Short Story - 1651 Words

2 pip Twenty million rand worth of shares... - How does that sound to you? - Twenty million? I thought you wanted to think things through. I have. Im in. The alliance between the Celes and the Morokas... We have to keep it that way. We cant let Siphesihle destroy it. Give me solutions. Not problems. I think I know someone who could help us get in. Yster. Water, please. You will get water. You have to talk first. How do we get inside the compound? How do we get inside the compound? Forget it. That place is like a maximum prison. - Theres top security. - Theres always a way. Maybe a side door, a window they forgot to close... an alarm-free zone... Talk! No. Tell me - how can we get into that compound? No... Thats†¦show more content†¦I mean you must start somewhere in order to grow. - Its either that, or you go back to #hashtag. - Hell no. - So? - That bridge has officially been burnt. - So are you going to look for a job? - Im not going back to working for someone. I guess... small-time it is. - Are the elders gone? - No. Theyre in Dads study. Giving me time to come to my senses. You knew they wouldnt agree to a divorce. It doesnt make it any easier. You know, theyre all ganging up on me. Theyre guilt-tripping me. What do you mean? About the alliance between the families? What they stand to lose if I jeopardise the alliance. And how Id publicly embarrass them. Youd swear Im the first person to get divorced. - Marriages fail all the time. - So? Are you going to give in to the pressure and make the marriage work or... I hope thats what shell do. She owes the family that much. Youre probably right. This whole thing could be a big disaster and could blow up in my face. And it could also cause a huge disruption in my life. But I have to do whats right for me and my child. That means getting out of this marriage. - When will you realise this isnt only about you? - Families pull together in times of crisis. That may be the case... but mothers are supposed to put their children first. I dont want Rorisang to grow up in a dysfunctional family. So the divorce is going through. My mind is made up. I booked a table at your favourite restaurant. IShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. If you are one of these writers, who have run out of short story ideas, and the deadline you have for coming up with a short story is running out, the short story writing prompts below will surely help you. Additionally, if you are being tormented by the blank Microsoft Word document staring at you because you are not able to come up with the best short story idea, youRead MoreShort Story1804 Words   |  8 PagesShort story: Definition and History. A  short story  like any other term does not have only one definition, it has many definitions, but all of them are similar in a general idea. According to The World Book Encyclopedia (1994, Vol. 12, L-354), â€Å"the short story is a short work of fiction that usually centers around a single incident. Because of its shorter length, the characters and situations are fewer and less complicated than those of a novel.† In the Cambridge Advanced Learner’s DictionaryRead MoreShort Stories648 Words   |  3 Pageswhat the title to the short story is. The short story theme I am going conduct on is â€Å"The Secret Life of Walter Mitty’ by James Thurber (1973). In this short story the literary elements being used is plot and symbols and the theme being full of distractions and disruption. The narrator is giving a third person point of view in sharing the thoughts of the characters. Walter Mitty the daydreamer is very humorous in the different plots of his dr ifting off. In the start of the story the plot, symbols,Read MoreShort Stories1125 Words   |  5 PagesThe themes of short stories are often relevant to real life? To what extent do you agree with this view? In the short stories â€Å"Miss Brill† and â€Å"Frau Brechenmacher attends a wedding† written by Katherine Mansfield, the themes which are relevant to real life in Miss Brill are isolation and appearance versus reality. Likewise Frau Brechenmacher suffers through isolation throughout the story and also male dominance is one of the major themes that are highlighted in the story. These themes areRead MoreShort Story and People1473 Words   |  6 Pagesï » ¿Title: Story Of An Hour Author: Kate Chopin I. On The Elements / Literary Concepts The short story Story Of An Hour is all about the series of emotions that the protagonist, Mrs. Mallard showed to the readers. With the kind of plot of this short story, it actually refers to the moments that Mrs. Mallard knew that all this time, her husband was alive. For the symbol, I like the title of this short story because it actually symbolizes the time where Mrs. Mallard died with joy. And with thatRead MoreShort Story Essay1294 Words   |  6 PagesA short story concentrates on creating a single dynamic effect and is limited in character and situation. It is a language of maximum yet economical effect. Every word must do a job, sometimes several jobs. Short stories are filled with numerous language and sound devices. These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreRacism in the Short Stor ies1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. Racism is so prevalentRead MoreThe Idol Short Story1728 Words   |  7 PagesThe short stories â€Å"The Idol† by Adolfo Bioy Casares and â€Å"Axolotl† by Julio Cortà ¡zar address the notion of obsession, and the resulting harm that can come from it. Like all addictions, obsession makes one feel overwhelmed, as a single thought comes to continuously intruding our mind, causing the individual to not be able to ignore these thoughts. In â€Å"Axolotl†, the narr ator is drawn upon the axolotls at the Jardin des Plantes aquarium and his fascination towards the axolotls becomes an obsession. InRead MoreGothic Short Story1447 Words   |  6 Pages The End. In the short story, â€Å"Emma Barrett,† the reader follows a search party group searching for a missing girl named Emma deep in a forest in Oregon. The story follows through first person narration by a group member named Holden. This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of events

Mentoring Relationship Between Two Individuals, The...

Mentoring, in general, is a term used to describe a relationship between two individuals, the ‘mentor’ and the ‘mentee’. In this relationship, the mentor with more knowledge supports and passes on knowledge to the mentee through teaching, guidance, and encouragement, thus empowering the mentee to make decisions based on his/her capabilities. According to Fouchà © Lunt (2010), in this relationship, it requires two parties to collaborate together to learn new things, allowing them to further their personal development and perform to their fullest potential. In mentoring session, client-centred skills are commonly used. For instance, being congruent and genuine. Mentor will have to demonstrates integrity and free from pretending someone who they are not. Furthermore, the mentor will have to accept the mentee as who they are and not pass judgement on him/her. Lastly, a mentor will have to be empathetic towards the mentee. This means that the mentor will have to put him or herself in the mentee’s shoes to understand and feel how the mentee feels. Stokes (2003) mentioned that, most of the skills used in mentoring are associated with client-centred skills. It gave the mentor to understand the point of view from the mentee rather from the mentor point of view. Planning In planning stage, there are different methods that the mentor has considered using to help mentee. Such as, rapport-building activities, setting ground rules, clarifying the roles, create S.M.A.R.T (Specific,Show MoreRelatedAn Overview of Mentoring1297 Words   |  5 Pages Mentoring: An Overview Q1. An explanation that includes a definition of mentoring and at least 3 purposes Mentoring is defined as an informal transference of knowledge between an expert and a neophyte. The mentor is said to have greater knowledge either in a particular field or of general, human qualities that he or she wants to transfer to the mentee. (PowerPoint 1: Slide 3). The purposes of mentoring include supporting professional development within an organization; identifying and nurturingRead MoreMentor And Mentee Relationships From The Army1320 Words   |  6 PagesMentor and Mentee Relationships in the Army Matthew P. Styles 24 October 2017 Abstract In this paper I will be discussing the dynamic and effects of the mentorship relationship in relation to the Army. I will accomplish this by using Army doctrine and personal experience. First I will explain mentorship as defined by the Army. I will then discuss the characteristics of a mentorship relationship. I will cover the basic principles to be used to define the relationship. Next I will discuss considerationsRead MoreMentoring - CIPD1253 Words   |  6 PagesIntroduction – About mentoring 3 2. Mentoring programmes 3 3. Conclusions and recommendations 5 4. References 5 Introduction Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be. Eric Parsloe, the Oxford School of Coaching Mentoring. Mentoring can have multipleRead More5dcm Essay1561 Words   |  7 PagesCoaching and Mentoring within Organisations CIPD Membership Number 23141918 Introduction This report has been written to aid the development of coaching and mentoring within a leading banking and financial service company. As public sector organisations implement severe cuts and the private sector faces increased competition, all having to manage more with less, an increasing number of organisations are turning coaching and mentoring into theirRead MoreCompanies Must Mentor Relationships and Manage Conflicts Essay1172 Words   |  5 Pagesand how it will undoubtingly affect the long-term success of your career. Understanding the five areas of the mentoring relationship becomes vital for all employees when effectively managing conflict. The next competency of leveraging diversity is just as important as being able to manage conflict. In leveraging diversity one must â€Å"foster an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization†. With the differencesRead MoreEssay Comparing Mentoring and Coaching1642 Words   |  7 PagesComparing Mentoring and Coaching There are some key differences between mentoring and coaching. Mentoring- is known as the transfer of wisdom and has a protà ©gà © or mentee that takes an interest in their career path. The protà ©gà © is guided and advised by the mentor who has worn the same shoes and traveled the same path, usually someone older and wiser. The mentor guides, persuades, and encourages a person to reach their full potential in life, in a position in an organization or in a careerRead MoreSuccessfully Mentoring of Empolyees on the Growth of Diversity1144 Words   |  5 Pagesdiversity within organizations has made it crucial for managers to mentor their employees as a â€Å"tool to nurture and grow these individual† (Bailey Cervero, 2002). The Successful mentoring of these individuals also translates into positive outcomes for organizational initiatives. Nonetheless, the cultural characteristics of this diverse population has also made it harder to understand how to properly mentor these employees. Mentoring across cultures boundaries is an â€Å"especially delicate dance thatRead MoreSchool Based Mentoring Programs ( Sbmp )919 Words   |  4 PagesSchool-based mentoring programs (SBMP) have become widely used due to their presumptuously simple implementation and effective results; however, they remain to be scientifically under-developed and require integrity during implementation (Miller et al., 2013; Smith Stormont, 2011). Undoubtedly, SBMP have been shown to improve students: attitudes, confidence, school engagement, school performance, behaviour, vocational skills, and emotional and social skills (Converse Lignugaris/Kraft, 2009; MillerRead MoreMentoring in the Workplace2337 Words   |  10 Pagesbusiness executives may say that earlier in their career they established a mentor relationship that helped them to get to where they are in their career. Research has shown that this statement can be true for some executives but not for all. Some experts believe that just having mentor relationships can or cannot affect someone’s career path and development. The purpose of this paper is to explain exactly what mentoring is and how it successful works within the workplace environment. Using supportRead MoreHow Coaching and Mentoring Help Employees and Students Succeed1352 Words   |  6 PagesCoaching and Mentoring Vital to Success Dineace D Minnick Colorado Technical University Coaching and Mentoring Vital to Success In my opinion I feel that to be successful you truly need to line up people around you who are will to Coach and Mentor you. It also looks good for you to be seen as a Coach and Mentor. I see this as an excellent way to always have feedback and direction to help reach goals and succeed to levels of excellence. I chose this topic because my ultimate goal, within

Retaining Talents Dynamic Business Environment

Question: Discuss about theRetaining Talentsfor Dynamic Business Environment. Answer: Introduction Apparently, human resource is a critical function in any organization obligated with enhancing success (Jing Huang, 2005). It is a function that creates achievements through recruiting employees with relevant skills and influencing their determination and commitments (Armstrong, 2007). Currently, the dynamic business environment requires flexibility in the organizational strategic goals to align them with situational demands. These technological advancements and the hostility of the external environment, therefore, requires the organization to heavily rely on the human resource management as well as strategic planning to hire talented, motivated and qualified individuals to work for the organization. Furthermore, people are trained and imparted with essential skills that align them with job requirements and organization culture (Eyre, 2007). However, this discussion has succinctly explored human resource management subject and narrowed down to the importance of recognition schemes as part of efforts of retaining employees in an organization. Additionally, the critiques, postulations, and presumptions discussed in the essay are based on Mc Donalds, a famously known organization in Australia with best employee management practices. The reader should, therefore, prepare to get the deeper understanding of the role of human resource and its practices, particularly, employee retailing practices employed at Mc Donalds. Also, the essay will discuss some motivation theories that are appropriate in supporting the recognition schemes applied at Mc Donalds. Finally, the discussion has contrasted the human resources practices at Mc Donalds with non- profit making organization, Spastic to gauge if the same practices can effectively work in a different business setup with antagonizing goals. Retaining Talents The revolution experienced in the labor markets and organizational demands obligates firms to execute a revamp in the administrative processes and human resource process. The Austrian labor markets have many graduates seeking employment to serve in various positions. The government, however, has streamlined the labor markets by enacting labor laws means to maintain sanity and transparency by employers. These laws are intended to ensure that discriminative policies are not practiced by employers and further, enhance fair compensation to workers. Among other metrics that have created the need for government involvement in employment and labor matters is to foster adherence to ethical requirements. Consequently, streamlining of all the mentioned factors promotes a good co-existence between the government, the employees, and the employers. Such healthy relationship can translate into improved performance in the organization through individuals commitments to designed responsibilities. Perhaps, most firms find it cumbersome to retain its hardworking employees. The hardness is posed by the close rivals who entice innovative, talented and hardworking employees with attractive reward systems (Chugh Bhatnagar, 2006). Mc Donalds indeed is a firm recognized just because of the pretty human resources practices aimed to influence employee commitments and retain future leaders positively. It is paramount to note that future leaders require coaching, training, mentorship and a solidly build a culture that every individual should comprehend from the beginning. Mc Donalds is well known to nature talents through various schemes that have resulted in a stellar performance. A clear understanding of the organization strategic aims, its capabilities, and environmental imperatives gives the human resource and strategic management team an insight of the expected measures to pursue (Chhabra Mishra, 2008). Mc Donalds restaurant has enacted different techniques to promote employee retention. Just to mention, the top management is outputs of the retention programs utilized by the organization. They gained intense experience out of the current culture that still exists. It thus implies that they are also wizards in maintaining the culture and even establishing latest measures to make the system more appropriate. Mc Donalds program exposes employees to various practices. For instance, focusing on workers through training of frontline crew, succession planning and employee recognition for good results has significantly helped. Notably, the transparency in the recruitment process ensures that the right people join the organization. The hiring of young individuals and exposing them to various training programs imparts in them knowledge and skills that are destined to achieve organizational purposes. However, fixing employees issues is a long process that needs a well established workable syst em that only changes to incorporate the new requirements brought by technological, economic and legal environment changes (Rasins et al., 2007). Unlike the public sector where the directors and management devalue the need for employee retention, training, and development programs are limited. The performance management practices are limited, and people work the way they want. Contrary to profit making institutions like Mc Donalds where all the constructive deeds of the employees are distinctively recognized. The monetary rewards schemes motivate employees to work harder to receive more benefits and recognition. The important point to note from the recognition scheme at Mc Donalds succeeded because of the implantation of the culture in young and talented individuals with determination to excel in managerial positions. Since the culture transfer starts the time, one is recruited to join Mc Donalds community. It is fantastic that the unique reward system adopted by Mc Donalds succinctly informs the employees about the organization expectation and usually stresses on productivity, better runs operations, quality, customer satisfa ction and culture maintenance (Smithers Walker, 2000). The success of this reward system depends on a certain motivational strategy (Lo Lamm, 2005). Sometimes, people can be exposed to different training program and culture, but resistance can be portrayed due to some factors like curiosity and complexity of human nature (Allen Helms, 2002). Mc Donalds can rely on different motivational theories to enhance the success of the recognition scheme. First and foremost, there are signs for the applicability of Maslow needs theory. This theory entirely recognizes different categories of needs that if catered for by the management, the worker's efforts and determination in achieving better results are enhanced (Cianci and Gambrel, 2003). These motivational needs arranged in a hierarchy whereby the satisfaction of one gives birth to the other. They are aligned as follows; self-actualization, esteem, belongingness, safety and physiological needs. With this arrangement, the lower needs require a great consideration and should be satisfied first t hen afterward, the other need arises. At the work setup, employees are usually provided with the base salary that forms the bulk of physiological needs. Then safety follows. Most companies usually ensure that workers are adequately protected from physical harm, and the security further extends to job security as well as health insurance. Also, employees value to belong in either one of the organization group dynamics. One feels recognized to be attached to team, department, clients, subordinates or supervisors. It is apparent that entrusting someone to fulfill a certain responsibility or lead a team can positively impact on the morale. Notably, these three motivational needs are provided by most organizations because they fall at the basic level. It is impractical to find a company that caters to self-actualization and esteem needs before belongingness, esteem, safety and physiological needs. Being crowned the best on matters regarding employee practices means all human practices in the organization must be perfect (Cameron Quinn, 2005). At Mc Donalds, the employees achievements are recognized in various ways. For instance, high status is accorded to others based on the results and others entrusted with key responsibilities that end up building individuals confidence. Similarly, the company has moved up to the further steps of ensuring self-actualization needs are accorded to individuals. For Mc Donalds, employees are taken through different training, development, growth and creativity programs meant to align with current job requirements and technological needs (Kamalian et al., 2010). Indeed, the management of Mc Donalds can significantly apply Maslow theory of motivation to ensure appropriate employee reward system is est ablished (Cianci and Gambrel, 2003). Also, the cognitive evaluation theory can superbly work at Mc Donalds. This theory simply postulates that intrinsic and extrinsic motivation can be applied in various proportions to enhance the realization of the firm objectives. Some individuals tend to work hard just to achieve success, others love responsibility, and others value competence (Steers et al., 2004). The work culture and Conducive environment created at Mc Donalds substantially supports intrinsic motivation. It is thus up to the management to identify such employees who value these factors and accords them the mandate to execute their roles (Isaac et al., 2001). However, such scheme can efficiently work if performance management processes are established to monitor results so that a slight deviation can timely be detected and be handled before impacting on the outputs (Datta et al., 2005). Also, extrinsic motivation involves promotions, pay increase, good working conditions and others. The use of extrinsic motivation has received some criticism because of their negative impacts on intrinsic motivations. But the truth of the matter, however, is that the current society needs financial empowerment people to meet daily demands whose prices keep fluctuating due to economic influences like inflation. On the same note, young individuals are greed and dream for initiatives that can make them rich within a short period. In this regard, extrinsic motivation can be appropriate for the young individuals employed by Mc Donalds. However, the application of extrinsic motivation is criticized and justification given. I have suggested that the young and tal ented individuals should be motivated by some sorts of monetary benefit to enhance their morale. Doing this can cultivate a bad culture in the staff and individuals determination will base on the reward scheme associated with the achievements. Therefore, the final stance concerning the applicability of cognitive evaluation theory is based on the enacted policies that reflect the criteria to base in selecting those who qualify. But it should not be part of the culture since employees can relax and reduce their commitments if the benefits are reduced. Besides, the management practices and cultural preservations between profit making and not-for profit making organizations significantly differ. If one talks about a profit making enterprise, the first thing to ring the mind is competitive advantage. It thus implies that profit making organization and for this case, the strategies applied at Mac Donalds to retain the customers and retain employees are totally different. The justification for the difference is because of the difference in goals. Being a profit making company, one has to apply all management techniques to ensure profits are earned. As a matter of fact, the human resources approach applied at Mc Donalds cannot be that appropriate if used in a not for profit making organization (Spastic center). Here is where employees are motivated by monetary rewards, recognition, promotions and other for their commitments in enhancing the achievement of organization short and long term objectives (Frank et al., 2004). The rewards syst em is also meant for quality and efficiency and maintenance of the organizational competitive edge (Schroeder, 2012). This system however, intends to get results from workers rather than pleasing them. It is contrary to the Spastic center where such organization runs for a specific agenda and the existence depends on the availability of donors and project duration. Also, the time allocated for the period doesnt give the human resources time to experiment with various rewards systems. It is apparent that employee performance is not debatable and once appointed one has to execute roles failure to which dismissal is inevitable. People tend to stick on the salary bracket and benefits highlighted in the appointment letters and results are always uniform and are based on the annual projections. Simply, the difference in human resource practices and organizations purposes justifies non-application of a joint employee motivation structure between profit-oriented institutions and non-profits making organizations (Guest, 2011). Therefore, rewards are limited in not for profit-making organization since the employees has only time to examine the effective ways to implement the project. The fun ds available is majorly planned to meet projects costs rather than motivating employees. However, one should not quote me wrong and conclude that the human resource managers for the not for profit making organizations are or should be exposed to a different training because the management practices applied in such organizations is different with profit making enterprises. No! It is not like that. The differences are just to create efficiencies in the not for profit making organizations to win the confidence of the donors and keep the project going. The training for human resource managers is the same. Naturally, we expect the human resource and performance management practices to vary in the two sectors because they have parallel objectives and the sources of funds in not associated with the determination of the employees. Conclusion In conclusion, the human resources practices are essential in ensuring an organization timely achieves its goals. Some include employee motivation and rewards systems that are established to influence employee work behavior in different ways. It is clear that the reward and motivation systems applied in the profit making organization differ with those used in not for profit making organization. The reason to substantiate this postulation is the differences in the organization purposes and sources of funds between the profits and not for profit making organizations. In addition, inculcating a culture in the employees at the moment they join the organization enhances preservation, and if such employees are developed through training, empowerment and other programs reduce cases of resistance and staff can be willing to support positive change just to increase the inputs.The realization of the fundamentality of human resource management in the modern business setup has redefined most pro cesses and aligned them with strategic objectives. Most importantly, qualified employees have been hired and have been assisted to comprehend their role in propelling the organization towards successfully. It is quite clear that motivation is a vital subject that significantly influences employee productivity. It is through this analysis that the importance of establishing unique organization culture and practices and inculcating them to employees from the time they join the organization. The human resource management schemes sometimes vary in applicability between profit and non-profit making organizations as explained in the essay. Therefore, employee retaining practices applied at Mc Donalds are reflections of the benefits organizations, and particularly profits making organizations can get if the workers contributions are valued. Lastly, the human resource ability to identify one reward system that aligns with organizations objectives creates conducive environment for the implem entation. Most importantly, retaining talents is the only way to keep an organization competitively fit for a long period. References Armstrong, M. (2007). Employee Reward Management and Practice: Kogan PageLimited London and Philadelphia. Allen, R. Helms, M. (2002). Employee perceptions of relationships between strategyrewards and organizational performance: Journal of Business Strategies, 19 (2). 115-139. Cameron, K. S., Quinn, R. E. (2005).Diagnosing and changing organizational culture: Basedon the competing values framework. John Wiley Sons. Cianci, R., and Gambrel, P. A. (2003). Maslow's Hierarchy of Needs: Does it apply in aCollectivist Culture. Journal of Applied Management and Entrepreneurship, 8(2), 143161. Chhabra, N. L., Mishra, A. (2008). Talent management and employer branding: Retentionbattle strategies. ICFAI Journal of Management Research, 7(11), 50-61. Chugh, S., Bhatnagar, J. (2006). Talent management as high performance work practice:emerging strategic HRM dimension. Management and Labor Studies, 31(3), 228-253. Datta, D. K., Guthrie, J. P. Wright, P. M. (2005). Human resource management and laborproductivity: Does industry matter? Academy of Management Journal, Vol. 48(1), 135-145. Eyre, E. (2007). Switching on to career development: Training Journal, June, pp. 22?4, ISSN1465?6523. Frank, F.D., Finnegan, R.P., Taylor, C.R. (2004). The race for talent: Retaining andengaging workers in the 21st century. Human Resource Planning, 27(3), 12-25. Guest, D. E. (2011). Human resource management and performance: still searching for someanswers. Human Resource Management Journal, 21 (1), 3-13. Isaac, R. G., Douglas, C., and Wilfred, J. (2001). Leadership and Motivation: TheEffective Application of Expectancy Theory. Journal of Managerial Issues 13(2), p. 212. Jing, W., Huang, T. (2005). Relationship between Strategic Human Resources Managementand Firm Performance, International Journal of Manpower, pp. 434-449. Kamalian, A. R., Yaghoubi, N. M., Moloudi, J., (2010) Survey of Relationship betweenOrganizational Justice and Empowerment (A Case Study): European Journal of Economics, Finance and Administrative Sciences, 24, 165-171. Lo K, Lamm, F. (2005). Occupational Stress in the hospitality industry: An Employment Relations Perspective. New Zealand Journal of Employment Relations, 30(1), 23-47. Rasins, L., Franze, I. and Russell, S. (2007). A systemic approach to career development atMcDonald's: Organization Development Journal, Vol. 25 No. 3, pp. 31?6, ISSN 0889?6402. Schroeder, H. (2012). The Importance of Human Resource Management in StrategicSustainability: An Art and Science Perspective. Journal of Environmental Sustainability: Vol. 2:Iss. 2, Article 4. Steers, R.M., Mowday, R.T. Shapiro, D.L (2004). The future of work motivation Theory:Academy of Management Review, Vol.29, No.3 pp.379-387) Smithers, GL, Walker, D.H.T. (2000). The effect of the workplace on motivation and de-motivation of construction professionals: Construction Management and Economics. Australia: Melbourne. 18(7): 833-847.

Legend Essays - Indian Films, Huma Bird, Persian Mythology

Legend Of Huma 1. The theme of this novel is that which one would expect from a story about a knight. Much of the novel deals with the honor of one's country, one's countrymen, and one's god. Huma, the hero of the novel, has a chance to run off with the girl he loves and abandon his mission because he is presumed dead. He overcomes this temptation , however, and continues his brave mission to save his world. Another instance of temptation to take the easy way out, but lose honor, occours at the very instant that he was about to complete his quest. While fighting the Dragonqueen, she offers him the chance to rule by her side for an eternity. He refuses her and eventually dies while defeating her, and maintains his honor. 10. Huma's close friend and fellow knight, Rennard, had been strangely stricken with the plague earlier in his life. He also befriends Huma when many criticize him. His features were very pale, and he did not show much emotion at all. These things are all common in the followers of the god of disease. Because Rennard had been a Knight for so long, no one thought anything about his resemblance to the god of disease. Later, it is discovered by Huma that Rennard was indeed a follower of the god of disease. Huma discovers this as Rennard is about to kill Grand Master, the knighthood's leader. The author chose to use this foreshadowing as a complete surprise to the reader. It was only a small hint, but it was enough to make one take notice. In another part of the story, Huma was separated from his friend Kaz , a monitor. Huma found a knight's outpost on the edge of the forest and hopes Kaz will find him. Later the knights went out to capture a beast that the elves told them was in the forest. To Huma's surprise the searching party returned with poor Kaz trapped in their nets. The author obviously used this as a good way to re-enter Kaz into the story after Kaz had been lost. 2. Dragon Mountain was a particularly important place in the story. While exploring its vast caves , Huma defeated the three trials of honor. At the end of these trials he became a worthy knight to defeat the Dragonqueen. Also, he met a ancient blacksmith who gave him twenty dragon lances that were used to defeat the Dragonqueen. 5. The novel basically ends in Huma defeating the Dragonqueen. Huma is riding his dragon, who also takes the human form of Gwyneth ( Huma's love), and drives the dragonlance into the Dragonqueen. The dragonlance breaks off into the Dragonqueen's body; this does not kill her, but she cannot remove the lance. Huma and Gwyneth are plummeted toward the mountain below and barely survive the inncedent. After a short while , Huma decides it is best to let the Dragonqueen go with the exception that she will never return to his world again. After the queen departs Huma and Gwyneth die in each others arms and go to a form of paradise. The novels ending is a good one in that it ends Huma's quest to save his world. Huma gains great honor and even becomes a legend for the deeds he did for his world. Also, I must voice my opinion about the deaths of both Huma and Gwyneth. I feel that their deaths were a bad choice by the author. Although this made the story more realistic, it left the story on a downfall that , to me , overshadowed Huma's victory. I would have ended on a happy note. 7. There were two big examples of irony in this novel. One was the shock of Rennard's betrayal to the knighthood. Rennard and Huma were the Grand Master's closest colleagues. This was proven to be a false front on Rennard's part to try to get in close enough to kill the Grand Master. Also, when Huma faced the decision whether to kill or free the Dragonqueen, he found himself with a delima. His whole quest had been based on seeking and destroying the queen. When faced with the opportunity, he realized that he could not kill her. If he did, the balance between good and evil would be altered drastically. This would destroy his world. He was forced to let the Dragonqueen go free on the condition that she never return to his world again.