The History of the World Civilization-Free-Samples for Students

Question: What are the most important lessons we should take from the history of the worlds civilizations? Answer: People living in the modern era should take some lessons from the three major civilizations of the world. The essay explains the essential points of information and enlightenment that can be gained from the historical perspective of the worlds civilization (Simms,2018). The three most noted civilizations that have been considered in this essay are from ancient Rome, Greece, and Egypt. From the civilization of the ancient world, some of the basic pieces of evidence that can be drawn are: The civilization in Rome states the migrant workers or the laborers from the overseas wont be stagnant and employed in one region for the ever (Marshall Goury, 2017), this lesson can be drawn from the civilization since the structure and setup of Rome stated to collapse gradually since the entire labor system got influenced by Christian morality. The epidemics of obesity do not always get a lot of sympathies, the rich people never remember their origin or where they came from, and the people who are huge debt can easily be controlled and overpowered. Printing more money in the economy is not at all beneficial since it results in inflation (Del Brutto Garca, 2015). The military budgets tend to bankrupt the developed countries and finally, the fall of an economy or an empire does not happen over the night, it happens from various decisions and takes lots of time to collapse. Some of the major life lessons that can be drawn from the civilization of Greece are: Each and every person is entitled to a happy and cheerful life hence no one should live or try to lead a miserable life, People should enjoy the current moment they are living in and should not reach forward in their life, It is essential for all the individuals residing in the current era to enjoy whatever they are bestowed with rather than complaining and regretting since it can form depression. It is essential to understand that life doesnt slow down or stop, it speeds up with time. Nobody should waste their life (Ghosh, 2015). According to the shreds of evidence from ancient Greece, anger is a harmful phenomenon and it is similar to a bloodthirsty war hence anger should be controlled and conquered. Death is natural and thus it should not be feared since fear of death will result in hurdle of living the life to the fullest forms. Pieces of evidence from ancient Greece explains certain money lessons that can be drawn from Greek civilization. Doing the hustle and understanding the tale of Hermes since each and every success story of personal finance begins with refusals (Del Brutto Garca, 2015). Getting out of the dept is necessary and taking expert opinion is thus essential to get effective solutions. Much can be learned from the history of ancient Egypt and the Egyptian civilizations. Courage is one of the important factor people in the current era can learn from the history of Egypt. Fighting for the right and ethical decisions are important parts of life. Some of the lessons in economic leadership from ancient Egypt are, people should lend money only to those who are capable of returning and repaying it. Inflation is a bug in the economy and money is worthless at the time of inflation. Price fixing and money laundering are some of the biggest crimes that should be noted and people should save themselves from gambling. The rise of financial capitalism is one of the main games in the financial sectors (Denning,2018). No progress in the modern time as long as the ritual and myths are busted. Ensuring the moral and spiritual legacy is important. The worthiness of both the gender is important for the attainment of an eternal life. One of the major lessons that can be drawn and under stand from the Egyptian civilization includes the lesson of effective leadership traits. People should understand that an effective leadership is a key to the growth of the nation (Stearns et al., 2014). The progress is not at all a continuous process; it can be deflected in accordance with time. The history of the world civilization has introduced to a new world of imagination, possibility, and activity. This paper links certain effective strategies and lessons from the world civilization that can be implemented by the people of the current century in their day to day life for a better livelihood of their families and communities. References Del Brutto, O. H., Garca, H. H. (2015). Taenia solium CysticercosisThe lessons of history.Journal of the neurological sciences,359(1), 392-395. Denning,S. (2018, March 7). BraintreeVoice: How To Choose A Payment Processing Platform That Drives Success. Retrieved from https://www.forbes.com/sites/braintree/2017/09/26/how-to-choose-a-payment-processing-platform-that-drives-success/#636e469e4c02 Ghosh, S. K. (2015). Human cadaveric dissection: a historical account from ancient Greece to the modern era.Anatomy cell biology,48(3), 153-169. Marshall,T., Goury,A. (2017, October 11). Then and Now: Exploring Modern Life Amid Relics of the Roman Empire. Retrieved from https://www.nytimes.com/2017/10/11/learning/lesson-plans/then-and-now-exploring-modern-life-amid-relics-of-the-roman-empire.html Simms,A. (2018, February 14). Farming and energy: lessons from collapsed civilisations | Andrew Simms. Retrieved from https://www.theguardian.com/environment/2012/mar/01/lessons-history-collapsed-civilisations Stearns, P. N., Adas, M., Schwartz, S. B., Gilbert, M. J. (2014).World civilizations: The global experience. Pearson.

Qualify In Filling Available Job Vacancies â€Myassignmenthelp.Com

Question: Discuss About The Qualify In Filling Available Job Vacancies? Answer: Introduction Recruitment is one of the key functions of the Human Resource of every business organization. Usually, recruitment entails all the activities involved in the process of getting the rightful labour for a given business organization. In most cases, recruitment is conducted with the aim of replacing or filling job positions which could be newly created or have fallen vacant due to employees leaving the company. The history of recruitment can be traced as early as the start of the business institutions. Therefore, recruitment remains an inevitable practice in businesses because of the continuous labour changes that are always taking place in the business organization. The effectiveness of recruitment has a great impact on the business enterprise. If a business recruits people who are not fit for the job positions, the company experiences an adverse impact due to low productivity of the labour and thus impacting the company's profitability and its competitive advantage. If recruitment is done effectively, the organization is likely to get productivity from its employees and thus gain a competitive edge over other players in the industry. Therefore, it is critical for the Human Resource of every company to ensure they adopt the best strategies to help recruit the rightful skills required to fill the job position in the business (Davison, 2011, pp. 1-21). Currently, the ways through which organizations conduct recruitment have changed. Most companies are shifting from the traditional recruitment methods and now adopting an integration of the social media in this process. Traditionally, recruitment involved the manual activities right from advisement all up to screening and selection process. However, currently, companies are incorporating the use of social media to carry out these activities (Loiacono, 2011, pp. 245-254). Social media recruitment has its pros and cons when employed in the hiring process. It affects both the applicant and the recruiter in many different ways. Aim and Scope of the Discussion This paper aims at analyzing the fitness of social media as a method of recruitment. This has been achieved through establishing both the strengths and the weaknesses of this type of recruitment process to the employer. Thus, the paper unveils the strength and also the weaknesses of social media recruitment. Therefore, the report is critical in helping the human resource of the various companies through their process of recruiting people into the organization. In its scope, the essay establishes the all the aspects of social media recruitment and its implications. The report brings out how recruitment can be done using the social media platforms such as Facebook, Twitter, and LinkedIn among many others. It provides a comparison on how recruitment was done traditionally and also how it is done at the moment when social media has come a broad. Further, in its scope, the paper provides an in depth discussion of the strengths and the disadvantages of using the social media in the process of recruitment to both the applicant and the recruiter. Thus, the paper important in bringing out all the aspects of social media recruitment. Social Media Recruitment Recruitment process involves five main steps which start with recruitment planning where the organization prepares all the necessities for the exercise including preparations of the job descriptions. The second phase is strategy development where the company chooses on the most appropriate approach and methodology to use in the process (Madera, 2012, pp. 1276-1282). As a third step, the company searches for the right people to fill the vacancies. The fourth step is screening the applicants who are followed by the last step which is evaluation and control. At the point of choosing the strategy, the company can choose to use the traditional approach or apply the social media strategy. Adoption of social media in recruitment process has become increasingly common in most business organizations. Social media has tried to bring a balance in the demand and supply of labour in the market. It is now common practice for companies to apply social media in the searching, screening and also the selection during recruitment process (Parry and Wilson, 2009, pp. 655-673). Organizations are now making use of social media platforms to get their desired labour in hiring. Some of the social media platforms include the use of Facebook, Twitter, Whatsapp and linked in among many others (Kilpatrick, 2013, pp. 38-39). These platforms provide valuable information about the applicants which the employer can to improve their effectiveness in recruitment process. Comparison of Social Media Recruitment and the traditional approach The integration of the social media approach in the process of recruitment have brought about many differences compared to the traditional hiring process. The recruiters are now making use of the social media to get additional information about the recruits which could not have been found at some other place. When the applicant provides the primary information, the social media gives the employer power to get additional useful information (Plummer and Hiltz, 2009, pp. 176). Besides, the companies use social media as a way to confirm the information provided by the applicant. The recruiter achieves this by searching through the social network of the candidate to get information. However, the social media also has a set of drawbacks that discourage its embracement in the recruitment process. Social media recruitment is a new approach which is an improvement of the traditional one. The approach is currently undergoing reforms in many areas such formulation of norms, regulations and the laws to be applied in the process of recruitment using this method. With social media recruitment, the cycle of the filling a vacant position has been reduced and the now the employer takes a shorter time to get the desired staff for the position (Caers, 2011, pp. 437-448). Therefore, in as much as the platforms have drawbacks when used in recruitment, they benefit both the employer and the job seeker. Benefits of Social Media Recruitment to Employers Social media recruitment provides many benefits to the employer. Firstly, the social media recruitment gives the recruiter a chance to access both the national and the international job seekers. Job seekers from different parts of the world access social media and thus it easy for them to connect any employer in the world. Access to international labour market offers the employer with an opportunity to get the most desired talent, qualification and skills (Thew, 2008, pp. 87-90). It is also evident that the use of social media increases the ease in the process of recruitment. It helps in the process of search, filtering the applicants and also the cross checking of their qualifications. This has helped the process to become efficient and easy to apply in the recruitment process (Henderson, 2013, pp. 546-560). The employment of social media has also helped the employer by a great deal especially in the process of simplification. The platforms allow extension of technology by integrating a customized solution. The employer can create web forms to help in the recruitment process. The web forms can be used in collecting the information about the applicants who are interested in those vacancies. Besides, the recruiter can also fully automate the process of recruitment with the use of these web forms and then apply a solution that can be used to get the statistical information. Therefore, this makes the recruitment process to be easier and efficient (Melanthiou, 2015, pp. 31-49). Also, social media has proofed to be one of the robust recruitment methods that substantially cuts down the cost of recruitment. The employer is able to access the information of the job seeker cheaply compared to the traditional methods (Clark and Roberts, 2010, pp. 507-525). For example, the CVS and the referees are easily available on the social network. The employer has little to play in the process of getting the information from the job seeker, and the whole task rests on the job seeker who has the responsibility of ensuring that their information is available on the social media for the access of the employer (Sinha, 2013, pp. 141-156). esides, application of the social media in recruitment saves the time for the entire process. In comparison to the traditional recruitment method, social media recruitment has proofed to be faster in the process. The steps involved in the traditional recruitment process can easily be applied with the use of social media (Nikolaou, 2014, pp. 179-189). The media channels provide the information quickly and conveniently as compared to the traditional methods. The employer can get the information about the applicant more quickly. Social media can imitate the entire recruitment steps making it quicker to carry out the process (Sanchez, Levin and Del, 2012, pp. 63-124). Drawbacks of Social Media Recruitment to Employers The use of social media in recruitment also has limitations to the employer. Firstly, the information obtained from social media may vary from one platform to the other. For example, the employer may obtain certain information from the Facebook account of a given applicant and then get a contradicting information from LinkedIn (Brown, 2011, pp. 219-225). Such cases, put the recruiter in a difficult situation to establish the right information about the applicant. Therefore, this kind of situation undermines the free efficiency and reliability of recruitment by use of social media (Roberts and Roach, 2009, pp. 110-114). Also, the information collected from the social media can be perceived in a wrong way. When social media is used to undertake recruitment, there are many chances of the employer regarding the applicant in a way which is not true (Malherbe, 2014, pp. 588-595). For example, the job seeker's comments on posts, chats with others and many other of other aspects could be influenced thus making the employer to obtain information which could e influenced but not the actual information about the jobseeker. It is also clear that the use of social media is an unfair approach to the applicant in recruitment. The job seeker's information from social media cannot be proofed in any way whatsoever. Thus, the employer will be unfair and inefficient if it banks a lot on this kind of information (Lorenz, 2014, pp. 429-439). The injustice of the employer due to relying on the job seeker's social media information has effects to the number of employers who pursue the jobs in companies that use this method. Most job seekers avoid pursing jobs in the organizations that apply employee social media recruitment which undermines the employer's process of getting the right qualifications for the job (Kluemper, 2013, pp. 1-21). Also, employer's use of social media undermines the applicant's privacy on the media platforms. The information posted on these networks is intended to be private, yet it employer uses it affecting the applicant's privacy. Also, the employer is at risk of being sued if they do negligence hire after getting the information from social media. Thus, the employer experiences many limitations when using the social media for the recruitment process. Advantages of using social media recruitment to the Jobseekers There are many advantages that the job seeker gets from the use of social media for recruitment. Firstly, the job seeker enjoys the ability to get a job at a lower cost than the traditional method. One can cheaply search for jobs online by use of social media and then get a job. The jobseeker can access both the local and international opportunities. The job seeker enjoys a variety of jobs available in the social media and because they have full access to the employee's adverts and skills that they are searching (Clark, 2010, pp. 507-525). Thus, the job seeker has the opportunity of finding the jobs that best suit whether local or at the international level. All these can be done at a lower price as compared to the traditional methods of recruitment. Thus, the approach is convenient and efficient for the job seekers. lso, the use of social media in recruitment offers the job seeker a good opportunity to access the important aspects that the recruiters want. For example, the media platforms offer the job seekers an ease of access to the influential referees who are important for the referees to build trust about the applicant. The jobseeker is in a better position to easily get information about the company that one wants to work for. Thus, as compared to the traditional recruitment process, the use of social media has made it easy for the jobseekers to obtain for their good in the recruitment process (Madera, 2012, pp. 1276- 1282). Besides, social media gives advantages over the traditional method through the easy to share or exchange the information between the employer and the applicant. With the adoption of the social network, the employers can easily ask for the required information from the applicant at any time they need (Pate, 2012, pp. 133-146). On the other hand, the applicant is in a better position to reply or provide the information required by the employer at any time. Therefore, the platform has facilitated the ease of information exchange between the recruiter and the job seeker. Thus, it solves the gap and the issues that existed in the traditional recruitment due to poor information exchange channels. Limitations of Using Social Media to the Job Seekers In as much as the use of the social media in the recruitment process offers the job seekers many opportunities, it also has many limits to the jobseeker. The jobseeker has the task of making comments, posts and the entire role of maintaining and ensuring that their profiles look good in the eyes of the target employers thus will always try to give the best knowledge. This is a dangerous practice especially in cases where the information may leak to the public or to the parties which may be having bad intentions. Also, the information found certain job seekers may not be correct. There are cases where the information on the jobseeker's profile is not the actual reflection of who they are and thus, undermining the reliability, accuracy, and efficiency of this recruitment method (Reiners, 2013, pp. 4576-4585). This is evident because there are many cases where the applicant's accounts are hacked by malicious people who post inaccurate information about the job seekers. Therefore, the job seekers who have ever been victims of identity will have difficulties proofing the right information to the employers (Stoughton, 2013, pp. 73-88). Therefore, social media recruitment can also affect the job seekers negatively in some cases as compared to the traditional hiring process. Conclusion As a recommendation, the employers need to be specific to what they need when integrating the social media in their recruitment process. This will help to increase the efficiency of the exercise. Also, it is recommended that the employers should make efforts to improve the verification process. This can be achieved through the embracing of multiple social platforms and thus get a chance to compare the information provided. Regarding the job seekers, it is recommended that they should ensure that their social media platform profiles are up to date. They need to provide accurate information to help the employers obtain any required information from the jobseekers. Besides, it is important for the job seekers to ensure that they stay careful when interacting with the social media platforms. They must ensure that they post comments, posts and other information that cannot defile their picture in the eyes of the recruiters. For both the recruiter and the job seeker, it is recommended that they stay watchful and keep the attention on the media. Also, the parties should come together and come up with laws, rules, and policies for the usage of the social media platforms in recruitment. In conclusion, most employers are embracing social media as a method of recruitment. The use of social media has some differences as compared to the traditional hiring process. The approach is new and is currently undergoing reforms in its norms, the legislations, and the law. The use of these platforms has a shorter cycle for recruitment unlike in the traditional method. Therefore, as a new approach to hiring, social media presents various advantages and disadvantages to both the employer and the job seeker. References Brown, V. (2011). The Writing on the (Facebook) Wall. Use of Social Networking Sites in Hirings Decisions. Springer, pp. 219-225. Caers, R. (2011). LinkedIn and Facebook in Belgium: The Influences and Biases of Social Network Sites in Recruitment and Selection Procedures. In Social Science Computer Review, pp. 437-448. Clark, L. (2010). Employer's Use of the Social Networking Sites. A Socially Irresponsible Practice. Journal of Business Ethics, pp. 507-525. Clark, L. and Roberts, S. (2010). Employers use of social networking sites: A socially irresponsible practice. The Journal of Business Ethics, pp. 507-525. Davison, H. (2011). To Screen or Not to Screen? Using the Internet for Selection Decisions. Springer, pp. 1-21. Henderson, M. (2013). Silences of ethical practice. dilemmas for researchers using social media. In Educational Research and Evaluation, pp. 546-560. Kilpatrick, R. (2013). Social media - a panacea or recruitment? The Structural Engineer, pp. 38-39. Kluemper, D. (2013). Social Network Screening: Pitfalls, Possibilities, and Parallels in the Employment Selection. Emerald Insight, pp. 1-21. Loiacono, E. (2011). Why Virtual Job Recruiting Is Not Well Accepted by Generation Y? - A Case Study on Second Life. In Human-Computer Interaction, Users and Applications, The Lecture Notes in Computer Science, pp. 245-254. Lorenz, B. (2014). If I Do Not Like Your Online Profile I Will Not Hire You! Springer, pp. 429-439. Madera, J. (2012). Using social networking websites as a selection tool: Role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, pp. 1276-1282. Madera, M. (2012). Using social networking websites as the selection tool: The role of the selection process fairness and job pursuit intentions. International Journal of Hospitality Management, pp. 1276- 1282. Malherbe, E. (2014). Field Selection for Job Categorization and Recommendation to Social Network Users. International Conference on Advances in Social Networks Analysis and Mining. Paris, pp. 588-595 Melanthiou, Y. (2015). The Use of Social Network Sites as an E-Recruitment Tool. Journal of Transnational Management, pp. 31-49. Nikolaou, I. (2014). Social Networking Web Sites in Job Search and Employee Recruitment. International Journal of Selection and Assessment, pp. 179-189. Parry, E. and Wilson, H. (2009). Factors influencing the adoption of online recruitment. Personnel Review, Vol. 38, No. 6, pp. 655-673 Pate, R. (2012 ). Invisible discrimination: Employers, social media sites and passwords in the U.S. International Journal of the Discrimination and the Law, pp. 133-146. Plummer, M. and Hiltz, S. (2009). Recruitment in Social Networking Sites: A Theoretical Model of the Jobseekers' Intentions. AMCIS 2009 Proceedings, pp. 176. Reiners, T. (2013). Social network Perception Alignment of E-recruiters and Potential Applicants. 46th Hawaii International Conference on System Sciences, pp. 4576-4585. Roberts, S. and Roach, T. (2009). Social networking web sites and human resource personnel: Suggestions for job searches. Business Communication Quarterly, pp. 110-114. Sanchez A., Levin, A. and Del, R. (2012). Blurred Boundaries: Social Media Privacy and the Twenty-First Century Employee. American Business Law Journal 49(1), pp. 63-124 Sinha, V. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. In Management, pp. 141-156. Stoughton, J. (2013). Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening. Springer, pp. 73-88. Thew, D. (2008). LinkedIn - a user's perspective. Business Information Review, pp. 87-90.

The Life And Works Of Frederick Chopin Essays - Frdric Chopin

The Life And Works Of Frederick Chopin The Life and Works of Frederick Chopin The 1830s have been called the decade of the piano because during that period the piano and the music written for it played a dominant role in European musical culture. The piano had, of course, already been popular for more than half a century, but by the third decade of the nineteenth century, changes in the instrument and its audience transformed the piano's role in musical life. As the Industrial Revolution hit its stride, piano manufacturers developed methods for building many more pianos than had previously been feasible, and at lower cost. Pianos ceased to be the exclusive province of the wealthy; an expanding middle class could also aspire to own them and make music at home. Thousands of amateur pianists began to take lessons, buy printed music, and attend concerts. Virtuosos like Friedrich Kalkbrenner, Sigismund Thalberg, and Franz Liszt became the first musical superstars, touring Europe and astonishing audiences with music they had composed to display their piano technique . Frederick Chopin was born in a small village named Zelazowa Wola located in Poland on March 1st, 1810. His passionate love of music showed itself at an early age. There are stories, for instance, of how when his mother and sister played dances on their grand piano he would burst into tears for the sheer beauty of the sounds he heard. Soon he began to explore the keyboard for himself and delighted in experimenting. By the age of seven he had become sufficiently good for his parents to try and find him a teacher. Their choice fell on Adalbert Zywny, a Bohemian composer then aged sixty-one and now remembered solely as Chopins first teacher. Within a few months of beginning his studies with Zywny, Chopin began to play in public, and by the end of 1817, at the age of seven, had already been described by many as Mozarts successor. Chopin began to compose around this time, and continued to do so throughout his student years, but only a handful of these works were printed. In the autumn of 1826, Chopin began studying the theory of music, figured bass, and composition at the Warsaw High School of Music. Its head was the composer J?zef Elsner. Chopin, however, did not attend the piano class. Aware of the exceptional nature of Chopin's talent, Elsner allowed him, in accordance with his personality and temperament, to concentrate on piano music but was unbending as regards theoretical subjects, in particular counterpoint. Chopin, endowed by nature with magnificent melodic invention, ease of free improvisation, and an inclination towards brilliant effects and perfect harmony, gained in Elsner's school a solid grounding, discipline, and precision of construction, as well as an understanding of the meaning and logic of each note. This was the period of the first extended works such as the Sonata in C minor, Variations, on a theme from Don Juan by Mozart, the Rondo ? la Krakowiak, the Fantaisie, and the Trio in G minor. Chopin ended his education at the High School in 1829, and after the third year of his studies Elsner wrote in a report: Chopin, Fryderyk, third year student, amazing talent, musical genius. After completing his studies, Chopin planned a longer stay abroad to become acquainted with the musical life of Europe and to win fame. Up to then, he had never left Poland, with the exception of two brief stays in Prussia. In 1826, he had spent a holiday in Bad Reinertz (modern day Duszniki-Zdr?j) in Lower Silesia, and two years later he had accompanied his father's friend, Professor Feliks Jarocki, on his journey to Berlin to attend a congress of naturalists. Here, quite unknown to the Prussian public, he concentrated on observing the local musical scene. Now he pursued bolder plans. In July 1829 he made a short excursion to Vienna in the company of his acquaintances. Wilhelm W?rfel, who had been staying there for three years, introduced him to the musical environment, and enabled Chopin to give two performances in the K?rtnertortheater. He enjoyed his tremendous success with the public, and although the critics censured his performance for its small volume of sound, they acclaimed him as a genius

A PRAGMATIC ANALYSIS OF SPEECH ACTS IN THE GENRE HOROSCOPE Essay Example

A PRAGMATIC ANALYSIS OF SPEECH ACTS IN THE GENRE HOROSCOPE Essay Example A PRAGMATIC ANALYSIS OF SPEECH ACTS IN THE GENRE HOROSCOPE Paper A PRAGMATIC ANALYSIS OF SPEECH ACTS IN THE GENRE HOROSCOPE Paper A PRAGMATIC ANALYSIS OF SPEECH ACTS IN THE GENRE HOROSCOPEI Gabriela BUENO SANTOS 1. Introduction In attempting to express themselves, people do not only produce utterances containing grammatical structures and words, they perform actions via those utterances. (Yule, 1996). That means that when we use language we are not only speaking, telling, saying or writing something. We are also apologizing, complaining, complimenting, inviting, promising or requesting. Speech acts are the actions performed via utterances (e. . apology, complaint, compliment, invitation, promise, equest) and speech events are the circumstances in which these utterances take place. As mentioned before, when we write something we are not only writing, we have a purpose behind that writing and expect that writing to have a certain effect on the readers. Therefore, we can assume that genres do something. What do horoscopes do, for example? This question will be answered in the results and discussion section. And wh y analyze horoscopes? The choice for this genre was made considering three reasons: presence in history, presence in the western media, and lack of research in the linguistic field. During my TFG research and analysis I found out that horoscopes have been present in the history of mankind for about 4 thousand years and have influenced the behavior and actions of powerful men and women, regulating their behavior. I also discovered that seventy millions of Americans start the day reading their horoscopes in the newspaper, which was the first type of media to publish horoscope columns, in 1930. And finally, I have decided to analyze this genre due to the fact that there are no analyses of the genre horoscope in the linguistic field published until now. 2. Methodology A corpus of 15 horoscopes for the sign of Aries (my sign) was taken from 5 magazines, 5 newspapers and 5 websites that contain a horoscope or astrology section. These predictions are daily, weekly or monthly, depending on the kind of media and its frequency of publication. This represents half of the original corpus of my TFG. The chosen magazines, newspapers and websites were: MAGAZINES: Fitness, cosmo Girl, ELLE, -reen vogue and Mane Claire. NEWSPAPERS: LA Times, Daily News, NY Post, Washington Post, Chicago Tribune. WEBSITES: www. astrology-online. com , wrww. tarot. com, wrww. astro. com, wrww. strocenter. com, www. horoscope. com In this analysis I tried to identify the illocutionary acts or forces (functions) present in horoscopes and also classified the speech acts. To do so, I based my work on Yules chapter 6 of Pragmatics. . Results and discussion 1 speecn acts According to an analysis previously made by myself for my TFG, three steps are found in horoscopes: MOVEI Giving advice, MOVE 2 Analyzing present state of affairs and MOVE 3 Making predictions. For this present analysis, I analyzed the horoscopes again and confirmed that horoscopes advise, analyze and predict. Here are some examples of the speech acts found: ADVICE: Accept that you may face challenges, so that you can better deal with th em as they come. [Teen Vogue] Gain clarity by taking five minutes to meditate on yourself and what it is you want to change in the coming weeks. [Teen Vogue] No one expects you to be perfect, so why expect it of yourself? [NY Post] You should be making plans to spend some time with the ones you love. [astrology-online. com] ANALYSIS: Youve a sense that your destiny has already been determined, and it has by you. LA Times] Love: Real love is unconditional, like the love for a child or a family member. Daily News] But this is not selfishness on your part, for you are quite capable of being generous and giving to others. You are more openly affectionate than usual and feel real love for the people around you. It is Just that this aspect of your life love, affection and pleasure is more important to you now than work. [astro. com] Youre in Just the right frame of mind for this. Your business sense is at an all-time high, as is your ability to focus on whatever task is at hand. Intui tion plays a strong role. astrocenter. com] PREDICTION: This week will be a trying one. Teen Vogue] Setting these intentions will be helpful. [Teen Vogue] At some stage today you will realize that you have wasted too much time on a project that isnt going to work. [NY Post] Week ahead: You will want to run your own race, but its more productive to be a team player. [Daily News] 3. 2 Locutionary acts, illocutionary acts and perlocutionary acts. According to Yule (1996), the locutionary act is the basic act of utterance or producing a meaningful linguistic expression. Therefore, in horoscopes, we can say that this act happens hen the author of horoscopes is writing them. However, this author is not writing a horoscope Just for the sake of it, he or she has a purpose in producing it. According to Yule (1996), this is the second dimension, the illocutionary act. For horoscopes, writers utter to predict, analyze and advise. However, are readers of horoscopes aware of the illocutionary acts of this genre and the way it can manipulate their behavior? Probably not. The perlocutionary act, which is the effect caused by horoscopes, could not be perceived since we do not know if horoscopes readers ctually believe or follow the instructions given by them. . 3 Speech acts classification According to Yule (IYYO), tnere are Tlve types 0T general Tunctlons perTormea Dy speech acts. They are declarations, representatives, expressives, directives and commissives. In the genre horoscopes, two of these types were found: representatives and directives. Here are some examples: REPRESENTATIVES: YouVe been running too fast for too long! The full moon in Capricorn on the 1 8th means you question how you balance your life. You often oscillate between both ends of the spectrum youre either all work, r all play. If theres any sign out there thats innately equipped to handle conflict, its yours. Youd never admit it, of course, but deep down you actually enjoy it the thrill and the rush of adrenaline that battle conjures up, that is. DIRECTIVES: Gently press for more information. Accept that you may face challenges, so that you can better deal with them as they come. Fighting against how you are feeling will only make the process of moving on more difficult. Gain clarity by taking five minutes to meditate on yourself and what it is you want to change in the coming weeks. During your morning walk, think about how to find a middle ground. 4. Conclusion As a conclusion, we can affirm that a horoscope is a genre that has as an underlying function: to condition and influence behavior of its readers. Through its advices, analyses and predictions it suggests what the reader should do, makes him or her believe that something is happening in their lives or that they are feeling in a certain way; and makes people believe the things will happen. The locutionary and illocutionary acts of horoscopes are clearly identifiable. However, we do not know the erlocotionary act of horoscopes because we cannot see if the readers actually do as the horoscopes tell them and really believe them. 4. 1 Pedagogical implications for ELT The genre horoscope is very popular and widespread, so I believe it is a very interesting genre to be used in English classes. Most students are familiar this genre and, even if they do not believe horoscopes, they have a certain curiosity to know what is said about them. Therefore, it is a genre that generates some enthusiasm in the students and may promote discussion. I believe the kind analysis done in this aper is interesting and useful because reveals some aspects of horoscopes that teachers and students are probably not aware of. It can also be an interesting tool for teachers when teaching this genre or planning a genre based class. The identification of speech acts can help teachers when teaching the simple future (predictions), modals (advices) and simple present and present continuous (analyses). This analysis can also promote a more critical reading of horoscopes by the students and, therefore, help in the formation of critical subjects. ReTerences Yule, G. (1996) Pragmatics. London: Longman

Compare and contrast two readings Essay Example | Topics and Well Written Essays - 1000 words

Compare and contrast two readings - Essay Example Henry David Thoreau is the writer of the seeing literally work and he implies the perspective of seeing and the outcomes of viewing things depends with each person and every other person can see what he or she intends to visualize thus it may be biased. Likewise, Ralph Waldo Emerson is also a writer in the natural literally work thus; a naturalist trying to argue the perception of how we see things should not only be based from what our ancestors had. The past influence, on the beliefs and ideologies are ridiculing whenever we follow what other people had there before since we are more capable of seeing, thinking and discovering things on our own. Emerson argues this since he finds that people are more dependent on the history that they found and want to still follow not because they cannot think but just want to follow the perception. Both are naturalists and are critical thinkers who can also be termed as philosophers as they both argue on the human point of view. In Thoreau’s work, we find that it takes preparation to see things in similar perspectives between two individuals. The more ready one can visualize and use their sight the greater the side of view. For instance, if one was not ready to look at a particular horizon then the existence of some things in the landscape and surroundings will not be evident. It takes the intent to observe and actualize for one to realize the whole range of things and objects that are there. Things can be at a certain place and we rarely see them out of our view though they are not hidden from us. In comparison to Emerson’s, literally work, he thinks that the atmosphere consists of very many stars that shine different rays yet someone can see the atmosphere as being transparent. He also compares to Thoreau work when he states that it takes an open mind to receive the influence of external forces from the universe. In both works therefore, it results to a personal initiative

Chapter 15 discussion questions Essay Example | Topics and Well Written Essays - 750 words

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Human Resource Management Essay Example | Topics and Well Written Essays - 1750 words - 3

Human Resource Management - Essay Example All these features are interrelated. This paper deals with wages and communication as two chief aspects of corporate environment and labor management. Wages and communication also serve as tools for reducing organizational conflict. Thus, organizations need to maintain an effective communication with its employees through discussion and interpersonal relationship for HRM and managing conflicts. 2.0 Introduction Employee- employer relationship has become an integral part of organizational practices at present times. Employee relations are hugely used for business orientation. Within an organization, both the employer as well as the employee desire to maintain a good professional relationship. This has been the reason why numerous organizations are emphasizing on development of relationship- based policies and practices. Changes in corporate business functioning promotes fair and justified behavior on part of management as well as the employees (Gennard and Judge 2005, p. 2- 3). Workpl ace relationship could lead to both harmony and conflict, as because it is based on paid employment. Within the whole process, every employee is trained, motivated, appraised and rewarded. This leads to development of not only formal institutional behavior, but informal interpersonal relationships as well. Factors that commonly affect relationship of employer and employee are labor unions, company culture, communication, wages, level of competencies, organizational objectives, etc. (Dzimbiri 2008, p. 1- 5) Wage could be considered as one of the determinants responsible for maintaining good terms in employer- employee relationship. Communication is yet another that influences professional relationship. This paper attempts to examine the some of the key aspects that influence the professional relationship shared by the employees and the employer. This paper also explores development of such relationship and also workplace environment due to factors like communication and wages. 3.0 Th ere are numerous factors that influence workplace relationships. Some of them are- Economic factors: The relationship shared by the employees and their employer is more unilateral in nature. Business process works by â€Å"downsizing† of the employees and â€Å"rightsizing† on part of the employers. Labor reciprocity has performance, appraisals and results for its basis. From economic perspecyive, business operation smoothly functions on mutual delivery of performance, both on part of the employees as well as of their employers. Economic interests of employees are directed towards personal gains, while that of the organizations are directed towards competence and deliverance. (Singh and Singh n.d., p. 128) Institutional factors: Level of competition highly influences workplace relationships. Distribution of work responsibilities, flexible timings, outsourcing have further influenced it. Professional attitude is the chief driving force. As a matter of fact, present age of globalization prefers one- to- one communication once again, but this time in the form of e-HR. Communication is maintained through electronic medium, in a virtual mode. Certain psychological factors are also interrelated to it. In a performance – driven work culture, employees are constantly driven by fears regarding job security. Thus, in industrial relations, counseling and mentoring has