Individual Perspectives Paper Free Essay Example, 1500 words

In the case of Watson’s experiment, the unconditioned stimulus was the noise resulting from the banging of the iron rod whereas, the neutral stimulus was the white rat. After Watson repeatedly paired the two, Albert cognitively associated the noise made by the iron rod when banged with the white rat. Therefore, the presentation of the white rat alone without the accompanying sound made by the iron rod when banged solicited fearful reactions from Albert (Barker, 1997). Based on his findings, it is evident that associations formed via conditioning result in behavioural change, which is the definition of learning. Watson’s experiment proved useful in advertising campaigns, which he designed while working on a part-time basis for J. Walter Thompson, an advertising agency (Hothersall, 1995). Reiterating Pavlov’s presumptions on extinction and re-emergence of classically conditioned behaviors, Watson explained how fearful responses invoked by a conditioned stimulus c ould become extinct. Failure to pair the unconditioned stimulus with the conditioned stimulus (previously neutral stimulus) resulted in cognitive dissociation in the organism, which triggered the forgetting of the learnt material. However, after repairing the conditioned and unconditioned stimuli, the extinct behaviour re-emerges. We will write a custom essay sample on Individual Perspectives Paper or any topic specifically for you Only $17.96 $11.86/page

The Secret Of Life By Paulo Coelho - 1040 Words

â€Å"The secret of life, though, is to fall seven times and to get up eight.† (Paulo Coelho) No matter, how hard we try, true is success can be reached only through determination and from the knowledge of pervious failures. Although it is true that we need to spend a longer time by doing a task more than once, but that is how it gives us the strength of mind to do it better next time. Each and every pathway we take in our lives are a learning experience. Some of them are easier to cross and others are steeper, that are able to give us a stronger confidence in our task. Now, do we really need to go through failures and defeats to accomplish something? Many successful worldwide have sworn that success in life cannot come without great failures. Paulo Coelho a successful Brazilian novelist, the recipient of numerous international awards known for his spectacular literary work â€Å"The Alchemist† has a similar idea. He was like many of us when he started writing, having t he fear that it is impossible to achieve his dream. Coelho doesn’t know that whether defeats or necessary or not, but he knows that they will happen. When we first start to fight our dream, we have no experience and mistakes are common. After all, life is too short to wake up with regrets and sadness. I begin with a personal experience; my life is not like a bed of roses. Obstacles and difficulties bound to come in my way every moment. At the same time, I am constantly desiring for more and more success with failuresShow MoreRelatedThe Alchemist By Paulo Coelho1652 Words   |  7 Pagesdown the river and yells back My son, you are on the other side . -Takahashi The Alchemist, a novel by Paulo Coelho, about a boy named Santiago who had to go through multiple obstacles to fulfill his Personal Legend. A Personal Legend is the only way one can live their life in satisfaction and happiness. In Buddhism, Enlightenment is the state of inner body peace. In The Alchemist, Paulo Coelho does not directly mention what Enlightenment is, nor anything in relevance to Buddhism, and since EnlightenmentRead MoreSelf-Discovery and Exploration in The Alchemist by Paulo Coelho1665 Words   |  7 Pagesa novel written by Paulo Coelho teaches us about the importance of self-discovery and exploration by taking us through the journey of a young Andalusian shepherd, Santiago. Paulo Coelho was born in Rio de Janeiro, Brazil, on August 24th 1947, to Pedro Quiema Coelho de Souza, an engineer, and his wife, Lygia, a homemaker. Paulo early on had dreamed of an artistic career and then after his surroundings in Jesuit school, he discovered his true vocation was to be a w riter (Coelho 195). Upon telling hisRead MoreThe Alchemist And Gifted Hands Essay897 Words   |  4 PagesAlchemist† by Paulo Coelho, because in these books the author portrays the challenges and hardships the people faced which is their experience and the completion of their personal legend which could also be the character. In the autobiography/biography of â€Å"Gifted Hands: The Ben Carson Story† Ben Carson and Cecil Murphey talk about Ben Carson’s life and the problems/hardships he faced while he grew up. He grew up in a Detroit ghetto with almost nothing, just enough to live a normal life, and then heRead MoreLife Does Not Have A Title1555 Words   |  7 PagesLife Does Not Get To Have A Title As time passes, the question remains of whether or not our lives are predetermined or if we get to choose our own destiny. The question of whether or not God or any other power in the universe has already made plans for us, or if the outcome of our own decisions will shape our lives. Every single person starts off with a certain position in society, and has the opportunity to grow from that place and become the person that they are meant to be. Fate and freewillRead MoreApplyiing How to Read Literature to the Alchemist1592 Words   |  7 Pagesmade up of not just color, texture, and shapes, but also considers the purpose behind each stroke. Foster brings a different meaning to reading a book and draws attention to the author and his or her intention. While applying Fosters teachings to Paulo Coelhos The Alchemist, the main character, Santiagos journey becomes more than a journey- it turns into a quest. Simple drinks and foods turn symbolic into acts of communion and while weathe r is often overlooked, it becomes a key element. SantiagoRead MorePaulo Coelhos The Pilgrimage: A Unique Search for the Meaningful3334 Words   |  14 PagesThere is no denying the fact that Paulo Coelho with more than a dozen novels to his credit has emerged as a contemporary literary figure of international repute. The Pilgrimage marks his entry into the world of fiction with a bang followed by a big bang in the form of his most popular novel The Alchemist. No doubt, The Alchemist has earned him immense popularity far and wide and established him as a novelist of consummate skill. His other novels which include The Valkyries, Like the Flowing RiverRead MoreThe Alchemist Character Analysis950 Words   |  4 Pages The Alchemist was written by Brazilian author Paulo Coelho. The main character in The Alchemist is Santiago, a young shepherd who gives up a life he is comfortable with in order to pursue his dreams. Throughout the story various characters impact Santiagos journey including Melchizedek. Melchizedek, the King of Salem, meets Santiago early in the novel and influences him to follow his dreams, in my opinion Melchizedek is the true hero in the story. Santiago met Melchizedek shortly after his visitRead MoreAlchemist Answer Key2085 Words   |  9 Pages1)Why does Coelho open with the modified myth of Narcissus? How does the new version differ from the original one? How does it change the myth’s meaning? What might the author be suggesting about how we perceive ourselves and the world? Paulo Coelho began with the tale of Narcissus to show the reader that when you are so caught up in your own life you do not realize the greater things like nature and friends. It differs because it leaves out how the lake was also too caught up in its own beautyRead MoreFamily (Appearance and Character, Hobbies, Biography, Jobs and Profession). About Myself1473 Words   |  6 Pagescant imagine my life without our little monster. My second younger brother, whose born 5 months ago, name is Maxim, we call him Max. He is very beautiful baby with so charming and happy smile! He has got delicate skin, small ears, silky hair, rosy cheeks and full lips. He has got a chin like a mother and eyes like a father. Max is a very smart baby! He is fanny and activity. I like to spend my free time playing with him. My parents live in Uzhgorod with my brothers. All my life I live with my grandparentsRead MoreFear, A Coward s Best Friend Essay2277 Words   |  10 Pagesthat hold us from getting out of our comfort zone. Our response to fear is limitless and it enables us to stay confined to our moralities or manipulate our choices or others to get courage. In these three pieces of literature: The Alchemist by Paulo Coelho, Hedda Gabler by Henrik Ibsen, and The Guernsey Literary and Potato Peel Pie Society by Mary Ann Shafer and Annie Barrows the idea of fear is explored and courage is illuminated. Exploring the psychological process of fear with courage and how

Employment Law and Employee Relations

Question: Discuss about the Essay for Employment Law and Employee Relations? Answer: Introduction Employee performance and conduct are two very important factors that help in achieving organizational objectives. Employee performance is directly related to the overall productivity of an organization. On the other hand, the manner in which an employee is required to act determines the environment and work culture of an organization (Xperthr.co.uk 2011). There is a close nexus between the two as employee conduct relates to effectiveness and efficiency of an employee. Therefore, it becomes necessary for an organisation to devise and implement standards for performance and conduct of an employee and enforce them as company rules and policies. Discipline can be said to be an emotive word in relation to employment (Acas.org.uk 2016). Employees are required to be disciplined in order for the organization to work properly. Practically, discipline at work is one of the most crucial issues that a manager has to face. When employees are in breach of existing codes of conducts applicable with in the organization, the company is required to take disciplinary actions by following a proper procedure (Xperthr.co.uk 2011). This report is focussed in bringing out and analyse what can be considered to be a good practice while handling such disciplinary matters in the light of the applicable employment laws of the country. For the purpose of task 2 of this report, Tesco PLC has been chosen as a case study. Good Practice The UK has a complete employment legislation structure with several acts ensuring that the rights of the employees and the employer are protected. In the present context, it cannot be denied that if there are issues relating to an employees conduct, capability and performance are not handled in a professional manner the organisation will not be able to focus on its goals (Acas.org.uk 2016). Therefore, it is necessary for the management to follow some good practices while handling the above matters so that they do not escalate to an unmanageable state. It is the duty of the management to ensure that all employees are treated fairly and in a just manner in cases where disciplinary actions are being taken against such employee (Xperthr.co.uk 2011). There is no fixed definition of good practice. However, it involves the following: Acting with a just cause Using the existing procedures in a proper manner Acting consistently Following the rules of natural justice Any other measure that can be included within a good practice code Following the above principles, not only ensure fairness and consistency within the organisation but also develops a good business sense within the organisation. Therefore, while handling disciplinary matters, the management is required to follow these principles in order to arrive to a proper solution and harmonize the interests of the employer and the employee. The ACAS Code for Disciplinary Procedures While dealing with management and resolution of disciplinary issues within an organisation, the ACAS Code on Disciplinary and Grievance Procedures in Employment forms an important source of good practice that is required to be followed. The code takes into consideration the existing provision of the legislative structure applicable in relation to employment laws (Acas.org.uk 2016). Following are the legislations, the provisions of which are incorporated within the code: Trade Union and Labour Relations (Consolidation) Act 1992 Employment Act 2002 Employment Rights Act 1996 Though violating the provisions of the code is, in itself, not unlawful, its provisions play an important role in understanding the disciplinary process. Such breaches of its provisions will not attract legal proceeding. However, employment tribunals consider the code while hearing relevant cases. Arbitrators appointed by the ACAS follow the code to dispose off cases brought under the ACAS Arbitration Scheme (Acas.org.uk 2016). A handbook developed by the ACAS known as the Discipline and Grievance at Work, stipulates the following Code of Practice: The need for disciplinary procedure and rules Proper handling of a disciplinary matter Holding of a disciplinary hearing Deciding and implementing disciplinary actions, and An appeals process Fair Disciplinary Procedure Section 1 of the Employment Rights Act 1996 states deals with an employees right to a statement of employment particulars. This is considered to be the starting point of a disciplinary process (Legislation.gov.uk 2016). Section 3 further stipulates that the statement of particulars be required to include disciplinary rules applicable to an employee. The Employment Act 2002 states that the statement shall also contain the procedures applicable while taking disciplinary actions. Section 98A of the Employment Rights Act 1996 stipulates a three-step dismissal and disciplinary procedure as follows (Legislation.gov.uk 2016): Step 1: The employer must communicate to the employee about the employees conduct, capability or other circumstances that may result in a disciplinary or dismissal action. Step 2: A meeting should be convened at a reasonable time and place where the matter can be discussed with the employee. Step 3: If the employee wants to appeal, he/she should communicate it to the employer. The employer may hold further hearings to resolve the matter. Key Components of Disciplinary Process According to the ACAS code, following are the key components of a disciplinary process (Acas.org.uk 2016): An oral warning Followed by a written warning if there are no improvements A final written warning if the conduct or capability of the employee is still not satisfactory Convening of a hearing Ultimately dismissal if the matter is not resolved or if improvements are not noticed As it has been explained earlier, that the employee is required to be given a fair opportunity of being heard. The primary objective of the meeting is to hear what the employee has to say (Cipd.co.uk 2016). Final dismissal comes after the hearing is conducted and if the conduct of the employee is still found to be unsatisfactory. Challenges Faced while Implementing a Disciplinary Procedure In light of the present business environment, it is somewhat difficult to implement a stringent disciplinary procedure within an organization (Acas.org.uk 2016). The management faces a number of challenges as stipulated below: Regulatory provisions being stringent, an organization has to follows procedural steps even if the employee is found to be in cross misconduct and of unsatisfactory performance. Often the employees do not attend the meetings and hearings. This extends the whole procedure and the organisation has to incur losses. The employees against whom the company has initiated a proceeding often ignore the arbitration process (Code of professional conduct and disciplinary procedures 2016). In case, where the employee is required to get a statement of particulars and other essential documents, the witnessing process is hampered as witnesses often refuse to be identified. The organisation is legally and ethically bound by the code and legislative provisions to conduct a fair disciplinary procedure. This intent of the organisation often is misjudged by the employees and as a result, the entire process turns out be chaotic. While implementing a disciplinary procedure, an organization faces much resistance from the trade unions (Xperthr.co.uk 2011). Case Laws The legislative structure intends to prevent unfair dismissals by employers. The legislation requires the organisations to act reasonable and this element has been the core of the entire structure. Some of the important case studies related to capabilities and conduct are as follows: Dundee City Council v Sharp EATS [2011] In the above case, an employee was dismissed due to long-term sickness absence. A long term sickness caused the employee to remain absent and this affected his capability to perform his assigned tasks. As a result, the employee was let go and the EAT held such dismissal to be fair and just. Adeshina v St Georges University Hospitals NHS Foundation Trust [2015] In this case, the EAT held that the dismissal of the employee was fair even if there was a flaw in the first stage of the disciplinary process and in the composition of an appeal panel. Ahmed v Premier Foods Group Ltd ET [2011] In this case, the employee was dismissed for gross misconduct and his union representative betrayed him at the appeal stage. This changed the manner in which witnessing is done in employment trials. The company selected for this part of the report is Tesco PLC. Tesco has profound disciplinary procedure that it follows which is in parity with the ACAS code and the applicable legislative framework (Acas.org.uk 2016). The company encourages its employees to maintain its standards of conduct and capability so that the overall goals of the organisation are achieved. In case the performance or behaviour of an employee is in question, the line managers take up the responsibility and work closely with the employee to improve his/her condition (Our Code of Business Conduct - Tesco 2016). The company has in place two disciplinary procedures: Informal Procedure, and Formal Procedure Formal procedure is only availed when all efforts of the company through the informal procedure has been exhausted (Solving Problems at Work Staff Guide - Tesco 2016). The company is committed to conduct a thorough and fair investigation in order to address the issues identified. This investigation is generally concluded within a reasonable timeframe of 14 days unless both the parties agree for an extension. Informal Procedure The line manager deals with the employee first hand whose conduct and capability is in question and will try to resolve the matter. This working together attempts to solve all the issues identified informally and bring back the conduct and capability of the employee to the required level (Solving Problems at Work Staff Guide - Tesco 2016). Effective coaching and support is given to the employee to resolve the issues. At this stage, all the required information is communicated to the employee and every step is taken with the approval of the employee. Formal Procedure If issues are not resolved informally and the situation becomes serious, the manager takes the formal disciplinary procedure. The formal procedure of Tesco consists of the following stages (Solving Problems at Work Staff Guide - Tesco 2016): Verbal Warning First Written Warning Final Written Warning Suspension/Demotion/Dismissal If all attempts to solve the issues fail and the performance of the employee is still unsatisfactory, Tesco takes either of the following actions (Solving Problems at Work Staff Guide - Tesco 2016): Suspends the employee or Demotes him/her or Ultimately dismisses the employee. It can be seen that Tesco follows a well organized disciplinary procedure to resolve employee issues. In the given case law, the employee was not communicated all the material facts of his case, which ultimately lead the EAT to decide that the dismissal was unfair. However, the procedure of Tesco allows all representations of the employee and provides an explicit right to appeal against the disciplinary actions taken against the employee (Tesco direct 2016). Relation with other Company HR Policies As explained above, Tesco has a well written and structure disciplinary procedure and the company takes serious note of each and every employee issue. It is a multinational company and consists of employees who come from different ethnic backgrounds. There are several policies and procedures that have been implemented within the company (Solving Problems at Work Staff Guide - Tesco 2016). However, as the company has a strong disciplinary procedure, its contravention with other HR policies is less likely to happen. The informal procedure tends to solve most of the problems arising out of employee conduct and capabilities. Every employee is treated equally even if their workforce is a diversified one (Tesco direct 2016). Conclusion It can be inferred from the above discussions that resolving employee issues has become indispensable in the light of the present legislative framework of the UK. Companies are actively adhering to employment laws in order to resolve issues related to conduct and capabilities of their employees. In essence, the importance of a proper disciplinary procedure cannot be overemphasized (Employee performance and behaviour 2016). A proper mechanism to resolve these issues ultimately saves valuable resources of the company. To achieve this, every company is required to handle sensitive employment matters fairly and with justice by providing all the required information to the employee in question. Failing to do this attracts unnecessary legal proceedings that draws back the company and prohibits it from achieving its objectives. Thus, a proper code and disciplinary procedure will tend to increase the effectiveness and efficiency of the organization and its employees. Recommendations Following are the recommendations in light of the present topic of disciplinary procedures: A company should implement a just disciplinary procedure Set standards for conduct and capability Careful consideration of the issues identified Proper communication with all the parties involved Implement a mechanism for arbitration Convene hearings Provide equal and just opportunities to the employees for being heard Allow proper representation for the employees A structured and fair dismissal process An appeal process References Acas.org.uk. (2016).About Acas: research | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=1579 [Accessed 21 Mar. 2016]. Acas.org.uk. (2016).Acas Case Studies | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=1580 [Accessed 21 Mar. 2016]. Acas.org.uk. (2016).Challenging conversations and how to manage them | Acas | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=3799 [Accessed 21 Mar. 2016]. Acas.org.uk. (2016).Discipline | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=1774 [Accessed 21 Mar. 2016]. Cipd.co.uk. (2016).Discipline and grievances at work - Factsheets - CIPD. [online] Available at: https://www.cipd.co.uk/hr-resources/factsheets/discipline-grievances-at-work.aspx [Accessed 21 Mar. 2016]. Code of professional conduct and disciplinary procedures. (2016).Code of professional conduct and disciplinary procedures. [online] Available at: https://www.cipd.co.uk/NR/rdonlyres/1CCA7253-9E93-4D05-B1C0-527D80746853/0/codeofconduct08.pdf [Accessed 21 Mar. 2016]. Employee performance and behaviour. (2016).Employee performance and behaviour. [online] Available at: https://www.cipd.co.uk/NR/rdonlyres/6265AA83-97A3-4DE0-A8F3-948CDE697AE9/0/1843980630SC.pdf [Accessed 21 Mar. 2016]. Legislation.gov.uk. (2016).Employment Act 2002. [online] Available at: https://www.legislation.gov.uk/ukpga/2002/22/contents [Accessed 21 Mar. 2016]. Legislation.gov.uk. (2016).Employment Rights Act 1996. [online] Available at: https://www.legislation.gov.uk/ukpga/1996/18/contents [Accessed 21 Mar. 2016]. Our Code of Business Conduct - Tesco. (2016).Our Code of Business Conduct - Tesco. [online] Available at: https://www.tescoplc.com/assets/files/cms/Code_of_business_conduct_2015.pdf [Accessed 21 Mar. 2016]. Solving Problems at Work Staff Guide - Tesco. (2016).Solving Problems at Work Staff Guide. [online] Available at: https://accessfacility.org/sites/default/files/Tesco%20Staff%20Guide%20-%20Solving%20Problems%20at%20Work.pdf [Accessed 21 Mar. 2016]. SOME ASPECTS OF RECENT CASE LAW IN PROFESSIONAL DISCIPLINARY PROCEEDINGS. (2016).SOME ASPECTS OF RECENT CASE LAW IN PROFESSIONAL DISCIPLINARY PROCEEDINGS. [online] Available at: https://www.hendersonchambers.co.uk/wp-content/uploads/pdf/professional-discipline.pdf [Accessed 21 Mar. 2016]. Tesco direct. (2016).Tesco direct: Equality, Diversity and Opportunity Management. [online] Available at: https://www.tesco.com/direct/equality-diversity-and-opportunity-management/5TT-2D5X.prd [Accessed 21 Mar. 2016]. Xperthr.co.uk. (1982).Unfair dismissal | Law reports | HR Tools | XpertHR.co.uk. [online] Available at: https://www.xperthr.co.uk/law-reports/unfair-dismissal/ [Accessed 21 Mar. 2016]. Xperthr.co.uk. (2003).Misconduct | Unfair dismissal | Law reports | HR Tools | XpertHR.co.uk. [online] Available at: https://www.xperthr.co.uk/law-reports/unfair-dismissal/misconduct/ [Accessed 21 Mar. 2016]. Xperthr.co.uk. (2011).Capability and qualifications | Unfair dismissal | Law reports | HR Tools | XpertHR.co.uk | Page 2. [online] Available at: https://www.xperthr.co.uk/law-reports/unfair-dismissal/capability-and-qualifications/?page=2pageSize=10 [Accessed 21 Mar. 2016].

Robert Frost Paper Essays - Robert Frost, After Apple-Picking

Robert Frost Paper Robert Forst was perhaps one of the most popular and beloved of twentieth century American poets. In many ways his work is related to nature and his New England surroundings. To Frost, Nature is a source of wisdom as well as a source of joy. He was born in San Fransisco, and moved to massachusetts at age 11. He later attended Dartmouth, and Harvard, both of which he dropped out of. Once he married, he lived on a thirty-acre farm with orchards, fields, pastured, woodlands, and springs. Farming always produced enough food for his family but they never had enough money. Robert lived here for around twelve years. At age 39 he moved to England where he published a collection of his poems for the first time. THese poemswere essentially based on his surroundings. He had written these poems in rural isolation on his farm in Massachusetts, and until published, were only read by his wife. For frost, nature is the source of all values. Nearly every poem he wrote is filled with a sense of nature 's reality: her beauty, her threat, and the meaning she has to man. You can almost definitely find a refrence to nature in anyone of Frost's poems. Frost did it all, poems about snowy evenings, beautiful springs days, and even the relationship between a tree and a man in his poem, Tree at My Window. Robert Frost had decided on a life of poetry early in his life. His mother had introduced him to it at a young age and he had loved it ever since. Poetry was his passion. Although his ambitions were strong, he did not recieve fame or an adequate amount of criticism after his first book was published. It took Frost longer to be recognized for his poetry than it did for him to publish a book. Frost was popular among readers but not with critics. In many of his poems, Frost used the poetic device of personification. This is a technique of humanizing inanimate objects. Personification gave Frost the ability to be more free with what he wrote. It made his poetry more effective and more enjoya ble to read. Another technique Frost used was the dramatic technique of dialouge. This also improves the effectiveness of his poems, since people come to life when they speak their own words. When reading his poems the yankee phraseology makes us feel like we are in the heart of New England. Nature figures into everything that Robert Froat wrote. In one of his most popular poems after Apple-Picking, Frost wrote of a farmers view of the afterlife. His simple idea states that this old farmer's heaven will be a dream of the activities which made up his life. Although his poetry was filled with disciplined and refined language, made to serve the poetic purpose, he never failed to write simply. In conclusion, Frost like many other poets used traditional forms, and spoke in Yankee idiom, but there was so much more to him. While working in rural seclusion, Frost succeeded in simplifying his language and keeping to his form. His work constrasted with many othe major American poets during hi s time. Therefore he was often ignored by many. it was only until a few years ago that the world started to realize what talent he had possessed. He is known for his many themes; dark woods and snow, storms and stars, the barriers between man and man as well as his moments of comedy, satire, and rural peace. These have all earned him his place, as one of the greatest American poets of all time. Poetry