Comparing and Contrasting Depiction of Ethnic Identity - Free Essay Example

Sample details Pages: 5 Words: 1378 Downloads: 10 Date added: 2018/12/18 Category Ethics Essay Type Case study Level High school Tags: Race Essay Did you like this example? Ethnicity refers to a group of people who have similarities that identify them such as culture, language, nation, ancestry, or society. Ethnicity is inherited and members are known to share a similar history, homeland or cultural heritage. Norton and Bonny (45) asserted that ethnic groups from the same historical background usually speak the same language and it is also common to share the same gene pool. Don’t waste time! Our writers will create an original "Comparing and Contrasting Depiction of Ethnic Identity" essay for you Create order Panethnicity is when two or more ethnicity groups combine to form a single ethnicity while clans or tribes are subdivisions of a larger group. It is possible for one to leave one ethnic group for another through religious conversion, adoption or shifting to another language. It is common to find people from one ethnic group in one geographical area or in one nation. There have been many theories or approaches used by social scientists in studying ethnicities such as modernism, primordialism, perennialism, instrumentalism, essentialism, and constructivism. Ethnicity can be used to benefit the society or to harm it. For example in Africa, many ethnic groups have fought one another due to the differences existing between them. Genocide is a term used to refer to an ethnic group that performs mass killing to another ethnic group in order to end its existent. It was in 1994 in Rwanda when one of worlds genocide was carried out when Hutu and Tutsi ethnic group clashed. Likewise, holocaust means when one race intends to terminate another race such as that of Nazi to Jews. Genocide, holocaust and all forms of ethnic cleansing must be avoided at all cost. They are all evils against human beings and unacceptable to any democratic society. The following paper, therefore, compares and contrasts the role or depiction of ethnic identity. Ethnicity is in the singular because it is in a countable and uncountable noun. For example, we can say Halim family has Indian ethnicity. The plural of ethnicity is ethnicities. Mixed or Mestizo refers to persons with mixed blood with Asian ancestry. Other people with mixed blood are found in Peru, Ecuador, and Mexico. Isaji and Wsevolod (115) said that the main limitations of a major social anthropological issues o ethnicity are considered. It is then suggested an overall classification of inter-ethnic contexts and the criteria to differentiate these contexts is then suggested. An understanding of cultural differences should go hand in hand with the formal features of ethnicity considered in either to the level of interaction or social formation. In Zoot Suit, Luis Valdez unfolds a story with real-life events. Henry Reyna was a gangster whose group was prosecuted unfairly for a murder. The prosecution jailed them for a murder they had not committed. The Pachucos start with Spanish and the shift to English on realizing that the Anglo- Americans who are not Mexicans could not understand what they were saying. Then a rival group, Chicano, appears at Sleepy Lagoon and Hank Reyna warns of manhandling Hanks brother. Hank is convinced that police have to charge him with a murder as Pachuco warns him that he wasnt in his country. This means that Hank charged due to race factor. In the Devil in a Blue Dress, Ezekiel Easy Rawlins is the main character and had worked as a day laborer before becoming a detective. The detective, Easy is an African- American and the novel contributes to an ethnic defective. Easy use African-American English and when in dangerous or stressful a situation brings the essence of gender identity and ethnic detective. In formal approach, ethnicity concepts are a social process where ideas of cultural differences are discussed. This makes it simple to deal comparatively with ethnicity and to deal with ethnic phenomena without crude ideas of people and culture. Social circumstances and the historical base in which a particular ethnic has been developed. Place and time where the ethnic phenomena have developed are important as it should be investigated. The idea comparing and contrasting the role of ethnic identity is evident on where it evolved. This makes it easy for study and analysis. Another important aspect is the boundary that defines the group and not the culture it possesses and that ethnicity deals mostly with relationship. However, there is no doubt that ethnic distinctions exist despite the insignificant differences of objective cultural trait distribution. These cultural differences seen in all ethnic differences may or may not have a deep effect on the ethnic relations. The differences should be investigated, including their form of articulation and contexts on discussion should be well understood together with inter-ethnic communication actions. Fearon, James, and David (75) asserted that the cultural differences in its ethnical interaction have proved impossible to be compressed to its form without loss of comprehension analysis. Brass and Paul (330) said that in a particular point in ethnicity analysis, where familiar differences dont permit a meaningful interaction, it is not possible to neglect important features such as cultural, social and, histor ical context. Therefore, formal modeling of ethnicity may fail due to many reasons such leaving out aspects ethnicity and by not regarding the importance of cultural differences. In the novel, The Big Sleep, features a detective known as Philip Marlowe. Marlowe is called by a wealthy man by the name of Gerald Sternwood to prevent an attempt by a bookseller to blackmail his daughter. The daughter had been earlier blackmailed by Joe Brody. Then Marlowe concludes that Carmen is the one who killed Rusty. Marlowe confronts Vivian and at last, she confesses that Rusty is buried and Mars was paid to bury her. Marlowe death names it as the big sleep and at the end, he comes to the conclusion that death is the only escape from nasty life. Marlowe experiences ethnicity in that he comes from a different background and is accepted in the new society and given an investigation job. However, due to different cultures, there follows a complicated murder in which in which innocence is charged due to ethnicity. This scenario brings out the comparison and contrasting the depiction of ethnic identity in that the main character is led by ethnicity in his investigations. Marlowe at some point, returns the gun to Carmen and even takes her to shooting practice. In my opinion, the ethic differences should not be taken for granted in analysis and in their description. Brass and Paul said that the ethical description is that which is in favor of taking the representations of ordinary agents in a serious manner. A lot of the people would argue or rather prefer the struggle for social autonomy and cultural identity was not for sake as manipulation of symbols. Native should neither act as alternate to universal form nor should not replace analysis. The idea of culture should be held in such a way that individuals or an ethnicity group are not used for analysis but for context interaction. Ethnic differences and a form of language games and extends to cover communication that can be described and observed in cultural difference. Culture cannot be regarded as a fixed property, this means it cannot be measured and its differences cannot be identified. In the novel The Big Sleep, Marlowe as a detective also does not have an accord with ideas of those surrounding him in that they are all inclined to one ethnicity group and ideas or the other. Ethnicity should be encouraged to promote peace and good morals between members of a different group. People from a different ethnic group should be able to accommodate others and be able to learn positively from each other. Conclusion In conclusion, In Zoot Suit, Luis Valdez does accords with the ideas of those around him in that when his gang is charged with a murder they have not committed it affects the whole group. In the Devil in a Blue Dress, Ezekiel Easy also does not accord with the ideas of those around him in that he is biased his investigations. Work Cited Isajiw, Wsevolod W. Definitions of Ethnicity. Ethnicity 1.2 (1974): 111-124. Norton, Bonny. Identity and language learning: Gender, ethnicity and educational change. Editorial Dunken, 2000:45. Fearon, James D., and David D. Laitin. Ethnicity, insurgency, and civil war. American political science review? 97.1 (2003): 75-90. Brass, Paul R. Ethnicity and nationalism: Theory and comparison. Sage Publications (CA), 1991:37. Brass, Paul. Language and ethnicity: The view from within. The handbook of sociolinguistics? (1997): 327-343.

Fight or die, it is a gender based right - 2604 Words

Aaron Connell, Audry Camacho Kymberlee Morrison, Priscilla Avitia Ryan Liyanaralalage Professor Shiroma English 1C 21 October 2013 Fight or Die, Is it a Gender Based Right Even though the ban on women in combat has been officially lifted, it is still a very controversial topic. There still are many critics that disagree and argue that, women shouldn’t be allowed in combat. Also there are still a large number of restricted working fields in the military that are off limit to women. To exclude women that are willing to go to combat is just simply unfair. Women should have the same opportunities as men. Women have always fought in every major U.S. battle since the American Revolutionary War. In World War one and World War two,†¦show more content†¦(P. 23) This shows that women cannot be denied a chance to serve in combat roles in the military because they are women. The court plainly says women cannot be judged upon because of their gender. The equal rights they have in this country are being violated because they cannot serve in combat because they are women! Their gender should not be a factor on their individual capabilities in combat roles. Women, such as everyone trying to be in combat should be judged merely on their skills; and nothing else (Goodell, P. 23). By denying women the right to serve in combat roles, we are denying their constitution rights. Women’s rights in the military play a big part in their ability to handle and perform well in combat situations. Women’s marks credentials in the military help determine whether women are or aren’t fit to be in the military at all. 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What Is The Value Of Keeping An Accurate Inventory Free Essays

Inventory keeping plays an important role in the supply chain of many companies and organizations. Efficient inventory control and management to a large extent depends on the way and manner inventory records are kept. Good record keeping makes it easier for inventory to be kept properly, whereas bad or inaccurate record keeping unduly stalls movement of raw materials and finished goods in the supply chain. We will write a custom essay sample on What Is The Value Of Keeping An Accurate Inventory or any similar topic only for you Order Now In this paper, an attempt shall be made to highlight the value of keeping one’s inventory accurate. Helps in achieving Operational excellence The value of keeping one’s inventory records accurate has been emphasized by several research workers (Kok and Shang, 2006; Smaros, Lehtonen, Appelgyist and Holmstrom, 2003; Cachon and Fisher, 2000). Commenting on this subject, Kok and Shang (2006) for example, pointed out that inventory record inaccuracy is a major obstacle to achieving operational excellence. To these authors, for one to achieve operational excellence, every effort should be made to keep one’s inventory records consistently accurate. Helps in lowering total distribution costs According to the Chartered Institute of Marketing (CIM) (1994), total distribution cost is the summation of the costs incurred in transporting, warehousing, order processing and documentation, inventory, packaging, lost sales for failing to meet set standards of goods. The relationship between these variables and distribution can be expressed mathematically as: D= T + W + O + I + P + S where: D is total distribution cost T is transportation cost W is warehousing cost O is order processing and documentation cost I is inventory cost P is packaging cost. S is lost sales as a result of failing to meet required standards From this formula, any undertaking which lowers the cost of these variables in the supply chain would also contribute in making the total distribution cost lower and therefore more cost-effective. Keeping a company’s inventory accurate therefore helps in this direction. The reverse is what takes place when inaccurate inventory is kept. Distribution is component of the classical marketing model known as the 4Ps. Distribution can therefore be a good source of competitive advantage at the marketplace. Companies that make their distribution network more cost-effective can have a huge advantage over their competitors. Helps in building trust in the supply chain In today’s business world, it is not uncommon to find companies share their inventory records with partners, some of which could even be competitors. Some of these information exchanges take place in real time and also defies geographical boundaries. Many of these relationships and arrangements are founded on trust. As such, the value of keeping accurate record cannot be over-emphasized. This is because inaccurate presentations do not only undermine the work of the company in question but also all the significant others which used that piece of information to plan and manage their work. Helps in demand estimation For existing companies, past inventory records greatly assist in estimating future Demand for goods and services at the beginning of the financial year. From such information, the quantity of goods that should be manufactured at any given time can be estimated accurately. Helps in sourcing and procurement for cheaper raw materials. Accurate inventory records also help in sourcing for and procurement of cheaper raw materials for the company. The cost savings from such undertakings can then be passed on to the final customer in cheaper prices. On the other hand, inaccurate records hinder procurement departments in establishing present stock levels and the replenishments that must be procured. Helps in the arrangement of logistics Similarly, inventory records assist the distribution outfit of the company to arrange for transportation and other logistics to convey the manufactured goods to the final customers in the value-chain. In situations therefore, where the inventory information provided to the aforementioned departments are inaccurate, it can seriously hamper their work which can be lead to severe losses to the company. Let us consider a scenario where the company’s stocks are full at the storage depots but her significant partners are informed that stock levels are at 50 percent. A raw material supplier to this company would make arrangements for materials to be sent to this company, only to be told that the company does not need these materials until the present stocks have been cleared. Equally, the company’s outsourced logistics partner would restrict herself to transporting goods equivalent to half the capacity of the company’s warehouse to the retailing units. The transporters get to the warehouse to find that they are not adequately resourced to carry out the logistical task ahead. If they are not fortunate to find that all the available transports have been booked, clearing the warehouse of existing stocks would be a Herculean task, if not impossible to the outsourcee company. Helps in Business planning and coordination. Apart from helping to estimate demand accurately, keeping accurate inventory records also help in business planning and coordination itself. With accurate inventory records, it is easier for a company to plan its way forward. For example, if it is learnt from past inventory records that the company obtained its highest sales in the first quarter of the year and not the last quarter, it can plan to augment its sales personnel during this period. By employing several part-time and temporal workers, it can comfortably fulfill customer demands at such peak periods. Similarly, it can use the low- through periods to train its staff or allow them to take their vacations. Wilson (1995) has pointed out that susceptibility of materials planning systems to record errors reduce their effectiveness. Thus, in situations where remedial steps such as cycle counting programmes are not implemented to correct deficiencies, the performance of the company can seriously deteriorate. Helps in production scheduling The importance of keeping accurate inventory records to the producer in sourcing for raw materials has already been stressed. Another value such an undertaking brings to the producer or manufacturer is in the area of scheduling the production itself. Mass customization of goods has become the order of day in many market sectors and industries. Whereas this system de-emphasizes storage of goods, in some instances it depends on inventory records to determine whether a specific request should be manufactured or one is ready available to be sent to the customer. In that respect, accurate inventory records contribute greatly in scheduling production of goods cost-effectively. Helps in Inventory control. Accurate records help in controlling inventory itself. According to Lamb, Hair and McDaniel (2000) an inventory control system develops and maintains an adequate assortment of materials and products to meet the demands of manufacturers and the final consumer. If the input furnished the inventory is inaccurate, that deficiency can seriously affect the manufacturer and the customer alike. A typical example of this distortion is when too many goods are kept in the inventory. This development leads to increases in storage cost and in some cases losses attributable to theft and spoilage. In the same vein, when goods are under stocked, it can lead to severe shortages and also angry and unfulfilled customers. A reflection of Managerial capabilities The way and manner inventory records are kept in a company is also a reflection on inventory managerial capabilities of the management team of the company or the logistics and distribution department. If available records are full of errors and inconsistencies, it simply tells any cursory reviewer that sufficient supervisory oversight is not being administered. On the other hand, an accurately kept inventory records is indicative that the managerial staff are up to the task. Helps in warehouse management Warehouse management plays a vital role in the supply chain of some companies. They serve as an effective link between manufacturers and market intermediaries such as wholesales, middlemen, retailers, etc. Accurate keeping of inventory records constitutes an integral part of warehouse management. It is difficult to manage warehouses properly if records of inventory are not properly kept. If that occurs the warehouses could be receiving newer stock when in fact they should be rejecting on the basis of present stock levels. In like manner they could be rejecting stocks when they should be accepting them. Any of these scenarios place additional costs to the warehouse manager. In the same vein, it also makes the handling of materials difficult. Helps in the identification, sorting and labeling of goods Accurate inventory records helps in identifying, sorting and labeling goods (Lamb, Hair and McDaniel, 2000) either for storage or to the distribution and manufacturing centers. Goods that are properly identified sorted out and labeled are easier to handle than those which are not. They also save material handlers or workers valuable time and thereby increase their productivity. Helps in securing financial assistance As with every segment of a business entity, good record keeping, including that of inventory, helps greatly in securing financial assistance. For existing companies, the financing institution may review existing records to gain insight into how the company has been managed. If inventory records have been badly kept, it indirectly tells how the company has been managed. Furthermore, if management of inventory were one the criteria being used to decide whether financial assistance should be extended to the company or not, it is obvious that the company with an accurately kept inventory shall receive the assistance whereas those with improperly kept data refused the needed financial help. Inventory records themselves are also useful in the preparation of business proposals and plans for financial assistance. Helps in order processing Keeping accurate inventory records also helps in processing received orders correctly. If an order is received and the information is relayed to the manufacturing centre, whether that order gets fulfilled immediately depends on whether accurate inventory records have been kept. If the inventory records are inaccurate, the customer may be sold a good that does not match his requirements or the fulfillment of that order may be unduly delayed. Helps in Replenishment of stocks Accurate inventory makes replenishment of goods either at the warehouse or in store shelves easier to suppliers, be they manufacturers, wholesalers or retailers. Whereas, if doubts are expressed about inventory records, they make replenishment extremely difficult. The difficulty stems from the fact one is not entirely sure about the quantity of goods that should be supplied at any given period. Consequently, over- and under-replenishment becomes common. This development has cost implication to the supplier. For example, if goods are sent to their desired destination and it is found that there is no space to accommodate them because stock levels were understated, those goods would have to be transported back to the supplier. On the other hand, if inventory records were accurate, the goods supplied would be delivered with no extra cost to the supplier. Helps in lowering supply chain costs Generally, it has been established that accurate inventory records reduces order processing and supply chain costs (Cachon and Fisher, 2000). For example, if the time taken to identify inaccurate inventory records and have them rectified is 20 percent of the total time spent at customer-seller interface by the customer, that figure represents the extent of convenience and also loss of man-hours experienced by the customer and sales personnel, respectively. Helps in providing excellent customer service Accurate inventory records also help in providing excellent services to customers. It makes it easier for goods actually needed by customers to be known and supplied with. Furthermore, it enables the needs of customers to be identified and promptly catered for. It also prevents wastage of store shelves by filling them up with goods that are in great demand by customers. Conclusion From the foregoing account, it has been clearly shown that keeping a company’s inventory accurate is a valuable undertaking. Companies with inventory that adhere to set inventory practices reap several benefits, whereas those which do not incur losses. In an era where inventory building is being de-emphasized, the need for companies to keep their inventory records accurate has become even more paramount. How to cite What Is The Value Of Keeping An Accurate Inventory, Papers

Tesco Performance Management Performance And Productivity - Free Solu

Question: Discuss about the Tesco Performance Management for Performance and Productivity. Answer: Introduction In recent times, Human Resource Management has emerged as a critical business function. With time, organisation have realized the benefits that performance management system can have. Simply defined, Performance management is a process by which managers and employees work together to plan, monitor and review an employee's work objectives and overall contribution to the organisation. The objective of this report is to discuss the performance management system of Tesco. The company was established in 1919 and since then it has expanded in different parts of the world (Zhao, 2014). Tesco is the largest retailer in UK with a revenue of more than 60 billion pounds (Wrigley, 2014). Analysis It is important that the organisations would be able to achieve a good growth rate only when there is a direct mapping between personal goals and objectives of employees and professional goals and objectives. The presence of a performance management system helps organisations to manage strategic and operational goals (Renwick, 2009). The performance management system for Tesco is a critical HRM function that helps the management to develop future growth strategy. Performance Management for Tesco The performance management system for Tesco is a medium to ensure that the business goals are meet by the employees. It is a strategic tool for the company that helps it to focus on employees and organisation as a whole (Kourtit, 2013). The management of Tesco, as a whole, believes that a company might have a world-class performance management system in place, but the system is only as effective as the managers who implement it. Performance management for Tesco is an all-inclusive process which encompasses organisations strategic goal, and individuals and groups performance and competencies objective (Rigby, 2015). Once these critical factors being defined, then the next procedure is how to be synchronized organisations goal into Human resource management where all the entitlement, rewards, and other criteria are embedded for the success of the organisations to achieve its goal. In the process of implementing performance management, one has to be seriously considered is an integrated training facility which provides essential training based on the employees status and responsibilities to attain the performance management goal. There are six components of performance management system for Tesco. These components can be discussed as: The performance planning component that is the first step and most important component of performance management system Performance appraisal and review that happens between managers and employees Feedback mechanism on the performance of employees. The feedback is provided by the managers and supervisors Pay and Reward system component that focuses on performance linked plan, bonuses, annual compensation, rewards and perks, etc. Performance improvement plans for employees that includes the need of training, coaching and mentoring. Future or potential appraisal of employees that includes the promotion and future growth plan of employees. Drivers of performance management system The key driver of performance management system for Tesco is the need to synchronize the business goals with human resource goals. The management of Tesco realizes that employees are the greatest assets and they would be able to contribute towards organisational goals and objectives only when they can align their personal goals with organisational strategic goals. Aguinis, (2013) mention the importance of getting an effective PMS in place in order to improve the organisation and its business practice. However, if not relevant and effective it may lead to poor performance instead. The confusion of goals and targets and along with the lack of buy in from the employees can be more detrimental to the organisation in the long run. Sometimes, the support of top management of organisation for administration of performance management is often more necessary to implementing a successful PM system than well designed PM system without commitment with the leadership of the organisation (Houy, 20 09). It has been noted that the top management involvement and strong support for PM system implementation goes a long way to affirm its usefulness to the organisation and determine its ultimate effectiveness. Without strong top management backing, the system, no matter how well designed, is doomed to fail. Serious commitment is required not lip service. Key features of Tescos performance management system There are seven key features of the performance management system for Tesco. These key attributes or features can be discussed as: Using annual goals setting. At Tesco, every employees has to discuss his yearly goals and the same are used to track the performance of employees. These goals are linked with the business strategy of Tesco. Involve staff in the goals setting process to increase the ownership. The management of Tesco would develop the goals with the inputs collected from different employees. High commitment, support and ownership from the top management, senior management, and line management. The ownership, support and commitment from the top management and senior leadership is be more than HR ownership (Saravanja, 2011). Train the appraisee and appraiser on the PMS and appraisal system. Tesco has invested a lot on training and development programs for appraisee and appraiser. The focus on training and development programs has helped the company to have a standardize performance management system in place. Appraisal meeting is separated than development discusses meeting and is done before the later. The focus on availability of good managers with strong leadership mindsets. Tesco realizes that it must have leaders and not managers to focus on the path of sustainable development. PMS is supported and integrated with other HR function such as training, development and rewards. Impact of performance management The impact of performance management system has been positive for Tesco. Often times, performance management system remains ineffectual and inefficient because it is be driven by Human Resources department responsibility and it is usually considered as a seasonal ritual of less importance to many managers who considers their core obligation in the company as top priority and rather result to abrasives filling of one directional forms with little or no feedback from other members of the teams or organisational. (Aguinis, 2013). However, this is not the case with Tesco. The performance management system has emerged as a critical business function for Tesco with high impact. With established performance management system, the employees are able to work with high level of motivation and productivity. It has helped employees to define the goals and work to achieve these goals. The impact of performance management system is positive for organisation as well. Tesco has been able to manage its employees well with the established performance management system. It has helped Tesco to achieve its goals and objectives (Moore, 2013). It can be said that both organisation and employees has positive vibes for performance management system and it is expected that this impact would remain positive for Tesco and its employees. One of the negative impacts of this system is an increase in the competition among employees. The performance based reward system is the part of Tescos performance management system. With this system, employees have to work hard to perform better than other employees. The solution to this problem is to develop an organizational culture where employees understand and realize the benefits of performance based reward system. Conclusion It would be correct to say that the companies that want to increase organisational and employee performance and productivity should invest in getting the right managers in place and support them in engaging their employees. For Tesco, performance management system is an ongoing process, the commitment of leadership of Tesco should not be seen as one time pass but also continuous and repetitive. This is because Tesco started well with backing of the top management of the organisation and along the line drop their support by relaxing their commitment and this resulted into poor implementation of performance management system. However, gaining support of performance management system can be enhance with well-designed system that not failed to carry all the categories of employees along in their preliminary consideration. Many times reasons for the performance systems are well laid out and the workforce misconstrue the aim and objectives of the top management or department of human resou rces who hands are not too busy compare to other technical department like operations or accounts. For performance management system to gain support and commitment of employees in Tesco, involvement in the design of the system might give more light into grey areas which mar the whole effort of the system. Nankervis Compton (2006) asserted this view that one way of increasing the acceptance and commitment to performance management system in an organisation is initiate the participation of the employees all levels including the managerial and non-managerial, supervisors and non-supervisors. Employee involvement can also be beneficial in identifying possible problems or weaknesses in a system and in coming up with suggestions for improvement. References Aguinis, H., (2013) Performance management. 3rd ed. Upper Saddle River, NJ: Pearson/Prentice Hall. Beauvallet, G., Houy, T. (2009). Research on HRM and lean management: a literature survey.International Journal of Human Resources Development and Management,10(1), 14-33. Burke, R.J. Cooper, C.L. (2005)Reinventing Human Resource Management: Challenges and New Directions. London. Routledge, Taylor Francis Group Brannen, M. Y., Moore, F., Mughan, T. (2013, September). Strategic ethnography and reinvigorating Tesco Plc: Leveraging inside/out bicultural bridging in multicultural teams. In Ethnographic Praxis in Industry Conference Proceedings (Vol. 2013, No. 1, pp. 282-299). Haddock-Millar, J., Rigby, C. (2015, January). Business Strategy and the Environment: Tesco Plc's Declining Financial Performance and Underlying Issues. InGlobal Conference on Business Finance Proceedings(Vol. 10, No. 1, p. 127). Institute for Business Finance Research. Hunter, W., Renwick, D. (2009). Involving British line managers in HRM in a small non-profit work organisation.Employee Relations,31(4), 398-411. Nankervis, R. A., Compton, R. L. (2006) .Performance management: theory in practice? Asia Pacific Journal of Human Resources, 44 (1), pp. 83-101 Saravanja, M. (2011) 10 Reasons Why Performance Management Fails and how to remedy them, Regenesys. [Online] Available from: https://regenesys.co.za/2011/03/10-reasons-why-performance-management-fails-and-how-to-remedy-them/ (Accessed: 21 March 2016). Waal, A. Kourtit, K. (2013) Performance Measurement and Management in Practice,International Journal of Productivity and Performance Management, 62(5), pp. 446-473. Wood, S., Coe, N. M., Wrigley, N. (2014). Multi-scalar localization and capability transference: exploring embeddedness in the Asian retail expansion of Tesco.Regional Studies, 1-21. Zhao, S. (2014). Analyzing and Evaluating Critically Tesco's Current Operations Managemen.Journal of Management and Sustainability,4(4), 184.

The successful steps for sound essay writing

The successful steps for sound essay writing For many students the thought of writing an essay invokes a strong feeling of trepidation. We all learn to read and write from our earliest schooling, yet the idea of forming a well structured, presented, concise and cohesive essay is a challenge that even the most accomplished of students will require some guidance with. Fortunately for those of you that are all too well acquainted with the enemy of any written exercise, the blank Word document, help is at hand. That sinking feeling will no longer plague you. Just follow the steps below and you may be surprised at the results. Carefully consider the essay writing process The essay writing process is one part creative exercise one part technical exercise. There are certain steps to ensuring that you execute a polished essay to be proud of. Do your due diligence, research the subject matter thoroughly. Invest time thinking is what you want to talk discuss. Structure the essay stage by stage. The initial research is paramount. Think creatively. Once this first process is completed, start to think creatively about how to organise the points. Write any short notes or potent points down lest you forget to do so at a later date. Write an initial structure Now you've reached, arguably the most difficult part of the process. It's time to write a more comprehensive outline. Give each of the points a logical heading. This will allow you elaborate on what is necessary for a more rounded essay. Important subheadings include the introduction which must quote the sources of case studies included. Main body of the text – this will include any opinions, comments and findings. Any scientific research or media studies should be reference in the body of the writing. The final subheading is the conclusion – where you bring the essay together and solidify your points / argument. Always Remember Correct English is absolutely essential. Where possible use simple language. The use of superfluous and ostentatious adjectives will only alienate the reader. Keep it simple. If you've structured the essay as an argument then you must have enough information to support your claims. A rough draft of the essay is always advised. Try reading it aloud to yourself. This will allow you to gage the flow of the writing. If it feels disjointed then revisions will need to be made. Analyse the writing and ensure that it feels direct. Waffle or veering off point is the enemy of sound writing. Essays are your opportunity to demonstrate your knowledge and authority on a subject. A strong voice is essential. Back up your arguments with evidence. The essay must compel the reader to think – without losing focus. There you have it, the successful steps to executing a successful essay. Follow these and you will execute an essay that will be you top marks!

Modest Proposal essays

Modest Proposal essays Published in 1729, Jonathan Swifts A Modest Proposal depicts Englands economic oppression over Ireland during the 1700s. The essay is an attack on the English as well as on the Irish. England, however, is shown as bearing the greatest fault. England is devouring Ireland was a popular political expression during this time period. In A Modest Proposal, this political expression is depicted in a literal manner. Within the essay, the narrator takes the part of an economic forecaster who offers a frightful solution to Irelands desperate economy. This solution consists of raising Irish babies until the age of one and then eating them in an attempt to end the suffering in Ireland. The appalling nature of the suggestion offered by the narrator, who differs from Swift in morality, forces the reader to examine the issue at hand and either side with the satire or do something about it. The essay begins with the narrator describing the worsening conditions in Ireland. The narrator states, It is a melancholy object to those who walk through this great town or travel in the country, when they see the streets, the roads, and cabin doors, crowded with beggars of the female sex, followed by three, four, or six children, all in rags (Swift 2473). This quotation paints a vivid picture of Irelands discouraging atmosphere. The adjective melancholy suggests that it is a burden for people to have to see the starving children. This shows the cold-heartedness of the narrator. The narrator does not focus on the atrocity of children being forced into starvation, but rather focuses on the sadness that upper-class society, such as him, experiences from having to witness the immense pain of the beggars. Although the narrator appears to be coldhearted, he also gives the impression that he is a logical man. This is due to the fact that for many years he has analyzed the problematic situat...

Term Project Research Paper Example | Topics and Well Written Essays - 1000 words

Term Project - Research Paper Example Authentic leadership is â€Å"a pattern of transparent and ethical leader behavior that encourages openness in sharing information needed to make decisions while accepting followers’ inputs† (Avolio, Walumbwa, & Weber, 2009, p. 423). On the other hand, transformational leadership consists of â€Å"leader behaviors that transform and inspire followers to perform beyond expectations while transcending self-interest for the good of the organization† (Avolio, Walumbwa, & Weber, 2009, p. 423). Maslow’s hierarchy of needs is one of the most prevalent theories on motivation (Fisher, 2009). This theory suggests that people are motivated by five level of needs, which are physiological, security, social, ego, and self-actualization (Ibid.). As such, workers are motivated by the needs that math the level that they are currently at. Consequently, leaders must be able to identify the level that workers of their department are working at in order to offer specific oppor tunities fitting the identified level (Ibid). The different leadership styles are thus seen to be an important consideration in motivating employees and consequently improving organizational performance. If a relationship between these variables is found, organizations may set up the proper methods to encourage higher level management to enforce a particular leadership strategy and thereby improve the productivity of their respective organizations. This study aims to find if this relationship indeed exists, that is, if leadership styles contribute significantly to employee motivation, and translate this motivation to organizational productivity. This research study aims to answer the following research questions: R1: Is there a relationship between leadership style and motivation? R2: If such a relationship exists, which relationship style motivates employees the most? R3: Is there a relationship between leadership style and organizational productivity? R4: If such a relationship ex ists, which relationship style leads to the highest organizational productivity? With these research questions in mind, the following research hypotheses will be tested for significance: Ho1: There is no relationship between leadership style and motivation. Ha1: There is a significant relationship between leadership style and motivation Ho2: There is no relationship between leadership style and organizational productivity. Ha2: There is a significant relationship between leadership style and organizational productivity. Methods The research study will use a quantitative survey design, as it aims to find if there is a relationship between leadership style, motivation and organizational productivity. A quantitative research study is one wherein the variables used are quantifiable or measurable, and relationships among variables can be found through the use of appropriate mathematical and statistical tools (Creswell, 2003). A survey design for quantitative research uses a set of struct ured questions in order to derive the required information (Agresti & Finlay, 2009). A pre-piloted questionnaire will be given to the respondents in order to identify the leadership style of their superior, the level of motivation that they have at work, and their level of organizational productivity. The respondents will be taken from a list of employees of Ford Company. Stratified random sampling will be used in order to ident

Playing by Heart Movie. Relations Between Paul And Hannah Essay

Playing by Heart Movie. Relations Between Paul And Hannah - Essay Example Theirs is a case of true love that conquered all and is the kind of marriage that is permanent and not fleeting. Gracie and Hugh’s marriage was on the rocks because boredom set in and Gracie did not think Hugh had enough imagination to make their marriage more exciting, that is why Hugh kept trying to invent stories and sell these to women in bars to prove to himself that he is still an interesting man. Gracie, however, goes off to have a physical affair with a man he thought was exciting. Their marriage was not built on a strong foundation because the commitment to each other was flimsy and consistently needed concrete proof that they were worthy of each other. Meredith and Trent’s relationship is new, thanks to Trent’s devotion and persistence in breaking down the high wall that Meredith had built around herself. Being able to get through to her was a major breakthrough that both he and Meredith had a great chance of a successful relationship. The same is true of Joan and Keenan who met casually at a bar. Although their lives seem to be shallow, once they opened up to each other and decided to become vulnerable, they discovered what love was. The movie seemed to point out that once walls are broken down and the person inside agrees to be exposed until another person gets to love him or her for what he or she is, then the love that will grow from it is true. The couples Meredith and Trent and Joan and Keenan have chances to have happy marriages and probably children to complete their families. This is because they have made a decision to be honest with each other and to live without pretenses. 2. Discuss and evaluate the primary relationship between Paul and Hannah. Explain how they deal with intimacy, power, and love and how they understand marriage. Give examples of how their behaviors express their hopes and aspirations about love, marriage, children, and family. Paul and Hannah had very different philosophies with regards to relationsh ips. Paul was in love with Wendy 25 years ago but he chose to stay with his wife and children when Wendy moved away. Hannah took everything in just to save the family from breaking apart until both of them reconciled without talking about issues that bothered them. It was only until later when they discovered how ill Paul was that they endeavoured to be open to each other. Paul revealed that he fell in love with another woman because he wanted to feel again what made Hannah fall in love with him. With Wendy, he felt great and â€Å"vindicated† as a man who had a successful wife and left in the shadows. However, no matter how he felt for Wendy, he still knew that he was committed to his family. On they both journeyed through life as marriage partners, and have now reached a milestone, celebrating 40 years of marital togetherness and raised three lovely and loving daughters who had lives of their own. 3. Did Paul have an â€Å"affair† with Wendy? Is this kind of relation ship wrong for a marriage? How do you understand the explanation that Paul gives to Hannah about his relationship with Wendy? How would you compare Paul’s relationship with Wendy and Gracie’s relationship with Roger? Paul had an emotional affair with Wendy however, they never engaged in

Cloud computing and IT management Essay Example | Topics and Well Written Essays - 500 words

Cloud computing and IT management - Essay Example Rapid developments in the fields of computers and communications technologies have enabled information technology to secure a commanding position in all walks of life ranging from financial transactions through entertainment to water supplies. Surprisingly, healthcare systems – a domain of high social relevance, world over can be considered as laggards in adopting information technologies (Braa et al. 1). The prime issues those are challenging healthcare IT are (Hersh, 2273): Despite these challenges, forward looking and IT savvy clinicians are trying their best to lead the adoption drive in their respective healthcare set ups, the day is not far when IT applications in healthcare will merge into mainstream healthcare delivery systems. Telemedicine (use of information technologies like internet to deliver healthcare services at a distance) is one applications of HealthIT that has the potential to not only address some of the intransigent healthcare issues but is also promising enough from a business perspective. Telemedicine enables delivery of healthcare services and medical education from one geographical location to another primarily to address challenges like uneven distribution and shortage of infrastructural and human resources. Tertiary hospitals can set up peripheral hospitals in remote and isolated areas these and these peripheral hospitals can have telemedicine linkages via internet with the tertiary level (referral) hospital primarily to extend the reach of specialized medical services to remote and isolated cases. This type of business concept has been used by a number of healthcare service providers around the globe. Slowly and steadily such services are not only bridging the digital divide but are also acting as pathways for revenue generation. 2. Brown, E.D. "Risks and issues in Cloud Computing." Eric D Brown: Technology, Strategy, People and Projects 2 Feb 2009: n. pag. Web. 4 Nov 2009.

Types Of Organisational Change

Types Of Organisational Change My bank is a medium type bank. A new change was introduced during the years 1990 and 2003. The changes introduced to the bank are as followers. The first one was bottom-up-approach and the second was top-down-approach. Senior executives of the bank convinced that it was the right time to bring the change for the benefaction of the bank. Therefore, they introduced quality improvement program, which could reduce cost, by using the existing staff to improve quality and customer service. They brought consultants from abroad. Top level believed that the middle level could enlighten the bottom level employees. However, both the approaches for implementing change failed. Some employees could not accept the new change; the workload was increased and when the new ideas were introduced to the middle management level, there was no response. The senior management had failed its intensions to mobilize middle management commitment and local staff enthusiasm. Force field analysis provides an initial view of change problems that need to be tackled, by identifying forces for and against change based on an understanding of the context of change including the existing culture (Johnson et al. 2008). The distinctive feature of force-field analysis is that it involves organizing the categories in to two board types; those relating to force or pressure for change and those relating to forces or pressures supporting the status quo and resisting change. Lewin (1951) argue that, level of behaviour in any situation as the result of a force field comprising a balance of the forces pushing for change and the forces resisting change. Force Field Diagram Driver Force Restraining Force Quality Improvement Work -Load Cost Reduction Top Level Management External Environment Staffs Technology Training Consultants Recommendation Present Scenario (Hazyes, 2010:129) cccPKNBKMV There are different key drivers can found in the My bank case study. However, technology is the best key driver in the My bank case. All other key drivers related to the technology. Anderson and Tushman (YEAR) point out that technological change is cyclical. Each technology cycle begins with a technological discontinuity. Cost reduction, quality improvement, external environments connected to the technology. If technology will not change other drivers cannot Change in fast way. Different kinds of restrain factors present in the case study. The top-level management like chef executives were the main reason for the failure of the change. Other staffs did not get any support from the top level. After the change, staffs opinion was slightly rejected by the managements. This is the main reason of the failure of the change. According to Nadler (1995), four types of organisational change are there. An Organisations response change is proactive or reactive way. Tuning and adaptation can involve minor or major changes, they are types of change that occur within the same period, and they are bounded by the existing paradigm. Reorientation and re-creation, on the other hand, are types of change that, to use Gersicks analogy, target the playing field and the rules of the game rather than the way a particular game is played. They involve transforming the organisation and bending or breaking the frame to do things differently or to do different things Tuning is change that occurs when there is no immediate requirement to change. Mybank organisational change is related to this part. Mybank became convinced of the benefits of a quality improvement programme for reducing cost. This approach to change tends to be initiated internally in order to make minor adjustments to maintain alignment between the internal elements of the organisation and between the organisations strategy and external environment. Adaptation is an incremental and adaptive response to a pressing external demand for change. Reorientation involves a redefinition of the enterprise. It is initiated in anticipation of future opportunities or problems. Re-creation is a reactive change involves transforming the organisation through the fast and simultaneous change of all its basic elements. Type of Organisational Change Incremental Transformational Proactive Reactive (Nadler et al. 1995:24). Reorientation Tuning Re-creation Adaptation Answer2: Organisational Change involves complex process. Managing this kind of procedure is entirely difficult because they are dynamic. That means complex processes are changing. In these dynamic situations, it is difficult to predict the consequences of its actions. Managing a set of complex activities, each of which is crucial for the overall success of change. These complex tasks needs to be completed effectively in order to change, involves achieve a successful come. Managing change involves four complex tasks. The four tasks are as follows. They are appreciating change, mobilising support, executing change and building change capability. Leadership Appreciating Mobilising Change Support L Building Change Executing change Capability CHANGE MANAGEMENT MODEL Appreciating Change Appreciating Change can give an idea about understanding the forces of stability and change in the organisation. This requires inquiry into routines and mental models that sustain the status quo. An organisation can be changed mainly in two ways. Those are unplanned change and planned change. The Unplanned change, which typically involves changes due to new ideas, conflict between individuals, departments or teams and political and power struggles inside the organisation. Nadler (1987) argues that political behaviour tend to be more intense in times of change because individuals and groups perceive the possibility of upsetting the exiting balance power. Planned change, the change has to be planned. Mybank case study involved the planned change. The appreciation phases aims to make aware of the (a) need for change, (b) consequences of changing and not changing and (c) options that have for undertaking change in the organisation. In the case study, the organisation recognised the neces sary of the appreciating change and understood if this change will happen in the organisation, can achieve cost reduction in house; using exiting staffs to improve the quality and customer service and bank can avoid the inefficient works. The senior executives of Mybank appreciated the change and convinced the benefits of a quality improvement program. Mobilising Support Participation, involvement, and ownership are the crucial for the effective change. The organisational change is both cultural and political involves change in mindsets. This involves influencing, inducing, negotiating, persuading and winning over people to the idea of change. The effective communication strategies are crucial to change management. Getting consent and mobilising support is not an easy process. It requires persistence and patience. Strategic plan have a very important role in mobilising support. Organisational change is a political process. Pettigrew (1972) argue that some may engage in political action for ideological reasons, especially when they are fear that a change may be inconsistent with their values. According to Jick (1993), there are three categories of people who play a role in any change process. They are change strategists, change implements, and change recipients. Change strategists are the people who decide that the organisation needs change and set a direction for the change support. Mybank case managing director and senior executives are the strategists. They are in the top of the position. But strategists cant implements the change. Change implements are the people who are implementing the change by creating new structures, rules, procedures in all process. These people are the middle people of the management team. Mangers, outside consultants and accounting firm are change implementers in the Mybank Cooperation. Change recipients are the third category and people whose jobs change as a result of changes launched in the organisation. These people are usually lower level in an organisation. However, the main success in their hands. These people can make or break the effo rt. These people at the front line directly dealing with clients and customers. The main success depends upon the consent of the people in the organisation. Mybank employees, general staffs, are the change recipients. In 2003, the senior management had failed in its intentions to mobilize middle management commitment and local staffs enthusiasm. The middle management fully activated, but management follow some autocratic style and management fail to adopt the strategy. Executing Change Executing change involves creating and putting in place new structures, processes or procedures. Execution is, perhaps, the most critical aspect of change. Obviously, if an organisation has not managed the previous two tasks well, its change plan or programme will never take off. However, even if an organisation has carefully thought through its change issues and options and has gathered enough support for change, it can still fail at this critical stage. Three critical tasks for change leaders to ensure focus and energy during execution: (a) creating cross-functional linkages in the organisation; (b) aligning policies, procedures and removing structural impediments to performance and change; and (c) creating new routines for continuous improvements and innovations. According to Nilkant (Year), a successful change effort requires: (a) adequate appreciation planning, (b) sufficient support by employees, (c) competent execution by managers, and (d) Change managers with appropriate skill sets and capabilities. Mybank staffs accepted their new changes. However, it was not successful in the bank in both 1990 and 2003. In 2003, they bring a new department and try to join the other department together. The Regional Lending managers activities were not accepted by other departmental mangers. This created a big problem in the organisation. Most of the staffs did not express any interest to new executing change. This is because they were not understood the new system. Who are interested this new changes, did not get any support from their higher level. Building Change Capability A well-known model of change management views organisations as going through long periods of stability punctuated by short bursts of discontinuous change. According to Nilikant (2006), mangers or organisations can build capability in four ways. Those are firstly, individuals and groups build capability. Secondly, individuals and groups build capability when they successfully execute challenging projects. Thirdly, building capability involves paying simultaneous attention to both action and reflection. Fourth, leaders and organisations can help individuals and groups build capability by providing a context that aids action and reflection. Self-efficacy is energy and focus for the capability building. In managing change, self-efficacy is a major determinant for success. Employees with higher levels of self- efficacy can overcome obstacles and challenges that are inevitable part of any change. Efficacy is demonstrated when individuals feel secure in avoiding pseudo solutions. Mybank fai led in their both approach. The main reasons are not cooperation between the staffs and management. Who are motivated in these approaches, did not get support from their top level. Staffs got more workload in their work and staffs were lost the interest to extra works. In this way bank cannot maintain capability. Change Agent A change agent is the individual or group that helps effect strategic change in the organisation. For example, the creator of a strategy may, or may not, be the change agent. He or she may need to rely on others to take lead in effecting changes to strategy (Johnson ET .al 2008). Middle managers and consultants are the change agents in the Mybank case, because they are working together with top level and bottom level people within the organisation. Transition Phases Mod Internalization, Reaction And Learning Denial Shock Depression Consolidation Testing Letting go Acceptance of Reality Time .Answer 3: People going through change experience a variety of emotional and cognitive states. Transitions typically progress through a cycle of reasonably predictable phases .this applies to all kinds of transitions: voluntary and imposed, desirable and undesirable. Often people have little warning of changes and they experience the initial phase of a transition as a shock. Feelings of anxiety and panic can determine their ability to take in the new information, think constructively and plan. Mybank employees faced the same problem when they heard about the new change. Denial phase characterized by a retreat from the reality of change. Depression is the reality of the change becomes apparent and the individual acknowledges things cannot continue. Letting go phase involves accepting reality for what it is. It implies a clear letting go of the past. Testing is more active, creative, experimental involvement in the new situation starts to take place. Consolidation stage progress in progresses in parallel with testing but to begin with there is often more testing and rejecting than testing and consolidating. Internalization, reflection, and learning transition is complete when the changed behaviour is normal and unthinking and is the new natural order of things(Hayes, 2010:216). When a new change program implemented in the Mybank, all the staffs passed in these stages. Some of the staffs were getting struggled and other staffs overcome all the problems. The primary leadership task in change management as creating a positive behavioural context that facilitates inquiry, appreciation, and change. Change management model identifies four core tasks. First, mangers need to be cognitive tuners to appreciate change. Second, mangers need to be people catalysers to mobilise support. Third, managers need to be system architects to execute change. Fourth, managers need to be efficacy builders to build change capability. Leadership Cognitive Tuner The main core task of appreciating change requires a manger to tune into both external business environment and the internal organisational setting. The important thing of the change agent is to understand the external environment and assess the organisational capabilities to address the external changes. The change agent should expose different way. The change agent should seek knowledge in all level and awareness of own metal models and assumptions important. The change agent should recognise the assumptions, if it is necessary or not (Reference). Finally listen other people who are disagreeing with the change agent and do not feel defensive or threatened when others challenge the ideas and thinking. My bank case, cognitive tuning was not effective. The management did not listen to the bottom-level staffs opinions; as a result, employees lost their interest in the new changes. The middle level mangers fail to express their feelings into the top-level management. The way of communic ation was not sufficient between departmental mangers and change agents. People Catalyser Organisational change has an element of loss inherent in the process, and it is a loss that is often deeply felt by employees. The Kubler-Ross grief model addresses the emotional issues associated with change. The four emotional stages experienced throughout the change process may be expressed by employees in behaviours that are obstacles to the process of change. By understanding the emotions employees often encounter during change. It will be better prepared to facilitate the change process (Reference). Kubler- Ross grief stages is applicable in the Mybank case. The staffs were faced the situation in the organisation. But the final stage of the Kubler- Ross was fail in the case, commitment from the employees not good. Between the departments problems created. Kubler -Ross Grief Model Stage 1: Denial People encountering a change initiative might be saying to them, I cant believe this is happening to us. Unresolved fears about the change initiative need to be addressed during this phase. Stage 2: Resistance During this phase, people could attempt to slow down or derail the change initiative, it must be able to spot resistance when it occurs and formulate sound strategies for overcoming it. Stage 3: Exploration If people are not able to stop the changes from occurring, they begin to role of the group are specifically defined in this stage. It is important that unresolved issues that continue to surface be addressed. If trust has been created among the group, then peer influenced can be used to encourage behavioural change. Stage 4: commitment Mutual commitment is established , obstacles have been removed .and the focus is on successful implementation of the changes The change management need to catalyse people by building support, manufacturing consent and facilitating cognitive shifts in organisational members. The change agents need to be communicators, persuaders and negotiators. The change agent prepares himself before engaging the people. For influencing the people the agent can utilise all the media and forums. In decision-making time, change agent role is important. There is no chance to run away from the situations. The change should get trust and respect from others, in this way they can develop the credibility. In the case study, at a particular level, the consultants engaged the people and they fail to utilise the forums and media in the organisation. The middle levels mangers did not get the much trust and respect from the staffs. Systems Architect The change agents need to create the systems, process and routines to execute the change plan or agenda. This involves setting explicit goals, establishing cross-functional teams and monitoring progress (Nilikant). In this stage, the change agent role is very important. In the organisation, he/she should clarify individual roles and contribution. The person who selected is SMART or not. Moreover, other team leaders selection responsibility will come under the change agent. Co-ordination between other staffs will come under the change mangers control. Change mangers need to identify the organisational past practices, procedures, and polices and it should eliminate them properly. Mybank change fails in these areas. The selection of the other team leaders performance was not good. They were not SMART. If they are SMART, the change will be successful. Under the control of the middle managers, conducted meetings but fail to share the new ideas and solve current problems after the change. Efficacy Builder The mangers need to make organisational members have faith in their ability to learn, overcome obstacles and engage in change. Jim Collins argues that the effective leaders do not motivate people. They help people motivate themselves. A significant aspect of building change capability is to build a repository of organisational knowledge that captures insights from peoples tacit experiences. Building change capability is closely related to the core task of appreciating change. Store and share the knowledge is very important for a change manager. Renewal must become as important as cash flow or profit maximisation. Organisational members are aware that change mangers are observing what they say and what they do, and they may be making judgements about them and their future role. Mybank case change management selected some people for the leadership positions. However, that staffs were not successes in a particular level. Some of the departments in Mybank were not given any preference to the change mangers. This is one of the reasons to fail change implication in Mybank and plan of joining of the two departments was not success. This was due to the inefficient leadership and responsibility by the change mangers. The change ag Answe4: Recommendation Conclusion

Essay --

The movie, A Beautiful Mind, tells the true story of Princeton professor John Nash’s lifelong struggle with schizophrenia. The movie opens with John Nash as a graduate student at Princeton. It is at this point in his life that he meets his friend Charles, who is later discovered to be a hallucination. When Nash graduates and goes off to work at the Massachusetts Institute of Technology, Charles does not come with him. Instead, his hallucinations subside and he meets a woman, Alicia Larde and they soon become married. It isn’t until he returns to Princeton that he is reunited with Charles, who is accompanied now by his niece Marcee, also a figment of Nash’s imagination. On his return to Princeton, Nash is invited to a secret United States Department of defense facility at the Pentagon to crack a complex enemy encryption. When Nash is able to solve the code, William Parcher, a new hallucination, gives him the assignment to look for patterns in the news to help foil Soviet plans, and to report his findings. Things take a terrible turn for Nash and his disorder, when he is â€Å"chased by R...