The Awakening By Kate Chopin - 1169 Words

When it comes to the word sacrifice, people tend to interpret it in many different ways. Thich Nhat Hanh, a Vietnamese monk who focuses on the peace movement of people, once said, â€Å"People sacrifice the present for the future. But life is available only in the present.† In the story, The Awakening by Kate Chopin, Edna Pontellier sacrifices her own life during the present, which means she surrendered her future by doing so, according to Thich Nhat Hanh. Some may ask, why would a blessed and fortunate young woman give up her privileged life? Societal pressure, self-identity, and freedom were just some of the obstacles Edna was trying to overcome throughout her life, the common factor of all these obstacles being Edna’s sacrifice, lead by her self-awakening. As the story continues, Edna eventually grows to appreciate and better understand this awakening, which teaches her to cherish her own life and strive to attain what she wants from it. Unfortunately, she found her escape from the wrongs in her life by suicide. On the contrary, her sacrifice of her self-awakening proves that she is human and has some of the same thoughts, feelings, and values as everyone else does. One thing that Edna values is her personal freedom. Due to the fact that it was the nineteenth century, Edna Pontellier married at a young age to an older man, and had two children, just like the rest of the women in that time period. When discussing her marriage, the narrator states that â€Å"she was a grown youngShow MoreRelatedThe Awakening By Kate Chopin1479 Words   |  6 PagesKate Chopin’s controversial novel, The Awakening, ignited turmoil because of her blatant disregard of the established 19th century perspective of women upholding strictly maternal and matrimonial responsibilities. Edna’s candid exploration of the restrictions on women through her liberal behavior in a conservative Victorian society makes her a literary symbol for feminist ideals. Despite denunciation from other people, Edna chooses individuality over conformity through her veering from traditionalRead MoreThe Awakening by Kate Chopin1102 Words   |  5 Pagesveracity of this quote as bot h find their independence by boldly exceeding the norm. Their stories were fashioned during a period of great change and both characters are hallmarks of the hope and power women were unearthing at the time. The Awakening by Kate Chopin and Tess of the D’Urbervilles by Thomas Hardy are novels concerned with the transformation of women’s roles in society. Their protagonists, Tess and Edna, are not outright feminists, but they are acutely aware of the limitations imposed uponRead MoreThe Awakening By Kate Chopin1919 Words   |  8 PagesIn the novel, The Awakening, by Kate Chopin, we see how much of an importance the men in Edna’s life serve as a purpose to her awakening. Chopin is known to write stories about women who are unsatisfied with their lives while living in a life that is dominated by men. Other than Edna, the main men characters are typical men of the late 19th century era. Chopin shows how these three men are diverse from one another. The Creole men are Là ©once Pontellier, Edna’s husband, Robert, Edna’s mystery man numberRead MoreThe Awakening By Kate Chopin901 Words   |  4 Pagescandidly. Kate Chopin is honorably amongst this group of authors. Her works divinely portrayed the culture of New Orleans and the lives of Louisiana s Creole and Cajun residents. Chopin openly express her views on sex, marriage, and the injustices of women during the time. Kate Chopin’s novel, The Awakening, best exemplifies the contextual achievement of realism through the rejection of conformity, the exploration of love, and the weight of social opinion on individual choices. The Awakening is publishedRead MoreThe Awakening By Kate Chopin1222 Words   |  5 Pages The Awakening By: Kate Chopin Emely Maldonado AP LIT Period 3 Topic 3 Maldonado 1 Displacement The late 1800s and the 1900s was a prison for woman’s individuality. During this time period, stereotypical views of women were commenced by society and men. In the era that the novel, The Awakening by Kate Chopin was published, the gender roles were graved in stone, men would work to maintain their family and women would adhere to the house-hold duties. Dissatisfaction with theRead MoreThe Awakening By Kate Chopin1193 Words   |  5 PagesDavian Hart The Awakening By: Kate Chopin AP Literature Topic 3 Hart 1 Over the course of time the male species has always been the gender to attain the more favorable conditions. Numerous cultures heed to the belief that the man is the provider and head of his family. This machismo nature can condition the mind to believe that a man should feel superior to a woman. The continuous cycle of male superiority flows down from father to son subconsciously. Do to this unceasingRead MoreThe Awakening, By Kate Chopin887 Words   |  4 Pages Feminism has been a term used by many authors and writers for centuries, symbolizing women being able to use freedom the way they want to, not the way others want them to use it. Edna Pontellier, the main character in Kate Chopin’s novel The Awakening, experiences an â€Å"awakening† in her life, where she discovers her position in the universe and goes in this direction instead of what others like her husband Leonce tell her to take, similar to the style of feminism. â€Å"In short, Mrs. Pontellier was beg inningRead MoreThe Awakening By Kate Chopin1427 Words   |  6 Pagessuffering an imposition (Moderata). Throughout history, the inherent inferiority of women to men has often been cited as a way to deter women from becoming an individual and pursuing more in life. This notion is a prevalent issue in The Awakening by Kate Chopin; in which Edna fights to live her own way and is ultimately unable to survive in the cage of society. Not only has this supposed inferiority effected women for generations, but it has created inequality in our society today; especially inRead MoreThe Awakening By Kate Chopin1633 Words   |  7 Pages1. Title of text (underline novels/plays) author’s name The Awakening by Kate Chopin 2. Characterization Character Development (a) 1.Edna Pontellier- Edna is the main character of the novel who is married to a businessman. Edna is a dynamic character because at the beginning of the novel, she conforms to society by being the â€Å"perfect† mother and wife; however, Edna suddenly realizes that she is no longer happy with the way she was living her life and began to become independent only for herRead MoreThe Awakening By Kate Chopin915 Words   |  4 PagesMany of Kate Chopin’s writings are trademarked by her unique, deliberate word choices. Chopin uses phrases that do not make sense and seem to contradict themselves to get across a point. In two of her stories, â€Å"The Story of an Hour† and â€Å"The Awakening,† Chopin’s word usage highlights the idea of self-discovery. â€Å"The Awakening† and â€Å"The Story of an Hour† share similar themes. â€Å"The Awakening† is the story of a woman in the late 1800s discovering her apathy for her traditional female role as a wife

Victims of Persecution and Muder in the Holocaust - 854 Words

When the single word of holocaust is mentioned, it reminds us of the horrible genocide that took place. Many people in our world today are aware that the Jewish race was a major target in the holocaust, but what about the others who played a role in persecution? Even though the Jewish population is known to be the main victims of persecution and gruesome murder under the Nazi regime, it is not much mentioned of the others who took part in genocide. According to the Holocaust Encyclopedia, during the era of the holocaust, German authorities also targeted other groups because of their perceived racial inferiority (â€Å"Introduction to the Holocaust†). From European Roma gypsies, homosexuals, Jehovah’s witnesses, Africans, and even the disabled, any racial group that was looked down upon to the Nazis were well tortured and punished to execution. Nazis picked majority of their victims after coming into conclusion that they were â€Å"racially inferior† to them. The Nazi party believed that they were an enemy and threat to all of Europe. The nomadic gypsies for example, were viewed as foreigners because they were not of German blood. According to the website euvoltion.com, many of the victims were also viewed as a threat in order to create, â€Å"the perfect race† for Europe (â€Å"Eugenics as Propaganda†). The Nazis were so focused on being â€Å"perfect† that it led to being prejudice and raciest towards the people that occupied Germany. At one point it came to even the elimination of the

Managing & Coordinating the HR Function-Free-Samples for Students

Questions: 1.Give examples of the main Organisational Objectives that the HR function is responsible for delivering and briefly explain how these have evolved/are evolving in contemporary organisations. 2.Give a brief summary of two different ways HR Objectives can be delivered in Organisations. (AC 2.1) 3.Give a short explanation of at least two major theories of Change Management. 4.Your CEO has asked for a report on the contribution of the HR function to the Business. In preparation for the report, give a brief summary of the criteria and methods you would use to evaluate the HR function's contribution. 5.In consultation with your tutor, select an article that Identifies and evaluates research evidence linking HR Practices with positive Organisational outcomes. Answers: 1.For the contemporary business organizations, human resource management is one of the key aspects to be considered in order to enhance their productivity and effectiveness. There are various organizational objectives for the human resource management in the current business scenario (Armstrong and Taylor 2014). One of the key objectives of human resource management is to driving and enhancing organizational productivity. Human resource functionaries have the responsibilities of defining the clear and precise organizational goals and aim for the employees. Stating out clear goals will help the employees to have the fair idea about the goals and objectives that they have to accomplish in the organization. Thus, it will help them to work accordingly (Shinkle 2012). Moreover, another objective of the human resource management is to maintain the effectiveness of the organizational structure be effectively recruiting and training them. Human resource management is responsible to select ri ght employees for the right job at the right time. Thus, having the rightly expertise employees for the right job will help the organization to have more effective and efficient workforce. In addition training being given by the human resource functionaries also helps the existing employees to enhance their expertise and skills according to the current market and business requirement (Chinomona 2013). Another key organizational objective is the creation and maintaining of coordination and understanding among the departments in the organization. For the current business scenario, coordination among the departments is required and importance to have the end products or services according to the requirement of the customers. Thus, human resource management is responsible for the effective coordination of the all the departments in the organizations by effectively allocating resources and training their employees (Bouckaert, Peters and Verhoest 2016). Moreover, various activities are being initiated by the human resource management in the organization in order to increase the mutual cooperation and understanding among the departments. Another objective of human resource management is to enhance the job satisfaction of the employees. Various initiatives being taken by the human resource managers such as initiation of the employee welfare activities along with providing and skill develo pment training and different types of job enrichment will help the employees to be more equipped and more motivated in their workplace (Gunaseelan and Ollukkaran 2012). However, for the contemporary business organizations, the definitions for human resource management are rapidly evolving. This is due to the reason that, contemporary business organizations are operating in different and diverse sectors and competing with several competitors. Thus, definition and organizational objectives for the contemporary business organizations are different and diverse. For instance, the importance of training being discussed earlier is different for different organizations (Ford 2014). A few years ago, the key motive to provide training to the employees is to train them in accomplishing the particular job. However, the definition of the training from being just providing assistance for the employees have been evolved to one of the key factors of enhancing the motivation of the employees (Lazaroiu 2015). For the contemporary business organizations, training helps them to equip the employees in dealing with the organizational challenge. Moreover, for the employee s in the contemporary business organizations, employees have to be trained with different set of skills and expertise, which are also to be enhanced by the use of the training. In the human resource management, recruitment and selection of the employees refers to the selection of the right employees for the right job. However, in the contemporary business organizations, recruitment depends on various different and diversified aspects such as the different needs in different departments (Bryson, James and Keep 2013). Accordingly the human resource managers have to select the employees. Moreover, in the current business scenario, human resource managers have more options of having talent pool such as having the option of online job portals. At one point of time, the key objective of the human resource managers is to maintain the human resource in the organization. On the other hand, in the contemporary business organizations, human resource managers not only will manage the human resources, but also they have to look after the effectiveness of the employees and accordingly they have to initiate various initiatives (Bratton and Gold 2012). As discussed earlier, human resource management plays an important role in enhancing the effectiveness and productivity of the employees as well as other stakeholders, however, the key objectives of the human resource management will only be achieved if it is being managed ethically and professionally. This is due to the reason that, the key concept of the human resource management stands on the ethical principles (Crane and Matten 2016). As discussed earlier, human resource management deals with the employees and thus initiation of the ethical principles in managing human resources will help the organization to instill the ethics among the employees. Moreover, following of ethics and professional code of conduct is important in the human resource management due to the reason that, human resources functionaries should have equal and neutral view on all the organizational departments. Otherwise, employees from all the departments will not have the equal opportunity of having training and human resource activities. The more ethical principles and professionalism will be followed by the human resource managers, the more will be the effectiveness of the employees (Shahid and Azhar 2013). This is due to the fact that, the employees will possess those skills, which will be provided to them. Any types of injustice with the employees will have negative impact on the entire workforce. Thus, it can be concluded that the policies and procedures in initiation of the human resource management should be ethically correct and should be implemented in professional way. 2.The objectives of human resource management can delivered in the organization in different ways. The followings sections will discuss about the different ways of how the objectives of human resource management can be delivered. One of the effective models is the traditional model of human resources. According to this model, the human resource service can be delivered to the employees with having a separate human resource department in the organization (Beardwell and Thompson 2014). This organization will look after the management of the human resources in every department in the organization. On the other hand, another model of human resource service delivery is the Ulrichs three leg model (Bamberger, Biron and Meshoulam 2014). Service of human resource can be delivered in different ways such as outsourcing, off shoring and in house. Outsourcing refers to the involvement of third party consulting firms in delivering the human resource service in the organization. Involvement of the consulting firm will help the organizations to have the expertise service related to the management of the human resources (Doellgast and Gospel 2013). Moreover, involvement of the human resources will also help the organization to reduce the cost involved in managing the employees in the organization along with having to take fewer responsibilities. Another effective option of delivering of human resource service in the organization is having the in house human resource managers in the organizations (Tang and Tang 2012). In this case, business organizations maintain the human resource by them. Employees in this department are being selected by the organization. They look after the service delivery of the human resources in the organization. In this case, the key advantages being gained by the organizations are the perfect alignment of the policies of human resources with the organizational objectives. Moreover, the coordination between the employees and the human resources functionaries will also be more in this case. The policies and approaches of human resource management vary with the change in size and operating sectors of the organizations. This is due to the reason that organizations from different sectors and having different size are having diverse and different requirement regarding their management of human resources (Reiche, Mendenhall and Stahl 2016). In addition, the human resources approaches of large and small firms are different due to the different in their workplace requirement and relevant legislations. In the case of the large organizations, the key objectives of human resource includes effectively and strategic alignment of the human resource management with that of the organizational objectives. Moreover, in the case of the large organizations, the human resource managers have to maintain different and diversified organizational requirement and thus the one to one connectivity between the human resource functionaries and the employees may not be possible (Arnellos, Moreno and Ruiz-Mirazo 2014). On the other hand, in the case of the small organizations, the key objectives of human resources are to enhance the productivity of the employees. In this case, human resources managers have to maintain less diversified criterions and they have to mainly concentrate on the productivity of the employees as well as for the entire organization. Moreover, in the case of the small organizations, the human resource functionaries have to also concentrate on generating of innovative ideas in the organizations. This is due to the reason that, in the current business scenario, small organizations have to rely on the innovations and thus, it is the added responsibility of the human resource functionaries to encourage the employees in enhancing their innovative ideas along with maintaining the effective working environment in the organization. On the other, the objectives and goals of the human resource functionaries also vary in case of private and public sectors. In the case of the private sector, the key objective of the human resource department is to enhance the productivity of the employees due to maximize the profitability of the organization (Nda and Fard 2013). This is due to the reason that, private organizations are concerned with profit maximization and thus the key responsibility of the human resource functionaries is to increase the productivity of the employees. Moreover, in the case of private organization, there is more chance of implementing the Ulrich model due to the fact that, private organization is more concerned with the reduction in the internal cost. Thus, it is more probable for the human resource in the private organizations to opt for off shoring or outsourcing the human resource functionaries in order to reduce cost. In the case of the public organizations, the key objective of human resource management is to enhance the quality of the customer service (Jasmand, Blazevic and de Ruyter 2012). This is due to the reason that, in the public organizations, human resource managers have to look after the quality of the service quality due to the fact it will provide competitive advantages in the market. Accordingly, they will have to provide training and other employee welfare activities to equip the employees in providing the effective customer service to the customers. 3.There are various theories being stated by different authors in relation to the change management in the organization. One of the key change theories is the Kurt Lewins model of change. According to this theory, there are three main steps that should be considered by the organizations in implementing the change. The first process is the un-freezing process. In this process, the senior management has to identify the gaps in the existing organizational systems and ware those to the employees (Shirey 2013). Moreover, the employees should be made aware about the limitations of the existing systems and the need and benefits of change management. The next process is the implementation of the change. In this step, the senior management has to implement the change in the organization according to the requirement. The last step is the refreezing. In this step, the employees should be made comfortable and convenient in the new systems and aligning the employees and other infrastructure in th e organization according to the implemented changes (Shirey 2013). Another theory related to the change management is the McKinseys 7S model. This model states seven steps for the organizations to have effective management and implementation of the change process (Singh 2013). This model states more holistic approach and covers more elements for the organizations to have effective implementation of change process. The steps in this model include shared value, strategy, structure, systems, style and the skills. Thus, initiation of this model will help the organization to align their internal infrastructure along in the line of change process. However, Lewins model of change management is the most used and popular model for implementing the change in the organizations. This is due to the reason that, Lewins model helps the organization to initiate the change process effectively and in sequential manner. As discussed earlier, the first process or step in this model is the unfreezing model. In the case of the initiation of the change process, the first step for the organization is to identify and determine the issues in the existing systems (Shirey 2013). This is due to the reason that, the gap identified in the existing systems will be the key areas, which need to be improved by implementing changes in the organization. Moreover, the gap identified will also be helpful and beneficial for the organizations in reducing the resistance of the employees. Thus, determination of the gaps or issues is important for the organization to implement the change. In addition, in the process of change management, chances of having resistan ce from the side of the employees are high (Bateh, Castaneda and Farah 2013). This is due to the reason that, employees will have the fear that the implementation of the change process will may have adverse impact on them. Thus, it is the responsibility of the senior management to overcome the resistance from the employees. They have to make the employees aware about the existing gaps in the organizations and how the change to be implemented in the organization will overcome these issues. The next process is the implementation of the change. This step will involve the implementation of the change in the organization after the initial resistance can be overcome. The change process is being implemented and the associated stakeholders start to identify the changes. This process is important due to the reason that, the effectiveness of the change process depends on how well the change is being aligned with the organizational infrastructure (Nijssen and Paauwe 2012). The last step is the refreezing. In this step, the organizations are being taken back to its existing form. Due to the emergence of the change process in the organization, instability is being aroused in the organization with the employees feel inconvenient to get accustomed with the new process. Thus, in this step, the organizational culture, structure and procedures are being made stable and all the associated stakeholders will feel comfortable and convenient in the new culture. However, the effectiveness of the change process being implemented in the organization should be periodically evaluated by the human resource managers. This is due to the fact that, change is being implemented in the organization to meet the latest criterions in the market and business scenario. Thus, due to the fact that, the current market scenario is rapidly changing, it is important that the change process should be periodically evaluated in order to identify any required changes. 4.There are various criterions and methods to be used in evaluation of the human resource function in the business. As already discussed, the key motive of the human resource function is to enhance the productivity of the employees along with maintaining the effective working environment in the organization (Murrell 2012). Thus, one of the key criterions to evaluate the effectiveness of the human resource function is the productivity of the employees. In the evaluation process, it is to be seen that to what extent the productivity of the employees get increased with the initiation of the human resource management. Another criterion to be accessed is the motivational level of the employees. Human resource management is being initiated to enhance the motivational level of the employees in the workplace. Thus, the high morale of the employees will be another key criterion to evaluate the human resource function in the organization. Another criterion that is required in evaluating the hu man resource function in the organization is the generation of the innovative ideas from the employees (Hoyrup et al. 2012). Human resource functionaries operate in the organizations especially the small organizations in order to generate innovative ideas. Thus, the more will be the generation of the innovative ideas in the organizations, the more will be the effectiveness of the human resource management. In addition to the various criterions regarding the evaluation of the human resource management, there are some other methods that are being used in evaluating the human resources in the organization. One of the methods is the commitment. It refers to the fact that employees are working effectively in the organization and their individual skills and expertise, which helps in gaining competitive advantages for the organization. Thus, evaluation of the commitment of the employees in their organization will help to determine the effectiveness of the human resource in the organization. The next method for evaluation is the determining the competency level of the employees. Competency refers to the skills and abilities of the employees in accomplishing their task (Baran and Klos 2014). Thus, the more effective will be the process of recruitment and selection of the new employees, the more will be the effectiveness of the human resource management in the organization. The next method in evaluating the contribution of human resources in the organization is the congruency. An organization will get success if the relationship between the employees and the senior management is positive and effective. Thus, in this case, the objective of the human resource management is to enhance the organizational relationship between the internal stakeholders. Congruency refers to the effective relationship between the employees and the senior management and sharing similar vision in the organization (Spanjol, Tam and Tam 2015). Thus, evaluation of the congruency in the organization will help to evaluate the contribution of human resource in the organization. The last method of evaluation is the bench marking. It refers to the concept of comparing the data and information of the employees with that of the organization having effective human resource management. Thus, the more effective will be the determination of the competitors information, the more effective will be the evaluation process of the human resource function. 5.There are various articles being stated by various authors regarding the impact of human resource management on the organization. However, an article being stated by Kehoe and Wright (2013), regarding the impact of the human resource management on the effectiveness and productivity of the employees. This article concludes that, involving of human resource management will help the organization to have motivated and equipped employees. According to the authors, initiation of human resource management will help the organization to have positive impact on the attitude and behavior of the employees. According to the authors, human resource management includes the providence of training and skill development programs for the employees. Thus, providence of training to the employees will help them to train and equip in facing the organizational challenges. Moreover, training will also help the employees to get accustomed with the change in the market and business scenario. This will eventu ally help them to have positive attitude in their workplace due to the fact that, they are well equipped to face the organizational challenges. Moreover, the authors also stated that, involvement of human resource management will help in maintaining the diversity in the workforce. Thus, for the multinational organizations such as Unilever, initiation of human resource management will help to effectively manage the diversified employees from different regions around the world. The article stated above is convincing due to the fact that, it covers all the related aspects of impacts of human resource management. Moreover, according to the authors, the survey for this article is being done on an realistic manufacturing unit. Thus, from the above discussion, it can be concluded that, investment in the human resource management and development in the organization will have positive impact on the effectiveness and productivity. The more investment will be in the human resource development by the organization, the more equipped and updated will be the organizational mechanism to manage the employees. Thus, having effective and well trained employees in the organization will help in gaining competitive advantages in the market. Moreover, effective management of human capital will also help the organization to reduce the probability of employee related issues, due to the high level of engagement and job involvement of the employees in their workplace. This will also help the organization in reducing the employee turnover rate. Thus, it can be concluded that, more investment in managing the human capital will be beneficial for the business organizations due to the reason that, it will help them to enhance the p roductivity and effectiveness of the employees. For the contemporary business organizations, it is important to effectively determine the requirement of the employees and providing them effective working environment in order to gain maximum productivity from them. thus, initiation of the effective process of human resource management will help enhance the productivity of the employees along with gaining competitive advantages in the market. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arnellos, A., Moreno, A. and Ruiz-Mirazo, K., 2014. Organizational requirements for multicellular autonomy: insights from a comparative case study.Biology Philosophy,29(6), pp.851-884. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Baran, M. and Klos, M., 2014. Competency models and the generational diversity of a company workforce.Economics Sociology,7(2), p.209. Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational change.International Journal of Management Information Systems (Online),17(2), p.113. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Bouckaert, G., Peters, B.G. and Verhoest, K., 2016.Coordination of Public Sector Organizations. Palgrave Macmillan. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources. Human Resource Management in transition, pp.125-149. Chinomona, R., 2013. Business owner's expertise, employee skills training and business performance: A small business perspective.Journal of Applied Business Research,29(6), p.1883. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Doellgast, V. and Gospel, H., 2013. Outsourcing and human resource management.Managing Human Resources: Human Resource Management in Transition, pp.315-335. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Gunaseelan, R. and Ollukkaran, B.A., 2012. A study on the impact of work environment on employee performance.Namex international journal of management research,71. Hyrup, S., Bonnafous-Boucher, M., Hasse, C., Mller, K. and Lotz, M. eds., 2012.Employee-driven innovation: A new approach. Palgrave Macmillan. Jasmand, C., Blazevic, V. and de Ruyter, K., 2012. Generating sales while providing service: A study of customer service representatives' ambidextrous behavior.Journal of Marketing,76(1), pp.20-37. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Murrell, K., 2012.Ergonomics: Man in his working environment. Springer Science Business Media. Nda, M.M. and Fard, R.Y., 2013. The impact of employee training and development on employee productivity.Global Journal of Commerce and Management Perspective,2(6), pp.91-93. Nijssen, M. and Paauwe, J., 2012. HRM in turbulent times: how to achieve organizational agility?.The International Journal of Human Resource Management,23(16), pp.3315-3335. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Shahid, A. and Azhar, S.M., 2013. Gaining employee commitment: Linking to organizational effectiveness.Journal of Management Research,5(1), p.250. Shinkle, G.A., 2012. Organizational aspirations, reference points, and goals: Building on the past and aiming for the future.Journal of Management,38(1), pp.415-455. 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Tourism - Atlantic City Essays - Atlantic City, New Jersey

Tourism - Atlantic City The Great Transformation From A Casino City To a Resort Destination Atlantic City is the place to gamble on the East Coast. Although this may initially seem to be a positive characteristic, it is evident that this destination has the capability to be so much more than it already is. This point of interest has the worlds first boardwalk, which opened in 1881, has 4 miles of hotels, amusements, and casinos. Atlantic City was originally a resort town, until 1978, when it changed into a gaming city. This popular day-trip destination had over 34 million visitors in 1998 alone. Despite this amazing statistic, along with the revenue that gambling brings in, many steps are being taken in order to further promote the expansion of this great city. The renovations and improvements being made to the Atlantic City Convention Center are already increasing the amount of money coming in. There is a great deal of other things to focus on in the Atlantic City region. In endorsing local attractions in this scenic area, and in shifting the target market of this spot, th is city would change back into a resort destination. When most people think of Atlantic City, the first thing that comes to mind is the casino attractions that are available. With the citys constant shuffle and excitement, gamblers from all over go there dreaming of a big win. Many people consider Atlantic City to be the Las Vegas of the East Coast. There are over 12 casinos, with one building as magnificent as the next. At any given second of the day, these hopefuls may have their lives changed in an instant with just one win. These casino hotels gain most of their income from gamblers. Casinos employ almost 49,000 people every year. This number should actually jump when the Marina District opens. Although Atlantic City prospers as a gamblers paradise, many would love to show others just how much more Atlantic City really has to offer its tourists. The Atlantic City Convention Center, built in 1929, was renovated with $72 million in 1997. With the worlds largest pipe organ, everyone from the Beatles to Pavarotti has played there. It was designated a historic landmark in 1987. Conventions, trade shows, meetings, and public events of the greater Atlantic City area all take place here. When the renovation is finally completed, it will seat up to 12,000 people for special events. Such events include boxing, ice hockey and basketball. In addition, concerts and family entertainment such as Disney on Ice will take place there. Modernizing its facilities made quite a change in the casino numbers brought in. Between January and October 1996, the drop was $33 billion. However, during the same period in 1997, the drop was $37 billion. The total win went from $3.2 billion to 3.5 billion. These are just casino numbers that changed due to this renovation. Keep in mind that there are also restaurant, theater, retail, and hotel numbers. These changes among many others will help to change Atlantic City into a travel destination. In addition, switching the focus off the casinos will also increasing sales. In changing the target market to families, more visitors will probably come. Perhaps if it was publicized that Atlantic City has the gift of the Atlantic Ocean, people tourists would realize how much there really is to do there other than gamble. Fishing, parasailing, and beach activities may consume their days. Perhaps if many hotels offered some sort of childcare in the evenings so that these adults may go out and gamble at night, there would be more families visiting here. There are so many historic places to visit that many prospective vacationers most likely know of. For example, Renault Winery, the oldest in the United States, is just moments away. Planet Hollywood, with its glamour and stimulation, has a location in Atlantic City. Its famous boardwalk has many attractions, including Ocean One (an oceanliner - shaped mall), a Warner Brothers store, and the store Ripleys Believe It or Not all located ri ght there. Lastly, the Miss America Pageant is held in Atlantic City each year. If more focus was placed on these non-gaming activities, perhaps more people would come to Atlantic