Employee Relations in Trade Unions and HRM

Employee Relations in Trade Unions and HRM Employee relations are critical to the success of the organisation. Good communication channels need to be in place for information flow between employers and employees. This holds true for both small and large organisations. In large organisations, there are legal rules in place to engage employee representatives. Employee representation could be in the form of trade unions, works councils, joint working groups and ad-hoc groups. In small companies, the emphasis is on direct communication between employer and employees. Small firms do not require elaborate representational systems and the legal framework excludes them from laws to consult with worker representatives in some cases. However, regardless of the size of the organisation, it is advisable for employers to have effective systems for providing information and consultations with employees on a periodic basis (ACAS, 2005). This is particularly critical for small companies that are growing at a fast rate and need to have system s in place for employee engagement as is the case with the company under consideration. Employee representation and trade unions One form of employee representation is trade unions. Trade unions are associations of employees. Trade union is an organization of workers that aims to protect and advance the interests of its members (BIS, 2009). Their objective is to sustain and enhance the terms and conditions of work for their members. This is done through collective bargaining with employers. Recognition of the trade union by the company is very important for collective bargaining. Collective bargaining takes place when the trade union negotiates with the employer on behalf of the employees on matters regarding pay and other terms and conditions of employment. Trade unions are of four types: company union, general/industrial union, craft union and white collar union (Cole, 2003). Company union represent the employees in a single company. General or Industrial union represents employees from several companies belonging to the same industry. Craft union represents skilled workers in a specific field. White collar union represent white collar employees e.g., teachers and professors. Trade unions are set up to protect and promote the interests of employees. The existence of a trade union reduces the possibilities of industrial conflict (Dillon, 2009). Trade unions play a vital role in effective communication between management and employees. They provide the support system to ensure that the differences of opinion do not turn into major conflicts. Trade unions play an active role in negotiations between management and workers in times of disagreement. Trade unions not only represent employees to discuss their pay and benefits, but also provide a voice for the employees to be heard on various other aspects of personnel policies. These include selecting employees for lay offs, retrenchment, promotion and transfer. The personnel selection criterion within an organization may not be fair and transparent. The existence of trade unions ensures that workers have a say in the proceedings and their interests are safeguarded (ILO, 1992). From the management perspective, it is beneficial to deal with trade union members who represent all the employees rather than deal with employees individually. This saves time and is cost efficient as conflicts can be resolved in a timely manner. This ensures there is no stoppage of work, thus preventing adverse effects on employee productivity and efficiency. Management will get to know from the trade union about the views of employees on various important aspects of the company polices. They can use this information to make important decisions that affect employees (Gennard Judge, 2005). Becoming a member of a trade union gives employees the confidence that their needs and interests are being protected. This is a source of motivation for workers reducing absenteeism, lower productivity and labour turnover. This ensures that there is optimum utilization of human resources in the organisation. Role of trade unions The role played by trade unions in uniting, protecting and improving the employees has a positive impact on the business. They help management in the recruitment of employees. Trade unions have also started to conduct various training and development activities for the employees. They help in unifying employees coming from diverse social and economic backgrounds by helping them get used to the work conditions in the company. As a result, workers are more aware of the rules and policies in the company. This gives the employees the requisite tools to succeed in their job. With efficient employees, companies can achieve their goals and grow at a faster rate. This will positively impact the economic development of the economy. At times of disagreement and conflict between employers and employees, trade unions play a vital role. They represent all the employees in total. This is called collective bargaining. This makes it easy for management to deal with the trade union members. This helps in building trust and co-operation. The trade union helps in resolving the conflict in a rational manner that is beneficial to both the company and its employees. In such a scenario, the acceptability of the managements decisions by the employees is greater. They have a sense of ownership for the decision-making and therefore will be more committed to achieve the companys objectives. The quality of the decisions may also improve as opinions of employees with the required skills are well represented. The focus is on mutual agreement between management, employees and their representatives for improving employee relations. Trade unions help in fostering co-operation and building industrial relations. HRM practices and trade unions The disadvantages of trade unions to management are they could lead to increase in wages at an indiscriminate rate. This means higher costs for the company. Also, trade unions consider only the requirements of its members. It gives no importance to the views and needs of employees who are not members. When trade unions impose strikes and lock-outs in the company, it causes decrease in productivity and profitability levels. Over the years, the focus in human resource management (HRM) has changed from collectivism to individualism. This means more importance given to engaging employees individually for consultation, communication and resolving conflict. In the individualism management style, the focus is on the views, opinions and needs of each employee. It seeks to bring out the best in every employee in performing their job. In collectivism management style, the company recognizes the importance of having employees views and opinions represented in management decision-making on personnel matters. The HRM approach that strikes a balance between these two management styles will give importance in building and caring for human resources in the organisation. Human resource management is a style of management for managing employee relations in a way that enables employees to perform at their best in the new era of technological changes and globalisation. There are two versions in defining HRM. The hard version adopts a rational method of dealing with employees and aims at aligning organisation strategy and human resource strategy (Bratton Gold, 2001). It views employees as a cost component that needs to be controlled. The soft version views employees as resources. Its emphasis is on grooming, training and developing employees. It works on increasing employee commitment. It looks upon a skilled and committed workforce as an important competitive advantage. Human resource management is a key function in a company, which focuses on selecting, recruiting, training and developing employees, and provide a sense of direction to them. Its main aim is to manage the human resources in an organisation effectively and contribute in achieving its goals. Functions of HRM include planning, selection, recruitment, compensation and benefits, training, performance appraisal and feedback, communication and motivation of human resources in the company. When a company is established and starts operating in a small scale, usually the owner/manager performs the HR functions. As the company grows steadily, a human resource personnel needs to be appointed, who primarily takes care of payroll processing, benefits and HR record-keeping. For the other major HR functions like recruitment and training, managers may need to participate and take the ownership. When a company crosses the 80-100 employees level, a person specializing in HRM needs to come onboard (Math is Jackson, 2007). The role of HRM in a company can be split into three: administrative, operational and strategic. The administrative role is to do with clerical responsibilities like paper work and record keeping. If the role of HR in a company is restricted to only the administrative function, then it serves no purpose both for the employers and employees. In the operational role, HR implements the strategies laid out by the management. It ensures that the plans, policies and strategies of the organisation as laid out by the management are carried out by the employees. In this role, HR acts as a liaison between the employer and employees. In the strategic role, HR plays a key role in formulating policies relating to human resources along with the management. HR contributes to organisational effectiveness and success by ensuring employees is well equipped to perform at their best and contribute significantly to the company (Mathis Jackson, 2007). For the human resource function to be effective in an organisation, the operational and strategic role must be given importance in decision-making. This ensures there is adequate communication between employers and employees. It recognises human resource as a vital component that needs to be groomed and developed for the success of the company. By ensuring employees opinions are voiced and heard on matters affecting them, HRM ensures that employees feel motivated, have a sense of purpose and ownership and contribute to the organisation. Managing employee relations within the organization Organizations today are increasingly exposed to the challenges of managing employee relations and adopt practices that promote a positive work culture. Global competitive pressures have added to the stress levels at workplace and employee satisfaction becomes a critical issue in such conditions. Large organizations with more than 100 employees often find it difficult to address employee issues and concerns. Employee representation through collectivism in the form of trade unions, joint consultation committees or individualistic approach that emphasizes on strategies like personal development plans, performance appraisals and career progression are some of the alternatives available to the organization. Changes in managerial approach are a requirement for organizations to adapt to changing operating and business environment conditions. In traditional organizations, directing involves giving assignments, explaining routines, clarifying policies, and providing feedback on performance (N ickels, 2008). This style of management has been replaced by a more encouraging approach that involves increased participation of the workforce in the decision making process. Employee empowerment strategies and a participative leadership approach are increasingly finding their acceptance within organizations since it promotes organizational efficiency in terms of productivity and performance. Flexible organizational structures that are distinguished by reduced layers of hierarchy are much favoured for their role in improving existing work culture and employee commitment levels. Employee participation and consultative practices within an organization faces distinct challenges from lack of supporting infrastructure that encourage the process of open communication. Potterfield (1999) states that empowerment strategies can be effective only when the organization provides the following four essential ingredients to its staff and that includes information about the organizations performance, rewards based on organizations performance, knowledge that enables the workforce to contribute to organizations performance, and power to make decisions that influence organizational performance. Bargaining with trade unions reflect the need to recognize their existence and this relationship can be fostered in many ways for mutual benefit. Organizations can effectively integrate their strategies to gain advantage from the existence of trade unions through the implementation of employee participation and promoting a healthy work culture that focuses on increased productivity. Organizations are run by various disciplinary standards and frameworks that guide employee behaviour at workplace, frame regulations for disciplinary actions against misbehaviour, and frame the basic rules that should be followed by people within the organization to ensure the smooth functioning and create a healthy work environment. The management is to a large extent responsible for drawing the guidelines and laying the protocols to ensure a proper code of conduct among the employees. People need to know what is expected of them in terms of standards of performance and behaviour (ACAS, 2009). It is not an effective practice to define employee code of conduct and performance levels while imposing restrictions on employee conduct as and when required by employers. The organization must have a pre-defined set of expected behaviour protocols handed out to the employees that conveys a uniform standard of conduct to all employees across all levels and departments within an organization. This is extremely helpful in directing the employees on what actions or steps should be taken next in response to a specific case or situation at the workplace. Such rules and protocols will leave no place for ambiguity or misunderstandings once the company expectations are defined and explained to the workforce. Many companies define a set of procedures for employee grievances and feedback. Such practices are useful in providing assurance to the employees that their problems will be dealt with confidentially and in uniformity with the company procedures. This ensures fair resolution of problems and guides the managers in dealing with conflicts within teams and individuals. The success of any business enterprise in todays operating environment is to a large extent dependent on the human capital resources available. In view of the present economic perspective employee relations play a critical role in deciding the business strategies and profitability position of the company. There are numerous instances when organizational conflicts can create problems with the effectiveness of operations. However, it must be understood that conflicts are an inevitable part of the business environment and organizations adopt different strategies to resolve conflicts arising at workplace. According to the conventional way of doing business conflicts were viewed as a negative and threatening action working against the organizational interests. There has been a radical change in perspectives with changing business dynamics where organizations feel that conflicts can be used to leverage organizational goals and objectives through the use of effective leadership and manageri al strategies. The individual conflict arising in workplace is more evident in the form of personal goals and objectives that clash with the goals of other individuals (Weijun, 2006). A competitive work environment promotes individuals to prove their abilities and go that extra mile to achieve higher goals. Managers and leaders instigate a competitive environment to achieve organizational goals and targets and motivate the employees to perform better. The consequences are realized in the form of increased productivity, market share and profitability. The stakeholders gain from this kind of conflicts arising at workplace. Any changes to the current and existing work procedures are met with stiff resistance from the people involved. Managing conflicts and implementing changes in an organization is a complex task that requires an able leadership that has the capacity to visualize and identify possible barriers or resistance to the planned changes. Ensuring high levels of performance within the organization requires active participation of both management and individuals in the workforce in implementing tasks and objectives (Roberts, 2004). Managers can unlock an individuals ability and willingness to perform at high levels in many ways for instance, by translating long-term goals into step by step plans, clearly stating expectations and holding people accountable (Holbeche, 2005). Training the employees is an effective conflict management strategy. It provides the employees with increased information and knowledge on the impact of organizational policies or programs and thinks in a pre-defined manner t o accept such changes. There are numerous other employee management strategies that can be implemented by the organization to ensure increased performance levels and adherence to quality standards. This includes performance appraisals, team meetings, one-to-one discussion forums, personal development plans and feedback sessions that encourage a healthy exchange of views and suggestions. The organization should outline and explain the step-by-step procedure that needs to be followed by the employees and the managers in fulfilling the objectives of performance appraisals and personal development plans. The managers should be provided with adequate guidelines on the way the system should work, how often the plans need to be reviewed and trained in the ways of conducting effective appraisal sessions. Documentation of each phase of these plans is necessary to provide the managers and employees with improved clarity on the goals decided, action plans drawn, review period and feedback of the session. Improved communication can help in motivating employees, increasing productivity and result in improved customer service. But it needs to be understood that the communication process is not simply conveying the message. It is a two-way process that needs interaction between the two parties. The management and the employees need to interact on how the managerial strategies are going to take shape and what are best possible ways to minimize risks and hurdles in the process. Giving the employees a chance to participate in management decisions not only makes them feel valuable but also ensures their support and enthusiasm in the whole process. Another vital ingredient for successful communication process is consistency. The management policies need to be consistent in their approach to instil trust and confidence in the employees. Conclusion The increase in market competitiveness has resulted in the adoption of strategic plans that focus on employee welfare and development schemes. Collective relationships are now based on relatively more cooperation in which both parties are motivated to add value to the organization (Gennard Judge, 2005, p11). The evolving employment relationships emphasize the success of the enterprise through developing employee trust and commitment, enhancing job satisfaction, employee participation in decision making process, and increasing organizational productivity, profitability and efficiency (Gennard Judge, 2005).

The New Deal Coursework

The New Deal was set up by Franklin D. Roosevelt when he became president of the United States of America in March 1933. Roosevelt introduced the New Deal to stabilise the USA, focusing on his aims that he put forward in his inaugural speech. Roosevelt made his inaugural speech in March 1933, declaring his main aims that he planned to achieve during his time as President. During his speech Roosevelt said: â€Å"The only thing we have to fear is fear itself.† He said this because he wanted to assure the American citizens that he could reform the current depression in the USA and make sure no such crisis could happen again in the future. He wanted to regain the American people's confidence in that the problems caused by the Great Depression should no longer be feared because he had a plan to resolve the bad effect of the depression on his country. Roosevelt said that he aimed to make better use of natural resources, and to lower unemployment figures by providing jobs for thousands of people. He also said that he was aiming for the protection of people's savings and property, a redistribution of the land for those less privileged and to provide aid to the ill, elderly and unemployed. Roosevelt was granted one hundred days of broad executive power so that he could achieve his aims by passing laws quickly without having to put them through the government. With this power Roosevelt set up the â€Å"Alphabet Laws† that were combined to form the New Deal. The different laws he passed allowed him to achieve the aims that he had proposed in his inaugural speech. To accomplish his first aim of restoring confidence in the American citizens, Roosevelt came up with the idea of the â€Å"fire side chat†. The fire side chat was a radio show that Roosevelt would speak on every night, in a bid to convince Americans that he would make sure that America recovered fully from the Great Depression. Because the fire side chat was a daily occurrence, it could been seen as a form of propaganda but the radio shows did in fact give confidence to Americans in the way that they he made people believe that he would keep the promises he made to help America recover. One of the first of the Alphabet Laws that Roosevelt set up was The Emergency Banking Act. The Emergency Banking act was, to all intents and purposes, a four-day bank holiday; when all the banks were declared financially secure they were allowed to be reopened but those which were not were closed. Roosevelt set this act up to restore the Americans' faith in the dollar and to systematize America's economic situation. The Emergency Banking Act abolished Americans fears that their savings were not secure and let them put their trust back into the banks where they kept their money. Another program that Roosevelt set up was the Federal Emergency Relief Administration which was established to provide benefits for the unemployed. The basis of the program was that the government would give a dollar for every three dollars that the state spent; this was supposed to give people confidence that the unemployed would be given enough money to live on until a job opportunity came about. The fact that the Government was showing interest in the well-being of American people, made people believe even further that it was a strong, caring government system that took into account minorities and those in need. The Federal Emergency Relief Administration was later changed to the Civil Works Administration which was a project set up with five hundred million dollars backing from the Government, which was spent on public work schemes. It gave hundreds of people jobs all across America on developments such as road works and building important public buildings such as airports and sc hools. The Labour Relations act was brought about to give employees and workers across America the reassurance that they had worker's rights and the freedom to back themselves against unfair dismissal by their employer. The Home Owners Loan Cooperation was set up to give Americans back the confidence that they were safe from being evicted from their own homes. It allowed people to take out loans so that they could pay rent until they came up with a better source of income. As well as the Civil Works Administration as a factor in achieving his aims of lowering unemployment figures, Roosevelt also set up the National Recovery Administration, the Works Progress Administration, and the Public Works Administration; all of which were work schemes that provided jobs for many people in all aspects of society from arts to agriculture. Other aims of Roosevelt were the redistribution of land and better uses of natural resources. Roosevelt set up The Civilian Conservation Corps (CCC), the Agricultural Adjustments Act and The Tennessee Valley Authority (TVA). The Civilian Conservation Corps was set up to protect the environment in many areas of the USA. As well as observations on plants and wildlife such as tree-planting and beekeeping, the CCC also built many trails and buildings in state and national parks and installed fences, and power and telephone lines. The Agricultural Adjustments Act aimed to prevent farmers from being evicted from their homes by introducing new crops to farming areas. The government would also buy a cow from a family farm and then have the meat sent back to family tinned, ready to eat. The TVA was set up in order to provide economic development in the Tennessee Valley, where many people were affected greatly by the Great Depression. It concentrated on building dams to prevent flooding and to regain land around the Tennessee River and also on electricity generation and the manufacturing of fertilizer as a source of income. Roosevelt also set up other organisations to tackle other problems such as The Social Security Act that gave aid to the ill, elderly and unemployed; and the National recovery Administration that ensured working conditions were acceptable for everyone and to abolish over working and child labour. In conclusion, Roosevelt covered all of his aims mentioned in his inaugural speech using his power to pass the Alphabet Laws in order to keep his promises that he made to the people of America. The features of the New Deal came together to successfully meet Roosevelt's initial aims as President, as he made a benefit of the environmental state of the USA by using natural resources to boost the economy and provide employment for many people, effectively killing two birds with one stone.

Literary Theme A Worn Path Essay

In â€Å"A Worn Path†, the theme though out the story is about a strong undying love an old woman has for her grandchild. According to Clugston 2010, the theme in a story is associated with an idea that lies behind the story. Every story narrows a broad underlying idea, shapes it in a unique way, and makes the underlying idea concrete. That’s how theme is created. In other words, the theme in a story is a representation of the idea behind the story. While a hard journey for an old woman, a grandmother’s undying love shows the depths she was willing to go to take care of her grandchild. When you love someone, there is no journey too far or too hard when that person is in need. The old woman took that journey to get the medicine needed to help the child. Although the medicine did not helping the child in the past, this woman had hopes that maybe, this time it would, and was willing to go to any length to find out. When it comes to a one’s child or in this case a grandchild, there are no lengths one would not go to make them healthy and happy. Though the story does not tell us where the mother of this child was, it does indicate that the child was depending on his grandmother to help him, and it also seems as though the child was all old Phoenix had, and she did not want to loose him. Any one who has children would do almost anything to protect that child, even if it meant walking miles through the deep woods in the blazing sun to make sure you did everything possible to make that child feel better. This story is about the sacrificial love this grandmother had for her grandson who was sick from swallowing lye and the only way to make his throat feel better was for this old woman to walk miles through treacherous woods to get medicine for him that may or may not work. The story is told in the â€Å"Third–person point of view which occurs when the speaker is not a participant in the story. It has two forms: omniscient point of view and objective point of viewâ€Å" (Clugston 2010, ch 5. 2). This can be seen in the narrator telling the story about an old Negro woman named Phoenix, making a journey to the Dr. ’s office, for her grandson’s medicine. The story is told from a limited omniscient point of view observed here: â€Å"On she went. The woods were deep and still. The sun made the pine needles almost too bright to look at, up where the wind rocked. The cones dropped as light as feathers. Down in the hollow was the mourning dove– it was not too late for him† (Clugston 2010, ch 6. 3). The point of view affects the narrative theme by the narrator telling what was going on in the old woman’s mind and showing the determination and the deep love she had for her grandson to enable her to brave the harsh elements of the sun and the woods to complete her mission. The point of view gives the reader more insight as to what was going on beyond what was being said, what old Phoenix was thinking. The story also had a lot of symbolism in it and Clugston 2010, tells us that a symbol is something that has a literal identity but also stands for something else—something that is widely understood and has been developed over a long period of time or by common agreement. This second identity (or referent) is always abstract in nature. Some of the symbolism in this story starts off with the old woman’s name, Phoenix, and according to Clugston 2010, a phoenix is a mythical creature that rises from its own ashes, â€Å"Her name was Phoenix Jackson† (Clugston 2010, ch 6. 3). The narrator giving the month of December which is winter, symbolizing death, stagnation and sleep, and considering the old woman’s age, showing that even after such a long journey, she temporarily forgot what she had traveled so far for. The narrator also tells how Phoenix is feeling during a certain point in the journey, â€Å"Seem like there is chains about my feet, time I get this far† (Clugston 2010 ch 6. ), with chains symbolizing a struggle. The oak trees that are spoken about, symbolized strength and wisdom, of which the old woman exhibited both of these traits, â€Å"Now down through oaks† (Clugston 2010 ch 6. 3), â€Å"She passed through the old cotton and went into a field of dead corn† (Clugston 2010 ch 6. 3), as well as the buzzard, also symbols of death. She also drank â€Å"water which symbolizes source of life and regeneration† as noted, â€Å"In a ravine she went where a spring was silently flowing through a hollow log. â€Å"Old Phoenix bent and drank† (Clugston 2010 ch 6. 3). In the end Phoenix did get the medicine and was so happy when she left the Dr. ’s office, she decided to buy the child a little toy from the nickel she found on the ground and the nickel the nurse had given her. She decided to buy her grandson a pinwheel, knowing this was something that would make him happy. The narrator made me feel that the journey home was a much lighter on Phoenix than the one going to the Dr. ’s office, not only because she had the medicine and she accomplished her mission, but also that fact that she was able to come back with a gift for the child, also showing her love for him. Indeed, while a hard journey for an old woman, a grandmother’s selfless undying love shows the depths she was willing to go to show it. When you love someone, there is no journey too far or too hard when the one you love is in need. Though the medicine was not helping the child, this woman had hopes that maybe this time it would, and would go to any length to find out. When it comes to your children or this case a grandchild, there are no lengths you would not go to make them healthy and happy.

Graduation Speech My Personal Life Dilemma - 960 Words

This is my personal life dilemma. I was pursuing my graduation in my home country. In the last semester of my study, my parents made the decision that I should get married, but I wanted to go abroad to get further education. At that time I decided to go with my parents. After 1 year of marriage, I completed my study and I decided to go abroad for my further education. I completed the relevant exam with a good score. Finally I got visa for Canada. Before one month of coming to Canada my wife got pregnant. Now I am in great trouble that whether it is the right times to have a child or not. I had two options. First one is that we can do an abortion and a second one is keeping the baby. It was a very confusing moment of my life what to do in this situation because many people are involved in this situation. If I make the wrong decision that everybody has to suffer for this. At that foreign education is very important to me. If I made decision of keeping the baby that will add more burden on my life as well as on my wife’s life because she has to take care of the baby after birth alone at home while doing other work of day to day life and if I abort baby than it is a crime and there was a chance of caught. For this may be I get punishment according to the law. I was not able to make the decision what to do, I keep the baby then it will bring happiness to my wife and the whole family and on the other hand increase myShow MoreRelatedInvisibility in Invisible Man1352 Words   |  6 Pagessenses. On the narrators first train ride, a ride into the depths of human exchange (Arac 199), the reader witnesses the books first definite insight on physical invisibility. I could feel the rubbery softness of her flesh against the length of my body. I could neither turn sideways nor get awayÂ… when I took a furtive glance around no one was paying me the slightest bit of attention. 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Frank and Isobel Hawking were blessed with their first born Hawking on 8thRead MoreCard 405- Rough Draft Portfolio1921 Words   |  8 PagesNatalia Perez Portfolio September 28, 2012 Table of Contents Statement of Authenticity †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦3 Personal Mission Statement†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Elevator Speech †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Education†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.6 Resume†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.9 Professional development and Training †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦..10 Reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦.11 Reference List †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreColored Girls Porem2038 Words   |  9 PagesWho Have Considered Suicide When the Rainbow Is Enuf. From the table of contents: dark phrases graduation nite now i love somebody more than no assistance im a poet who latent rapists abortion cycle #1 sechita toussaint one i used to live in the world pyramid no more love poems #1 no more love poems #2 no more love poems #3 no more love poems #4 somebody almost walked off wid alla my stuff sorry a nite with beau willie brown a laying on of hands 1. Latent Rapist-Anika NoniRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 Pagesessays, and write critiques and chapter introductions: Aastha Gurbax and Uma Subramanian from the Class of 2008 and Will Boland, Linda Dempah, and Zachary Surak from the Class of 2009. We thank all the HBSstudents and alumni who kindly shared their personal es... says.We would also like to thank the staff of the Harbus, including Lauren Sullivan, Marianne Bakula, and Christie Cuthbert, for their encouragement and support. Lastly, we would be remiss if we did not express our gratitude for assistanceRead More What Kind of Leader Is Ms. Condoleezza Rice? Essay3525 Words   |  15 Pagesher candidacy, her leadership style, and her dark-side traits. The first way to evaluate her as a leader is to look at a detail description of what her personality and values are. Condoleezza Rice was born into a family that was disciplined in life and in religion. Generations of her family extend from college-educated teachers, preachers, and lawyers. Her parents were very well-respected in their communities. Her father was a Presbyterian Minister and her mother was a teacher of music andRead MoreAnalysis Of Jean Valjean s Les Miserables 7860 Words   |  32 Pagesopens a school door, closes a prison.† Such a brilliant reflection from this French poet and dramatist explored an astounding reality of life with one of his best-known works, Les Miserables (1862). In this play, Jean Valjean is a prisoner on parole who created a new life for himself with a great deal of time spent exploring the decision that changed his life (Hugo, 2015). Each year, thousands of adults all in the United States go to prison for crimes that may both minor and atrocious. AlmostRead MoreCollege Interview7309 Words   |  30 PagesHeredia who really love silence place.Because of that people called me a very quiet person.That’s make me unique because of my silence,people got make mistakes in judging me.They think that I can’t do that and can’t do this but one day they are often surprise of my excellency.So im a typical mysterious person. This question seems easier than it is. How do you reduce your whole life to a few sentences? And it s hard to avoid commonplace answers like I m friendly or I m a good student. Of course