Sales Strategies, Corporate Objectives and Recruitment

Sales Strategies, Corporate Objectives and Recruitment These are the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the terms, objectives and the company goals. This confusion is easy to solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets. Sales Strategies Sales strategy can be defined as the planned approach to the account management policy formation, prospect identification and qualification, sales presentation, and order generation aimed at achieving a firms sales quotas or targets. Sales Strategy Objectives: Helps in improving client loyalty Increases the closeting ratio by knowing clients hot buttons Helps in shorting the sales cycle with outside recommendations. Proper sales strategy helps in offering best solutions to outsell the competitors Helps in targeting and penetrating the most promising and profitable sectors and markets Helps in refining and maximizing the competitive advantage and product differentiation to increase the market margin and share. Helps in establishing a specific plan to strengthen and enhance the lead generation Reference: www.businessdictionary.com P-9: Devise appropriate recruitment and selection procedures. RECRUITMENT AND SELECTION A. Overview of Process Assess the need for the job and ensure adequate funding Review the job description to ensure that it meets the present and future requirements Design the selection process ( utilize search committee process if applicable) Draft the advertisement and select the advertising media Short list using the person specification only Interview and test short-listed candidates Validate references, qualifications and background checks Make appointment Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment process. B. Review the Job and the Need for It. Upon the resignation, transfer, retirement, or the authorization of a new position, the search and selection procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives. Supervisors need to consider the following issues: Is the job still necessary? What value does it add to the team and to the delivery of service? How will the Post be funded? Does the job description need updating? If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues. What type of employment could be offered? Full-time, part-time? Is job-sharing an option? Permanent or fixed term contract? Uses of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts. If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible. C. Search Committee Not all interviews for permanent positions must be conducted by a Committee. The Department Director is responsible for determining the positions that require a committee to interview and select. If the position is a possible promotion for one or more, then a committee should be used to ensure there is no appearance of bias or favoritism. All open positions titled, Assistant Director and above must use of a search committee. 3. REQUEST FOR PERSONNEL ACTION A. Vacant Position When an employee gives notice of intention to leave University employment, the immediate supervisor should notify the Human Resources Employee development so that necessary interviews for re-staffing might be arranged. The job classification, description and qualifications desired of replacement personnel should be provided by the department head at that time. Examples of such information might include: Education or technical training required. ADA requirements, lifting, vehicle operation, physical demands, etc. Hours of work; including Saturday or Sunday. Officials to whom applicants are to be referred. Recommendations of any known applicants. Additional information felt useful in preliminary screening. The beginning salary for classified personnel shall be determined by the job classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resources Employee Development on classification issues and salary issues before posting the position. Most importantly the dept should consult with Human Resources Employee Development before making any salary commitments. 4. ADVERTISING A. Job Posting. When advised of a vacancy, the Human Resources Employee Development will review the existing job description, making the necessary corrections, post a vacancy announcement for a minimum of five days on the Human Resources bulletin board, and on the Human Resources web site. Postings will be forwarded to the Georgia Department of Labor for their reference and applicant referral. It is hoped that this procedure will create an awareness of positions available to insure upward mobility in careers within the University and to encourage applicant referral from numerous sources. Other advertising arrangements can be made. Consult with the Assistant Director for Employment Administration for advice on advertising and related costs. B. Employee Priority Posting All open positions must be posted for a minimum of five days, however the employing unit may initially designate that a position be posted with an employee priority designation or be posted on the general public website. Positions designated for employee priority posting will be posted for a minimum of five business days on the employee priority website and only applications from current qualified Valdosta State University employees will be referred to that position. Positions not designated for employee priority posting will immediately be posted on the general public posting website. If the employing unit identifies a successful candidate from this pool, no additional recruiting is required. If after five business days no Valdosta State University applicant has been selected, the position will be reopened and posted for recruiting on the general public website for a minimum of five additional business days. Valdosta State University employees may still apply during this open period. Those employees classified as casual laborer/temporary workers; do not qualify for employee priority positions. As in the past, they may apply for positions on the general public posting site. 5. SELECTION PROCESS A. Screening Applicants Read all applications submitted. The selection of the top candidates for interviewing must be based on the Job Description and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person also participate in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Development for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed. Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development. B. Arranging the Interview The persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. Federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicants age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of each applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicants educational background, previous experience, etc. might be useful in the position if selected for employment. C. The Interview The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process achieves this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria. At the interview, each candidate should be treated consistently. To achieve this the panel should: Ask the same initial questions of each candidate Supplement their understanding of the candidates responses by following up questions as appropriate Be consistent in allowing access to presentation material, notes and so on Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct Ensure that in the case of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided. Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process Keep records of interviews and the reasons for decisions each question should receive a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest ranking candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filing Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession. D. Selection Tests Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests. E. Hiring Decision In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by: Content of application and qualifications Performance at Interview Outcome of any selection tests F. Reference Checks As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidates: application work history qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded) evidence presented at interview Reference checks; references must be called and information recorded for the file a) Identify yourself immediately, explain your position within the organization and tell the person why you are calling about the applicant. b) Ensure confidentiality c) Ask if he or she is free to discuss the situation d) Try to establish rapport e) Tell the person the position the candidate is being considered for f) Let the person talk feely g) Ask the references the same questions for each of your candidates h) Always end the call with: would you rehire this person? Should any of these not meet the required standards, Human Resources and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11. G. Criminal Background Checks. In an effort to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with negligent hiring processes, Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for criminal record disclosure and upon consideration of ones criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources. The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired. If no action is initiated, and if the report is factual, the hiring department may resume the employment process. Disqualification of Applicants. An applicant will be disqualified for employment for any of the following reasons: He or she is addicted to the use of alcohol or use of illegal drugs. Discovery of any false statement or omission of material facts from the formal application. He or she has been a member of an organization advocating the violent overthrow of the government of the United States. He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted. He or she has been convicted of a felony, unless first offender treatment was granted by the court. J. Employment Offer Having completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check. When a department head believes he/she has a candidate who because of exceptional training or experience is deserving of more than the posted minimum for the classification, they may offer the candidate up to 10% over the minimum. However the department head must either have the money already in his/her budget or through the dean or vice president can have it transferred to their budget. This change in policy is not intended to permit the department head or authority to offer more than 10% over the minimum and in no case is the offer to be made without sufficient departmental funds to meet requirements of the hire. K. Post Interview Human Resources and Employee Development is responsible for providing all candidates with written notification of the outcome of their application (letter of rejection). However some departments prefer to write their own letter. These letters must be attached to the compliance reports. If feedback is requested from an unsuccessful short-listed candidate, the manager should provide a valid reason to the candidate for rejection together with constructive feedback. Written feedback will not normally be provided. P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance. Role of Motivation in sales performance Whether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who dont need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really become great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make. So where does motivation come into play? Well, the main reason that most people dont like sales is because of having to deal with rejection. No one likes to be rejected but if youre in a sale, thats all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesnt mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be feeding your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood. For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are losing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales. Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success. Role of Remuneration in Sales Performance Remuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remuneration packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements? These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, its worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders, handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities. On the other hand, a sales person or customer service representative could influence the value of the sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, share of profits, special incentives, and special rewards, for the sales as they occur after th e event, and lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome. Role of Training in Sales Performance The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today [update] the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. P-11: Describe two techniques used to co-ordinate and control sales output. Sales out put control Outputs can be triggered manually or automatically in  the sales document. Automatic determination requires maintenance of output  condition record. Print programs and layout sets control content which should be displayed in the output. controls output determination using condition Technique. Output determination procedure is determined on the basis of sales document type (sales order type,delivery type, billing type). Standard output determination procedure for sales order (OR), Delivery (LF) and Billing (F2) is V100000. Output procedure contains output types,which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery. Output controls Medium (Like Print, Fax, EDI) Time of sending the output -e.g.immediately or in a batch Which partner function of Business partner it can be sent Language Criteria for which output condition record can be maintained for automatic output determination It offers flexibility of changing the key controls in the Sales documents. Example If order confirmation for a customer is scheduled to be printed in a batch but the customer wants it immediately then time of dispatch control can be changed in the sales order. P-12: Use given information to recommend appropriate organization structures and procedures. Team One of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization.Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an autonomous profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well. Functional structure Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distributed quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths. Burns, T. and G. Stalker. (1961) The Management of Innovation. London: Tavistock. P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context. Sales Skills Qualifying Fast to Avoid Wasting Sales Time Do you chase after your prospects until they tell you yes or no? Do you ever tell your prospects No, as in No, I am not going to sell to you? There are many things in selling that you do not and will not be able to control. The one thing that you do have control over is your time and how you choose to use it. To qualify fast you must have a set of criteria describing who you will and will not sell to. You want to sell to the prospects likely to buy your products, and drop the prospects unlikely to buy (so that you can find more good prospects). Sounds simple, but too many salespeople let sludge buildup in their pipeline, constricting the total revenue that flows out. Motivating Prospects Qualifying goes beyond budget, authority, and need. You want to sell to prospects who *want* to buy from you. Finding prospects that need our products usually is not difficult. Finding those who really want our products though can be very hard if we wait for them to come to us. Products sold by professional salespeople are more complex and offer more value than commodity products offered through stores, catalogs and brokers. Prospects generally do not know they need such products, until they first discover that they have a problem. This process can take seconds or years depending on the nature of the problem (and the prospect!). Prospects get motivated to work with you when you help them to discover that you solve their problem better than anyone doeselse. Selling to People Outside Your Comfort Zone Most salespeople, who are people persons, already think that they are good at this. Let me ask you a question. When you last lost a sale, how was your rapport with the key person who decided against you? You cant afford to look away and ignore people that you dont have natural rapport with. The good news is that people like people like themselves. All you have to do to gain rapport is stretch your behavior outside or your comfort zone until you become like another person. Reaching Decision-Makers Through Voicemail Theres two ways to make more sales. One is to close more of the prospects you do contact. The other is to get more prospects into the pipeline. When prospecting, you can look at voicemail as either your friend or your enemy. With 70% of your prospecting calls going to voicemail, it is time to make friends with it. Although you will never get even close to getting every voicemail returned, you can get a significant number of your messages returned when treat them as a one-on-one commercials. Delivering I Gotta Have That Presentations Lets face it; a lot of business presentations are really boring. Salespeople talk about why their product is great, why their company is great, and the history of their company. Prospects dont relate to this. Thats why they look so bored. Great presentations get the prospects imagination involved. The best way to involve the imagination is through storytelling. Stories rich in descriptive detail get the prospect picturing them using your product and evoke that I Gotta Have That reaction. Gaining Commitments Instead of Closing Eliminate Closing Cheese from Your Vocabulary. You know what I am talking about: Would you like that in gray or in black? or If I can show you how this will help you will you buy today?. Lines like these are why salespeople are down on the bottom of societys respect list somewhere near lawyers. Learn the power of asking for incremental commitments from the beginning of your sales cycle. It is not an easy shift to make. First you got to get the prospect to show you what they most want (Hint: See Skill #2 above). Then you can negotiate incremental commitments in return for more of your time, information or resources. Have More Fun Sales is fun when you are in control and closing deals. Selling is miserable when you are under pressure to close business. Take the pressure off yourself to close and instead focus on qualifying and motivating your prospects. Sales Task Specified amount of sales that a management sets for achieving or exceeding within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc. Three Types of Sales Task Personal Sales Task Team Sales Task Organizational Sales Task P-14: Explain the role of sales staff operating in an international environment. Greater complexities involved with distribution, transportation, payment and insurance. Goods in the international market are subject to the customs control and the payment of import duties where they are applicable. Exchange rates and in some cases the regulations of exchange control are applicable. International market exposes the company to a wider and intensive competition which might not be the case with the domestic market. Customer profile in the international market is different from local market in areas of religion, language, ideology, fashion and living standard. Different cultural, legal, economical, political and social systems may be encountered in the international market. Complexity of international marketing and the addition of new environment make the business management far more difficult. More use of e-mail and

Portrayal of Family in Huckleberry Finn Essay

Huck is a kind of natural philosopher, skeptical of social doctrines, and willing to set forth new ideas. However, when it comes to the idea of a family, Huck is ignorant in all ways. Nevertheless, Huck’s adventures throughout the novel present him with opportunities to gain the family that he has secretly wanted all his life because of his lack of compassion from his remaining family. This new discovery to a family begins with Tom Sawyer. Tom Sawyer initiated himself as the decision-maker, with Huck listeing without argument, much like a big brother little brother relationship. In the first few chapters of the book, Huck Finn and Tom Sawyer are established as foils for each other-characters whose actions and traits contrast each other in a way that gives readers a better understanding of both characters. Due to these contrasts, Tom has established himself as Huck’s older brother. Later on in the book, Huck comes across the Grangerford family. The Grangerford family is a tragic family in a huge predicament similar to Romeo and Juliet. Huck finds himself attached to the family in a way. â€Å"Everybody loved to have him (Col. Grangerford) around, too; he was sunshine most always-I mean he made it seem like good weather. † Huck cries over Buck’s body because Huck has begun to think of Buck as a friend as well as a brother. Huck finds the feud that the Gangerford’s have with the Shepherdson’s unnecessary and harmful, and believes it will only bring hurt and loss to both sides, which it inevitably does. The future losses, which are inescapable hurt Huck because he feels connected to each family member in a different way, even the dead sister, Emmeline. Throughout all these situations that Huck goes through, Jim has supported him, even when Jim was not with Huck at every time. Jim first met up with Huck on the island. Jim escaped Widow Douglas’s home because he was to be sold down south, which would separate Jim from his family forever. Jim is hands down the most important person to Huck throughout the novel, putting himself in a category as one of Huck’s new family members. Jim has been associated as Huck’s father figure. During their time together, Jim and Huck make up a sort of alternative family in an alternative place, apart from society. Huck escaped from society for adventure and a new life, while Jim has escaped from society so that he wouldn’t be separated from his family by being sold down south. Jim is based off of his love, whether it’s for his family or his growing love for Huck. Jim was thought of by Huck as a stupid, ignorant slave in the beginning of the novel, but as Huck spends more time with Jim, Huck realizes that Jim has a different kind of knowledge based off of his years as well as his experiences with love. In the incidents of the floating house and Jim’s snakebite, Jim uses his knowledge to benefit both of them but also seeks to protect Huck. Jim is less imprisoned by conventional wisdom than Huck, who has grown up at least partly in mainstream white society. Jim proves his humanity to Huck by baring himself emotionally to Huck, expressing a longing for his family and his guilt when Jim mentions the time he beat his daughter when she did not deserve it. Nevertheless, throughout their time together, Huck has still had the idea of turning Jim in. Huck searches the social and religious belief systems that white society has taught him for a way out of his predicament about turning Jim in. In the end, Huck is unable to pray because he cannot truly believe in these systems, for he cares too much about Jim to deny Jim’s existence and humanity. â€Å"It was a close place. I took . . . up (the letter I’d written to Miss Watson), and held it in my hand. I was a-trembling, because I’d got to decide, forever, betwixt two things, and I knowed it. I studied a minute, sort of holding my breath, and then says to myself: â€Å"All right then, I’ll go to hell†Ã¢â‚¬â€and tore it up. It was awful thoughts and awful words, but they was said. And I let them stay said; and never thought no more about reforming†. The logical consequences of Huck’s action as well as Huck’s growing affection for Jim, rather than the lessons society has taught him, drive Huck to tear up the letter. Though he does not admit this truth to himself, Huck trades his fate for Jim’s and as a result, accepts the life of a black man as equal to is own. By helping the doctor treat Tom after Tom was shot in the leg as well as shielding Huck from seeing his father’s corpse, Jim affirms that he is not only a decent human being, but also a model father. Huck’s feelings about society and the adult world are based on his negative experience, the main one being Huck’s drunk abusive father, â€Å"Pap†. â€Å"Paphe hadn’t been seen for more than a year, and that was comfortable for me; I didn’t want to see him no more†. Although Huck was free from his father for a long time, the new judge in town returns Huck to Pap because he privileges Pap’s â€Å"rights† over Huck’s welfare, much like the relationship between a slave and a master. The judge fails to take into account Pap’s drunkenness and abusive past, which puts Huck in a sizable predicament. Because of Pap’s abusive nature and drunkenness, Pap fails Huck in providing Huck with a set of beliefs and values that are consistent and satisfying to Huck, making Pap fail as a father figure in another way. Although Pap is a hideous, hateful man in nearly every aspect, Huck does not immediately abandon him when given the chance. Huck is grasping on the final thread he has of family. Huck truly believes in the sense of family, and desperately wants it, but at the same time, is scared by the idea (won’t let Widow Douglas close). By placing hope in the wrong person (Pap), Huck misses out on the possibility of a good family with Widow Douglas. As apposed to Jim, who represents the best of white society even though he is black, Pap represents the worst of white society: he is illiterate, ignorant, violent, and profoundly racist. Though to a very small degree, Huck has been led to believe the same. Pap represents the true evil in the book, making Huck’s belief in a family cynical and saddened. Through Huck’s adventures on the Mississippi River, he has created new homes for himself at the locations of his new family members as well as comfort zones for Huck. Huck and Jim, both alienated from society in fundamental ways, first find home on the island where they meet up. The island provides a pastoral, dreamlike setting: a safe peaceful place where food is abundant. Through two incidents on the island (the floating house and Jim’s snake bit), Huck and Jim are reminded that no location is safe for them. Because of this Jim and Huck leave on a raft as an escape from both being caught, as well as civilization and society as well. â€Å"We said there warn’t no home like a raft, after all. Other places do seem so cramped up and smothery, but a raft don’t. You feel mighty free and easy and comfortable on a raft. † Huck and Jim’s raft becomes a sort of haven of brotherhood, equality, and growing affection, as both find refuge and peace from a society that has treated them badly. Compared to the outrageous incidents onshore, the raft represents a retreat from the outside world, the site of simple pleasures and good companionship. Huck and Jim do not have to answer to anyone on the raft, and it represents a kind of utopian life for them. They try to maintain this idyllic separation from society and its problems, but as the raft makes its way southward, unsavory influences from onshore repeatedly invade the world of the raft. In a sense, Twain’s portrayal of life on the raft and the river is a romantic one, but tempered by the realistic knowledge that the evils and problems of the world are inescapable. Through different events, Huck ends up at the Phelps’s’ house. Although the reason Huck goes to the Phelps’s’ house in the first place is to find Jim, he still finds a sense of home there. When caught creeping around the house, Huck was caught. Aunt Sally came out, mistaking him for her nephew, who is inevitably Tom Sawyer. Huck pretends to be his best friend Tom so that he could find a way to help Jim as well as stay out of trouble. Although Aunt Sally thinks Huck is Tom, she still gives off that motherly vibe, even after Huck mentions his deception. After the final escape, the Phelp’s house seems to come to even more life then it was before. Aunt Sally smothers the boys, Aunt Polly scolds, and everyone bumbles along Ultimately, readers are left questioning the meaning of what we has been read: perhaps Twain means the novel as a reminder that life is ultimately a matter of imperfect information and ambiguous situations, and that the best one can do is to follow one’s head and heart. Perhaps Twain means also to say that black Americans may be free in a technical sense, but that they remain chained by a society that refuses to acknowledge their rightful and equal standing as individuals. Unfortunately, these questions seldom have straightforward answers, and thus the ending of the novel contains as many new problems as solutions.

Personal Code Of Ethics Advisor For First Generation,...

Personal Code of Ethics: Advisor for First-Generation, Low-income Students Introduction Desired Advising Population It is my ultimate goal to be an academic advisor for first-generation, low-income student population at the four-year university level. To achieve this aspiration, I have given thought to the possibility of being an Educational Opportunity Program (EOP) advisor or an advisor for a similar program. As a first-generation, low-income student myself, I know the reality of what it is like to not have the resources necessary to achieve full success at the university level, and I would therefore love to be a resource for this population of students. Because the population that I wish to serve is very specific and has specific needs, my reasoning for the purposes of higher education will be tailored to the needs of this group of students and how I feel that they might best be served in order to ensure their successful development at the university. Purpose of Higher Education In reflecting on the background of these students, I realize that they often lack the resources necessary to successfully transition, not only into college but once they graduate and are looking for careers. For this reason, I feel that the purpose for pursuing higher education for first-generation, low-income students is to provide them with better opportunities than they would have with only a high school diploma. This is especially important for these students that lack cultural capital,Show MoreRelatedBusiness Plan For A New Company7582 Words   |  31 PagesIntroduction – Denise’s Scrapping with Style Final Business Plan This paper will provide a final business plan for a new company; Denise’s Scrapping with Style (DSS). 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Sembok, Universiti Kebangsaan Malaysia for the Regional Meeting on Ethics of Science and Technology 5-7 November 2003, Bangkok UNESCO Regional Unit for Social Human Sciences in Asia and the Pacific (RUSHSAP) 241 ETHICS OF INFORMATION COMMUNICATION TECHNOLOGY (ICT) 1. INTRODUCTION Globalization and digital convergence in the emerging knowledge society has raised complex ethical, legal andRead MoreNike Swot Analysis4730 Words   |  19 PagesNike: Sweatshops and Business Ethics History What started with a handshake between two running geeks in Oregon in January 1964 are now the world s most competitive sports and Fitness Company. Bill Bowerman the legendary University of Oregon track field coach and Phil Knights a University of Oregon runner under Bowerman coach, found the Nike Company, named by the Greek winged goddess of victory. First the company was named Blue Ribbon Sports. 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This program enables a student to develop his analytical skill and scholastic aptitude. Students are required to prepare an internship report under the guidance of supervising teachers on a selected subject matterRead MoreMm-Chapter 1-3 Dawn Iacobucci17854 Words   |  72 PagesIACOBUCCI STUDENT EDITION MM WHAT’S INSIDE: A Student-Tested, Faculty-Approved Approach to Learning Marketing Management Chapter Review Cards allow you to study how and when you want CourseMate includes online study tools, an Interactive Marketing Plan, and set of Analytical Tools $79.95 US Suggested Retail Price ISBN-13: 978-0-538-48134-2 ISBN-10: 0-538-48134-X 90000 2 9 780538 481342 S T U D E N T T E S T E D , F A C U LT Y A P P R O V E D THE MEET SHOW PROCESS ARE WE LISTENING? 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U.S Slavery History and North Korean Life - 1275 Words

Slavery was, and is, the mistreatment of people as property. Slavery in British colonies dates all the way back to 1619 when African Americans first arrived in Jamestown, Virginia. As soon as the African Americans arrived they were no longer considered to be â€Å"human†. Slaves were property; therefore they could be traded and sold. Slaves were cruelly whipped if they did something their master did not approve of. Some slave owners were so violent that they whipped their slaves until they bled and then they would rub salt into the wounds. Morosely, slaves were so horribly mistreated, some chose to take their own lives over continuing to be a slave. In 1863, Abraham Lincoln issued the Emancipation Proclamation which ended slavery once and†¦show more content†¦This network of helping hands aided in hundreds of slaves escaping to freedom each year. Escaping to The North was extremely hard. Many houses were 10 to 20 miles apart, which meant slaves had to move fast ! Harriet Tubman helped 300 slaves achieve freedom within 19 trips. North Korea also has a very helpful underground railroad. The North Korean Underground Railroad is a horrendous path across China that leads to South Korea. It is a treacherous path because China sends about 200 North Korean refugees back to North Korea each day. As soon as North Koreans are sent back, they either end up in jail, in a prison camp or are killed. Similar to white people helping African American slaves escape to freedom, many Chinese and South Korean people try and help North Koreans escape as well. China does not want refugees to live in their country. Surprisingly, 300 thousand North Korean refugees live in China because they managed to escape. Along the dangerous journey through China, there are houses and helpers for those escaping North Korea. It is a shame that some people and countries are afraid to help North Koreans because of all the powerful weapons that North Korea has acquired. In conclusion, underground railroads have helped, and still are, helping many individuals and families have a better life. Thankfully, as soon as slaves reached Canada, or any free Northern U.S state, they were completely free. A few slaves feared that their owner wasShow MoreRelatedThe Soviet Union, The United States, and The Roots of The Korean War1274 Words   |  6 PagesThe Korean War was an episode in the Cold War. When the Soviet Union and U.S. fought over Communism and Democracy it caused war in Korea. Most people known this war as the Forgotten War. This is because it not was not nearly important as in the national consciousness of the United States as the Second World War, the Vietnam War, or the 1991 Gulf War. One reason that the Korean War has been forgotten is that, with the exception of the Inchon landing, it seems boring and featureless. History wouldRead MoreGender Analysis : Love, Gold, And The Shadows Of Affluence By Pierrette Hondagneu Sotelo1515 Words   |   7 PagesWGS 203: Gender in the Contemporary World Prof. Grace Cho Fall 2015 Final Exam Throughout history, people around the world are encountered with social structures that may positively shape their lives or may lead to the view of life as a burden. The social structures placed upon us shape the way we view and handle our economical and political values. Global inequalities of wealth and power have increasingly created an abundance of gendered structural violence. These instances can be clearly seenRead MoreHarry S. Truman s President Of All Time1478 Words   |  6 Pagesplay a key role in World War II. And upon the completion of the Atomic bomb, Harry had approved its use against Japan, making his decision unforgettable by people all over the world. Truman had done a lot in his presidency. 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