Saving Sourdi Outline - 689 Words

May-Lee Chai’s â€Å"Saving Sourdi,† 181-94 Background / Back-Story Places and events alluded to (you may wish to look up the following terms): Cambodia (183-84) Angkor Wat (194) the Naga (194) Phnom Penh Pol Pot the Khmer Rouge—1975-1979 Choeung Ek â€Å"the Killing Fields† Consider numerous references throughout the story to bones, fields, barbed wire Consider the images in Nea’s two dreams: 186, 191 Plot Sequence: The scenes are mostly chronological with a peripheral flashback to the scene when Nea was 4 and Sourdi was 9, and Sourdi â€Å"saved† Nea â€Å"in another world, a place almost unimaginable to me. . . . † (191) Ages of Nea and Sourdi (Sourdi is 4 ½ to 5 years older than Nea)— 1. Opening scene when Nea†¦show more content†¦What has she learned about Sourdi, about herself, her world? What experiences and epiphanies have brought about this change? Some questions to ask and consider what the answers reveal about Nea’s character development, her motivation to â€Å"save† Sourdi? 1. Is there any explanation (other than genetic differences) for why Nea and Sourdi have such seemingly different personalities and approaches to dealing with conflict? 2. What motivates Nea to want to save Sourdi by attacking the drunk, stabbing him with a paring knife? Why does she say, â€Å"‘I shoulda killed him!’† (182-83)? 3. Consider Nea’s recalling talking with Sourdi in bed, Nea having claimed that she couldn’t sleep and â€Å"curling into a ball beside my older sister† (184). 4. Consider every scene. What does each scene reveal about Nea and her conflict? How do the scenes reveal a different conflict for Sourdi? 5. Study the scene in the field with Duke, Sourdi, and Nea. Why does Sourdi panic and start â€Å"running wildly,† taking off â€Å"like an animal startled by a gunshot† (184-85)? 6. What internal conflicts for Nea are revealed in the long concluding scene when Nea decides she must save Sourdi from her marriage to Mr. Chhay and calls Duke to drive her to DesMoines? 7. Does Sourdi ask the story’s key question when she asks her sister, â€Å"‘Nea, what’s wrongShow MoreRelatedNea the Antagoist1168 Words   |  5 PagesNea the Antagonist South Plains College April 20, 2015 Research Paper In May-Lee Chai’s â€Å"Saving Sourdi,† Nea would be the antagonist of the story if the literary development of point of view and characterization were different. Point of view and characterization in literature is what allows us to see, hear, and feel a story the way it is designed. An author’s attention to detail is crucial. He or she may put more focus into every small element in a setting or they may emphasize more on

Changing Roles in Human Resources Management - 1136 Words

â€Å"The concept of â€Å"human resources management† implies that â€Å"employees† are resources of the company† (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 2.). The human resources department traditionally has been seen by organizations as a necessary expense, rather than a value to the company (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 1). Human resources management involves many crucial jobs, some of which include handling people in a professional manner, good intuition and adaptability, creativity in job design and placement, recruitment skills, employee training and educational development, conflict management, introducing and implementing new company policies, performing employee reviews, maintaining employee compliance with company and†¦show more content†¦The downside to this is that this younger workforce usually does not have the experience, work ethic, or care about the company the way the older generation did (Zuckerman, 2010). Anothe r diversity issue that HR must deal with is exponentially growing workforce in terms of ethnicity, race, gender, and sexual orientation. Human resources management must develop imaginative ways to deal with issues and problems that may arise between these different cultures working together. Also, the HR management must find creative ways to analyze each worker’s most useful skills and place him or her in the most suitable job possible. Technology and E-Business in Human Resources Management Technology is becoming a central part of all business and from the human resources point of view; it can assist in lowering the costs in their department. The increased use of E-Business tools by human resources has developed tools for employees making access to company policies, procedures, and benefits more effective (Laureate Education, Inc., 2007). Any industry could benefit from using website technology, which can be very cost efficient. These portals can be used to improve workplace efficiency by providing employee’s to a plethora of company information that he or she has personal access to, therefore preventing some of the issues that HR personnel may need to be involved with , thusShow MoreRelatedHuman Resource Management : An Integral Sector929 Words   |  4 PagesHuman resource is an integral sector in any form of organization. Governments as well as the private organizations use human resource sector to manage personnel working in various departments of the firm s. However the human resource sector keeps changing and the organizations also have to formulate different ways of managing the sector to ensure that it is productive. Battaglio (2014) addresses the dynamism of the human resource in the public sector in the United States in such a dynamic world. 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Author has conducted HR literatureRead MoreImportance Of Hr And Their Role Of Aviation Industry1511 Words   |  7 Pages Importance of HR and their Role in aviation industry Department of Aviation, Lewis University, Romeoville, IL Bipin Patel bipinnpatel@lewisu.edu +12247701888 Abstract Today, Human Resource Management has become a vital part of industries. They play a significant role in all industry. This paper will describe about the Human Resource Management (HRM) and how important to have HRM in industry and the role played by it, in various companies around the globe to make it successful. HRM isRead MoreHuman Resource Management And Significant Difference Between Administrative And Strategic Functions Of Hr1382 Words   |  6 PagesHuman resource management has evolved a great deal since its beginnings. It began as primarily clerical operation in large companies concerned with payroll and employee record. This paper will discuss the evolution of human resource management and the significant difference between administrative and strategic functions of HR. The evolution of human resource management and the significant difference between the two types of HR Human Resource Management (HRM) has evolved from many terms and functionsRead MoreThe Changing Role of Hr Management1106 Words   |  5 PagesThe Changing Role of HR Management University of Phoenix Human Resources Management The Changing Role of HR Management For years, businesses relied on personnel departments for the management of their employees. The primary concerns of the personnel departments included attendance records, benefits, and salary. Therefore, the personnel departments did not consider the importance of contributions a company’s employees made to the business. These contributions included such things as diversityRead MoreHuman Resources Management1005 Words   |  4 PagesHuman resources management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of human resources management are

Organisations and Behaviour for Business - myassignmenthelp

Question: Discuss about theOrganisations and Behaviourfor Business Environment. Answer: Introduction Organisational culture is a reflection of the attitude, beliefs and shared values which governs the workforce behaviour in an organisation(Wiewiora, 2013). The attitude of a whole society also reflects in the way work is done in an organisation. In certain organisations people work in teams and their attitude is to cooperate(Stanford, 2011). On the other hand, in certain other organisations personal development governs organisational culture. Organisation Man is a book written by William Whyte which gives an insight into the corporate culture of the mid twentieth century(Eldridge Crombie, 2013). The book gives many insights about the changes which take place in organisational culture over the years. Relevance of The Organisation Man in the wake of changing business environment The organisation Man was written by William Whytein 1956(Whyte, 2013). The book addresses the organisational culture in American large organisations like IBM and Ford in the mid twentieth century(Whyte, 2013). Mid twentieth century was an era of large scale economic and job growth in America(Douglas Douglas, 2010). According to this book, this situation led to shift is corporate culture which saw an increase of organisational culture of collectivism. To elaborate further, it can be observed from the book that in mid twentieth century, the notion that individual talent can lead to growth was being replaced by the notion that all issues could be solved by organisational or group thinking(Whyte, 2013). According to William Whyte,the employees of the organisations believed in group thinking, hence they were loyal, dedicated and considered their talents as an attribute which was to be used for the service of the group or organisation(Whyte, 2013). In this background the aim of this essay is to understand the relevance of the organisation man concept in todays business world. Business world has seen many changes from the time of publication of this book in mid twentieth century(Mohin, 2012). In more than sixty years, work culture has completely changed. According to various thinkers of management , the current era of business is no longer an era of the employee who melts into a group and becomes a part of it; giving his lifelong talent and service to the group with utmost dedication and obedience(Petrakis, 2014). Therefore, business culture has definitely changed through the years. According to William Whyte, corporate America was looking at a corporate culture where employees were not overly brilliant but just obeyed the organisational goals and did as they were told(Eldridge Crombie, 2013). In other words, they lived a disciplined, rule oriented business life style without giving any importance to personal talents and individual growth(Blackford, 2012). According to Whytes book, corporate America had become culturally stuck in group behaviour and all members of the organisation believed that group or organisational growth meant the growth of all employees(Whyte, 2013). However, in todays business world talent and knowledge is given more importance(Johnson, 2014). Those individuals rise to higher level management who have exceptional talent and a drive for individual achievement. In continuation to the above argument, it has also been observed that recruiters from large organisational like Google and Apple hire those management graduates who are highly skilled and have knowledge in the area(Thompson, 2013). Hence, it can be said that, organisations give more importance to personal talent(Douglas Douglas, 2010). Organisations have realised that personal growth of the employees will lead to organisational growth and not the other way round as William Whytehas mentioned in his book more than sixty years ago. Considering the changes in the business world pertaining to rapid growth in IT infrastructure, outsourcing, job hopping and growth in small business enterprises, concept of new organisation man is being propounded by some thinkers(Drucker, 1988). Business houses now understand and appreciate the talent of their employees. The belief that people will work in groups to achieve predetermined goals without applying their own ideas is long gone(Laloux, 2014). Firms do not expect lifelong loyalty from employees as they understand that talented employees work for an organisation as a choice(Blackford, 2012). Therefore, personal talent has taken precedence over group problem solving of the business world of the twentieth century. Business world in Whytes times was more predictable(Blackford, 2012). Production was managed in a certain way and profits could be envisioned to large extent. Therefore, it suited corporate America to be monotonous in their business conduct(Eldridge Crombie, 2013). People could work in groups in the same organisations for years because methods of work did not change. Technological progress was there but it was not revolutionary and fast paced(Mohin, 2012). Therefore, group culture was seen in organisations and people used to be dedicated to one organisation for a life time. However, rapid and revolutionary changes in technology changed the business pattern and made it more talent and individual oriented(Blackford, 2012). Hence, it can be deduced that changing business scenario lead to a shift in thinking of employees and management. The generation in the mid twentieth century had come out of a difficult war and tough economic depression(Eldridge Crombie, 2013). Therefore, their aim was to seek prosperity and stability. Consequently, business in that era was focused on survival through dedicated service to an organisation(Eldridge Crombie, 2013). Due to the need for stability there was no attempt by the people to focus on personal talents. People submerged individual ambition(Drucker, 1988). Organisational conformity became way of life for that generation. The needs of the present generation have changed from need to survive to need excel.(Blackford, 2012) This is because this generation is a product of a more prosperous and stable society. They do not have the baggage of war and depression behind them. Hence, this generation of today is not interested in submerging their talents. They are focused on personal accomplishments and individual career growth(Mohin, 2012). Joining large fortune 500 companies for a life time for stability is no longer the aim of this generation(Stanford, 2011). Due to changes in global business culture, individual contribution is again becoming an important part of business function. In the present business scenario Whytes Organisation Man seems irrelevant. However, it holds certain business and cultural lessons for the current business and society(Blackford, 2012). It narrates a tale of a corporate culture where businesss aimed at being big. However, in todays scenario if a company aim at becoming a large conglomerate without paying attention to knowledge pool among its workforce, it will become ineffective(Johnson, 2014). This is because there would be many other organisations that would be looking at snatching the talent of this organisation(Laloux, 2014). Therefore, William Whytes book Organisation Man gives an insight into the changing dynamics of business culture. As this book gives comprehension about culture and gives an interesting basis to research on cultural change, it cannot be called completely irrelevant. Conclusion Organisation Man concept has been rendered irrelevant due to business culture changing towards individual talent and personal career growth. However, the book gives a good understanding of the manner in which business culture has changed and how the thinking of workforce has undergone a paradigm shift. References Blackford, M. G., 2012. The Rise of Modern Business: Great Britain, the United States, Germany, Japan, and China. North Carolina: university of north carolina Press Books. Douglas, H. Douglas, C., 2010. Cultural Strategy: Using Innovative Ideologies to Build Breakthrough Brands. Oxford: OUP. Drucker, P. F., 1988. The Coming of the New Organization. Harward Business Review. Eldridge Crombie, 2013. A Sociology of Organisations (RLE: Organizations. New York: Routledge. Johnson, M., 2014. Winning The War for Talent: How to Attract and Keep the People to Make the Biggest Difference to Your Bottom Lin. New Jersey: John Wiley Sons. Laloux, F., 2014. Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness. St, Millis: Nelson Parker. Mohin, T. J., 2012. Changing Business from the Inside Out: A Treehugger's Guide to Working in Corporations. Oakland: Berrett-Koehler Publishers. Petrakis, P. E., 2014. Culture, Growth and Economic Policy. New York: Springer Science Business Media. Stanford, N., 2011. Corporate Culture: Getting It Right. Melbourne: John Wiley Sons. Thompson, V., 2013. Find (and Keep) Top Talent for Your Business (Collection). New Jersy: FT Press. Whyte, W. H., 2013. The Organization Man. Reprint ed. Pennsylvani: University of Pennsylvania Press. Wiewiora, A., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context. International Journal of Project Management, 31(8), pp. 1163-1174.