player, and his father believes that this will make him stronger and throw much harder. Beau is not on the same page and is very torn about this situation. â€Å"I want to be the team's top pitcher, but having this surgery when I'm not hurt is something I am not sure about,† Beau said. This is just an example of what goes on all over the country with young athletes and their decisions to acheive a competitive advantage. In an e-mail response from the Center for Sports Parenting, they simply are irate about this situation.They believe that there should be a significant medical issue with the elbow for someone to legally go through with the surgery. Also mentioned was pressure f rom parents in order to get this surgery is a huge concern in dealing with this topic. The Center believes that operating on a perfectly healthy elbow in order to get some kind of advantage is an unnecessary risk for a young athlete. Situations like these make Tommy John surgery look like it's a bad thing, and that certainly is not the case. It should only be seen as a bad thing when it is abused by people who truly do not need it.This surgery has been proven by many studies to be very positive. In one study where a questionarre was sent out to 743 patients who had the surgery, 94. 5 percent were baseball players and the other 5. 5 percent were track, football, and other. Out of these people questioned, 622 patients or 83 percent, returned to their previous level of play or higher. The average recovery time of these patients was 11. 6 months. Also recorded was that only 10 percent of these patients had complications, which were mostly minor.Guisto Salicetti has been a baseball pitch er since he was 7 years old. He came to St. Peter's College on a baseball scholarship after dominating the high school ranks for 4 years. After arriving at school he soon had elbow troubles and found out he needed Tommy John surgery. The surgery went well and he is currently lightly throwing and should be able to pitch in a game in no time. â€Å"The surgery was a very positive for me and even though the recovery has been a lot of hard work, hopefull it will all be worth it in the end,† Guisto said.Tommy John surgery has become a phenomenon in the last couple of years. If done for the right reasons, the procedure is a great innovation is surgical medicine. There are some circumstances where this surgery can be abused and mistreated. This needs to be addressed in the near future because young athletes and parents are taking this too far. Tommy John surgery should be all about success stories and revitalizing careers, not about controversy and potentially ruining a young teenag ers's promising athletic experience.