Using the How to Essay Student Samples in Hand

Using the How to Essay Student Samples in HandOne of the most rewarding parts of pursuing a degree in your university or college is the chance to sit down and study on your own with how to essay student samples on hand. There is so much you can learn by the way.One of the most vital facets of a student sample is how the student writes their essays. The student is expected to know the personal style of their professor so that they can properly critique the student's writing. There are certain styles and structures that will reflect those of the teacher.Many students fail to realize this makes it hard for them to get good grades. Students should also try to make a good first impression in this respect. The teacher will be impressed by how the student uses academic writing techniques in their own writings. While the teacher knows their style, a student should always attempt to keep the teacher's style in mind.The essay should always be the same, but the writing style should not be the s ame. The type of essay, of course, should vary from that of a book, journal, journal article, essay, and so on. Students should try to write their own type of essay. Try to keep an eye out for your own style, since it is what will determine how the essay will turn out.You will need to carefully research the subject you are covering in the essay. You will need to talk to your professor to determine what his or her reading is of this particular essay. You should also make a list of topics or articles of interest in the area of your interest. Make a list of the things that may help to make the topics of your essay interesting. Focus on this in the introduction of your essay.You will need to use the type of writing you are more comfortable with, since you are going to be reading, arguing, criticizing, and so on. Try to find a style that you are most comfortable with. You may even have to revamp your style and stick with it for a while before you begin to see a difference. Do not forget that the style should be different from yours. Use your own opinion to keep it from being out of step with the style of the professor.The how to essay student samples in hand will help you. The strategy helps to highlight your strengths and weaknesses and the structure helps to reflect the style of the professor. Keep your homework to yourself and keep it fresh by working on it often. It will bring you a higher grade in your thesis.

How Does Desire Disrupt the Representation of Unified...

How does desire disrupt the representation of unified identity in John Ford’s ‘Tis Pity She’s a Whore? Representations of sexuality in Early Modern literature reveal a variety of attitudes, but they can be characterised by the ambivalence which they display towards the subject of desire and its consequences for the self. The destructive potential of desire is revealed in John Ford’s Tis Pity She’s A Whore, widely considered to be one of the most radical works of Jacobean theatre, not only for its frank and nuanced portrayal of incest, but for its reworking of the theme of ill-fated love from Romeo and Juliet into a dark rumination on the fundamental incommunicability of desire and the impossibility of mutual understanding. Arguably†¦show more content†¦Her tut’ress Putana draws attention to her lack of agency in the matter, to her status as mere object in a society which valued economic necessity and kinship ties over affection: ‘you’ll be stolen away sleeping else shortly’ (I.2.70.). Annabella’s response: ‘such a life gives no content to me’ (I.2.71-2) indicates her wish to avoid this system entirely, which the prospect of a mutually loving relationship with Giovanni seems to offer. When Soranzo interrogates her on the father of her child, as Lisa Hopkins has pointed out, she compares her unborn child to the immaculate conception, and by inference herself to the Virgin Mary, describing Giovanni as ‘angel-like’ and worthy of ‘true worship’(IV.3.37-41)[10]. While she takes pleasure in teasing Soranzo here, her real intent is to express the communion which she feels in her relationship with Giovanni that the strictures of conventional marriage cannot offer. Susannah Mintz writes: ‘the fact that Annabella and Giovanni occupy unequal social positions...suggests that their motivations toward incest may also be different’[11]. The very different ways in which the two characters are constructed by society inescapably shapes their desire as much as their desire shapes them. Annabella’s expectations for her incestuous relationship are no more evident than in the moment, when, following a long period of separation,

The Debate On Traditional Bullying And Cyber Bullying

As social media gets popular and provides an easier access to the Internet, the more difficult it gets to control people’s outburst. Many people wonder, â€Å"What is the difference between traditional bullying and cyber bullying?† â€Å"What is cyber bullying?† Traditional bullying is when a person is bullying another person face to face. However, with cyber bullying is different. Cyber bullying occurs through out social media and on the Internet. Once in a while I overhear a person questioning about how teens and young kids use social media like Facebook, Twitter, Instagram, and etc. Social media has its pros and cons, pro because it gives us an easier to access to sources when we need it right away. Social media also has its cons because social media is very powerful tools, which can be taken advantage of like for example, making shanky comments on pictures or post inappropriate information about another person. Therefore, how fast is cyberbullying expending? How can we use the Internet in a positive way? Two great essays by Jesse Fleck, Leigh Johnson-Migalski, Jemica Carter, and Feleta Wilson explain these reasoning’s. In order to understand why cyber bullying is a primary issue nationwide, we need to know the cause and effect of cyber bullying. Jemica Carter, a nursing coach and a mentor, has written one article that appears in Academic Search Elite and also Feleta Wilson, an Associate Professor at Wayne State University, who wrote 14 articles that appear in Academic SearchShow MoreRelatedCyber Bullying1455 Words   |  6 PagesRunning head: Bullying Issues 1 Bullying Issues: Cyber bullying vs. Traditional Bulllying Horache Allen Compostion1 Jan 29, 2013 Bullying Issues 2 Bullying Issues: Cyber Bullying vs. Traditional Bullying Are you a victim of cyber bullying? Or were you theRead MoreThe Issues Of Cyber Bullying946 Words   |  4 Pages Coastal Carolina University The Issues of Cyber-bullying Alyssa Staub CSCI 101 – D1 Professor Matthews October 23, 2017 â€Æ' Cyber bullying has been a topic for scholarly inquiry, political debate, and policy reform since the commercialization of the Internet. Pre-internet bullying involved socially marginalized children and teenagers picking on their friends and other marginalized children at school. Traditional discipline included detentions, phone calls to their parentsRead MoreEssay about Exploring the Issue of Cyber Bullying1238 Words   |  5 PagesCyber bullying has been a topic for scholarly inquiry, political debate, and policy reform since the commercialization of the Internet. Pre-internet bullying involved socially marginalized children and teenagers picking on their friends and other marginalized children in the school yard. Traditional discipline included detentions, phone calls to their parents, and some sort of reconciliation between the children involved. Today however, the climate for bullies has dramatically changed and theRead MoreImpact Of Social Media On Technology1293 Words   |  6 Pagespeople are becoming addicted toward social network and have tremendous affects and influence over the lives of many people. The debate about social networking has emerged all over the world. There are some who are against it but there are also a lot of people who are in favor of it. Since the advent of social networking sites such as Facebook and Twitter, there has been much debate on their benefits and detriments. While social networking sites are a useful tool in our increasingly connected world, theyRead MoreCyberbullying Should Not Be Made Punishable By Law949 Words   |  4 Pagesresponse to bullying. It’s hard to sympathize with a victim of bullying if you’ve never been bullied or have always played the role of the bully. In their article Are Social Networking Sites Harmful, Abraham Foxman and Cyndi Silverman (2011) argues that cyberbullying is more threatening than anything we’ve ever see before, therefore, such crimes should be made punisha ble by law. While I agree that cyberbullying should not be taken lightly, people need to understand that bullying, be it traditional or throughRead MoreThe Effects Of Social Media On Society892 Words   |  4 Pagesmega company. Last year, the company had 845 million users, revenue was $3.7 billion, and the estimated value of the company is $100 billion. There are negative and positive effects of social media since the launched of Facebook in 2004. The great debate is: have Facebook plays a positive or negative impact in society? To answer the question, a person needs to analysis the negative and positive effect that Facebook has on society. 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Social networking affects our lives in many ways, including our communication, self- expression, bullying, isolations, friendships, and even our very own sense of humanity. Brian Jung 2oo8 Social networks, such as FacebookRead MoreCyberbullying Is A Serious Problem1560 Words   |  7 PagesCyberbullying Teenagers have been bullying and pushing each other around since the beginning of times, But now with technology texting, IMing, Facebook, Myspace, Youtube, bullies not longer have to confront their victims face to face. They can stay in the shadows and torture their targets anonymously; this new phenomenon is called Cyberbullying. What is Cyberbullying? Cyberbullying is defined as aggressive; intentional act carried out by a group or individual using an electronic form of contact,Read MoreShould Cyberbullying Be a Crime? Essay examples1208 Words   |  5 Pages‘Sticks and stones may break my bones, but words will never hurt me’ (The Christian Recorder). This is the infamous saying that many have heard since they were young. With vastly growing technology today, face to face bullying is being replaced with what is known as ‘cyberbullying’. Cyberbullying is defined as, â€Å"an aggressive intentional act carried out by a group or individual using electronic forms of contact repeatedly and over against a victim who cannot easily defend him or herself† (WebMD)

Business Significance

Question: Task 1 What does employee engagement mean for employee relations? It means being more strategic and seeing the big picture. It means being familiar with a wide range of techniques and skills, including mediation and communications. But ultimately, it may also mean asserting more strongly the employee interest agenda. In the light of the changing work environment within the UK, you have been requested to produce an informal report which examines contemporary trends and practices within the Employee Relations field. The report should specifically address the following:- Explain the different perspectives taken to manage employee relations and the balance of power between management and individuals. Discuss two (2) forms of industrial action and explain the approaches which can be taken to manage both individual and collective conflict. Evaluate the objectives for employee voice in both unionised and non-unionised contexts. How can such objectives improve organisational performance? TASK 2: Using your understanding of dispute resolution processes, research an organisation with which you are familiar with and evaluate their approach to handling disciplinary issues. Answer: Task 1 Employee Relations And Balance Of Power The business significance of every company depends upon good employee relations. The employee attitudes and the commitments are strongly associated with business performance and the managers see the employee voice as contribution to performance via better employee contributions and productivity gains. The climate of consultation and involvement in the company is associated with the employee satisfaction and commitment. The methods to increase the employee voice are communications, project teams and joint consultations as well as the growing interest in the partnership schemes, electronic media and the attitude surveys. In the Organisational terms the employee relations often suffer from a degree of invisibility as its boundaries are still unclear and no specific function or any individual has any specific responsibility for its managing it. Employee relations continues to be a critical area for the HR to manage. Most of the larger employers in the public as well as the private sectors believe that the establishment of effective machinery or maintain consultation with the employees. In public sector some of the HR displays strong commitment to working in partnership with the trade unions which reflects formal as well as informal committee structures. The companies should be able to deal with their employees in individual as well as representative basis. The emphasis should be on the retention, recruitment and pension (Gennard, 2009). The people involved with the employee relations practice should have or acquire the following skill sets to understand the employee relations more effectively Clear understanding of the labor laws. To know about how the representative structures work. The awareness of the general employment law. Develop facilitation and communication skills. Develop negotiation skills. To understand the methodologies of earning trust and respect of employees. Awareness of employee attitude and feelings. To have deep business knowledge (Van Buren and Greenwood, 2007). Some common views about Employee Relations Employee relations are seen as a skillset or a philosophy rather than as a management function or a well-defined area of activity. The employee relations has been shifted from institutions to relationships. The research lessons about employee voice and psychological contract are now being integrated by the employers and being absorbed in the employee relation policies and aspirations. Even though the line managers and board members are the practioners of these policies, still there needs to be a specialist with a strategic perspective and particular expertise in negotiation. The skills in employee relations and competencies are the most important skills which are important to achieve performance benefits keeping focus on employee involvement and commitment. The employee relations are defined to be strategic in terms of managing business risk. The organizations are likely to be more proactive in managing the employment relationship (Gough and Hick, 2009). Management of employee relation by employee engagement and distribution of power The key issue for the managers is focus and they are continuously trying to direct the attention towards the issues that will really make a difference to business performance. The achievement of business goals and financial returns is increasingly dependent on the delivery of work and performance by the frontline employees. This has emerged from the operation of a mix of HR and high performance work practices in the presence of a supportive management. The new rules of employee engagement can be suggested as a combination of commitment and organizational citizenship and have given a positive outcome (Turner and O'Sullivan, 2013). The recipe for success is job security, recognition, feedback, respect, organization purpose and team work are all present there but what the managers need is an advice in translating these aspirations into practice. Engagement focuses attention on the outcomes side of psychological contract. Engaged employees show commitment and make a willing contribution to the company needs, are less absent, help others within the organization and are less inclined to leave. Excessive focus on short term financial performance has been shown to be counterproductive. The need for the directors and the managers is to focus on the employees and the customers rather than only the shareholders. The policies of work life balance, commitment and performance. The policies on work life balance are being used by the employers to underpin positive workplace behaviors. The employee attitudes have been directly linked to the work life balance, performance and commitment and the request by the employers to give the employees right to flexible working. The managers who have made extensive use of employee information, involvement schemes and consultation are more methods adopted and make positive impact (Simpson, 2013). But the effectiveness of the relationship depends on the quality of the relationship, the degree of mutual commitment and trust. The business perfo rmance model of employee relationship focuses on the implementation of the HR practices by the line managers and on the employees ability, motivation and opportunity to practice discretionary behavior. Employee relations has been seen as the key ingredient though its role is less understood than other elements such as training or reward. The promotion of the two engagement in the employment relationship, the employee relations is considered as the heart of the high performance models. Not only the HR but the directors, the managers and all top management is responsible for the policies and promotion of the culture where the employees deliver high performance (Schlosser and Zolin, 2012). Industrial Actions In Times Of Individual And Collective Conflict Individual conflict The resolutions required to solve any individual workplace conflict has assumed an important place in the policy debates over contemporary work and employment. This has occurred due to the decline in collective industrial actions and parallel rise in the volume of employment tribunal applications. The most significant change has not been in the nature or extent of workplace conflict but to the channels through which it is expressed and potentially resolved. It is not the conflict but the system of conflict resolution that have become increasingly individualized (Ng and Feldman, 2011). There are three key issues i.e. the erosion of trade union and employee representation, the changing nature of the HR function, and the lack of confidence among the line managers in addressing and dealing with the difficult and emotional issues with their staff. It is said that only around a third of workplaces have any structures of employee representation and the majority of the employees have no access to even an on-site representative. Even in unionized workplaces, representatives are under growing pressure due to the increase demand for representational services and restrictions on facility time. This had profound effect on the dispute resolution as even the falling rates of union density has been associated with higher rates of disciplinary sanctions and dismissals. The presence of the unions makes the employers experience less adverse tribunal judgments which clearly shows that the link between improved workplace performance and effective voice of the employees (Mechanisms of Action, 2000). The scale and direction of individual workplace conflict is difficult to measure. The changes in the structures of workplace representation and the changing balance between the responsibilities of HR and line management have had a significant impact on the capacity of organizations to resolve difficult issues in the workplace. The public policy of UKs system of dispute resolution has focused almost exclusively on the impact of legal regulation on employment and economic efficiency. Though the debate on expensive system and limited access to justice undermining employment protection system is polarized but they have shown that very early signs of these changes have triggered a significant reduction in the tribunal volumes. But the reduction of access to the tribunal systems may also drive the workplace problems underground (Massey, 2004). If the employers are freed from the fear associated with litigation, they may be more likely to address issues at an early and may also invest in more innovative approaches such as mediation. There has been undoubtedly an increased interest in promotion of mediation as it is an alternative to conventional rights based disciplinary and grievance procedure and also as a catalyst for deeper organizational change (Kaufman, n.d.). Collective conflict Employee voice and participation are the broad terms which explains about the resolution of industrial conflicts in the organizations. Employee voice is an individual but participation is a group process, involving groups of employees. Representative participation is one of the types of participation that centers on the role that employee or the trade union representatives play in discussions between the managers and the workforce through the mechanism of joint consultation, or worker directors collaborative bargaining. These arrangements raise major issues to do with the distribution of power and influence within the organizations. There are two main variables in collective conflict, strikes and non-strikes collective conflict to capture collective conflict in the workplace. Non-strike forms of collective conflicts represent walkouts, demonstrations and petitions. Both the strikes and non-strikes collective conflicts are determined to a selective degree by the presence of the union delegates. This supports the assertion that the unions are the main instigators of collective conflicts (Kaufman, 2014). Conciliation is one of the skills that is used to prevent conflicts within an organization. The role of the conciliator is to play an active part in trying to solve the dispute, often by the suggestion of options for solutions or paths to a solution. The conciliation procedure is flexible and can be as formal or informal as the situation requires. Mediation is used when two or more parties of high level are involved in a dispute that may result in legal action. The mediators role is to help the parties to negotiate an agreed solution. The mediator is neutral and provides no advice or solution. Their work is just to talk their way through the problem and find a mutually agreed solution (Kaine, 2011). Employee Voice And Organizational Performance The employee involvement study has been restricted to employees direct participation in the day to-day operations, through discovery, diagnosis and resolution of problems related to the workplace issues that is upward and problem solving. The interest in non-union form of the employee vice coincides with the decline in unionism in a number of industries and countries. UK has switched over from representative voice to towards direct employee involvement. It is seen that the firms achieved more economic performance as a consequence of allowing more extensive worker influence though very little evidence was found regarding it. Employee voice describes how employees raise concerns, express their interests, solve problems and contribute to and participate in work place decision making. The employee voice can take place directly between employee and management or via the worker representative. Employee representative usually serve as advisory or information channels of influence on a wide range of corporate level decisions, including investment policy, technological change and corporate level strategy (Butler, 2005). To examine the effects of voice on manufacturing performance the assessment of team voice on every day and work related decision making was carried out on the following fields The use of new technology on the job Who should do what job The way the work will be done i.e. revising methods How many employees should be brought onto the team How many employees should be dismissed from the team Performance evaluations Settling grievances or complaints How fast a work should be done How much of work should be done in a day Selection of the team leader. Team voice improves labor efficiency and productivity but only when the representative voice is taken into account. Involving the expertise of the workers directly in the work process in teams contribute to the industries labor efficiency. Voice shows a positive relationship with productivity when the interaction with direct voice is included. When managers need to improve a plants capability by achieving high productivity they seek to involve key employees in decision making. Managers usually prefer to use direct participation I order to access workers knowledge in such circumstances (Dyne, Ang and Botero, 2003). Task 2 Managing Employee Relations At Itv ITV Yorkshire is the British television service provided by the ITV broadcasting limited for the Yorkshire area on the ITV network. It has said to be having turbulent relations with the broadcasting unions. The upheaval of enforced jobs changes on these new employees and the presence of the new management of a new ITV station and the huge investment by the shareholders provided fertile grounds for the unions. It was also off air for over two months due to the management of the company fighting over the unions (Creeber, 2006). The companys approach to employee relations is based upon engagement with the employees. It is done by a combination of methods i.e. collective bargaining, consultation with elected employee representatives and direct engagement with individuals. Engagement is regarded as the factor which brought success to the company and is now balanced enough to experiment different measures of engagement. The ITV maintains a wide range of direct communications. Communications with recognized unions in collective bargaining and employs 15% workforce from membership and in return gets 50% coverage for collective bargaining purposes. Then the communication with the democratically elected employee representatives which includes 15 different communication groups, 250 directly elected employee representatives and frequent use of twin track consultation (Critical Mention iTV, 2009). The last but very efficient is the communication with individuals, it follows techniques like 60 second updates, managemen t cascade, surveys and engagement in change projects. ITVs intranet, known as the water cooler, provides the individuals daily online update on news affecting ITV and theres weekly water cooler for the offline employees. The 60 second update produced monthly sets out a report on whats going on in the business. Individual development reviews, briefing meetings, individual relationships and workshops with line managers. The effectiveness of the process is monitored by the employee opinion surveys (Schwalb, 2004). The company also engages in collective consultations by the help of the elected representatives as unions represent only 15% of employees and the feedback is required from the whole work force. The scale of change within the organization is so high that the channel needs to consult with its employees as frequently as possible. Therefore it has 15 communication groups centered on different business locations. It uses collective bargaining as a method to retain employees on new working practices. This method has provided the company significant benefits and has helped to reassure the employees their importance in the company. The company uses negotiation and consultation to deal with the recognized unions and elected employee representatives. The management sets out a proposal and collects the responses and then further decides what action is to be taken. Negotiation can break down eventually but consultation gives the flexibility to the managers and the unions to come down to a decision (Haynes, 2005). Conclusion The ideas represented in the report are a sort of indicators that helps the management to monitor the incoming risks in the organizations and the methods to avoid them. It also contains aspirations for the employees to understand, identify with and commit to the objectives of the organization they work for. The employee relation specialists like the mediator and the conciliator have to be familiar with a wide range of techniques and skills to handle the problems that comes their way. One should not assert the interests of the employee or the employer as without the balance a high performing and strategic business is unlikely to succeed. References Butler, P. (2005). Nonà ¢Ã¢â€š ¬Ã‚ union employee representation: exploring the efficacy of the voice process. Employee Relations, 27(3), pp.272-288. Creeber, G. (2006). ITV Cultures: Independent Television Over Fifty Years. Screen, 47(2), pp.261-265. Critical Mention iTV. (2009). Choice Reviews Online, 47(04), pp.47-1741-47-1741. Dyne, L., Ang, S. and Botero, I. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs*. Journal of Management Studies, 40(6), pp.1359-1392. Gennard, J. (2009). The financial crisis and employee relations. Employee Relations, 31(5), pp.451-454. Gough, O. and Hick, R. (2009). Employee evaluations of occupational pensions. Employee Relations, 31(2), pp.158-167. Haynes, P. (2005). Filling the vacuum? Nonà ¢Ã¢â€š ¬Ã‚ union employee voice in the Auckland hotel industry. Employee Relations, 27(3), pp.259-271. Kaine, S. (2011). Employee voice and regulation in the residential aged care sector. Human Resource Management Journal, 22(3), pp.316-331. Kaufman, B. (2014). Theorizing determinants of employee voice: an integrative model across disciplines and levels of analysis. Human Resource Management Journal, 25(1), pp.19-40. Kaufman, B. (n.d.). Employee Voice before Hirschman: Its Early History, Conceptualization, and Practice. SSRN Journal. Massey, C. (2004). Employee practices in New Zealand SMEs. Employee Relations, 26(1), pp.94-105. Mechanisms of Action. (2000). Toxicology and Industrial Health, 16(3-5), pp.113-126. Ng, T. and Feldman, D. (2011). Employee voice behavior: A meta-analytic test of the conservation of resources framework. J. Organiz. Behav. 33(2), pp.216-234. Schlosser, F. and Zolin, R. (2012). Hearing voice and silence during stressful economic times. Employee Relations, 34(5), pp.555-573. Schwalb, E. (2004). ITV handbook: technologies standards. Compute. Entertain. 2(2), p.17. Simpson, B. (2013). The Labor Injunction and Industrial Action Ballots. Industrial Law Journal, 42(1), pp.54-60. Sinclair, A. (2012). (1) ITV Broadcasting Limited (2) ITV 2 Limited (3) ITV Digital Channels Limited (4) Channel 4 Television Corporation (5) Four Ventures Limited (6) Channel 5 Broadcasting Limited (7) ITV Studios Limited v TV Catchup Limited Secretary of State for Business, Innovation and Skills (intervenor). Euro Law Rep, 16(2), pp.187-229. Turner, T. and O'Sullivan, M. (2013). Speaking up: employee voice and attitudes to unions in a non-union US multinational firm. Industrial Relations Journal, 44(2), pp.154-170. Van Buren, H. and Greenwood, M. (2007). Enhancing Employee Voice: Are Voluntary EmployerEmployee Partnerships Enough?. Journal of Business Ethics, 81(1), pp.209-221.