Effects of Viagra on Women and Female Sexuality

Effects of Viagra on Women and Female Sexuality When women go through menopause, the hormonal changes they experience often lead to a drop in libido and less interest in sex. Its nature taking its course - just another phase in the female life cycle. Its the way were built and programmed, biologically speaking. So what do we do about Viagra and the other ED (erectile dysfunction) drugs that are now commonplace and marketed directly to men in TV commercials and magazine ads? Its an important question to ponder because as every woman knows, it takes two to tango. Viagras impact on mens sex lives also impacts womens sex lives. Meika Loe has pondered this very question in her book, The Rise of Viagra: How the Little Blue Pill Changed Sex in America. And the answers shes uncovered are disturbing. Loe, who is Assistant Professor of Sociology Anthropology and Womens Studies at Colgate University, has also written extensively about sex and senior women. Viagra is marketed to aging men whose female counterparts are going through their own sexual crisis: menopause. These women want less sex but their partners now want more. Isnt this counter-intuitive? Doesnt this turn the bedroom into a battlefield at a time when women are already vulnerable (e.g., empty nest syndrome, feeling less attractive as we age, physical changes due to menopause including hair loss and weight gain, etc.) I recently visited my OB/GYN, and upon hearing about this research, she volunteered that many of her women patients have complained that Viagra has not helped their sex lives. The introduction of the pill has made sexuality, among other things, intercourse-focused and thus less satisfying. We hear this kind of thing over and over. My analysis of syndicated advice columns after Viagras debut in 1998 revealed many negative responses among women. Women writing to Dear Abby, for example, were either no longer interested in sex (and thus Viagra created new unwelcome pressure to be sexually active again), or fearing their husbands were having affairs in the context of their newfound sexual potency, and/or experiencing sometimes painful physiological effects of reigniting their sex lives later in life. It seems that Viagra raised quite a few questions for married women about marital obligation, for example. Then again, there were other letters that reflected excitement about husbands feeling healthy and confident after a period of impotence, so the response to Viagra in the population is quite complex. It would have been nice to see an explosion of people communicating about sexuality after Viagras release, but in our pill-for-everything culture, we tend to let the pill do the work and forget that it may not be an end-all be-all. Viagra tended to just exacerbate or throw light on already existing problems in relationships. It should be telling that at this point, almost 10 years after Viagras debut, only 50% of men who received prescriptions for Viagra end up refilling their prescriptions. Its not simply about a man being able to have pleasurable sex. Its also about power and dominance, virility despite aging. Its a way for men to deny that they are past their sexual peak. What are the long-term implications for a society that has Viagra in its drug arsenal? Viagra was the harbinger of things to come in the form of the pharmacology of aging and sexuality (sexual medicine is in expansion mode post-Viagra). All of this is due to a combination of, among other things, changing demographics (e.g. aging population), direct to consumer advertising/consumer-based medicine (Viagra being one of the first drugs to be advertised directly to the consumer) and pharmaceutical expansion. It is important to see that Viagras popularity fits in a particular cultural moment in our history, and there will be/have been plenty of other products to follow (including medications) that emphasize the holy triumvirate: youth, vitality, and performance. In short, as a sociologist, I see Viagra as a cultural product and thus a window onto our culture. It helps us see where we are when it comes to sexuality (and our ambivalence), gender (masculinity and sexual performance packaged together), medicine (quick-fix and lifestyle enhancement emphasis more than ever), and aging (we’re uncomfortable with it but do we all want to be 18 again?). Pfizer has helped to reinforce these traditional and not-so-traditional ideals with Viagra and it has been fascinating to see how successful they have been here and around the world with this youth, vitality, and performance-based message. Again, now that the initial curiosity factor has disappeared, it is unclear how successful sexual dysfunction medication really is. Viagra has spurred several like products – Cialis and Levitra. But the refill rate on all three is low. Viagra is certainly sociologically significant as it has highlighted many social problems in the way we do health and gender and sexuality in our society. Is Viagra Use Common Within the General Population? How does this affect behavior or alter men and womens sexual intimacy? It is difficult to find demographic information about who uses Viagra, but in internet chat rooms, doctors offices, pharmacies, etc. you find men of all ages interested in discussing the drug. We spoke with young men who had purchased Viagra out of insecurity- a just in case situation where they felt they had to live up to some social standard their first time and had purchased the pills (or borrowed them) to have some assurance of adequate performance. We also spoke with men in their 80s who felt like it gave them life again. Meika Loe, author of The Rise of Viagra: How the Little Blue Pill Changed Sex in America, acknowledges that Viagra and other ED (erectile dysfunction) drugs create additional pressure in the already complex sex lives of men and women. She also noted how it underscores the sexual ambivalence present in our society- our obsession and disgust with sex. Viagra use has a dark side. John Jamelske, the 67-year-old man who held a number of young women captive as sexual slaves in an underground bunker, took Viagra. Two toxicologists, Harold Milman and S.B. Arnold, have stated in the Annals of Pharmacotherapy that the drug has been suggested as a contributing factor in 22 cases involving aggression, 13 involving rape, and 6 involving murder. Clearly, Viagra is linked to violence against women. In the course of my research I found that Pfizer had consulted with quite a few experts about possible litigation down the line regarding Viagra. A pill for sexual potency can be a dangerous thing in a culture that is highly ambivalent about sexuality- both obsessed and disgusted with it at the same time. This sexual ambivalence is what we have inherited from the Puritans. It is one reason sexuality itself is so emotionally charged and controversial in this country (we see this in regards to sex education, advertising, reproductive politics, etc.). In the U.S. we seem to spend just as much time and effort on censoring sexuality as we do encouraging it, which makes for a very confused populace! We see this confusion in our bedrooms and in the society at large, and when Viagra is added to the mix it can highlight the issues we have with sexuality as a society. Speaking of sexual ambivalence... were a culture thats afraid to talk about sex with our children. So how is it that Viagra and ED drug commercials run during primetime and no one bats an eye? At least one Pfizer TV ad was pulled off the air (the one where the man gets devil horns after taking Viagra) but you’re right- it’s everywhere. Or it was for many years. Viagra racecars. Viagra ads during the Superbowl- and Janet Jackson got flack for showing a breast when during the commercial breaks, ads discussing penises and erections, and beer ads promoting sexuality like crazy were considered appropriate! Viagra was even posted over home base when Pfizer was the primary sponsor of pro baseball. Now we see Levitra and Cialis advertised just as often. It goes back to that Puritan ethic. We’re obsessed with sex and also offended by it- it’s a fine line. An African American woman’s breast crossed the line for some people. Sexuality in the context of medical dysfunction (complete with scientific imprimatuer and legitimacy) seems to pass. When we look at the way men and women use pharmaceutical interventions, men focus on performance (Viagra) and women focus on appearance (Botox). Or is this a gendered generalization? Sociologists would say that these are the values/characteristics we teach each sex to value most. Men are about what they DO, women are about how they LOOK. We reinforce this constantly in our society (just look at ads – men are generally depicted as active, women as body parts, or still lives, or close-ups). So it follows that our drug use maintains these gendered distinctions. What would you like to stress to women of every age about Viagra and womens sexuality? Living in the pharmaceutical era it sometimes seems easiest and most expedient to turn to medication to enhance our lives or fix our problems. However, we can’t forget to attend to ourselves, our relationships, and our lives. Many men found that while Viagra may have helped them physiologically (although for many it didn’t work or came with a host of scary side-effects), it was no solution to general sexual or life satisfaction. In some cases it actually exacerbated existing issues in peoples’ relationships or sense of self. Men and women are wonderfully complex and diverse creatures when it comes to sexuality AND in general. Simple solutions can end up oversimplifying- and doing us a disservice in the process.

Definition and Discussion of Graphology

Definition and Discussion of Graphology Definition ​Graphology is the study of handwriting as a means of analyzing character. Also called handwriting analysis. Graphology in this sense is not a branch of linguistics The term graphology is derived from the Greek words for writing and study. In linguistics, the term graphology is sometimes used as a synonym for graphemics, the scientific study of the customary ways in which spoken language is transcribed. Pronunciation   gra-FOL-eh-gee Examples and Observations In general, the scientific basis for graphological interpretations of personality is questionable.(Graphology. Encyclopedia Britannica, 1973) In Defense of Graphology Graphology is an old, well-studied, and well-applied projective psychological approach to the study of personality. . . . But somehow, in the United States, graphology is still often categorized as an occult or New Age subject. . . . The purpose of graphology is to examine and evaluate personality and character. Its use is comparable to assessment models such as the Myers-Brigg Type Indicator (which is widely employed in business), or other psychological testing models. And while handwriting can provide insight into the writers past and current state of mind, abilities, and compatibility with others, it cannot predict when he or she will meet a soul mate, accumulate wealth, or find peace and happiness. . . .   Though graphology is sure to meet its share of skeptics, its use has been taken seriously [for] years by many scientists and psychologists, and, most important, by some of the largest and most renowned corporations and government agencies in the world . . ..  In 1980 the Library of Congress changed the classification for graphology books from the occult section to the psychology section, officially moving graphology out of the New Age.(Arlyn Imberman and June Rifkin,  Signature for Success: How to Analyze Handwriting and Improve Your Career, Your Relationships, and Your Life. Andrews McMeel, 2003) An Opposing View: Graphology as an Assessment Tool A report published by the British Psychological Society, Graphology in Personnel Assessment (1993), concludes that graphology is not a viable means of assessing a persons character or abilities. There is no scientific evidence to support the claims of graphologists, and there is no relationship at all between what graphology predicts and subsequent performance in the workplace. This is a view endorsed by research evidence provided by Tapsell and Cox (1977). They maintain that there is no evidence to support the use of graphology in personal assessment.(Eugene F. McKenna,  Business Psychology and Organisational Behaviour, 3rd ed. Psychology Press, 2001) The Origins of Graphology Although there are some mentions of graphology as early as 1622 (Camilo Baldi, Treatise on a Method to Recognize the Nature and Quality of a Writer From His Letters), the practical origins of graphology are in the mid-19th century, based upon the work and writings of Jacques-Hippolyte Michon (France) and Ludwig Klages (Germany). It was, in fact, Michon who coined the term graphology which he used in the title of his book, The Practical System of Graphology (1871 and reprints). The origin of the term graphoanalysis is attributed to M.N. Bunker. Very simply, graphology [in law] is not Questioned Documents.  The purpose of  graphology is  to determine the character of the writer; the purpose of a questioned document examination is to determine the identity of a writer. Thus, graphologists and document examiners cannot trade jobs, since they are involved in very different skills.(Jay Levinson,  Questioned Documents: A Lawyers Handbook. Academic Press, 2001) The Promise of Graphology (1942) If taken away from fortune-tellers and given serious study, graphology may yet become a useful handmaiden of psychology, possibly revealing important traits, attitudes, values of the hidden personality. Research for medical graphology (which studies handwriting for symptoms of nervous diseases) already indicates that handwriting is more than muscular.(Handwriting as Character. Time magazine, May 25,1942)

Colonization of african americans Essay Example | Topics and Well Written Essays - 750 words

Colonization of african americans - Essay Example I used to have an older brother, but we got separated when he got sold off to a different family. I hope he is well, wherever he is. I haven't seen him in 10 years. When we first came here to Georgia, we were scared because we didn't know what kind of family we'll serve, or if we will yet again be separated. As my Ma and Pa anticipated our expulsion from the South Carolina rice plantation we called home since before I was born (they were just too many of us slaves than they can handle), I can hear them praying for a better owner—people who will not whip us when we make mistakes or if they think we're being lazy. I remember playing inside the trunk of a big old tree far from the rice plantation, but being careful so that no white people can see me. The clay house we share with another family is hot in the summer, and being a young boy, I want to go out and play. But if they see me, there'd be big trouble for sure. So I found myself a hiding place in a tree. Ma always told me ac tions have consequences, and if I'm not careful, then she couldn't shield me from the eyes of our owner. Consequences means whipping and no food rations—especially if we caught our master's attention when he was drunk. That's asking for big trouble. The fusion of bad disposition alcohol would mean at least 10 whips. So, Ma and Pa were both happy and scared we were about to be resold or "imported" as they call it—happy to be leaving our cruel master, but scared to be sold to a more cruel owner. While we were being auctioned off in cuffs, after my brother was bought by a different man, the three of us gave an inaudible sigh of relief when we were purchased by one man. He looks stern but fair, although we dared not look into his eyes, afraid he might think we're insolent and get off on a bad start. It turns out he was a general who just invested in a small cotton plantation and only needs more than a dozen hands to work the fields for starters. Our new home in Georgia was more livable. We were given our own hut and it even had a small fireplace! Although we miss our fellow slaves we left behind or were sold to others—especially my brother—life was starting to look good. Our assimilation into the Georgia life was smooth. The general bought two other families—parents who can still work hard who had sons who were young, but ready to work. Unlike in our old life, we were given enough food to eat and allowed us not to work on Sundays, except during harvest season when we had to work 16 to 18 hours a day. Missus and master treated us like people, where before we were treated almost like animals. As long as we work hard and are honest, we didn't go hungry. They gave us a fair share for our daily cotton weight. Although we were used to having to work with a lot of slaves, here, we became like a close-knit family because slave owners in Georgia are not as many. Most of the people disapproved slavery, and maybe this is why our masters wer e good to us. Because there were so few of us in our community, segregation—although not a law—was apparent. It was like a hidden code. When you see whites on the road, you automatically give way. It's my birthday today, and we celebrate it by making a bonfire and roasting the extra meat given to me for this special day. Before we came here, we never got to celebrate birthdays. Anyway, because it's my birthday, I wonder where I really came from and

Cold War Essay Example | Topics and Well Written Essays - 1250 words - 3

Cold War - Essay Example A major characteristic of the Cold War was the prevalent of a division of the world into two distinct regions trending on varying paths of â€Å"political modernity and economic development†1. Amidst this war, the Soviet Union and the United States engaged in a contest-of-power, thereby marginalizing the relation-of-domination causing complex bifurcation in the area of modernity for both nations and their communities. The origin and cause of the phrase â€Å"Cold War† cannot be oversimplified given the implications present to date. In this paper evaluates the validity of the phrase â€Å"cold war’ through the evaluation of the global perspective on the cold war, and its impacts on the first, second, and third world? Today, the Cold War, despite taking place years ago, symbolizes the establishment of conflicting political forces and powers that left the world characterized with wounds induced by war, given the violent ways used for the â€Å"manifestation of bipolar global order..†.2 Though global bipolarity could have existed prior to the Second World War, the end of this war and the end of the alliance between the Soviet Union and the United States deepened the drift between the two sides. The implication that the cold war began before the end of World War II implies that the contest for global supremacy commenced in as early as the beginning of the 19th century. In their perspective, the Soviet Union nations opposed the sole progressive and benevolent powers of the US and were not in terms with the market-oriented liberal world progressed by the United States. Conversely, opponents agree that Russia and the Soviet Union were insecure and fear that the US would cause a world that was mo re competitive, powerful, and more organized. This then led to the Union’s strategy to seek security through destruction of rival powers that is not compliant to or that compromised it. The insecurity of the Soviet Union does not cover-up America’s denial of

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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