Beowulf and Modern United States Essay - 604 Words

Beowulf and Modern United States Many people who read the poem Beowulf would probably find it hard to find similarities between the poem and life in modern America. How could one compare an ancient Anglo-Saxon culture with the sophisticated world that we are living in today? But, if we look closely, we may be able to pinpoint some parallel between the two societies. This essay will discuss the topics of warrior life, the â€Å"bad guy,† and social similarities. One might wonder how a warrior culture might be similar to our own? But if we consider American culture, we are actually still very war-like. We have a strong military system built to protect our country and the people that make it up. We are also known for going to the aid of other†¦show more content†¦There have been anti-war protests because people are not so sure who the bad guy is. In Beowulf, I felt that same idea. Even though Grendel is doing bad things, I don’t think that he is so different from the humans. He is killing people for his own reasons, which is the same attitude I saw in Beowulf. Grendel is jealous of the humans and his inability to be like them causes him to kill those same people he envies. Murders are acts of revenge in some cases in the story such as the death of Aeschere by Grendel’s mother for her son’s death. Killing occurs in the story for very simple or petty motives. There is also a social similarity in the cultures. There is the same idea of people coming together to relax and talk while drinking alcohol. Many times the alcohol can lead to negative conversations. This can be seen in Beowulf. Unferth says to Beowulf, â€Å"Are you that Beowulf who contended with Breca, competed in swimming on the broad sea, where for pride you explored the water, and for foolish boast ventured lives in the deep?†(Norton 11) He is trying to put Beowulf down here, and I’m sure the alcohol made it easier for him to say what it is he is thinking. In Beowulf, the mead hall is a hub for this type of social interaction, a way to relax from the pressures of the warrior life. This is very similar to American society now. Bars and similar establishments have replaced the mead halls, butShow MoreRelatedEssay on Comparison of Modern Day Heroes and Beowulf744 Words   |  3 PagesComparison of Modern Day Heroes and Beowulf Most of us have heard of modern day heroes such as Spiderman, Superman, and the Hulk. Each is a hero to many children. Heroes are introduced to people early on in life usually as fictional characters, but as children grow older their perceptions of heroes alter. The characteristics of a hero are usually based around the ideas of a society or culture. In the epic Beowulf, the main character is thought of as a hero. Beowulf, a pagan warrior and the mainRead MoreBeowulf and Superman Essay689 Words   |  3 PagesBeowulf, an anonymous English epic, is an archaic poem written in the times of the Anglo-Saxon reign in England. 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Argumentative Essay On Waterboarding - 1071 Words

Public revelations over the past few years regarding the recent waterboarding of prisoners of war, detainees and enemy combatants by the United States government has garnered much attention and debate. Some of main topics in this on-going debate include: Is waterboarding torture? Is it legal? Is it moral? What are the repercussions and possible reciprocal action of our enemies because of this waterboarding? This paper does not provide an argument for or against water boarding in and of itself but lays out a defense for the legality of waterboarding as was used against Prisoners of War and detainees from the wars in Iraq and Afghanistan. This defense is outlined in three phases: defining and describing water boarding; providing an†¦show more content†¦Water is then applied to the cloth †¦[a]s this is done, the cloth is lowered until it covers the nose and mouth. Once the cloth is saturated and completely covers the nose and mouth, air flow is slightly restricted for 20 t o 40 seconds due to the presence of the cloth, stimulat[ing] increased effort to breathe. This effort plus the cloth produces the perception of â€Å"suffocation and incipient panic,† i.e. the perception of drowning †¦ This sensation of drowning is immediately relieved by the removal of the cloth. The procedure may then be repeated.† 20 (emergency presidential power pg 207) Using this definition and procedural descriptions above the next step in determining the legality of water boarding is to define â€Å"legal†. The Oxford English Dictionary defines legal as â€Å"In Law: The system of rules which a particular country or community recognizes as regulating the actions of its members and which it may enforce by the imposition of penalties. 2) According to or concerned with the laws of a country. 3) Permitted by law.† https://en.oxforddictionaries.com/definition/legal (2017, Oxford University Press). The U.S. Government, specifically the CIA, ack nowledged using water boarding in 2003 and 2004. The Central

Ben nighthorse campbell Free Essays

Different people would have known him differently; some would remember him as who he was before he became popular in the eyes of the public: a farmer and a police officer, even a jeweller or a world class judo fighter . But for the greater majority, particularly his constituents, Ben Nighthorse Campbell was a public servant who gave a lot to the public through the things that he did during his several years of tenure while serving in public office from the congress to the senate and every minor office in between that goes with the elected position. Several important individuals in different fields shower Senator Campbell with very complimenting words – referring to him as someone who is â€Å"dedicated†, as someone who is considered as an â€Å"accomplished public servant† . We will write a custom essay sample on Ben nighthorse campbell or any similar topic only for you Order Now History believed he was a political leader who possessed charm, someone who is sincere and has a strong set of leadership qualities . One other description of him is that he is a fighter then and now. His background in the military, in judo and even in the streets when he was young, was a testament to that. In politics, he never changed his attitude. He was described as a straight-shooter , while other critics view him as someone who is shooting from the hips . Because of the significance of senator Campbell, the purpose of this paper is to discuss Senator Campbell’s life, with focus on his career as a senator and as a congressman and mentioning also his roles in the military, in the American judo history, notes on his personal life before and during his political life and his role in the National Law Enforcement Officers Memorial and Museum, National Museum of the American Indian and in the Senate Committee on Indian Affairs. II. Campbell’s Life Born on April 13, 1933, Senator Ben Nighthorse Campbell is one of the few politicians of note who rose in the political circles carrying proudly his Indian ancestry. â€Å"He is proud of his Native American heritage. † His sense of pride and loyalty to his roots and to his culture was seen through his actions as well as through his clothing; it was as if he was wearing his culture, identity and heritage. For example, he was seen wearing â€Å"ceremonial tribal clothing† as he attended the opening of the National Museum of American Indian (NMAI) . It was considered as a â€Å"major aspect† that has created, established and sustained the overall â€Å"persona† that is Senator Campbell all throughout his life, especially during his political life . Campbell’s personality of hinging so much of who he is as he presents himself to the public on his being a Native American Indian was just enough for people to forget that there were actually men who preceded Campbell who, just like him, were partly Native American Indian and also won elected public office. One of them served in an office even higher than Campbell’s – and that would be Charles Curtis, who would eventually become the first vice president of the United States who is a Native American Indian. â€Å"The highest elected office ever held by an Indian in the US was the vice presidency . † Unlike Campbell, Curtis was from the Kaw tribe hailing from Kansas. In his vein was quarter of blood from this tribe. Also, he was an attorney before getting elected, unlike the more blue-collar type of jobs that Campbell pursued early in his life before shifting to jewellery designing and production later on. Nonetheless, both elected men are good and honorable men who made the Native American Indian community proud. But even with men like Curtis and how they were ‘bigger’ men politically, the Indians appreciate Campbell’s efforts at staying with his packaging as the American Indian holding office at the senate and at the congress. This personality/attitude more than compensates for the fact that he was not the first of his kind. â€Å"Although not the first Native American senator, he is the first to make a statement with his Indianness. † Indeed, he, too, was a record maker of sorts, and in many ways. This is what the paper will explore throughout the discussion on the different aspects of personal and political life of Senator Campbell, who, in November 3, 1992 made a historic feat by becoming the first American politician with Native American roots to be elected as a senator. It was something that hasn’t happened in more than the six decades that has passed in the senate history prior to his election to the office. Prior to that, he became the sixth politician with Native American heritage and ancestry to be ever elected to the congress, a seat that was given to him through the votes of the public for three times . Senator Campbell’s Indian heritage is no secret. In fact, it seems that it is one of his many major personal characteristics that the media, as well as his colleagues, often refer to or address, particularly his being Indian, and his respectful stature in the Indian community, like being a Northern Cheyenne Tribe chief, a position he and only 43 others possess . Because of Campbell’s pride towards his heritage, his people in return are doing ways to let Campbell know that his act of holding on to his Native American Indian roots and not covering it up with modern day personality just to suit his high echelon colleagues and. So that he will suit their taste for a particular company, his native Cheyenne are going out on a limb just to celebrate the victory of one of their most accomplished sons. For example, many Cheyenne individuals joined the parade. Some of them spent as much as they can spare just to lavish Campbell and the parade with the decorations fitting to the act of congratulations coming from the Cheyenne tribe. Some actually spent more than they could spare just so they can claim Campbell as their own and they can show how proud they are of Campbell. â€Å"Six of the riders were Northern Cheyenne, who had bankrupted themselves to show the world that Campbell was one of their own . † Despite his Indian American / Native American Indian roots, Campbell was a Catholic from the time his mother, also a devoted catholic, had him baptized when he was still a baby by bringing him and his sister Alberta to a church to be baptized just close to the time Campbell was born, until the time when he seemed to have had a falling out with the Catholic faith. But Campbell, during his adult life and especially during his tenure as public office politician, drifted from religion, and proof of this is the item â€Å"unspecified† marked on the space allotted for the identification of religious affiliation of the individual. This distinction, again, made Senator Campbell someone who is different from the rest of the field in the 106th Congress. He was the only one whose religious affiliation was unspecified, although there were no clear explanation(s) why such was the case – it could be anyone’s guess, from clerical error, mistake, or other reasons . His sudden dissociation with the Catholic faith was a surprising turn of events for Campbell. There are many good things that the Catholic faith has done for Campbell, especially during his youth. For example, there is the role of the faith during the times they were sent to the orphanage by their parents because they cannot take care of him and his sister because of their mother’s sickness and their father’s alcoholism and inability to financially support them. While the Catholic faith and the orphanage system had their share of bad reputation, history points how the Catholic experience was a relatively good one for Campbell. In retrospect, Campbell recalled how the nuns and priests, who took care of him when his parents were unable to take care of him, treated him well. In his recollection of his days with these priests and nuns, as he narrated it for his biography published in book form, he mentioned just several instances wherein he was punished like being sent inside a pig pen to be with a huge pig. How to cite Ben nighthorse campbell, Papers

Case-Study of National Supermarkets-Free-Samples-Myassignmenthelp

Question: Discuss about the Identify the appropriate Human Resource Management Planning for filling up required Job Profile in retail assistant for your Chosen Organisation. Answer: Introduction The National supermarket is currently planning to expand their business to the rest of the Asian countries. Their current focus is the Singapore. They have adopted a unique business strategy that differentiates them from the other organizations in the market. They operate in small stores with single brand for each product. It helps them build strong relationship with their supplier and in securing reliability if the source of sales in for the future. This have further helps in reducing the cost of the products that enables them to offer products for much cheaper price than their competitors. They seek to follow similar strategy in their business in Singapore. Hence, it is necessary for the Human resource management team to consider these factors in the planning process. The following report will propose the planning for the recruitment and selection of staffs for the posts of retail assistant, checkout operators and security. Furthermore, the report discusses planning for performance management and remuneration and reward policy in their Singapore stores. Each of the planning will address the three of the job profiles mentioned above. The report will also reflect a clear understanding of the theoretical background of the planning, which is support the planning process. Recruitment As stated by Bratton and Gold (2012), the complete process of attracting the capable and appropriate candidates for a specific job profile within the organization is referred as recruitment. It initiates from the moment an organization places advertisement for reaching out the potential candidates and ends with the selection process. There are basically two types of recruitment the organizations can select from that are internal and external recruitment. Internal Recruitment Internal recruitment is the process, where the organization considers recruiting employees from within the organizations. There are a number of advantages of internal recruitment that are mentioned below: Organization can save considerable time and money invested for the recruitment, selection and training process. It also helps in motivating the employees to work harder for receiving promotion. The employees already working in the organization possesses lesser threat for the company than recruiting new employees (DeVaro and Morita 2013). However, there exist a number of disadvantages of internal recruitment that involves the filling up the post of the employee that has been promoted, and promoting one can upset another with similar potential. External Recruitment External recruitment requires the organization to place advertisement for attracting potential candidates from external market. They can select various mode of advertisement ranging from newspaper to hiring consultancies to search for potential candidates from the market. The company then requires preparing a proper job description to attract the right candidate for the post offered. This process is much more expensive than the internal one, as it requires investment from advertising, selecting to training. The best possible benefit the company can receive form the external recruitment is the chances of exploration of a range of fresh talent that might provide new experience and ideas in to the business (Ofori, and Aryeetey 2011). The internal recruitment process seems to be beneficial for the company according to their business strategy. However, considering the fact of business expansion in new country makes it impossible for the company to avail the internal recruitment. Hence, the company will bound to follow the external recruitment. However, they should consider the costing of the recruitment process. It that case, the company should avail the both newspaper and online social media for advertising where they need to post a short outline of the job description along with a link directing to the companys website that will provide further details of the requirement. All the three posts that are retail assistant, checkout operators, security and loss prevention can be filled with following this recruitment process. However, some of the post from the security control needs to be filled by internal recruitment process to ensure the security in their facilities as the risk in internal recruitment is low. Selection The process of selection initiates after at the end of recruitment process. In the words of Hendry (2012), the recruitment process ends with the receiving of the application from the potential candidate. Selection on the other hand identifies the candidates best fitted for the job profile eliminating the rest of the applications. It differentiates between the candidates for identifying and hiring who reflect better possibilities for succession in the job. Berman et al. (2012) proposed several steps or processes for the selection, out of which organizations selects the necessary steps required for meeting their need. It is important for the company to wisely plan their selection process as it involves various costs that are cost of instruments used, future cost of training and cost of the labour turnover if they do not retain with the organization. The standard selection process involves the following steps. Preliminary Interview This is used for eliminating the misfit applicant for the job. It is often conducted via phone call or online video calling. Selection test Different organizations prepares tests model depending on the job profile. It is to identify the skills of the processed candidates and check how well they can perform the given task (Costen 2012). Employment Interview This is to identify the applicants acceptability through a formal and in-depth conversation. There are various models of interview that the company needs to choose between. Reference and Background Checks Background of the candidates passed through the previous stages are then verified. It is to verify validity of the information provided by the candidates and the previous track record (Chaneta 2014). Selection decision The decisions are made by the managers and HRs of the company. The decisions are made on performance of the candidate in the previous stages. Physical Examination This is to identify the health of the candidates. This is often incorporated in the organizations where physical fitness is mandatory for the job profile (Doornenbal, Stitselaar and Jansen 2012). Job Offer The final stage is to negotiate the package with the employee and finalize the contract. Selection process for the Retail Assistants and Checkout operators does not require following all the steps mentioned above. They can complete the process only with the primary interview, employment interview, reference and background check, and selection decision, which will help them to reduce the costing. However, the company needs to conduct a physical examination for the post of Security and Loss Prevention where the candidates need to be physically compatible to prevent any security threat in the stores and warehouses. Performance management The purpose of the performance management is to track the performance of the employees and relate them with the goal of the company. A standard is set for understanding the level of performance of any given employee (Van Dooren, Bouckaert and Halligan 2015). Bach (2012) finds it beneficial to identify the performance of individual employee as it will help the managers to motivate their employee accordingly with the outcome. Furthermore, it will also help in realigning the focus of the employees with the goals and objectives of the organization if required. According to Armstrong and Taylor (2014), this is an ongoing process that is valid throughout the year. It incorporates various sub-processes that need planning. They are: Goal setting Process It is to make the goals of the organization transparent to the employees and the HR managers need to communicate the goals to the employees. It will facilitate in aligning the employee performance with the goals. Performance Appraisal This is to ensure the high motivation level of the employees that will in turn ensure high performance level of the employees. The basic concept of this method to provide appraisal to the employees based on their performance. It can be either monitory appraisal or position appraisal. It will keep the employees motivated which will help them to extract maximum performance of individual employees. Rolstadas (2012) quotes Sink and Tuttles definition of performance management and proposes a process that contains the following: Setting a transparent goal that needs to be achieved in the future Planning involves the formulation of strategies to move towards the goal Implementing effective improvement intervention that helps the organization to move towards the goal and increase the organizational performance by increasing employee performance level. Motivating the employees by various appraisal process will encourage the employees to provide better performance. It is important for the organization to monitor the performance of the employees by implementing a performance management plan. The processes as proposed by Rolstada are applicable in all the three job profiles. It will help the organization to increase the performance in organizational level and minimize the risk factors. It will also help in retaining the employees for a longer period that will help the organization to minimize the costing. Remuneration and Reward According to Shields et al.(2015) rewards are the tangible or intangible thing that the organization provides to the employees in exchange for their contribution. It is to motivate the employees by satisfying the needs of the employees as it has direct impact on the employee performance. Brocklehurst et al. (2012) states that there are various impacts of remuneration and reward that helps the HRM in attracting, engaging, motivating and retaining the employees for a longer period. The HRM should consider the external factors like market expenses and requirements of the employees during setting the salary slab for their employees. Reward on the other hand is the non-salary benefits that the employees receive from the organization. Shields et al.(2015) further divided the reward in extrinsic and intrinsic. Intrinsic rewards are the job challenges, responsibilities, autonomy and task variety the employee face in the organization. It is important for the organization to hire candidates ac cording to the interest as the intrinsic rewards will help them in providing high level of performance. Misfit employees will not consider the mentioned rewards as motivating factors and even consider these as hurdles which can potentially reduce the performance level. Extrinsic rewards on the other hand are the financial rewards, developmental rewards and social rewards (ALDamoe 2012). As national Supermarket follows cost leadership it will likely require a reward policy that can save money. The company should also consider the demographical target employee group during their remunerate planning and reward planning. The company can follow the fixed or base pay for the position of checkout operator and security position. Moreover, the company can offer the employees cash bonus to keep them motivated in the workplace. The intrinsic reward that the company can offer for the posts is the responsibility. The company will require a separate remunerate and reward policy for the retail assistant employees. They must follow the fixed pay and cash benefits under the financial rewards. They can further provide non-cash benefits to the retail assistants based on their performance. This will direct them to provide better performance in their workplace. Intrinsic rewards for the employees under this job profile are responsibilities and task variety. It is because they are the on e who communicates with different customers and delivers product details to them. Hence, they will get to communicate with a wide range of customers with a range of personalities. This will create variation in their task and also challenges to deal with these varieties. Conclusion It can be concluded from the above discussion that the National Supermarkets a supermarket chain operating in South East Asia has unique business strategy and follows cost leadership. It will hence require a separate human resource management planning for expanding in the market of Singapore that will bring them success in the market. The study reveals that the company requires an extern recruitment process in expanding in the market if they seek to follow their cost leadership. It means the company seeks to operate with low cost investment. Internal recruitment will cost them a considerable amount of money, as they have to export their employees from other countries. This justifies the selection of external recruitment planning. Furthermore, they can place advertisements on newspapers and social media websites for attracting potential candidates as collaborating with consultancies will cost them higher. Selection process as stated in the discussion is a standard process in the super market industry and does not require following the other steps mentioned in the theories of selection. Moreover, the target employees are the young students, single parents, aged population, and physically disabled persons for which the process is justified. The report further identifies performance management plan that will help them in motivating their employees and track their performance. This in turn will help the company to identify employee that deserves appraisals. Finally, the reward policy as prescribed will prove to be useful, as it will help the company to keep the employees motivated maintaining the low expenditure. References ALDamoe, Fathi Mohamed Abduljlil, Mohamd Yazam, and Kamal Bin Ahmid. "The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance."International Journal of Human Resource Studies2, no. 1 (2012): 75. Armstrong, Michael, and Stephen Taylor.Armstrong's handbook of human resource management practice. Kogan Page Publishers, 2014. Bach, Stephen. "Performance management."Managing Human Resources: Human Resource Management in Transition(2012): 219-242. Berman, Evan M., James S. Bowman, Jonathan P. West, and Montgomery R. Van Wart.Human resource management in public service: Paradoxes, processes, and problems. Sage, 2012. Bratton, John, and Jeff Gold.Human resource management: theory and practice. Palgrave Macmillan, 2012. Brocklehurst, Paul, Martin Tickle, Stephen Birch, Anne-Marie Glenny, Elizabeth Mertz, and Jostein Grytten. "The effect of different methods of remuneration on the behaviour of primary care dentists."Cochrane Database Syst Rev5 (2012). Chaneta, I. "Recruitment and Selection."International Journal of Management, IT and Engineering4, no. 2 (2014): 289. Costen, Wanda M. "Recruitment and Selection."The Encyclopedia of Human Resource Management: Short Entries(2012): 379-387. DeVaro, Jed, and Hodaka Morita. "Internal promotion and external recruitment: a theoretical and empirical analysis."Journal of Labor Economics31, no. 2 (2013): 227-269. Doornenbal, Eunice, Willeke Stitselaar, and Linda Jansen. "Recruitment Selection."Christian University of Applied Sciences(2012): 1-20. Hendry, Chris.Human resource management. 2012. Ofori, Daniel, and Majoreen Aryeetey. "Recruitment and selection practices in small and medium enterprises: Perspectives from Ghana."International Journal of Business Administration2, no. 3 (2011): 45. Rolstadas, Asbjorn, ed.Performance management: A business process benchmarking approach. Springer Science Business Media, 2012. Shields, John, Michelle Brown, Sarah Kaine, Catherine Dolle-Samuel, Andrea North-Samardzic, Peter McLean, Robyn Johns, Patrick O'Leary, Jack Robinson, and Geoff Plimmer.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press, 2015. Van Dooren, Wouter, Geert Bouckaert, and John Halligan.Performance management in the public sector. Routledge, 2015.