Reading and Writing Essay

Learning how to read back in 1970 is quite different from learning how to read in the world we live in today. Learning to read was somewhat difficult for me as a child. We didn’t have the fancy reading tools back in the day, such as: Hooked on Phonics or Phonemic Awareness. Looking back over my life, I can remember when I was in the first grade, about six or seven years old and I brought home my first report card. On my report card my teacher pointed out an area of weakness in reading. I can still hear my father saying â€Å"Susie are you having trouble reading? † I would respond as any typical six year old child would do by shrugging my shoulders and saying â€Å"I don’t know. † My father was a concerned parent and wanted to help his child. He didn’t want to see me struggle in school nor did he want to see me fall behind. My father was determined he was going to help me improve my reading skills and by doing so my reading grade would improve also. So therefore, my father set up a strategy plan. Every evening after school my father and I would sit down at the dinner table and work on improving my reading skills. His first step was to see if I could sound out all the letters of the alphabet. Once he realized I was able to sound out all letters in the alphabet, his next step was to determine if I could sound out all the vowels: long, short and house top vowels too. The third step was to begin sounding out small words such as: the, cat, red, run, ran, like etc. Once I began to get comfortable reading on my own while my father prepared dinner for my two brothers and I, he would have me to sit at the dinner table and read aloud to him fifteen minutes each day. Eventually with with all the hard work and dedication my reading skills gradually improved. After all, they say practice makes perfect. As I grew older I started enjoying reading much more than I ever realized. I had to find out what type of books and magazines I enjoyed reading. In other words, I had to find my reading niche. I enjoy reading books like Mama, How Stella got her Grove Back, The Autobiography of Malcolm X, A Day Late and a Dollar Short by Terry McMillan. Reading can be very enjoyable, relaxing and mind stimulating as well. Reading exercises our brain. One can self improve while gaining experience from other people by reading. Reading is knowledge and power. Reading teaches children about the world around them. Reading develops a child’s imagination. Now that I have returned to college, reading and writing is a common part of everyday life. Every semester I have had several different assignments that required reading and writing skills. I have had to do an essay, public speaking presentations which involved reading and writing. Reading is very important because one can explore themselves to new things. One can also self improve while gaining experience from other people. Reading can be used for connecting your brain and it can also boost ones imagination and creativity. Reading exercises ones brain. Many factors play a vital role in a child’s growth and development. Reading develops a child’s imagination. Children who read do better at school. Reading relaxes the body and calms the mind. Reading is a great source of entertainment. This is an important point because these days we seem to have forgotten how to relax and especially how to be silent. In almost everything we do reading and writing is a vital part of our everyday lives.

Establishing a Claim in Negligence

Introduction In for a claim for negligence to be established the claimant will be required to prove that they have suffered damage and that intentional behaviour or at least recklessness existed. This will allow a determination to be made as to whether the claimants have any possible tort of negligence claims against the defendants. Establishing if the defendant is negligent, the claimant must prove whether there is a duty of care, whether this duty had been breached and the damage was caused by the breach. In Heaven v Pender[1] it was first suggested there should be a general principle of law which governs the duty of care. Lord Atkin in Donoghue v Stevenson[2] provided some guidance in this area by showing that in order to establish a duty of care was owed the so-called ‘neighbour principle’ must be adopted; â€Å"you must take reasonable care to avoid acts or omissions which you can reasonably foresee would be likely to injure your neighbour†. The Court in Dorset Yacht Co L td v Home Office[3] expanded this principle even further when it was made clear what type of circumstances would give rise to a duty of care and was followed by Caparo Industries plc v Dickman[4] which is currently the leading case dealing with the duty of care element. The House of Lords in this case proposed a three-stage test for establishing whether a duty of care has arisen. The courts would need to be satisfied that; a) it would be reasonably foreseeable that the defendant’s failure to take care could cause harm or damage to the claimant; b) that the relationship between the claimant and the defendant was so close that there was an element of proximity between them; and c) that it is fair, just and reasonable to impose a duty of care on the defendant based upon the particular circumstances of the case. Unless this test can be satisfied, a claimant will be unable to establish a claim in negligence since the defendant will not be found to have owed a duty of care to the claimant. Once it has been shown that a duty of care was owed to the claimant, it must then be shown that the duty has been breached. This will be decided by the Court based on a two-stage test; first of all the Court will be required to consider how the defendant should have behaved in such circumstances (question of law) and then decide the extent to which the defendants behaviour fell below this required standard of care (question of fact).[5]Consequently, it must be shown that a reasonable person would have foreseen the danger and subsequently regarded the risk as unreasonable; Blythe v Birmingham Waterworks[6]. As a general rule, a defendant will not be liable unless the risk was foreseeable, was not insignificant and a ‘reasonable person’ would not have taken the necessary precautions in respect of the particular risk that occurred. In making such an assessment the Court will consider what precautions a ‘reasonable person’ would have taken, what the likelihood of harm was and whether a reasonable person could have been expected to bear the costs of avoiding such harm. The test is an objective one; Glasgow Corp v Muir[7] and the issue to be considered is not whether the defendant would have foresaw the risk but whether a reasonable person would have foresaw it based on the particular circumstances of the case. The issue will thus be decided on a case by case basis by reviewing the individual facts of the case. Once it is shown that the defendant owed a duty of care and subsequently breached that duty, causation must then be considered. Essentially, it must be shown that the claimant’s losses were a natural consequence of the breach since the breach caused the harm or damage that occurred. In establishing causation, the ‘but for’ test would need to be applied. This test was established in R v White[8] when it was stated by the Court that the claimant must prove that the harm would not have occurred ‘but for’ the defendants actions. Once this has been established causation will then be proved unless it can also be shown that there is an intervening act which brakes the chain of causation, also known as a novus actus interveniens; Wilsher v Essex Area Health Authority[9] the ‘but for’ test will not established. Remoteness of damage will then be d etermined by considering whether or not the damage was a kind which was foreseeable. Once all of these elements have been proven, the defendant will be found liable for the full extent of the damage; The Wagon mount (no.1)[10]. Jennifer HallamIn June 2013 Jennifer Hallam parked her car opposite the knight’s plaza building where on return to her car she noticed damage to the car. On enquiring from shop owners she was informed that this was due to light reflecting from the building. Jennifer returned the next day and investigated and established this is the case. T Knight Group (TKG) owe a duty of care to Jennifer as the neighbour principle clearly applies to her on the basis that the Jennifer would have been so closely affected by the actions of TKG that they ought reasonably to have had her in their contemplation. TKG would thus have been under a duty to ensure that reasonable care was being taken in order to avoid any harm or damage to third partied caused by their actions. Nevertheless, this could be disputed by TKG as they may be able to demonstrate that the breach of duty did not occur as a result of their own actions. This is because the architects or the structural engineers could instead be held responsible for the design fault. This situation has been seen around the world and also in the UK. Under section 79 of the environmental protection act 1990 the local authority may take action to ensure the nuisance is stopped. There is no reported case in England and Wales in which a Court has been required to determine reflection of sunlight. However in New Zealand this was the case and was seen in Bank of New Zealand v greenwood[11]. This would amount to an actionable tort of nuisance. Here the high Court of New Zealand held that reflected light can constitute an actionable nuisance. In Hunter v Canary Wharf Ltd[12] the Lords considered the New Zealand case and although they said that it was most unusual they did in fact regard the decision as ‘eminently sensible’ and ‘admirable’. In light of this, it could therefore be said that Jennifer’s actions is likely to be successful if the Courts in the UK follow suit. If the Courts do find that there has been a breach, it is likely that they will then be able to establish that the breach caused the harm and was not too remote so as to prevent an action in negligence. This is because, if TKG successful argue that they the architects or the structural engineers are to blame for the damage, then the standard of care will be that based upon their ex pertise; Wilsher v Essex[13]. And, architects and structural engineers will be required to have a reasonable expectation of the risks involved with this type of project and ought to have known of the dangers.RahimRahim Khan has stated that he has suffered a financial loss due to the dazzling sun and high temperatures that are created when the sun reflects off the Knights Plaza Building and onto the pavement outside his shop. There is generally no duty of care owed to individuals to avoid causing others to suffer an economic loss. The economic loss must not relate to personal injury or damage to property as in Spartan Steel & Alloys Ltd v Martin[14]. Nevertheless, in Hedley Byrne & co v Heller[15] the House of Lords held that economic loss could be caused by negligence misstatement rather than a negligent act, although it is unlikely to apply here. In Linklaters Business Services v Sir Robert McAlpine[16], however, it was noted by the Court that; â€Å"It may well be arguable in the case of complex structures that one element of the structure should be regarded for the purpose of the application and the principles [regarding economic loss] as distinct from another element, so that damage to one part of the structure caused by a hidden defect in another part may qualify to be treated as damage to other property.† It will depend entirely upon the facts of the case as to whether a claim by Rahim will prove to be a success although it is questionable whether this will be established given the complexity of establishing pure economic loss. Thus, Rahim will have to demonstrate that the relationship between Rahim and TKG was sufficiently close for a claim to be ascertained for economic loss. This is unlikely to be established given that Rahim merely owns a nearby sandwich shop and so the requirements are unlikely to be satisfied here. In addition, Rahim also stated that his business has just reopened after health inspector closed it down after allegations of food poisoning. This could be significant as the loss could have been caused by the closure of the shop for 6 months. The chain of causation (novus actus interveniens) could have been broken by the fact the shop was closed. In certain cases, the chain of causation is capable of being broken by an intervening act. Therefore, the defendant may not be liable if the chain is broken by the intervening act even if there exists a duty of care as in Kirkham v Chief[17]. Thus, as put by Finch and Fafinski â€Å"if the novus actus interveniens is sufficient to break the chain , then the defendant may not be liable despite being in breach of the duty of care.†[18] Accordingly, it is therefore unlikely that TKG will be found liable in tort for the loss that was suffered by Rahim since it is likely that the loss would have occurred regardless; The Oropesa[19]. Rahim is also being prosecuted having been caught on CCTV cameras throwing stones and subsequently causing damage to the Knights Plaza Building costing ?75,000. In common law Rahim would be found criminally liable for criminal damage under section 1 (1) of the Criminal Damage Act 1971 for destroying property that belonged to another with the intention or recklessness as to whether damage was caused. The fact that Rahim was caught on CCTV throwing stones at the building is sufficient enough to find him liable under this section. Accordingly, it is clear that Rahim had the intention to damage the property by throwing the stones as he was angry at TKG for the loss of profits in which he claims to have suffered. In addition, for criminal damage to be established, it does not have to be shown that the property is no longer usable. The fact that some damage was caused will be sufficient as in Roper v Knott[20]. Accordingly, Rahim will thus be found criminally liable for damaging the proper ty and causing ?75,000 worth of damage. Andy Pandy, Mandy Pandy and Muz Ahmed In deciding whether Darren is liable for the death of Andy Pandy and the injuries sustained by Mandy Pandy and Muz Ahmed, it will need to be considered whether Darran owed them a duty of care. Applying the Caparo test, it is evident that a duty of care was owed to Andy, Mandy and Muz. This is because all three of them can be considered to have a relationship of proximity to Darran that he ought to have had them in his contemplation. Hence, drivers owe a duty of care to pedestrians so it is evident that this part of the test will have been satisfied. Nevertheless, it is questionable whether Darran failed to take care given that the gust of wind is likely to have been unforeseeable and as such it would not be fair, just and reasonable to impose duty of care on him. In addition, although Darran caused the accident to occur it can be said that there was an intervening act that broke the chain of causation. This is because the accident would not have happened had it not been for the struc ture of the building and because these defects were known to the TKG since May 2013, they could have alleviated these problems by taking the necessary steps. In view of this, the TKG should be found liable for the death of Andy since they ought to have taken reasonable precautions to prevent the problem from occurring. Essentially, because they had not taken any steps to prevent the problem from occurring it is clear that they should be found liable as they would have owed Andy a duty of care, they were in breach of that duty and the breached caused the harm. The same will apply in relation to Mandy and Muz since it would not be fair, just and reasonable to impose liability on Darran for the psychiatric harm that was caused and so TKG ought to be held liable for this also. In order to establish a claim in negligence for psychiatric injury, all of the negligence requirements must first be satisfied. However, further difficulties will arise since Mandy and Muz will not be awarded compensation unless three additional requirements are satisfied; a) there was a close tie of love and affection between the parties; b) that the victim was close to the accident at the time, and c) that the accident was directly perceived.[21] It is likely that Mandy will be able to establish all three given that Andy was her brother, although it will be more difficult for Muz to demonstrate that there was a close tie of love and affection. In addition, it will also have to be shown that the harm or damage caused was reasonably foreseeable, which again will be like ly to prove complex; Alcock v Chief Constable of Yorkshire[22]. In Page v Smith[23], nonetheless, the defendant was found liable even though the claimant was not physically hurt the car crash that was caused by the defendant. Therefore, it is possible that both Mandy and Muz will be able to establish a claim against TKG as shown in Dulieu v White[24]. If it is shown that the harm is too remote, however, they will not be able to establish a claim. Conclusion Overall, it is likely that TKG will be found liable for the damage that has been caused to Jennifer’s car, the death of Andy and the psychiatric injury caused to Mandy and Muz, unless they can demonstrate that the architects and structural engineers are to blame. It is unlikely that Rahim’s claim will succeed and instead he will be found criminally liable for the damage caused to the building. Damages fall into two categories, pecuniary and non-pecuniary losses. Pecuniary losses are calculated into monetary terms whereas non-pecuniary losses are not. However, whether or not damages will be awarded will be dependent upon the remoteness of the harm or damage that was caused Bibliography Finch, E. and Fafinski, S. (2010) Law Express: Tort Law, 3rd Edition, Longman. Kidner, R. (2010) Casebook on Torts, 11th Edition. The Law Commission., ‘Liability for Psychiatric Illness’ (1998) Law Com No 249, 2. Cases Alcock v Chief Constable of Yorkshire [1992] 1 AC 310 Bank of New Zealand v greenwood [1984] 1 NZLR 525 Blythe v Birmingham Waterworks (1856) 11 Exch 781 Caparo Industries plc v Dickman [1990 1 All ER 568 Donoghue v Stevenson [1932] AC 562 Dorset Yacht Co Ltd v Home Office [1970] AC 1004 Glasgow Corp v Muir [1943] AC 448 Hedley Byrne & co v Heller [1963] 3 WLR 101 Heaven v Pender (1883) 11 QBD 503 Hunter v Canary Wharf Ltd [1997] 2 WLR 684 Kirkham v Chief [1990] 2 KB 283 Linklaters Business Services v Sir Robert McAlpine [2010] EWHC 1145 (TCC) Page v Smith [1996] AC 155 Roper v Knott [1898] 1 QB 868 R v White (1910) 2 KB 124 Spartan Steel & Alloys Ltd v Martin [1972] 3 WLR 502 The Oropesa [1943] 1 All ER 211 Wilsher v Essex Area Health Authority [1988] AC 1074

Module discussion

Organization Priorities Identify the current health policy priorities for your state nurses association. Identify the benefits that could come to you, your community, health care consumers in the district, and other members of the nursing profession if proposed priorities were supported. Develop a plan of action to educate your state senators and representatives about these priorities. The Florida Nurses Association (FAN) Is Involved In a couple legislative related projects that I found on their website.Firstly, I found the Fan's position on the expansion of Medicaid. In the document provided on their website there Is lot of background Information on Medical and how this would affect the population (FAN, 2012). While this legislative topic has already been addressed, I still thought It would be useful to discuss. I found another bill, H. R. 5113, which alms to end the Increased federal funding for Medicaid expansion with respect to Inmates hospital care under the Patient Protection a nd Affordable Care Act (FAN, 2014).As the FAN already supported the expansion, I find this would contradict their previously stated position on Medicaid expansion. Personally, I do think this bill should be supported. As a nurse, I cannot see the fairness of removing coverage of individuals who are inmates. To educate my state senators and representatives on my position, I would plan to write them a letter. I would write my letter Just as we did for one of our assignments. After that assignment I feel as though I can accomplish a lot more than I could before hen it comes to writing professional letters.

Climate effects from historical volcanic eruptions Research Paper

Climate effects from historical volcanic eruptions - Research Paper Example The change in climatic conditions as observed by the scientist was as a result of volcanic activity. The paper will explain the various climatic effects that resulted from volcanic eruption in the past1. The change was linked to the eruption of the Laki fissure system. Laki fissure system was a chain of volcanic activities that results to the movement of lava through several cracks in the ground rather than from a single point. The eruption happened in Iceland. The Laki eruptions took place in more than 8 months and produced about 14 km3 of basalt that was made up thin, black and fluid lava. The eruption also resulted to production of ash clouds that made their way into the stratosphere. The ash clouds formed a dense haze across Europe which resulted to blockage of the sun’s rays from reaching the ground. In addition to the ash, the eruptive clouds that came out of the fissures consisted mainly of high quantities of hydrogen chloride, sulfur dioxide and hydrogen Fluoride gases2. These gases combined with atmospheric water to produce acid rain that lead to death of livestock as well as destruction of vegetations and crops. The effect was however severe in Iceland where seventy five percent of the livestock and twenty five percent of the people died from the toxic impact of the volcanic activities. The impact of the eruption was also felt in places far away from Iceland. During the period the United States recorded low temperatures. In fact, the temperatures in the northern hemisphere decreased by over a degree Celsius. There are various reasons on how large volcanic eruption may have an impact on the global climate. Volcanic eruptions often produce large quantities of carbon dioxide, a gas that is associated with the green house effect. Carbon dioxide is known to trap gases that are been radiated form the surface of the earth forming an insulations around the earth. The green house impact is essential for human survival as it maintains the temperatures

She v. Her Assignment Example | Topics and Well Written Essays - 250 words

She v. Her - Assignment Example For example, when a gay employee who hits on another employee of the same gender who isn’t gay. In the video clip, two employees working in the same department, Cara who is gay hits on Alisha who isn’t gay. They are the same gender. This is illegal because Alisha is being forced to work in an offensive, intimidating, hostile, humiliating, and sexually offensive work environment. According to the law, same-sex sexual harassment is forbidden under state law in spite of the sexual orientation of the parties. In this scenario, Cara is hitting on Alisha and its making her comfortable. On one hand, the courts have to conclude that a victim need not say or do a particular thing to indicate unwelcomeness. But it’s kind of odd or unexpected because it is the same type of behavior that if it was coming from a guy towards Alisha and she is feeling uncomfortable, I consider that as sexual harassment because it is â€Å"unwelcoming† for Alisha. Things like Cara putting her arms around Alisha, hugging her, leaning way down and putting her face way too close when they are looking at something on Alisha’s monitor while complementing on her outfit, how it makes her body look can be considered as sexual harassment because of the sexual advancements towards Alisha. Alisha can’t be blamed for feeling uncomfortable, any sanctions prohibiting Cara to stay away from Alisha can’t be laid down because they work in the same work environment and department and must have contact, this does not justify Cara to harass Alisha sexually out of her free will. If I brought that issue upon Cara, she can be bent out of shape because she would think I have a problem with her being gay because it will be out of her choice to be gay. Many people if asked to choose between Cara and Alisha’s sexual lifestyle, many would take Alisha’s side and move on. This situation cannot be let go off easily because touching someone in a nonsexual way

Explaining a Concept Research Paper Essay Example | Topics and Well Written Essays - 1000 words - 2

Explaining a Concept Research Paper - Essay Example The act of illegal immigration is increasingly becoming common in the United States and the authorities this has rang an alarm to the natives concerning the overwhelming presence of aliens in the country (Kimmel and Alan 54). The controversy with the situation is that others are of the opinion that most of those who are in the US illegally do no pose any threat to the people and it should not be blown out of proportion that they compromise the security situation in the country. This has sparked a heated debate on whether the stay is actually against the law or not, even with the spirited debate, there are stringent policies that guides entry into the US and those found without a legal document that backs their stay in the US are charged in the courts of law. How the illegal immigrant come to the US Just like any other country, for one to get immigration to the US legally, there are processes to follow, these processes constitutes quotas that will review the individual applications to allow one to go to the US or decline it because of factors that they always cite. For one to be cleared then, it means they have passed all the criteria that are set by the country, in this particular case the US. Some of the factors that are considered include reason for the visit to US. The immigration department is always very particular about the reason as to why some one want s to go to the US and will evaluate the sustainability of the reason to keep you in the US among other things before you can be given a green like to make your visit. Getting US citizenship is through the greed card, this is the sure way by which those who are want to be legal citizen of the US from alien places can consider. The problem with the green card is that most of the people are considering going to the US as citizen that the green card alone cannot grant all of them a chance given the limited number of the slots (Kimmel and Alan 59). It therefore means that most of the people who has the wish to go to the US cannot make it on competitive grounds and have to look for other option available. The fact that greed card is competitive and not all the people can be served by it, that situation has made it possible for these unqualified persons to be in the US illegally. Given the competitiveness of the green card, most of the applicant who does not succeed opts for the temporary visas to be in the US after which they get a job with the temporary visa and eventually apply for the green card. The concept of illegal immigrant in the US is totally misunderstood, people tend to think that when we are talking about illegal entry into the US we are referring to a number of people who have hid themselves behind the big tracks at the borders of the US to get into the country illegally. The picture of how illegally people are accessing the US according to most people is that in which one is hiding or using other faulty means to get into the country, this is not the case. Actually, in the r eal sense, most of the US illegal immigrants use a legal system initially to go to the US. In most cases, these people use the temporary document to go to the US, they obtain temporary work visas, and sometimes it is the touring visas. The problem is that they do this under disguise; their actual intention is not to return to their home country but to stay in the US for unforeseeable period. In this relation, most of the people

The Benefits and Risks of Food Steroids, Antibiotics, and Sprays in Research Paper

The Benefits and Risks of Food Steroids, Antibiotics, and Sprays in the Eye of the Food Manufacturers and the Consumers - Research Paper Example Diseases that can be acquired from eating processed foods with food steroids, antibiotics, and sprays. 1. Cancer 2. Diabetes 3. Heart Diseases B. The routine use of antibiotics was a contributing factor in the surge of drug-resistant bacteria. C. Research of different scientists showing the risks of using food steroids, antibiotics, and sprays to humans. IV. The role of the government in the use of food steroids, antibiotics, and food sprays by food manufacturers. A. The research done by the National Research Council as commissioned by the U.S. Department of Agriculture and the Center for Veterinary Medicine (CVM) under the Food and Drug Administration (FDA). B. The regulations and guidelines issued by the government 1. The Animal Medicinal Drug Use Clarification Act 2. The Animal Drug Availability Act C. The recommendations of the government for the food manufacturing industry for the safety and health of consumers. I. Introduction Additives such as antibiotics, steroids and other s prays were created for food for a reason. Providing food quickly and cheaply to a rapidly expanding population was not an easy task for the food industry over the past century. The short shelf life of most products made storage costly, and adverse weather conditions, animal sickness, and other environmental challenges maintained a high risk of losses to the industry. A way out for combating these challenges was offered by scientific developments: the use of pesticides to kill pests that destroy farms, antibiotics to ensure the health of livestock, and steroids to make the livestock reproduce fast enough to meet the growing demand for meat. These interventions made food more affordable, accessible, and helped reduce losses (National Research Council). However, they also brought a new series of challenges to the table. As scientific knowledge grew, so did the concern about possible ways that additives in food could harm the people consuming them. In particular, were concerns of how th e chemical effects on food may promote obesity and lead to heart disease. Agricultural chemicals, pesticides, and veterinary drugs are now included among the most significant chemical hazards in food (Lawley, Curtis and Davis, 4). This paper will discuss the benefits, potential harmful effects, and governmental policies regarding the use of food steroids, antibiotics, and sprays in food manufacturing. It shall also discuss how the government can help resolve the conflict between health advocates and the food industry. The thesis for this paper is as follows. The government should implement strict guidelines on the use of food steroids, antibiotics, and sprays in the production process instead of banning their use in order to balance the claims of the food manufacturers as well as the advocates of public health of the benefits and risks of these food enhancers. II. The benefits derived by food manufactured in using food steroids, antibiotics, and sprays. D. Production cost is low. Ma thhew Perrone has reported that early studies on antibiotics in the 1940’s and 1950’s showed that adding antibiotics to animals’ diet reduced their feeding costs, and made them ready for consumption faster. Feeding takes up about 70 percent of the cost of raising animals, and the use of antibiotics was thus a windfall for farmers. This led the FDA to approve the use of antibiotics for farm animals in the 1950’s. No harmful effects of this policy were known until then. Since the

Transracial Adoption Essay Example | Topics and Well Written Essays - 2500 words

Transracial Adoption - Essay Example (Fogg-Davis, 2002) Adoption has basically been seen as another way of making sure that the children who are placed at nurturing homes will have a home for themselves. A census was taken for the amount of children who are homeless, came out to be 900,000 by the beginning of 2000. There are quite many reasons for such a situation to occur. The main and most essential reason is poverty. Secondly, the mothers and fathers of the African-American children have no manners of how to keep their children. The particular styles of the African-American were a subject of debate. The African-American and White-American were compared and the particular styles of the African-American were personalized as harsh, stiff and in a few cases very corrupt. The children of African-American stay at a nurturing home for a longer period as compared to White-American children. The White-American children are allowed to have visitors; on the other hand, African-American children are not allowed to have any visitors. Due to having a decrease, in African-American adoptive families and less White-American children provided for adoption, some African-American children have been sent with White-American parents. Separate races being placed together is a process called, "transracial adoption". ... e majority of babies are adopted from North America, Asia, South America and Oceania, while the majority of children over 5 years of age are coming from Africa, Oceania and South America. (Conceive Magazine, 2005). The problem of discussion whether White-American parents should adopt African-American children has been going on for long. In 1972, the National Association of Black Social Workers (NABSW) was much worried about the Black/ African American children who were being placed with the white race of mankind. NABSW has stated that "Black children should be placed with only Black families whether in foster care or for adoption. Black children belong physically and psychologically and culturally in Black families in order that they receive the total sense of themselves and develop a sound projection of their future." (NABSW) After the sayings of NABSW, there was an argument which lasted for nearly two decades. Criticism of transracial adoption is not bound only on NABSW, but also the Third World countries. Americans have adopted many children from Third World countries. These statements have made the researchers to find the validity time of the claims. Legislation has been introduced into dispute in the form of the Metzenbaum Multiethnic Placement Act (MEPA) of 1994. MEPA along with 1996 provisions for Removal of Barriers to Interethnic Adoption (IEP) were made to decrease the practice of matching the races in adoption of children. MEPA-IEPA were arranged to decrease the amount of time children wait for adoption placement, to improve and help in problems and keep successful nurture and parents, and to remove degrading according to race, color, or national origin. In 1987 National Health Interview Survey (NAIC, 2000) found that approximately 8% of all adoptions

Analyzing the development of a web portal within an education setting Essay

Analyzing the development of a web portal within an education setting - Essay Example The purpose of the study The Internet has a profound effect on higher learning, and this effect is likely to develop in the current generation (Becker, 2005). Actually, in some aspects the internet is the current generation of instructors just as personal computers were in the previous generation. As a result, "web knowledge† will gradually become an ordinary tool of the exchange, and instructive web sites will develop to regular additions to classroom events (Becker, 2005). One of the improved ways to remain up to date with the development of education is to come up with a learning web site to present learners with the education syllabus and teaching learning resources (Becker, 2005). One benefit of publishing syllabi, as well as other learning resources on the web is that learners have all the time to access the resources (Preece, Rogers and Sharp, 2002). In addition, teachers can put review questions on web pages containing information on class assignments, study tips, gradi ng, among others (Preece, Rogers and Sharp, 2002). By printing these resources and information on the site, teachers avoid repetition of questions all through the academic period (Preece, Rogers and Sharp, 2002). Therefore, this study aims at analyzing the development of a web portal within an education setting (Preece, Rogers and Sharp, 2002).... Documents presented on the portal areas usually updated in libraries available with current research findings. Finally, simulation of real life is also presented to the learners through the web portal (Preece, Rogers and Sharp, 2002). A web portal gives information that is assorted in a combined manner. These are sites of information, which developed during 1990s and in 2000 (Preece, Rogers and Sharp, 2002). A web portal operates just like an investigator or explore engine, however, this portal has several features or purpose than the search device itself (Becker, 2005). A web portal, provides information a researcher wants to discover or search, as well as certified web portal. Apart from this, it also provides email internet services, entertainment cites to the users (Cappel and Huang, 2007). This portal can be defined as a website that presents reports together from different sources in an even manner. Normally, every information port acquires its dedicated part on for presenting information. Usually the researcher can figure out which presentation is important to search (Palmer, 2002). Web portals can be classified in to group’s horizontal and vertical web portals. The horizontal portal is usually used in several companies as a platform in economic issues or manufacturing issues. The vertical portal is a specific entry point for markets a given subject or a given interests. Therefore, the horizontal portal covers several areas, while the vertical portal covers specific areas (Pang, et al., 2009). The web portal has the following major functions; search, navigate, provides information or manages content, personalization, push technology, management of tasks, conducts the integration of applications and organizes business infrastructure (Pearson and

Analysis of a single element paper either the Open Boat or the bride Essay

Analysis of a single element paper either the Open Boat or the bride comes to yellow sky - Essay Example Indeed, the society of Yellow Sky is not patriarchal in a rigid sense; rather women or brides do not fit perfectly in the wilderness of that society where there is no guarantee of life and natural death. Therefore, men do not want to leave their wives as widows with several children. In this rough and tough society, Potter marries a woman in order to avoid conflicts and rivalries with Wilson and ultimately he becomes successful. But at the end, changes occur in his life as well as in the society of ‘Yellow Sky’. This paper will argue that though the bride is a minor character, she is the symbol of changes in the crude male culture of ‘Yellow Sky’. Indeed, Crane has successfully used different literary elements such as characterization, and ‘conflicts and contrasts’ in order to highlight the bride as a symbol of change. In the story, the anonymous bride is in contrast to the crude, male culture of the city, Yellow Sky. This crude male culture of the city is vividly evident in the story. Potter’s marriage is in a clear conflict with the people’s expectation of Yellow Sky. Here, people marries â€Å"as it please[s] them, in accordance with a general custom† (Crane 1). In this macho culture, taking a bride is a wonder. If the bridegroom is a famous marshal, the amazement of the city-dwellers can â€Å"only be exceeded by the burning of the new hotel† (Crane 1). Indeed, taking a bride is considered as a severe injury to one’s manliness. After marrying, Jack Potter is heavily perplexed with the prospect of the amazement of people. Prior to reaching the city, he is afraid of telling his friends, by telegraph, about his marriage. He is more afraid of meeting his townspeople as a married than to face his competitor, Scratchy Wilson. He plans to reach his house from the st ation quickly by any means in order to avoid meeting the people, as the narrator says: â€Å"He

Supply chain management - optimization problem Coursework

Supply chain management - optimization problem - Coursework Example ), the second cash flow comes at the end of year two and gets an interest for one year (one thousand, one hundred ?), whereas the third cash flow happens at the end of year three and thus does not earn any interest (one thousand ?) (Leeman, 2010, 34). It is the value of cash or an asset at a given time or date in the future, which has a value that is equal to a particular amount of money presently (Leeman, 2010, 34). The Future Value can be calculated in two different ways as follows: For an asset that has a simple annual interest: Future Value = Original Investment multiplied by (1= (rate of interest* the total number of years)). For an asset that has an interest that is compounded years, Future Value = Original Investment multiplied by [(1+rate of interest) ^ total number of years]. One has to account for inflation when planning for his or her retirement. The nominal interest rate is generally used; thus even though he or she might have several ? in the future; we find that the mon ey will actually be worth less that the present million ? (Leeman, 2010, 34). For proof of the impacts of inflation take into consideration that one ? in the year 1940 is presently worth about only 8.5 cents. How do you apply FV to a house purchase of ?245,000/7%Int/30 FV =Â   FV = ?245,000* (1.1)30 ? 4275103. ... At one point, the company’s profits were decreasing because of the competence of its logistics management. The company over depended on the in-house manufacturing and distribution operations that were dysfunctional such as incompetent movement of goods along the chain of supply. These issues led to the chief executive Jim Maxmin choose to form a coalition with Federal Express BLS, which is the master of logistics (Leeman, 2010, 34). FedEx utilizes their logistical ability to operate as the inventory and supply agent for various enterprises whose main proficiency is in manufacturing. This move will also benefit the Federal Express since neither of these companies could perform their function well and the alliance formed gave the better of the two worlds. There are a number of essential factors that supply chain alliances should have in order to be successful. This is since its control is not only associated with the management mechanism they employ. The alliance partners should balance the control mechanism with trust building and the level of this trust largely depends on the alliance formed. Laura Ashley and Federal Express based their alliance mainly on trust with few elements of control in the official agreement. The agreement that Laura Ashley and BLS arrived at resulted to BLS taking over LA’s Newtown, distribution activities and Wales’s warehouse. Jim Maxmin initiated this process and handed the project over to the Global Operations Executive team for implementation. This led to the reformation of the current procedures and writing down of new incorporated distribution system. LA had to withdraw from warehousing, handling of goods with distribution and handing this task to a third party. He felt that this procedure would take

Midsummer Nights Dream by Shakespeare Essay Example for Free

Midsummer Nights Dream by Shakespeare Essay A Midsummer Nights Dream by William Shakespeare frequently explores the complex types of love. Love is timeless subject. It will forever be the theme of much popular entertainment and the source of conflict for many men and women. No one understands the theme of love greater than Shakespeare and therefore I will look at how conflict is developed through love in Midsummer Nights Dream At the start of the play, Shakespeare explores the theme of love through the characters Theseus and Hippolyta. Theseus seduces Hippolyta. I wound you with my sword and one by love The quote shows the conflict caused by love between Theseus and Hippolyta in form of a battle. Shakespeares purpose was to introduce the idea that love involves conflict through this scene. The audience begins to engage with the theme of love as it creates crises to the plot. This idea that love involves conflict is developed when Hermia and Lycander are bought in front of Theseus. Hermia wishes to marry her romantic love Lysander but her father Igneus has power over her as by law and paternal love. Shakespeare presents for us the conflict between eternal and romantic love. The course of true love never went so smooth-Lysander. This quote proves that love brings hard times and conflicts during its timeless life. The audience develops the theme of love and the conflict that can be caused by inter-relation of love. The conflict between relations of love is developed further as Helenas love for Demetrius is not returned to her but to her best friend Hermia. Shakespeare shows how the platonic love between Helena and Hermia suffers due to Helenas obsessive love towards Lysander and Hermias romantic love for Lysander. Sickness is catching, yours would I catch!-Helena to Hermia. The effect of this is that the audience presents himself/herself to believe if one love blooms, the other may suffer. In the middle of the play the conflict between love through reason and blind  love are clearly shown through characters Bottom and Titania. Titania, under the influence of the magic potion symbolizes love at first sight and falls in love with Bottom while Bottom symbolizes love for reason and fails to see why she loves him. Truth, reason, and love keep little company these days Through the quote Bottom describes the conflict which the two types of love have in that blind love masks and hides all reasons of love. Shakespeare shows the nonsense and humor of love at first sight. Conflicts in love in Midsummer Nights Dream are resolved in all happy endings; Theseus marries Hippolyta, 4 nobles married. This is where Shakespeare loses his reality because it is a play. A conflict caused by love lasts for a lifetime in reality but a play must end in with a happy ending as it is purely for entertainment and therefore Shakespeare finishes this way. We can argue that Shakespeare may have done this to show that loves other than reason are more common than reason. The theme of love causes many conflicts. It breaks friendships, paternal love, and romantic love. Even if the love is strong it can be broken. Shakespeare persuades audience that love for reason is less common but it is better for all the right reasons. Shakespeare uses love between characters to develop conflicts throughout A Midsummer Nights Dream

Ageism Employment Discrimination

Ageism Employment Discrimination AGEISM AND EMPLOYMENT Social and economic controversies surrounding age discrimination by employers in the workplace is becoming a major social problem. For baby boomers reaching age 55 and over, research implies significant generational issues in terms of attitudes of the employer and society in general (Palamore, Branch, Harris, 2005). Previous studies demonstrate that age discrimination is stereotypical among hiring managers in the workplace and is a leading social problem for the aging population (Gringart, Helmes, Speelman, 2005). According to (Marshall, 2007) ageism in the workplace relates to the employer’s impression and evaluation of capabilities. Judgmental attitudes based upon a person’s aging appearance, as opposed to their potential, is covert discrimination. Waller (2006) presents an interesting perspective of inequity and ageism the harassment by employers to persons over 55. Waller implies that employers face the same liabilities and legal consequences as that of discrimina tion by â€Å"race, sex, disability, sexual orientation, religion, or beliefs† (Waller, 2006 p. 33). Ageism as a psychosocial problem is detrimental to the emotional and mental well being of the persons experiencing discrimination in the workplace (Marshall, 2007). The population over the age of 50 faces significant vulnerability in the workplace where skilled workers are at a greater risk of termination than the unskilled younger worker (Roscigno et al., 2007). Ageism affects those approaching retirement age, persons 50 and over, who are not physically or mentally prepared for retirement. This premature event is demoralizing to persons who spent a lifetime committed to their no-longer-needed professional experience. It appears that policy makers lack consideration for the over 50-population and allow loopholes for the employers by unclear discrimination laws and regulations. MacGregor (2006) summarizes another factor of ageism in the workplace, the initiation, and enforcement of early retirement by offering incentives. If initiatives do not elicit early retirement, demoted status frequently leaves the persons with no alternative other than forced early retirement. Economic, social, financial, and stereotypical attitudes toward the aging workforce needs reevaluation by corporate America as the labor force of the aging population will soon exceed the younger labor force (Goldberg, 2000). The hypothesis of this study describes the profound affects of discrimination and displacement of person over 55 years of age in the workplace. Evidence finds that attitudes of ageism are a widespread dilemma, which is increasing the vulnerability of future generations in the workplace environment (Goldberg, 2000). The number of baby boomers reaching retirement age in the near future may change the attitudes about the graying workforce from a social and economic perspective (Wan, Sengupta, Velkoff, DeBArros, 2005). This study addresses unemployment and ageism issues of baby boomers in the state of New Hampshire, which compromises 30 percent of its population (Angiropolis, 2008). Hypotheses Review of current and past research provides empirical evidence, in conjunction with statistical trends presented by the New Hampshire Employment Security and Department of Labor (Angiropolis, 2008). This experimental study hopes to validate the presence of age discrimination, eliminating gender characteristics and hiring inequity, in New Hampshire. According to previous studies, age definitely played a role in hiring determination. Globalization of age discrimination affects society from a generational and economic viewpoint. Since the dilemma of increasing aging baby boomers area, a major economic portion of the workforce appears through previous literature as an ongoing social problem. Literature is a vital feature of this research study for the validation and emphasis of ageism as a growing social problem in the workplace. Therefore, a research survey identifying and validating the seriousness of ageism in the workplace, including New Hampshire is the hypotheses of this study. Review of Literature and Theories Rix, (2005) reports that â€Å"nearly 1.7 million workers aged 55 and older were displaced from their jobs between January 2001 and December 2003† (p. 4). Re-employment for many exceeds a period of 4-5 months. For example, the Employment Security Commission in Manchester, New Hampshire confirms the average unemployment compensation is between 20-26 weeks and unemployment benefits do not exceed a 26-week period (Asselin, A., personal communication, January 16, 2008). Ageism, reorganization, and lay-offs all displace employees. Often persons are over qualified, yet ageism appears to discourage hiring managers, although employers carefully avoid the topic of age due to discrimination laws and fears of lawsuits. Experienced workers in New Hampshire, include persons with academic degrees, years of vocational training, and life skills (Asselin, A., personal communication, January 16, 2008). In the past few years, statistics show an increase for persons over age 55 receiving unemploy ment in New Hampshire (Angiropolis, 2008). Ageism in the workplace is a global problem—one that exists in countries and states other than New Hampshire. Mandatory retirement, abolished in the United States in 1996 as part of the Age Discrimination in Employment Act (ADEA, 1996), is not part of employment policy for Canadians. They still struggle with legislation to end age discrimination of persons from age 60-65. MacGregor (2005/2006) reports mandatory retirement is an ongoing political and social problem for the aging Canadian population. Additional empirical studies of the Australian aging population suggest inequity and stereotypical attitudes of hiring older adults (MacGregor 2005/2006). From a global perspective, this does not appear to be a consideration for hiring managers—ageism seems to take precedence over knowledge in the hiring decision. Gringart et al. (2005, as cited by Bittman, Flick, Rice, 2001) refer to a study that sampled â€Å"1007 hiring decision- makers† (Gringart et al., p. 88) and found most hiring managers preferred younger employees. Managers preferred training younger employees as opposed to older employees since stereotypically younger persons are purportedly more capable of learning. A similar study conducted in the United States indicated similar results of stereotypical attitudes towards ageism by hiring managers (Bendick, Jackson, Wall, 1999, as cited by Gringart et al., 2005). Recent research focuses on interaction, stereotypical aspects, and corporate expenditures influencing age discrimination in the workplace (Rosecigno, Mong, Byron, Tester, 2007). Considering previous research findings the existence of ageism and discrimination, is it plausible that societal views about aging are generational in nature, and in turn, influence attitudes of employers? Are the growing cultural differences likely to affect future generations if attitudes do not change? Vincent (2005) summarizes generational society as being a culture that is no longer specific to the younger generations; it includes persons transitioning from work to retirement. Where the over-55 population is forced into early retirement by employers, it appears from a social, political, and legal viewpoint to validate and reinforce stereotypical attitudes about this population. These behaviors present a growing problem and require reevaluation if indeed this is an increasing social problem.   For pers ons aged 55 and older forced into early retirement, discouragement and emotional issues generally escalate healthcare costs due to lack of income potential and isolation from mainstream society. In addition, Gringart et al. (2005) suggests early or forced retirement is a significant loss to the younger generation since the older, more experienced, and knowledgeable employee is no longer present to share the wisdom of experience and influence. What example is society teaching the younger generation about biases prejudices of the older population, and their future in the workplace? The astronomical numbers of over 55 workers forced to retire in 1999, â€Å"5.4 million† (Palamore et al., 2005, p. 82), indicates ageism is a growing issue in our society. Such loss of resources affects the economy and society in general and presents a negative view of aging. Every citizen needs to be concerned on the topic of ageism and discrimination in the workplace since future predictions imply the number of baby boomers reaching full retirement age will double within the next decade (Nelson 2005). The population will shift to a â€Å"Graying America† (Nelson, 2005, p. 218). Undo ubtedly, this shift will dramatically influence all aspects of society, including the aging population in New Hampshire. The New Hampshire Employment Security and Department of Labor reports the aging population of unemployed workers is continually increasing (Angiropolis, 2008). In 2004, the Department of Labor in New Hampshire reported a total of 6,901 displaced workers 3,450 males, and 2,641 females. Totaling 18 percent unemployed between the ages of 45-54 and 14 percent between the ages of 55-64 total claims for both groups totaled 4,426 unemployed persons that filed claims, the total for that year 28,000 claims. Current data of unemployment claims indicate a continuum of increase in 2006 reported claims of 6,592, in 2007, 7,536 claims reported. In addition, to the overall increase from 27,612 in 2006 to 35,609 in 2007 an increase of 7,609 between 2004 and 2007 (Angiropolis, 2008). Data of age groups for 2007, yet published, the significance of percentages of unemployed between ages 45-64 in past years indicates 32% of citizens in New Hampshire (Angiropolis, 2008). Previous data-reflecting ageism i n of displaced workers in New Hampshire requires further research in order to determine if there is a relationship between qualities and characteristics of hiring managers to either eliminate or reinforce ageism discrimination. Methods Participants A research study is questionnaires in the form of a survey of 400 random businesses in New Hampshire area to measure the characteristics and capabilities of potential employees. The qualifying participants must be owners, and or hiring managers. Materials and Procedure The research experiment is a self-designed survey to be conducted by telephone to participants. Utilizing the method of a Likert scale the survey seeks to ask hiring manager to list the most significant qualities when deciding to hire persons in their organization or company. This survey asks the participants to rank in order of their comfort level in job applicant capacity; the survey hopes to indicate stereotypical preferences of hiring employees by decision-makers (see Appendix 1). Participating hiring managers will be told the survey is voluntary in nature. If they chose to respond to this study of various decision-making attributes of hiring personal. Participants will also be told of the purpose of this survey instrument (a) educating future generations on how to prepare for employment, (b) the significant qualities, and characteristics that hiring managers are seeking. In addition, this instrument serves and an educational process of teaching the younger generation how to prepare for retirement at an early age. Since ageism appears to be a global issue with emphasis influencing stereotypical attitudes and assumptions of the aging workforce. Future projections of ageism as a deterrent when persons reaching over age 55 become unemployed and are unable to re-enter the workforce. Implications Limitations of the survey are primarily time constraints for this research study. In addition, sample size of respondents may not provided the results this experiment hopes to conclude in terms of stereotypical characteristics of decision-making by hiring managers. Moreover, some of the questions regarding age and gender may not be accurately disclosed by responding participants. Validity of this research is dependent upon honest factual responses by hiring-managers and the designer of the survey. The possibility that the responses are questioned since the validity of responses relies solely on the designer applies to the ethical principles of this researcher and study. A further limitation of this experiment requires permission from the ethics committee of the State Board of Psychologist in New Hampshire prior to the survey’s completion. Discussion Past research implies the validity of discrimination for persons over age 55, including premature termination and difficulty with re-employment. Research exemplifies the existence of negative ageism, yet little research questions the opinions of over 50 persons experiencing the dilemma of forced retirement and the rejection associated with developmental milestones of aging. As a diverse society where prejudices and biases exist from a cultural viewpoint, ageism ranks as a minority group. Perhaps further research addressing methods of creating societal change regarding cultural biases and prejudices can influence negativity around aging and employment. Several articles from peer-review journals provide significant empirical evidence of stereotypical negativity from employers in the workforce. In addition, a conversation with an employee from Employment Security Commission in Manchester, New Hampshire, regarding displaced persons aged 50 and over. Ms. Asselin provided written consent to use specific portions of this conversation for the use of this study. Ms. Asselin, reported, â€Å"I see older client’s everyday, which are more than qualified for positions, and are not employed by the hiring managers.† Most report they are over qualified; several persons are 50 and over. When directly asked the question of age discrimination, she states, â€Å"Definitely, we see this all the time, even though the employers do not mention age† (Asselin, A., personal communication, January 16, 2008). The null hypothesis (Ho) of business owners in New Hampshire is dependent upon the results of the survey data. In terms of validating if ageism characteristics plays a significant role in employer decision-making during the interview process. Thus, validating previous research that ageism is a global social problem. The argument that New Hampshire’s unemployed persons between the ages of 45-60 having difficulties re-entering the workforce is the premises of this research. In addition, if the survey concludes hiring managers display covert discrimination then further research of all New Hampshire business managers may indicate change is needed regarding attitudes towards ageism in the workplace. New Hampshire’s workforce is a fraction of the problem considering past research of age discrimination, research provides data that ageism is a global problem, that will likely increase in the next decade if attitudes do not change (Nelson, 2005). The reality and beliefs of this society indicates the capacity of older workers over age 55 lacks the ability of adequately training capacity. Performance decreases, or often miss work because of illness categorizes a culture of persons (Goldberg, 2000). This assumption and attitude stereotypically tries to diminish a population of persons by stigmatizing ageism. Does this mean that after age 55 and over, the quality of life, experience that this generation of persons provided for many years forced into early retirement and becomes no longer useful to society? Considering the baby boomer population will be the majority of the workforce within the next decade what affect will this impose on society if diminished from the workforce? Directions for the future Although discrimination is illegal, further research of attitudes of hiring managers can predict the affects age discrimination on future generations, the economy, and the healthcare system in New Hampshire. Differentiating whether ageism and discrimination are stereotypical in New Hampshire, is dependent upon the results of the survey. Since this experiment includes a sample of 400 of the potentially 100 plus hiring managers in New Hampshire. Future studies of all business owners, and or hiring managers may provide data that are more significant. More importantly is examining the assumptions that persons over age 55 are incapable of adequate productivity by hiring managers; otherwise, future generations will face the same deterrent attitude if change does not occur. Ultimately, everyone ages, changes in employment policies, decreasing age discrimination, for future generations is imperative. Since research supports ageism in the workforce appears to be a neglected social problem requiring further research of a marginalized population. Appendix 1 Survey Questionnaire Participant’s response indicated by circling one of the selections below, by the designer of the survey. 1. Education level: (a) High school diploma, (b) Some college (c) College graduates (d) Education level does not matter 2. Experience: (a) 1-5 years (b) 6-10 years (c) 11-20 years (d) prefer to conduct your own training. 3. Gender: Males (a) age 21-30 (b) age 31-40 (c) age 41-51 (d) age 51-60 (e) over 60 (f)no preferences Gender: Females (a) age 21-30 (b) age 31-40 (c) age 41-51 (d) age 51-60 (e) over 60 (f)no preferences 4. Appearance: (a) significant (b) somewhat significant (c) little significances (d) no significance 5. Technical ability: (a) significant (b) somewhat significant (c) little significances (d) no significance 6. Assimilation into the team: (a) significant (b) somewhat significant (c) little significances (d) no significance 7. Ability to work independently: (a) significant (b) somewhat significant (c) little significances (d) no significance 8. Professional standards: (a) significant (b) somewhat significant (c) little significances (d) no significance 9. Energy levels: (a) significant (b) somewhat significant (c) little significances (d) no significance 10. Productive peer relationships: (a) significant (b) somewhat significant (c) little significances (d) no significance References Angiropolis, M. (2008). New Hampshire Employment Securitys Economic and Labor Market Information Bureau. New Hampshire Economic Conditions, 108 (1) Retrieved January 16, 2008, from http://64.233.169.104/search?q=cache:T7mkj4veHl0J:www.nh.gov/nhes/elmi/pdfzip/econanalys/Look_forward/looking%2520forward_measuringunemp.pdf+age+of+unemployed+in+NHhl=enct=clnkcd=1gl=us Bittman, M., Flick, M., Rice, J. (2001). A survey of employers in a high growth industry. Social Policy Research Center: the Recruitment of Older Austrailian Workers. Gringhart, F., Helmes, E., Speelman, C. P. (2005). [Exploring attitudes toward older workers among Austrailain employers. Journal of Aging and Social Policy, 17(3), 85-103. Goldberg, B. (2000). Age Works What Corporate America Must Do to Survive the Graying of the Workforce. New York: The Free Press. MacGregor, D. (2005/​2006). Yes, right to work is fundamental, even for people over 65. Monitor: Economic, Social, and Environmental Perspectives, 12(7), 1-24. Marshall, V. W. (2007). Advancing the sociology of ageism. Social Forces, 86(1), 257-264. Nelson, T. D. (2005). Ageism: Prejudice against our feared future self. Journal of Social Issues, 61(2), 207-221. Palamore, E. B., Branch, L., Harris, Diana. (2005). Cost of ageism. Encyclopedia of Ageism, 80-83. Reio, , Jr. T. G., Sanders-Reio, J. (1999). Combating workplace ageism. Adult Learning, 11(1), 10. References Rix, S. E. (2005). Update on the older worker: 2004 (Public Policy Institute, pp. 1-4). Washington, DC: U.S. Bureau of Labor Statistics Roscigno, V. J., Mong, S., Byron, R., Tester, G. (2007). Age discrimination, social closure, and employment. Social Forces, 86(1), 332-334. The U.S. Equal Employment Opportunitiy Commission. (1997). The Age Discrimination In Employment Act of 1967 (ADEA). In Title VII of The Civil Rights Act of 1967 (Section 621, pp. Pub.-L 101-433). Washington, DC: Department of Labor and the Department of Justice, U.S. Vincent, J. A. (2005). Understanding generations: Political economy and culture in an ageing society. The British Journal of Social Psychology, 50(4), 579-599 Waller, C. (2006). Outlawing age discrimination: 2006. Engineering Management, 16(4), 32-33. Wan, H., Sengupta, M., Velkoff, V. A., DeBArros, K. A. (2005). U.S. Census Bureau. In Current Population Report (65+ In the United States, pp. 23-209). Washington, DC: U.S. Government Printing Office.

Electronic Human Resource Management

Electronic Human Resource Management Chapter one: Introduction 1.1. Background: Since the mid 1990s, organizations increasingly introduce electronic Human Resource Management (HRM). It has different names, for example e-HRM, digital HRM and web-based HRM. The rapid development of the Internet during the last decade has also boosted the implementation and application of electronic Human Resource Management (e-HRM). Surveys of HR consultants suggest that both the number of organizations adopting e-HRM and the depth of applications within the organizations are continually increasing (e.g. CedarCrestone, 2005) in world wide. In addition, an escalating number of practitioner reports provide anecdotal evidence that e-HRM is becoming increasingly common and may lead to remarkable changes (e.g. Anonymous, 2001). Consequently, academic interest in e-HRM has increased, as several special issues of HR-related journals demonstrate (Stanton Coovert, 2004; Townsend Bennett, 2003; Viswesvaran, 2003). In the interim, there is an initial body of empirical research in e-HRM. Ho wever, since this research stems from several disciplines and is scattered throughout numerous journals and since initial reviews are not encompassing (Anderson, 2003; Lievens Harris 2003; Welsh, Wanberg, Brown, Simmering, 2003), the results of these studies remain unclear at present. Furthermore, changes in the role that HR fulfills in the organization and the implementation of e-HRM are related to each other, and should not be considered separately (Gardner et al., 2003; Fletcher, 2005). The implementation of e-HRM should fit well with strategic organizational needs regarding personnel in general and HR redesign in specific. Little is known about this fit, however. In relation to this point, the possible perception of e-HRM as an attempt by the strategic level within the organization to offload operational HR work onto employees respectively managers should be taken into account when analyzing acceptance of e-HRM systems. In the last decade the Internet has radically changed our social and economic lives, and has had a profound effect on the way organizations are managed. For example, it has altered human resource (HR) practices and changed strategies for attracting and retaining employees. The same strategies have become particularly important because organizations increasingly depend on workers knowledge, skills, abilities, and other attributes (KSAOs) to compete in todays economy (Ulrich, 2001) in Oman. In addition, the Internet has enabled organizations to become more collaborative, connected, and responsive to the changing needs of the workforce. For instance, new electronic human resource (e-HR) systems allow individuals to apply for jobs, change their job-related benefits, and enhance their knowledge, skills, and abilities (KSAs) through web-based training systems. The type of information technology adopted by HRM has been phrased, as it has evolved, differently over the years, for example: Hum an Resource Information System (HRIS), Human Resources Management System (HRMS), Human Resource Development And Information Technology (HRDIS), and the most current and popular electronic HR (e-HR). The use of IT by HRM is growing especially critical to the business nowadays when discontinuities (mergers, acquisitions, restructuring and downsizing) are altering the industry landscape in a drastic way. HRM executives, the key figures in organizations responsible for fine-tuning a capable workforce, must have the right and real-time information to measure, manage, and predict how workforce should be allocated and reconfigured effectively. With the analyzed information produced by the IT, HR professionals, more than ever, are able to align their management goals and the goals of individual employees with corporate strategy to deliver strategic plans with quantifiable results, and, ultimately, be able to deal with changes proactively. With the help from the information technology, HRM p rofessionals are also able to demonstrate the HRMs benefit to the bottom line by effectively managing knowledge, skills and abilities (KSAs) that create winning companies. Human resource management (HRM) departments using information and communication technologies (ICTs) is becoming an increasingly important phenomenon commonly referred to as e-HRM. Automating HR tasks and practices is transforming the traditional paper-and-pencil, labor-intensive HR tasks, into efficient, fast-response activities that enable companies to anticipate and profit from environmental shifts to create a much needed competitive advantage (Marler, 2006; Watson Wyatt, 2002). Even though the e-HRM concept is widely used today, there are hardly any explicit definitions. The few detectable definitions (Lengnick-Hall Moritz, 2003; RuÃÆ' «l, Bondarouk, Looise, 2004) are rather general and emphasize the Internet-supported way of performing HR policies and/or activities. Leaning on these intensions, the following definition of e-HRM can be specified: e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. This concept highlights several crucial aspects of e-HRM. At the outset, e-HRM utilizes information technology in a twofold manner: First, technology is necessary to connect usually spatially segregated actors and enable interactions between them irrespective of their working in the same room or on different continents, i.e. technology serves as a medium with the aim of connection and integration. Second, t echnology supports actors by partially and sometimes even completely substituting for them in executing HR activities. Hence, information technology serves additionally as a tool for task fulfillment. The planning aspect accentuates the systematic and anticipated way of applying information technology. The shared performing of tasks through at least two actors points out that the sharing of HR activities is an additional feature and underlines the aspect of interaction and networking. The consideration of individual and collective actors takes into account that e-HRM is a multilevel phenomenon; besides individual actors, there are collective actors like groups, organizational units and even whole organizations that interact in order to perform HR activities. Beside e-HR(M), there are some further concepts which obviously refer to the same phenomenon. Widely accepted are such terms as virtual HR(M) (e.g., Lepak Snell, 1998), web-based HR(M) (e.g., RuÃÆ' «l et al., 2004), or bus iness-to-employee (à ¢Ã¢â€š ¬Ã…“B2Eà ¢Ã¢â€š ¬Ã‚ ) (e.g., Huang, Jin, Yang, 2004). à ¢Ã¢â€š ¬Ã…“Virtual HRMà ¢Ã¢â€š ¬Ã‚  refers to technological mediated networks of different internal and external actors providing the firm with the HR services needed without the further existence of a conventional HR department which therefore becomes à ¢Ã¢â€š ¬Ã…“virtualà ¢Ã¢â€š ¬Ã‚ . E-HRM is additionally open to less developed varieties of technology application, e.g. the shared performing of an application process by a conventional HR department and an applicant via the Internet. à ¢Ã¢â€š ¬Ã…“Web-based HRMà ¢Ã¢â€š ¬Ã‚  couples the concept to Internet technologies. E-HRM, as well, is particularly web-orientated, but also comprises additional technologies like networked ERP-Systems. Finally, à ¢Ã¢â€š ¬Ã…“business-to-employeeà ¢Ã¢â€š ¬Ã‚  reduces the concept to the internal actor categories of à ¢Ã¢â€š ¬Ã…“businessà ¢Ã¢â€š ¬Ã‚  (presumably line managers and HR profess ionals) and à ¢Ã¢â€š ¬Ã…“employeesà ¢Ã¢â€š ¬Ã‚ . In contrast, e-HRM is open to further relevant actor categories like applicants or consultants. To sum up, these further terms undoubtedly direct attention to main characteristics of the same phenomenon but are of somewhat narrower intensions. Thus, in order to comprehensively embrace relevant aspects, the e-HRM term is used. Fundamental definition of HRM offered by numerous scholars remains to be the managing of people who work in an organization (Gomez -Mejia, Balkin Cardy, 2001). Another popular definition of HRM specified the top management of the corporation as the only employer of the HRM staff (Renckly, 1997). Based on this thinking, HRM is to essentially establish, develop, maintain, and communicate personnel policies to the entire company, and thus, to represent, help, advise, and consult with the employees of the organizations. It is apparent that HRM was defined from an employer perspective, and was expected to serve and represent first, last and always the best interests of their only employer: top management. Beer and Spector (1985), representing another group of researchers and HRM practitioners, defined HRM from the relationship perspective as the management of this relationship between employees and the organization which, more specifically, involves all management decisions which affect the nature of the relationship between the organization and employeesà ¢Ã¢â€š ¬Ã¢â‚¬  its human resources. Nadler (1990), on the other hand, defines HRM from an organizational learning point of view as: the organized learning experience in a definite time period to increase the possibility of improving job performance and growth. As human resource (HR) management departments continue to move to internet or web-based technology (The Hunter Group, 2001), more research evaluating the use of web-based HR, or electronic human resource management (e-HRM) is needed. The fastest growing trend in the delivery of HR information is employee self-service (ESS) (Gueutal, 2003). These applications give employees the ability to access and maintain their personal HR information via the web. Another growing trend is the adoption of managerial self-service (MSS) which provides managers access to a variety of HR tools and information via the web (Gueutal, 2003). Most manager HR-related tasks can be completed via MSS applications including pay administration/compensation, performance management, staffing, and employee development (Gueutal, 2003). Another term used to describe these tools utilized within a given organization is human resource information systems (HRIS), which Kavanagh and Thite (2008) define as à ¢Ã¢â€š ¬Ã…“th e system used to acquire, store, manipulate, analyse, retrieve, and distribute information regarding an organizations human resources.à ¢Ã¢â€š ¬Ã‚  Lepak and Snell (1998) refer to the four à ¢Ã¢â€š ¬Ã‹Å"pressures of virtual HRM. First of all, HRM departments are asked to focus on strategic questions. Secondly, these departments need to be flexible in terms of policymaking and practices. Thirdly, HRM departments should work efficiently and be aware of costs. Fourthly, HRM departments should be service-oriented towards management and employees. In short, HRM departments must be strategy-focused, flexible, efficient, and client oriented; and all at the same time (Lepak and Snell, 1998). RuÃÆ' «l et al. (2004) highlighted an aspect that is fairly well covered by the above but that is nevertheless interesting to spell out, namely the changing nature of the employment relationship. With the supply shortage in the labor market (during the economic upturn of the 1990s), the individualization of society, and the increased educational level of citizens (and thus of employees), the power balance in the employment relationship has shift ed in the direction of the employees: they want to steer their own career paths. In the view of RuÃÆ' «l et al. (2004), a move towards e-HRM can provide the tools to support this development. This aspect fits into earlier-mentioned drivers such as improving service towards internal clients, but has an external societal drive. Yet another goal of e-HRM was stressed as the outcome of the case study research conducted by RuÃÆ' «l et al (2004): it is necessary to recognize that to improve a companys global orientation can become a strong drive to start with e-HRM. Theoretical debates suggest three goals of e-HRM are cost reduction, improving of HR services, and improving strategic orientation (Brockbank, 1997; Lepak and Snell, 1998; Stanton and Coovert, 2004). Few empirical findings supplement these goals with globalisation as a driving e-HRM force in international large organisations, but also show that those goals are not clearly defined in practice, and that e-HRM mostly direct ed at cost reductions and efficiency of HR services, and least at strategic orientation of HRM (Gardner et al, 2003; RuÃÆ' «l et al, 2004; Ruta, 2005). HRM effectiveness is often mentioned as HRM contribution to firm performance (see, for ex., Kane et al, 1999; Ostroff and Bowen, 2000; Wright et al, 2001). Especially during the past decade the HRM literature made attempts to show that progressive HR practices result in higher firm performance (Wright et al, 2005; Hope Hailey, 2005). Huselids (1995) pioneering study has shown that a set of HR practices labelled High Performance Work Systems were related to turnover, accounting profits, and firm market value. Since then, a growing number of studies have attempted to empirically test the relationships between HR practices and firm performance (see elaborated overviews by Delery and Doty, 1996; Ostroff and Bowen, 2000; Boselie et al, 2001; Tsui and Wang, 2002; Wright et al, 2005). For example, MacDuffie (1995) has found that bundles of HR practices were related to productivity and quality in his sample of auto assembly plants. Delery and Doty (1996) found significant relationships betwe en HR practices and accounting profits among a sample of banks. Youndt et al (1996) discovered that certain combinations of HR practices in their sample of manufacturing firms were related to operational performance indicators. More recently, the study of Batt (2002) examined the relationship between HR practices, employee quit rates, and organizational performance in the service sector, and revealed that quit rates were lower and sales growth was higher in call centers that emphasized high skills, employee participation, and human resource incentives like high employment security. 1.2. Problem Statement One of the principal and most integral objectives of Omans Vision 2020 is the development of Human Resources. The importance of Human Resource Development (HRD) has been given top priority throughout the Sultanate of Omans successive Five-Year Development Plan. In Omans vision 2020; economic conference held in Muscat in June, 1995, His Majestys address to the nation clearly emphasized the need for the private sector to undertake an active role in the development of the economic process and in the achievement of the national goals. Nonetheless, this was not considered in isolation from the development of the national human resources, but rather in conjunction as proclaimed by His Majesty Sultan Qaboos Bin Said: Development is not a goal in itself rather; it exists for building man, who is its means and producer. Therefore, development must not stop at the achievement of a diversified economy. it must go beyond that and contribute to the formation of the citizen who is capable of taking part in the process of progress and comprehensive development. (Vision 2020 Conference, June, 1995). In Oman, now as never before, the training and development of national (Omani) human resources to a high level of efficiency competency is a must. This is due to a number of reasons including less dependence on oil resources, less dependence on foreign (expatriate) workers, Omanization, implementation of a successful privatization program, diversification, industrialization, technological innovation and an increasingly competitive global market. To meet the goal of Vision 2020, electronic human resource management is the one of the essential part for the development of the human capital. In this sense it is quite difficult for effective e-HRM in firms in Oman. Technologically it will be new to the firms in Oman. Henson (2005) identifies workforce and technology as the heartbeat and the toolset of the HR business today. HRM is no doubt the business unit most directly responsible for the managing and the developing of the workforce, therefore, factors and trends that trigger the workforce changes need to be addressed with care. Researchers in 21st century have come to the realization of the greatest workforce crisis: the aging of the industrialized world (Dychtwald, Erickson Morison, 2006), resulting in an unprecedented shift in the age distribution of the general population and, specifically, the labor force. 1.3. Research Question: 1. Does an e-HRM tool affect e-HRM function? 2. Is there any relationship between e-HRM tools and HRM function? 3. Is there any relationship between HRM function and firm performance in e-HRM practice? 1.4. Research Objective: Main objective of this study is to investigate the e-HRM effectiveness in oil industry in Oman. * To investigate whether the e-HRM tools and HRM function are related * To investigate whether e-HRM tools affect the HRM functions * To investigate whether e-HRM has an effect on firm performance 1.5. Significant of the Study This study will provide the human resource professional to more effective way to implement the human resource functions implementation in oil industry in Oman. This study also identified e-HRM features that deserve HRM practitioners attention and organizational resources. This in-depth examining of the set of e-HRM features can also serve as potential tools for the management to decide on the future adjustments of their e-HR system, and the implementation of the new systems. From a practical perspective, result like performances, either yielded by certain business division like HRM or by organizations, reflects an organizations capabilities in implementing competitive strategies and tools, and aligning its resources and goals. Therefore, by establishing and learning the relationships among the use of e-HRM system, the perceived importance of e-HRM features, HRMs functional performances organizational performances, and the perceived importance of the dimensions of the organizational performances, HRM practitioners shall be able to manage IT-related issues more effectively, and benefit better from the use of e-HRM. Although this study will be based on the oil industry in Oman; but the finding can helps the other organization also such as education, manufacturer etc. to practice human resource function through online more effectively. 1.6. Scope of the study We only use the technology factors and the HRM function implementation through online for HRM effectiveness in this study. There are some other opportunities for researcher to conduct the research on e-HRM effectiveness in Oman. They can add the strategic part of organization with these variables in future. Strategic variable such as the organization goal, objectives and so on can be considered for further study. . Beside this the technology factors such as system implementation also can be included. 1.7. Limitation of the Study In this study one of the major problems is about the sample. This study can take larger sample than it will be taken. An also the time is another limitation for conducting this research. Shortage of time make researcher to consider the sample for this dissertation in few firms only. Beside that money allocation is another problem for this research. Researcher is using his own money to conduct this study. So that he cannot cover the wide area of or many more firm for analyze. 1.8. Organisation of the study: Chapter two: Literature Review 2.1. Theoretical perspectives Given different interpretations and assessments of theory, there is an ambiguity concerning theories, frameworks and other phenomenological conceptualizations. Even acknowledging a broad intension of theory, only one-fifth of the studies rest on theoretical bases. Corresponding to the diverse disciplines and topics, the theories employed are also quite diverse. Often, several perspectives are employed in an eclectic manner. Predominantly, micro-level theories of psychological and behavioral provenance are adopted. Attribution theory and correspondence inference theory (ElginClapham, 2004), the attraction-selection-attrition and the similarity-attraction paradigm (Dineen, Ash, Noe, 2002), change management theories (Ruta, 2005), organizational citizenship behavior (Huang, Jin, et al., 2004), privacy theories (Harris, van Hoye,Lievens, 2003), procedural justice theory (Dineen,Noe, Wang, 2004), signaling theory (Cober,Brown Levy,Cober 2003), as well as social cognitive theory (Williams on, Lepak, King, 2003) are adopted in order to explain individual perceptions and reactions arising from e-HRM. Additionally, a learning theory is adopted to compare instructor-led and web-based learning (Coppola Myre, 2002). In addition, some theories stemming from information systems research are used. The technology acceptance model (Huang, Yang, Jin, Chiu, 2004), the unified theory of acceptance and use of technology (Ruta, 2005), and the theory of usability (Williamson, Lipak, King, 2003) are used to frame again problems of individual reactions and usage. Also, a conceptual IT-framework is used to structure e-HRM impacts on HR-professionals (Gardner, Lepak, Bartol, 2003). One single study pursues a microeconomic approach to explain e-employment markets (Nissen Gates, 2004). In brief, current empirical research in e-HRM is mainly non theoretical. The theories applied are micro-level oriented, diverse in nature and often eclectic in application. Interestingly, recognized ma cro-level theories of HRM (Wright McMahan, 1992) were not considered. 2.2. HRM Effectiveness To know the effectiveness of e-HRM, HRM functions are relatively come to the picture. The American Society for Personnel Administration (ASPA), the predecessor to SHRM, first defined HRM functions in 1975 as the technical competencies in the following areas (HRCI, 2006): * Employment, placement and personnel planning. * Training and development. * Compensation and benefits. * Health, safety and security. * Employee and labor relations. * Personnel research. Smith and Mazin (2004) reports the scope of the HRM functions covers the following areas of functionality: * Employee selection * HR policies, performance management * Performance Management * Training and development * Employee relations and retention * Compensation * Benefits * Regulatory Issues * Workforce violence and investigation * Termination and discharge Researchers also observed other dimensions to HRM as well, for instance, Huselid, Jackson and Schuler (1997) reports that HRM effectiveness has two essential dimensions. The first, the technical HRM, includes the delivery of HRM basics such as recruiting, compensation, separation etc. The second, strategic HRM, involves delivering those services in a way that directly supports the implementation of the firms strategy. Other academia and HRM professionals are also inclined to analyze HRM functions from various perspectives, for example: from the areas of activity (Nadler,1990), and from the areas of service rendered. Nadler (1990) first groups the HRM functions into three specific areas of activity: (1) training, which implies learning related to present job, (2) education, which implies learning to prepare the individual for a different but identified job, (3) development, which implies learning for growth of the individual, but not related to a specific present or future job. This f urther reinforces the thinking of HRM being learning-driven. 2.3. Implementation e-HR Kehoe, Dickter, Russell and Sacco (2005) points out that the organizations overall culture and HRM strategy determine the manner in which organizations will implement their e-enablement systems. The e-enabled programs can either be implemented as part of a broad e-enablement of HR processes and systems, or implemented independent of other HR processes and systems. It is even possible that specific e-enabled assessment applications may be implemented independent of each other. No matter what, organizations need to develop guiding principles regarding the following issues on the management of an e-enabled HR environment: * Risk management relating to employment discrimination * Buy versus build and the roles of internal HR IT and third party providers * HR expertise versus automaticity in the e-enabled assessment process * Whose functions the system will be designed to support * Ownership * The integration of e-enabled assessment with other HR systems and process * Free market versus regulated processes E-recruitment In terms of the organizations objectives, the primary goal of the recruitment process is to attract potential applicants (prospects) who have the KSAOs needed to meet the requirements of organizational roles. Thus, organizations are increasingly using the Internet to advertise job openings and attract qualified prospects. The web-based advertisements often provide prospects with information about (a) job vacancies, (b) job descriptions, (b) the organizations culture and its à ¢Ã¢â€š ¬Ã…“brand identity,à ¢Ã¢â€š ¬Ã‚  and (d) the inducements (e.g., pay, fringe benefits, learning opportunities, promotion prospects) offered its employees. Interestingly, some estimates indicate that 100%of large firms currently use the Internet to announce job openings, and 82% of large firms use intranet systems to post openings or identify qualified employees within the organization (Cedar, 2002). For example, organizations have developed sophisticated web-based recruiting systems to convey informat ion about job opportunities and give applicants the ability to complete applications online (Stone, Johnson, Navas, Stone- Romero, 2005; Stone, Lukaszewski, Isenhour, 2005). In addition, organizational intranet systems are often used to search employment records to determine if the KSAOs of current employees are consistent with the requirements of vacant or soon-to-be vacant roles. Such systemsmay automatically provide managers with lists of qualified employees, and notify individuals about new job opportunities. In addition, the same systems may send messages to employees that ask about their interests in job openings. Overall, e-HR-based recruiting systems are thought to reach a much wider set of prospects than traditional recruiting systems (Gueutal Stone, 2005; Stone, Lukaszewski et al., 2005). Internet-based e-HR systems are also used to provide job applicants (applicants) with virtual previews of organizations. For instance, some organizations use à ¢Ã¢â€š ¬Ã…“real timeà ¢Ã¢â€š ¬Ã‚  cameras to give prospects a preview of what it is like to work in the organization on a daily basis. Other organizations (e.g., Cisco Systems) use such systems to give job applicants the opportunity to à ¢Ã¢â€š ¬Ã…“make friends in the organization.à ¢Ã¢â€š ¬Ã‚  Through the resulting contacts, prospects can gather considerable information about the benefits and challenges of working for the organization. As a result of the availability of information about role requirements and inducements, applicants can determine if their (a) needs can be satisfied by offered inducements, and (b) KSAOs are likely to enable them to meet role requirements. Though a great deal of organizations believe e-recruiting systems permit firms to cast a wide net across a broad labor market, and is more likely than traditional recruitment sources to uncover individuals with unique talents and skills, researches show that e-recruiting only attracts greater numbers of candidates than other sources, but not necessarily attracts higher quality applicants or candidates who are most suitable for the companies than traditional sources (Chapman Webster, 2003; Galanaki, 2002). McManus and Ferguson (2003) discovers: given that some types of candidates may be more likely to use e-recruiting than the others (for instance, job hoppers or savvy internet navigators), the use of the e-recruiting systems may actually affect the characteristics of new hires in organizations, and influence the overall composition of the workforce. McManus and Ferguson (2003), Galanki (2002), Zusman and Landis (2002) further argue that there are age, gender, and ethnic differences in reactions to and usage of online recruitment sources, therefore, organizations should not use online recruiting as the sole recruitment sources. E-Selection There are three purposes for all the HR e-enablement (Kehoe, Dickter, Russell Sacco, 2005): (1) to minimize cost, (2) to maximize the utilization of the organizations human capital, (3) to enable sustainability which refers to the organizations willingness and ability not only to maintain the e-enabled system, but to progressively evolve the system to satisfy changing requirements, and capitalize on improvements in technology and the science of selection. The purposes for e-enabling selection are no any different from the above. While conducting the maximizing the utilization of the organizations human capital, organizations are required to design two measures into the e-enabled selection system: (1) the capital represented by each person who goes through the process (including the set of text scores, interview ratings, resum6 quality indices, background check results, drug test results, and any other quantifiable evaluation of the skills, experiences, abilities.. ..etc.), and (2) t he extent to which the process results in decisions that maximize the utilization of that capital (for example, ratio or difference between average test scores for selected candidates to average test scores for all candidates, percentage of candidates who satisfy minimum requirements such as for drug tests or background checks, retention rates, post-hire, new hire performance management results.. ..etc.). Organizations also need to enable sustainability by emphasizing on: clear ownership, funding strategy, business contribution, user satisfaction, and professional support. As for the implementation, Kehoe, Dickter, Russell and Sacco reports that more and more organizations nowadays prefer to acquire a vendors e-selection system because of the appealing features of specialized and flexible system solution products available on the market. E-Performance Management Researchers have previously compared online administrations and traditional paper-and-pencil (PP) administrations of organizational surveys (Thompson et al., 2003), measurement of psychological constructs (Cole et al., 2006), upward feedback ratings (Smither et al., 2004), and item responses to a 3608 assessment (Penny, 2003). Whereas researchers have contrasted online versus PP groups reactions to selection tools (Richman-Hirsch et al., 2000), no research has compared online versus PP administrations in the context of performance appraisal (PA). Although frequently defined as a measurement instrument or tool, PA is the social and communication process in which a supervisor evaluates an employees behavior in the workplace and communicates those ratings and feedback back to the employee (Murphy and Cleveland, 1995). The purpose of this study is to address this gap in the applied research literature and examine the extent to which an online PA system influences employees reactions to t heir PA. We believe this is an important applied research question that HR managers need to know the answer to before implementing e-HRM/HRIS PA tools. Though Cardy and Miller (2005) argues that the level of performance made possible by technological advancement has changed the standard for acceptable performance, appraisal satisfaction remains a relevant concern for organizations even when technology is either a primary mechanism for the feedback process, or already become the appraisal process, because high-quality performance feedback is a critical factor that helps organizations retain, motivate, and develop their employees, and, these outcomes are more likely to occur if employees are satisfied with