Business Support System Research Paper Example | Topics and Well Written Essays - 750 words

Business Support System - Research Paper Example Marketers are able to communicate to their target market by use of appropriate, interesting and real ways that customers are elated about and also that entertain them thus persuading them to respond to the offer in the market. This way, promotional programs that are more appealing can be devised that ultimately elicit encouraging returns. This is the reason why marketers would go for augmented reality as it suits and allows smarter interaction with the immediate environment. Augmented reality has come in handy in real estate since by use of technology someone can locate a house for sale by the use of a phone. This is very practical and saves a lot of time since there is no need of searching for that information manually. Augmented reality has even some more applications in the real world. For example technology can be embraced to derive a way through which a customer can be permitted to visualize the contents of a product without having to actually open it. This will therefore motiva te customers who in turn will be tempted to try the product leading to possible impulse buying. Engineers can utilize augmented reality to have a taste of their products operation even before the actual launch something that will give room for more improvement on the product before the buyers use it. Case Study Two The general trend in the market seemed to nose dive leading to uncertainty in almost all other sectors the economy. The prevailing market conditions in 2010 triggered the downward trend of activities in the investment arena (Alison, 2008). The aspect of the debt that European held also had an immense influence on the way investors made their ultimate decision regarding their patterns of investing. The confidence of investors was also ruined by the fact that no one had the surety that Greece could be in a position to settle its debts something that everyone was looking up to. All these uncertainties led to the stagnation of the economy thus leading to the collapse of figur es of many industries that are the economic engines of the country. These events are the precedents of the flash crash that took place shortly after. The benefits of electronic trading are explicit in the market even today. These have far reaching advantages compared to brokers who are basically human. In the electronic trading for example, trading activities are done with accurate speed hence reliability and effectiveness is guaranteed. Moreover, brokers and other concerned agents tend to charge exorbitant fees to deliver on some activities something that may cripple the entire process. Therefore the electronic trading system comes in handy due to its reduced costs involved that help increase on the returns. The other hand efficiency is guaranteed by this system since buyers and sellers can be satisfactorily matched. There are some factors related to the electronic trading programs that contributed to the crash. This is a very unfortunate occurrence since a lot of utility was expec ted to be derived from these systems. There was a total imbalance and distortion of prices as their execution would be done with no regard to any price or time thus as selling continued prices dropped sharply. The effect of this is that what is there on offer to the market has to be sold aggressively to counteract bad prices that could bring huge losses. All these complicated processes frighten

Marketing and consumption Essay Example | Topics and Well Written Essays - 1250 words

Marketing and consumption - Essay Example 2012). This study will extensively expound on the marketing event that took place on September 10th 2013 by Apple Inc where it launched the lower-cost iPhone 5C which is ‘The most colorful iPhone Yet’ and the iPhone 5S which is dubbed as ‘The Most Forward-Thinking Smartphone in the World’ (CBCnews 2013). Apple Inc is one of the most famous information technology companies, and it is a multinational corporation whose headquarters are based in America, California. Apple Inc is a world renowned for its high-quality products, and it is involved in the sale, development and design of personal computers, computer software and consumer electronics. Apple’s popular hardware products include the iPod music player, the iPad tablet computer, the Mac computers and the iPhone Smartphone (Chazin 2013). September 10th 2013 was a very special day for the Apple Inc company since it was launching two phones that have never been seen in the world ever. iPhone 5C is a lo wer-cost iPhone since Apple has been known to produce very expensive products due to its market niche as well as a good reputation that has lasted many years since the creation of the company in 1976. Thus, its products have been known to be very expensive as compared to similar products that try to rival Apple’s products (Apple 2013). Not only is the iPhone 5C lower in cost but also the most colorful iPhone to be manufactured in the world. ... It is the first Smartphone with 64-bit technology that provides blazing-fast performance, especially when editing photos, launching apps or when playing graphic-intensive games. The iPhone 5s delivers desktop class architecture on the palm of the customer’s hand (iPhone(a) 2013). My selection is relevant to marketing since Apple Inc is a world-renowned company and, therefore, any marketing launch that it organizes has to be covered by all the media in the world due to its attraction of many customers. The chosen marketing event for this study is an excellent example of marketing since there are various lessons that can be learnt from the event. It is paramount to note that Apple had already conducted a marketing awareness program that it will be launching the two phones and there was a humongous response worldwide from many people who wanted to purchase the iPhones firsthand (AppleEvents 2013). The marketing event had attracted very prominent people from all corners of the wor ld since they wanted to know what other new-product Apple had created. It is worth noting that Apple Inc has a long history with its co-founder, the late Steve Jobs and therefore, after his demise, many people thought that the company would not survive in business for long. Therefore, this marketing event was an attraction since people wanted to get a grip of the two new products (TheGuardian 2013). The marketing event was conducted in a very organized and colorful manner that was valuable to any person with a passion for marketing since there were numerous concepts that could be learnt. From the invitation cards to the colorful event, all aspects had what an excellent marketing event should endeavor to practice (Apple 2013). The

Strategic Human Resource Management (SHRM) of Sainsburys

Strategic Human Resource Management (SHRM) of Sainsburys Importance of Strategic Human Management in Sainsbury: Strategic human resource management (SHRM) is a proactive approach of identifying better support for employees in order to accelerate the performance or the actions they provide in accordance with Human resource management (cipd.co.uk). The responsibility of Human resource manager is recruitment to retirement process of the employees and two types of functions are Managerial and Operational. Managerial function includes Planning, Organising, Staffing, Budgeting, Coordinating, Controlling, and Implementing. And the operational function includes Planning, Recruitment, Selection Induction, Training, Performance Appraisal, Compensations, Promotions, Welfare to employees, Recreations to employees, retirement (allinterview.com). The role has intended to identify the potential skills on employees and to focus the performance they supply into development. The importance of performance management is to provide more effective personnel who will be able to increase product market competition, provide the opportunities to share organisations vision and that way they realize the vision, the opportunities for the line manager for the acceptance of accountability to make such decision. Able to understand the key decision which is down to the line manager and the supervision (Millmore, et,al 2007). The policies and practices of Human Resource Management must meet with strategy in order to adapt integrated competitive environment and with the immediate business conditions that meet in an organisation. The integrated strategic has three dimension approach to apply. which is means the relationship between Human resources management policies and practices with strategic management, importance of internalization of HRM on the part of line manager and the workforce into an organisation to foster commitment or an identity of interest with the strategic target (Beer at el., 1984). The importance, purpose and contribution of strategic HRM in an organisation or to the achievement of the organisational objectives are discussed hereafter. As a Human resource manager in Sainsbury I am defining my role in Strategic Human resource management. AC 1.2: Activities of Strategic Human Resource management in Sainsbury: Sainsbury as one of the biggest supermarket in the UK has its strategic human resource extended widely. It has very good policy of STRM. The processes of SHRM in Sainsbury are 1.2.1. Strategic recruitment application process: Sainsbury as big supermarket has its recruiting process online for reducing time frame. The recruitment and selection includes the application process of applicants name, address, postcode, date of birth with marital status, two references and their contact information, national insurance number, employment history, qualifications and cv. After the application process they use e-mail or telephone to contact the applicant about the process. Consider alternative position may be applicable for applicant. Sainsbury keep the information for the internal record. Fulfil the legal obligations. If the application becomes successful Sainsbury make a personal record for the applicant and contact the referees are provided by the applicant (Sainsbury.co.uk). 1.2.2. Training and development programme: Sainsbury has design its training and development programme very constructive way. They have segmented the programme in different steps. Step1. Induction training: The induction training programme is compulsory for everyone. It takes place during first two days. A basic introduction to Sainsbury about its value, legal and compliance rules includes health and safety and food safety. Step2. Foundation and training: It is compulsory for all colleagues to be skill at this. It takes place during first 12 weeks. An introduction to job roles description that includes all the basic is required to know how productively and safely the work is done in individual department. Step3. Intermediate training: The intermediate training is fundamental for everyone. It takes place once foundation level is signed off. It includes the timescales depend on the hours but it takes place during first 12 month. This is the stage of develop the job role and deliver the required performance standard. Step4. Advanced training: Advanced and training is for management and team leaders, the job experts who want to develop the next stage of the job. It takes place once intermediate level is signed off. This includes how to manage and supervise the role. It also signed off of the legal and compliance of the job in the first 12 weeks (sainsburys.co.uk). 1.2.3. Employment career programme: Sainsbury has designed and develop a standard employment and development programme very constructively for their staff according to the needs. Career and development programme includes Colleague discount card, Annual bonus scheme, Family friendly policies, Parental leave, childcare vouchers, Pensions, Life insurance, Save as you earn, Sainsbury share purchase plan, Career breaks, Sainsbury social association programme Award for long service (Sainsbury.co.uk) 1.2.4. Loyalty of employee: Loyalty of employee which is called a great place to work. Sainsburys Training and development and reward programme has made its employees to be loyal in the organisation. By performing the best of human resource, Sainsbury won CBI Human Capital Award on 12th of October in 2009. It has over  £80 million bonus payments for 127,000 colleagues to encourage and earn their loyalty (J Sainsbury plc.co.uk). 1.3. Contribution of strategic human resource management in Sainsbury: The contribution of SHRM in Sainsbury is very rich. Sainsbury as a developed supermarket has identified its Human resource management policy according to the objectives. Contribution of SHRM is mainly focuses the performance of Human resource management in Sainsbury. The contribution of Strategic Human resource includes 1.3.1. Company growth: Sainsbury has gradual opportunities to grow supermarket space. It has currently 16.1 percent market share in the UK as a whole. According to the developing plan, Sainsbury introduced 10 minutes drive to Sainsbury of 40 percent UK population by opening 38 new supermarket which almost three quarters are in the areas where they currently under performed(J Sainsbury plc.co.uk). 1.3.2. Increase of revenue: Sainsbury has its total sales (including vat, including fuel) up 5.1 percent to  £21421 million (2008/09:  £20383 million). Total sales(including vat, excluding fuel) up 6.7 percent. Underlying operating profit up 8.9 percent to  £671million (2008/09:  £616 million).J Sainsbury plc.co.uk 1.3.3. Satisfaction to the shareholders: Sainsbury has been able to focus on the perspective of its stakeholder interest. According to the integrity of stake holder involvement it has very successful achievement of stakeholder satisfaction. The achieve includes world leaders in Fairtrade (value of  £218 million), we are Green to the core, largest retailer of freedom food, Leader in HR and people management, Official partner of London 2012 Olympic games, Making a positive deference to our community ( £86 million for schools and clubs).J Sainsbury.co.uk Task 2 Task 2: Human Resource Planning in HSBC Bank 2.1: Analyse the business factors that underpin Human Resource planning in HSBC Bank Strategic HRM Strengths: The strength of strategic HRM in the HSBC bank is to identify the right people in the right place. Strategic HRM is to focus HR activities that HSBC practise in order to develop the organisation. The strengths of Strategic HRM is to apply in HSBC bank with great effort in order to bring the outcome satisfactory and make the company develop in HR practice. HSBC as world local bank has various factors that strength the Human Resource planning. Particularly in the economic down town HSBC has come with successful business factors which made it able to identify the sectors they were need to develop. As a Human resource Manager following the Business factors that I have underpin the Human resource plan is 2.1.1. Business Growth: The impact of Strategic HRM in the World giant bank of business growth is to practise the Strategic HR activities properly by the Managers, individual bankers, cahiers and by the customer service assistant. HSBC as world giant bank has newly opened a retail branch in Glasgow by spending  £2.1 million and creating 18 jobs across Scotland. HSBC regulatory committee has authorised a further investment of opening a new HSBC premium branch to open in Thailand in 2011(Enterprising news, 2011). 2.1.2. Locations of operation: HSBC as one of the giant local bank in the world has its Headquarter in London and it is appearing in 8000 locations in 80 countries and the territories are across Europe, North, Central and South America, the Asia-Pacific region, the Middle East and Africa. Particularly HSBC has 1500 branches across UK (HSBC, 2011). 2.1.3. Business change: HSBC as one of the world giant bank has gone through a radical business change by adapting online Banking system. Where consumer can do their business activities after the banking hours close. The online banking system has identified to make flexible and conducive service for customer. In online banking customer can easily transfer the money, apply for credit card, apply for loan, apply for mortgage and also can apply for job as well (HSBC, 2011). 2.2: Assessment of Human resource Requirements in given situation: HSBC bank has bought the Indian retail and commercial businesses of Royal Bank of Scotland (RBS.L) as the part nationalised UK bank it retreat from overseas markets. According to HSBC it would pay a premium of up to $95 million over the tangible net asset value(TNAV) of the business after the deal has completed probably in the fast half of the next (2011) year (reuters.com) 2.2.1. Government policy (Regional): Human resource management policies of HSBC bank in fact, Government polices about the employees of RBS in India over the Acquisitions has remained unchanged as the Royal bank of Scotland in India 83% is owned by the British Government (reuters.com) 2.2.3. Government policy (Education): To make more skilled and more productive employee in the organisation HSBC Strategic Human resource programme has started running online academies by what allows the personnel to make their personal development programme. The online academy provide self-assessment programme, exams to the users who will find out where the position of the employees in the organisation and match this against the skills of what position they can look for (personeltoday.com). 2.3: Develop a Human resource Plan for HSBC Bank: HSBC as one of the biggest Bank in the world has its Human Resource management is very rich. It has to develop a human resource plan for its Human resource performance. Here I am as a Human resource manager of HSBC bank creating a Human Resource plan. 2.3.1. Organisational Objectives: HSBC as world local bank its plan must be based on SMART (Specific, Achievable, Measurable, Realistic and Time based). In terms of supplying best service all staff must be concern with objectives. 2.3.2. Selection and Recruitment: Selection is the initial stage of identifying the right people need for the organisation. After the selection process recruitment process must be based on the organizational structure to avoid the unwanted position. 2.3.3. Employee Development: Employee development plays a major role in the organisation. In HSBC bank there is a need for regularly revising Training programme. In average HSBC spends  £600 per employee on training programme delivered in 16 training centre worldwide. Here in the United Kingdom about 173,000 learning days so far recorded with around 33,000 employees attending face to face training (Thinking made easy, 2009). 2.3.4. Retention: Retention planning gives the chance to keep the skilled personnel in the organisation for long period. Developing a promotion and career plan aspect must be taken in order to avoid potential recruitment in the organisation. 2.4: Critically evaluate how human resource plan can contribute to meet HSBC bank objectives: The contribution of Strategic Human resource plan is to increase human resource activities performance in the organisation. It plays a vital role of providing the effectiveness in its action in order to improve the business performance. It attempts the link between personnel management practices and such as hard outcomes as profit (Millmore et,al 2007). The stages of contribution kept by human resource plan are defined below. 2.4.1. Improve performance: The contribution of Human Resource Management in the HSBC bank is to improve HR activities in the organisation. It is to identify in what are need to be develop or need to improve in order to provide extreme performance. 2.4.2. Business case (cost): The contribution of strategic human resource management is to reducing the cost of unwanted expense in HR practice. Minimising the cost is one of the key element of practising extreme human resource activities in HSBC bank. 2.4.3. Succession planning: HSBC has one of the key objective of Managing Growth is a strategic plan of implement formal and friendly behave between staffs. By what they understand that they can have skilful and perspective people in the organisation (Thinking made easy, 2009). 3.1. Explain the purpose of Human resource management in HSBC Bank: The purpose of human resource management in HSBC bank is in very wide perspective. It has mainly to identify and reserve the Human Resource activities in the organisation. The policies of HR in HSBC bank are 3.1.1. Health and Safety: HSBC bank put great importance on Health and safety to make sure that a safe environment is exist in the organization the measure of risk may arise from possible terrorist attack, the environmental disaster to fire, accident and diseases.. HSBC has encouraged its employees to take health and safety as a part of their own responsibility (Thinking made easy, 2009). 3.1.2. Equity and diversity: In HSBC bank Equity and Diversity programme is practised with lots of integrity. To develop the best diversity practice HSBC introduced locally the strategy of diversity Toolkit programme in 2004 in Hong Kong. To enhance the consciousness of the issue and develop a database of cultural and business etiquette HSBC introduced an interactive diversity competition on the employees intranet in Hong Kong (Thinking made easy, 2009). 3.1.3. Bullying and Harassment: HSBC as the world local bank has put the individual specific employee policies are imposed by the legislation and the regional cultural norms. All personnel are accountable for behaving colleagues with respect and dignity for creating the atmosphere free from Discriminations, Harassments and Victimisations. Unable to be abided by the policy may be subject to disciplinary procedures (Thinking made easy, 2009). 3.1.4. Working time and time off: HSBC bank has statutory requirement working hours and leave. Most of the staffs are required to work maximum 48 hours average in the working week. Any agreements must be writing and signed by worker. The bank has made detailed regulation on maximum rest period. The employees are entitled to take maximum of 5.6 weeks paid leave a year. The employees are also entitled to take, paternity leave, maternity leave, parental leave, abortion leave and the leave for family reason (hsbc.co.uk). 3.2. Analyse the impact of regulatory requirements on Human Resource policies in HSBC bank: The impact of regulatory requirements on Human Resource policies in HSBC bank is very important and essential for proper practice of regulatory policies and abides by the rules. It has emphasised on exercising Employment legislation and legal and regulatory requirements including pay, discrimination, equality employment right and responsibilities. The impact of regulatory requirements policies in HSBC bank are discussed below. 3.2.1 Sex discrimination act: Under the sex discrimination act 1995/1997 it is illegal to discriminate against someone o grounds of their sex (including gender re-assignment) or marital status (including civil partnerships) or on grounds of their actual and perceived sexual orientation. No one can discriminate because of the pregnancy or maternity (hsbc.co.uk). Race relation act: Under the race relation act 1992 it is illegal to discriminate against someone on grounds of Race, Colour, Nationality or Ethnic minority origins or on the grounds of their religion or philosophical beliefs. Anyone become failure to be abided by the rules would be faced proper action of termination (hsbc.co.uk). Employment act: under the employment act 2008 HSBC has introduced the basic employment law to the staff. The recruitment law cover the discrimination on number of grounds is illegal for instance, race, sex, age, disability, sexual orientation. Part time employees have the right to be treated with full respect as the full-timers have. Employees must deduct for NI and tax contribution from their wages, and pay them to Customs HM revenue under pay as you earn. Dismissing someone is automatically unfair and discriminatory if the dismissal is due to pregnancy or any reason to do with the childbirth (hsbc.co.uk). Task 3 Task 3: Review Human Resource Management in British Airways 4.1. Analyse the impact of organisational structure on the management of Human Resources According to Mintzberg (1979; Mintzberg et al 1998) there are two basic approaches to the formation of organisational structure, the contingency approach and configuration approach. The contingency approach of the structure of an organisation will depend on factors like the nature of the business and its strategy, its size, the geographical span of its activities, its age and history and the nature of the environment. He argues that rather than adapting the contingency approach it is sometimes better to base structure on configuration approach, factors like span of control, the need for formalization centralization and decentralization and planning system should be logically configured into internally consistent grouping (Stonehouse Campbell, 2004). Organisational structure is form of model which indicates the segmented management level and the imposed responsibilities belong to individuals. Impact of strategic HRM on the British Airways organisational structure is to set up a frame work in the favour of reducing unwanted vacancies, make positive and constructive formation in the organisation. Organisational structure of British Airways has given below. Geographical Impact: British airways as one of the biggest airline company in the world have great impact of its operation in all over the world. The organisational structure has big influence on running the Human resource in the company. Strategic HR and its function are involved with the company in order to make proper recruitment process to the promotion in that organisation and employ the right people in the right place. In terms of reducing the unprofitable routes and make the productive practice of Strategic Human Resource. Centralization impact: Centralization of British Airways organisational structure can put huge impact on its operation. British Airways business which is value adding activities can be highly impacted and effective by practising centralization of its organisational structure. The decision making process of centralized structural activities can produce the competitive market for British Airways. British Airways Organizational Structure (the official.com) 4.2 Analyse the impact of British airways organisational Culture on the management of human resources: Organisational culture: Organisation culture is the key element of management practice. In the aspect of organisational life culture keep a central and dimensional location in the organisation. Organisational culture sometimes perceived an explicit attention by how people think about the company, the value and the ideas how guided by the meaning and the belief of a cultural nature. Managing the organisational culture is important and the perception of it understand by the corporate world can develop the cultural practice and the performance (Alvesson, 2002). Organisational culture is the form of cognition and ideas, ideologies and the value of the organisation internal behaviour. This is kept in people mind when they work for British airways. Nurture the aspect of organisational culture in mind practise the responsibly is the progressive way of developing human resource in British airways. The relationship between culture and HRM functions: The relationship between culture and HRM function is very common and internally linked. HRM function includes Resourcing, Development, performance management, pay and conditions and employees relationship has the contingency approach to each others. The functions of HRM and the culture are practised at the same time to develop and exercise the Strategic Human resource management in the organisation. British airways can be idealised with this practice of cultural HRM functions to make en effective Human resource in the organisation. 4.3. Examining how the effectiveness of Human Resource management in British Airways: The effectiveness of Human resource management is to improve the existing business in BA. Human resource management strategy, human resource policies and Human resource operation is to provide the competitive advantages in the organisation. The contribution of HRM is to provide the achievement for organisation, help to acquire BA goals, reducing the cost, and increase the benefit by practising it. Organisational goal: Strategic human resource has identified the several field of effectiveness in BA. BA has the goal to develop customer focused and the performance of HRM that offer rewards for individual performance but also the recognition of different employee in the business has different demand in terms of benefit, Training and development (2009/2010 annual report) Human resources efficiency: Human resource efficiency means the activeness of the operation is provided by those people who are working for BA. British Airways has total manpower of 36832 across the operation which is the reduction of 3800 staff in the previous year (2009) all on voluntary terms. To improve the business BA has finished restructuring of the management in order to increase accountability of the business. It is now exploring the new way of boost the efficiency in staff to get better value for consumer by focusing the improvement of employees engagement (2009/2010 annual report). Performance Indicator: Performance indicator is a process of identifying the individual employees activity measurements. BA have the right Human resource leader of right support with motivation to create high performance HR culture, that means the managers may involve with the employees to get high class productivity. To measure the individual performance the surveys report will be introduced quarterly and include the engagement index by what managers can track and take the action (2009/2010 annual report). 4.4. Make justified recommendations to improve the effectiveness of Human Resource management in British Airways: British Airways is the UKs high profile and largest international scheduled airline. It flies the consumer at convenient times to the best located Airport around the globe. British Airways is the world leading global premium Airline with 144 Boeing, 84 Airbuses, 3 Avros and 7 Embraer E-jets. It has one of the world biggest structural and multicultural infrastructures around the world. Proper implementation of Human Resource practice can bring the effectiveness and the outstanding productivity in that organisation. This can help BA to achieve its target market and expected goals. Justified Recommendation: The effectiveness of strategic Human Resource management in BA is to perform the organisational performance of combination with strategic structure and the strategic cultural programme in order o provide better service to the customer. The effectiveness of the theory to adapt and implement existent structural and cultural exercises by utilising the resources it has to bring the improvement in the practice of human resource in the organisation. Regular monitoring programme, Reporting and Meetings could be very effective way to justify the performance of Human resource in British Airways in terms of improving the effectiveness. Benchmarking HR performance: Internal performance programme standard can be the effective way by looking at the comparative HR performance of others Airline Company of the same categorical or the look at the similar Airline Company that is providing the same service in the industry. British Airways can have in effect, the existence strategic HR groups by benchmarking against similar Airline Company rather than the individual. BA may be performing badly and loosing the competitiveness against others Airline organisations that can justify customers needs in different way.

Loons :: essays research papers

"The Loons" Piquette Tonnerre was daughter of Lazarus. She had long black hair and her broad coarse-featured face bore on expression Piqutte was thirteen years old. She was older than Vanessa, but they were together in the same grade. Piquette failed several grades, because her attendance had always been sporadic and her interest in schoolwork was negligible. She missed a lot of school because she had tuberculosis of the bone, and had once spent months in hospital Piquette's voice was hoarse and she was limping when she was walking. She wore grimy cotton dresses that were always miles too long. Jules Tonnerre built a small square cabin which was made of poplar poles and chinked with mud. He Built it about fifty years before, when he came back from Batoche with a bullet in his thigh. Jules had only intended to stay the winter in the Wachakwa Valley. The cottage on Diamond Lake had a sign on the roadway bore in austere letters name MacLead. It was a large cottage; it was on the lakefront. Everything around the cottage were ferns, and sharp-branched raspberry bushes, and moss that had grown over fallen tree trunks. Above the backdoor there was the broad moose antlers that hung there. Vanessa loved the summer at Diamond Lake because she loved to listen to the loons all night. She also loved because she would go swimming in the lake. Vanessa also loved to go there because she could spent more time with her father. For example; they would go at night to the lake to listen to the loons carefully because some day they can just disappear. She also loved it because she got to see her best friend Marvis. Piquette wasn't actually interested in the surrounding and the loons or the lake. Most of her time she spent on the cottage with Beth helping to do the dishes or with Roddie. Every time when Vanessa asked her about the nanter she sounded like she didn't care about it or she didn't that she didn't know anything about nature. Piquette reacted this way because she never used to go places like Diamond's Lake. She always had to do all the work at home; for example, she had to clean. Vanessa Piquette four years later, one Saturday night when Mavis and her were having Cokes in the Regal Cafe. Piquette was seventeen but Vanessa thought she looked like twenty.

Gender Essay

For most of its history, western political theory has ignored women. Women have seldom appeared in its analyses of who should have power, when it finally decided to notice women it usually defended their exclusion from public affairs and their confinement to the home; only rarely have women been seen as political animals worthy of serious consideration. The inequalities that exist between men and women are seen as of little practical importance and theoretical interest. Feminist political theory however, sees women’s situation as central to political analysis, its focuses on why in most societies men appear to have more power and privilege than women and how can this be changed. The term feminist came into use during the 1880’s, indicating support for women’s equal legal, economic, social and political rights with men. (Bryson, 2003) Feminism reflects the varied needs and perceptions of women in different societies and situations. Feminists argue that all women have the right to education, employment, political participation and full legal equality. Although strongly opposed in the past, they are largely accepted in the west today. However, women still remain disadvantaged despite gaining legal rights. (Bryson, 2003) All feminist do not think alike. Depending on time, culture and country feminism around the world have sometimes had different causes and goals. The labels help mark the range of different approaches, perspectives and frameworks a variety have used to shape both their explanations for women’s oppression and their proposed solutions for its elimination. The three groups of feminist theories I will seek to analyse in order to assess their contributions against what is known about Caribbean women and their realities in this essay are Liberal, Radical and Black feminist perspectives. One thing we know about Caribbean women is that they have always worked. Women’s position in the Caribbean has been characterised by a dual work role, they engage in both household and extra household work, in order to provide for their families. Evidence has shown, that after slavery the tradition of female labour continued. Joycelin Massiah states that black women had no choice but to work, because the idea of man as the breadwinner was unrealistic and unattainable. Women were forced to take the major responsibility of their households because a large number of men had emigrated. Erna Brodber examined the role of women in some Caribbean countries. She states that despite the public image of womanhood which stressed on the abstention from physical work for elite woman, Caribbean women continued to seek work outside the household and support themselves. Brodber also states that images of white women portray them as â€Å"delicate† and â€Å"unassuming†, the black woman is portrayed as â€Å"hardworking to the point of being comical†. (Massiah, 1986) Work outside the household however did not free Caribbean women from their household responsibilities; these women still had to ensure their husbands were still taken care of. Men in the Caribbean societies felt that because of economic circumstances, females should be employed outside the home and should contribute to the expenses. They also believe that domestic duties should still remain the woman’s responsibility, even if she is employed. In the public domain, women defer widely to male authority and decision making, but in the domestic domain, she exercises power. (Massiah, 1986) Radical feminism claimed to go to the roots of women’s oppression, and it proclaimed itself as a theory of, by and for women; as such, it was based firmly in women’s own experiences and perceptions. Secondly, it saw the oppression of women as the most fundamental and universal form of domination, and its aim was to understand and develop strategies for the end of that oppression. Thirdly, women as a group had interests opposed to those of men; these interests united them in a common sisterhood that transcended the division of class and race, and meant that women should struggle together to achieve their own liberation. (Bryson, 2003) Radical feminism names all women as part of an oppressed group, stressing that no woman can walk down the street or even live in her home safely without fear of violation from men. French feminist Christine Delphy points out that like all oppressed people, many women do not like to accept that they are part of an oppressed group, developing various forms of denial in order to avoid identification. To the radical feminists, patriarchy is the oppressing structure of male domination. Radical feminism makes male control visible as it is exercised in every sphere of women’s lives, both public and private. It stresses that ‘emancipation’ or ‘equality’ on male terms is not enough. A total revolution of the social structures and the elimination of the processes of patriarchy are essential. (Rowland & Klein, 1991) Patriarchy is the domination of men over women. Kate Millet’s early work (1971) is a good example of the approach that ‘sex is a status category with political implications’. Patriarchy, dominates over class, religion, race and culture. Patriarchy is a system of structures and institutions created by men in order to sustain and recreate male power and female subordination. Institutional structures like the law, religion, the family, have ideologies which perpetuate the naturally inferior position of women; socialisation processes to ensure that women and men develop behaviour and belief systems appropriate to the powerful or powerless group to which they belong. These structures are dominated by men who ensure that they maintain these positions. Within the private domain of the family, men have structured a system whereby woman’s reproductive capacity leaves her vulnerable and powerless, domestically exploited, and entrapped in economic dependence. (Rowland & Klein, 1991) The family is maintained through the notion of romantic love between men and women, when in fact marriage contracts traditionally have an economic base. Women’s labour within the family, which has been unpaid and unacknowledged, is defined as ‘labour of love’. Women ‘by nature’ are said to be passive, submissive and willing to be led. Processes like socialisation of children encourage this situation to continue. Patriarchy has a material base in 2 senses. First, the economic systems are structured so that women have difficulty getting paid labour in society which values only paid labour and in which money is the currency of power. Women without economic independence cannot sustain themselves without a breadwinner. They cannot leave a brutal husband, cannot withdraw sexual, emotional and physical servicing from men, they cannot have equal say in decisions affecting their own lives. Radical feminists have therefore stressed the necessity for women to exercise economic power in their own lives. The second material base is the woman’s body. Women in marriage are seen to be ‘owned’ by their husbands and cannot bring a civil case of rape. Women’s bodies are advertised and pornography alike objectified and defined as ‘other’ and available for male use. Rowland & Klein, 1991) Radical feminists sees the oppression of women as universal, crossing race and cultural boundaries, as well as those of class and other structures like age and physical ability. One of the basic tenets of radical feminism is that any woman in the world has more in common with any other woman regardless of class, race, age, ethnicity, nationality, than any woman has with any man. In Sisterhood is Global (1984) Robin Morgan draws together contributions from feminists in seventy countries, the majority of which are third world countries. She begins with a quote about the global position of women in the report to the UN Commission on the states of women. ‘While women represent half the global population and one third of the labour force, they receive one tenth of the world income and own less than one percent of the world’s property. They are also responsible for two thirds of all working hours’. In the developing world women are responsible for more than fifty percent of all food production. In the industrial nations women are still paid only half to three quarters of men’s wages. Most of the world are starving are women and children. Women in all countries bear the double burden of unpaid housework in association with any paid work they do. Radical feminists thus hold that women are oppressed primarily and in the first instance as women. But because of differences in their lives created by, for example culture and class, women experience oppression differently. (Rowland & Klein, 1991) Black feminist theorising has made critical contributions to feminist epistemology. The theory comprises of a body of work by black feminist intellectuals reacting to the failure of existing feminist explanatory framework to adequately comprehend the realities of black women. Feminists like Sojourner Truth, Audre Lorde, Patricia Bell, Patricia Hill Collins as well as many others interrogated existing feminist theories and found them lacking, as they fully ignored or denied black women’s specific experiences. For instance Sojourner Truth’s powerful statement on racial inequalities ‘Ain’t I A Woman’ was a 19th Century deconstruction of the notion of a global, common womanhood and an insistence on inserting black womanhood in the concept of what it meant to be a woman. In her speech Truth argued that white women were placed on a pedestal and gave them certain privileges (mostly that of not working), this attitude was not extended to black women. Speaking of the U. S. A in the 1970’s Audre Lorde stated, â€Å"by and large, within the women’s movement today, white women focus upon their oppression as woman and ignore differences of race, sexual preference, class and age. (Barriteau, 2006) The work of black feminists reveals hierarchies of power within categories of race, class, gender, patriarchal relations, sexuality and sexual orientation. Black feminism demonstrates that white or other feminist theorising refuses or fails to recognise race as a social relation of domination within feminism and society. Radical, socialist and liberal feminist had examined other oppressive social relations but none had made race central to their analysis, black feminist theory exposes racism. They focus on difference in order to understand problems of oppression. Audre Lorde points out that white radical feminist Mary Daly images white women as Goddesses, with African women entering her analysis ‘only as victims and preyers upon each other’. Here Lorde exposes a key distortion that is similar to how early development discourses constructed women in the Caribbean. Women in the south, whether Caribbean, or African were seen as helpless victims in need of international development intervention. (Barriteau, 2006) This theory holds that the constructed invisibility if black women’s lives must be challenged. For example, much of the history of the West Indies was based on the activities of black men. Black feminist thinkers underline the importance of using lived experiences as a criterion for generating knowledge. Deborah King’s concept of multiple jeopardy or multiple consciousness shifted the conception of women’s oppression as confined within ethnic and racial boundaries. She was concerned with the invisibility of black women. She noted that class inequality compounded the problem of racism and sexism for black women and felt that class constituted a third jeopardy. She therefore defined multiple jeopardy as, a way to understand the ways in which various forms of oppression interact in ways that negatively affect the lives of black women. Much of feminist theory represents white ethnocentric feminist theorising and is therefore inadequate in not addressing the concerns of other women, especially black women. (Barriteau, 2006) Unlike radical feminism, black feminism goes on to demonstrate how racist relations follow black women into the private realm. Experiences of relations of oppression within households differ for black or minority women in a racist state. Central to black feminist theorising is the knowledge that patriarchal relations structure women’s lives very differently to their male peers. The ‘rule of the father’ enforces men’s power in the family and society. In the Caribbean, men have assumed the role of patriarchs. Black feminist theory reveals that there are other dimensions to black women’s experiences of the home that are not captured by other feminist theories, especially for those black women who for centuries have been obliged to work outside the home, whether in fields, factories or the homes of others. Many of these women instead of longing to be liberated from the home, they yearn for the opportunity to go home or stay at home. Hazel Carby noted that ideologies of black female domesticity and motherhood have been constructed through black women’s employment in chattel positions as domestic workers and surrogate mothers to white families rather than in relation to their own families. (Barriteau, 2006) In terms of sexuality, black women have been stereotyped as having wild and uncontrollable sexual urges. Black women were presented as either whorish or unsexed; they were either nanny or jezebel. Evelyn Hammond has argued that black women’s sexuality is constructed in opposition to that of white women. In the struggle for sexual liberation, many white women demanded reproductive technologies in order to say yes to sex, while black women wanted autonomy and freedom from a racist and intrusive state in order to say no. (Barriteau, 2006) Criticisms of black feminist theory are that sometimes there is the impression that all oppressions are equal, and it has been critiqued for assuming that black women have a superior standpoint in the world. There is also a sense in which persons of African descent are privileged in black feminist thought. (Bryson, 2003) The final theory I will analyse is the liberal feminist theory. Liberalism is based on the principle of individual liberty, in which every person should be allowed to exercise freedom of choice. Each individual should be given equal opportunities and civil rights, but that was conceived of as a privilege that should extend to European men. When it comes to state interventions in the private sphere, liberals agree that the less we see of Big brother in our homes the better. (Tong, 2009) Liberal feminist Mary Wollstonecraft has been very influential in her writing, ‘A Vindication of the Rights of Woman’. She wrote at a time when the economic and social position of European women was in decline. These women were left at home with little productive work to do, and they were married to relatively wealthy professional men. These women had no incentive to work outside the home or, if they had several servants inside it. (Tong, 2009) Middle class ladies were, in Wollstonecraft’s estimation, ‘kept’ women who sacrificed health, liberty and virtue for whatever prestige, pleasure and power their husbands could provide. She denied that women are, by nature, more pleasure seeking and pleasure giving than men. She reasoned that if men were confined to the same cages that trap women, men would develop the same flawed characters. She stated that women lacked the power of reason because they were encouraged to indulge themselves and please others. She believed that women should have the same access to education as men. She believed that women should experience full personhood. Other liberalists John Stuart Mill and Harriet Taylor Mill believed women needed suffrage in order to become men’s equals. They claimed the vote gave people the power to express their own political views but also change those systems, structures, and attitudes that contribute to their own and others oppression. (Tong, 2009) Betty Friedan in the Feminist Mystique, studies the lives of white middle class housewives living in the suburbs. She described the dissatisfaction of these women as the problem with no name. She claimed that these women led unfulfilling lives in their traditional roles as mother and wives. She argued that a more meaningful course for these women was to have the opportunity of full time work in the public sphere. She believed that the absence from the home would make children and husbands more self sufficient. She felt that by limiting women to being wives and mothers was limiting their full human development. She also believed that women would always have to work harder than men. (Bryson, 2003) The main critique of liberal feminism is that of racism and classism, they focused primarily on white, middle class women. They also privileged so called male values. They also continue to distinguish between the private and public lives of people without understanding that the private and public sphere often intersect. In conclusion, feminist epistemology has transformed the world for many Caribbean women, as it questions women’s lived experiences and their roles in identity formation. Caribbean women in their roles have mostly preached a strong work ethic and promoted a strong social identity. The Caribbean has a legacy of race and colonial legacies, therefore the experiences and history of Caribbean women has been different. Unlike some the white middle class women in European societies that the liberal feminist talk about, Caribbean women have always had to work and frequently they have been the principal breadwinners in their households. But because of all the earlier groups of feminist theories about women, it paved a way for the new knowledge about Caribbean women and their realities.

Life and Work of John Bowlby

Bowlby was born in London to an upper-middle-class family. He was the fourth of six children and was brought up by a nanny in the British fashion of his class at that time. His father, Sir Anthony Bowlby, first Baronet, was surgeon to the King's Household, with a tragic history: at age five, Sir Anthony's own father (John's grandfather) was killed while serving as a war correspondent in the Opium Wars. Normally, Bowlby saw his mother only one hour a day after teatime, though during the summer she was more available. Like many other mothers of her social class, she considered that parental attention and affection would lead to dangerous spoiling of the children. Bowlby was lucky in that the nanny in his family was present throughout his childhood. [1] When Bowlby was almost four years old, his beloved nanny, who was actually his primary caretaker in his early years, left the family. Later, he was to describe this as tragic as the loss of a mother. At the age of seven, he was sent off to boarding school, as was common for boys of his social status. In his work Separation: Anxiety and Anger, he revealed that he regarded it as a terrible time for him. He later said, â€Å"I wouldn't send a dog away to boarding school at age seven†. [2] Because of such experiences as a child, he displayed a sensitivity to children’s suffering throughout his life. However, with his characteristic attentiveness to the effects of age differences, Bowlby did consider boarding schools appropriate for children aged eight and older, and wrote, â€Å"If the child is maladjusted, it may be useful for him to be away for part of the year from the tensions which produced his difficulties, and if the home is bad in other ways the same is true. The boarding school has the advantage of preserving the child's all-important home ties, even if in slightly attenuated form, and, since it forms part of the ordinary social pattern of most Western communities today [1951], the child who goes to boarding-school will not feel different from other children. Moreover, by relieving the parents of the children for part of the year, it will be possible for some of them to develop more favorable attitudes toward their children during the remainder. [3] He married Ursula Longstaff, herself the daughter of a surgeon, on April 16, 1938, and they had four children, including (Sir) Richard Bowlby, who succeeded his uncle as third Baronet. Bowlby died at his summer home on the Isle of Skye, Scotland. Career Bowlby studied psychology and pre-clinical sciences at Trinity College, Cambridge, winning prizes for outstanding intellectual performance. After Cambridge, he worked with maladjusted and delinquent children, then at the age of twenty-two enrolled at University College Hospital in London. At the age of twenty-six, he qualified in medicine. While still in medical school he enrolled himself in the Institute for Psychoanalysis. Following medical school, he trained in adult psychiatry at the Maudsley Hospital. In 1937, aged 30, he qualified as a psychoanalyst. During World War II, he was a Lieutenant Colonel in the Royal Army Medical Corps. After the war, he was Deputy Director of the Tavistock Clinic, and from 1950, Mental Health Consultant to the World Health Organization. Because of his previous work with maladapted and delinquent children, he became interested in the development of children and began work at the Child Guidance Clinic in London. This interest was probably increased by a variety of wartime events involving separation of young children from familiar people; these included the rescue of Jewish children by the Kindertransport arrangements, the evacuation of children from London to keep them safe from air raids, and the use of group nurseries to allow mothers of young children to contribute to the war effort. [4] Bowlby was interested from the beginning of his career in the problem of separation and the wartime work of Anna Freud and Dorothy Burlingham on evacuees and Rene Spitz on orphans. By the late 1950s he had accumulated a body of observational and theoretical work to indicate the fundamental importance for human development of attachment from birth. [2] Bowlby was interested in finding out the actual patterns of family interaction involved in both healthy and pathological development. He focused on how attachment difficulties were transmitted from one generation to the next. In his development of attachment theory he propounded the idea that attachment behaviour was essentially an evolutionary survival strategy for protecting the infant from predators. Mary Ainsworth, a student of Bowlby’s, further extended and tested his ideas, and in fact played the primary role in suggesting that several attachment styles existed. The three most important experiences for Bowlby’s future work and the development of attachment theory were his work with: Maladapted and delinquent children. James Robertson (in 1952) in making the documentary film A Two-Year Old Goes to the Hospital, which was one of the films about †young children in brief separationâ€Å". The documentary illustrated the impact of loss and suffering experienced by young children separated from their primary caretakers. This film was instrumental in a campaign to alter hospital restrictions on visiting by parents. In 1952 when he and Robertson presented their film A Two Year Old Goes to Hospital to the British Psychoanalytical Society, psychoanalysts did not accept that a child would mourn or experience grief on separation but instead saw the child's distress as caused by elements of unconscious fantasies (in the film because the mother was pregnant). Melanie Klein during his psychoanalytic training. She was his supervisor; however they had different views about the role of the mother in the treatment of a three-year-old boy. Specifically and importantly, Klein stressed the role of the child's fantasies about his mother, but Bowlby emphasized the actual history of the relationship. Bowlby's views—that children were responding to real life events and not unconscious fantasies—were rejected by psychoanalysts, and Bowlby was effectively ostracized by the psychoanalytic community. He later expressed the view that his interest in real-life experiences and situations was â€Å"alien to the Kleinian outlook†. [2] Maternal deprivation Main article: Maternal deprivation In 1949, Bowlby's earlier work on delinquent and affectionless children and the effects of hospitalised and institutionalised care lead to his being commissioned to write the World Health Organization's report on the mental health of homeless children in post-war Europe. [5] The result was Maternal Care and Mental Health published in 1951. [6] Bowlby drew together such limited empirical evidence as existed at the time from across Europe and the USA. His main conclusions, that â€Å"the infant and young child should experience a warm, intimate, and continuous relationship with his mother (or permanent mother substitute) in which both find satisfaction and enjoyment† and that not to do so may have significant and irreversible mental health consequences, were both controversial and influential. The 1951 WHO publication was highly influential in causing widespread changes in the practices and prevalence of institutional care for infants and children, and in changing practices relating to the visiting of infants and small children n hospitals by parents. The theoretical basis was controversial in many ways. He broke with psychoanalytic theories which saw infants' internal life as being determined by fantasy rather than real life events. Some critics profoundly disagreed with the necessity for maternal (or equivalent) love in order to function normally,[7] or that the formation of an ongoing relationship with a child was an important part of parenting. [8] Others questioned the extent to which his hypothesis was supported by the evidence. There was criticism of the confusion of the effects of privation (no primary attachment figure) and deprivation (loss of the primary attachment figure) and in particular, a failure to distinguish between the effects of the lack of a primary attachment figure and the other forms of deprivation and understimulation that may affect children in institutions. [9] The monograph was also used for political purposes to claim any separation from the mother was deleterious in order to discourage women from working and leaving their children in daycare by governments concerned about maximising employment for returned and returning servicemen. 9] In 1962 WHO published Deprivation of maternal care: A Reassessment of its Effects to which Mary Ainsworth, Bowlby's close colleague, contributed with his approval, to present the recent research and developments and to address misapprehensions. [10] This publication also attempted to address the previous lack of evidence on the effects of paternal deprivation. According to Rutter the importance of Bowlby's initial writings on ‘maternal deprivation' lay in his emphasis that children's experiences of interpersonal relationships were crucial to their psychological development. 8] Development of attachment theory Bowlby himself explained in his 1988 work â€Å"A Secure Base† that the data were not, at the time of the publication of Maternal Care and Mental Health, â€Å"accommodated by any theory then current and in the brief time of my employment by the World Health Organization there was no possibility of developing a new one†. He then went on to describe the subsequent development of attachment theory. 11] Because he was dissatisfied with traditional theories, Bowlby sought new understanding from such fields as evolutionary biology, ethology, developmental psychology, cognitive science and control systems theory and drew upon them to formulate the innovative proposition that the mechanisms underlying an infants tie emerged as a result of evolutionary pressure. [12] â€Å"Bowlby realised that he had to develop a new theory of motivation and behaviour control, built on up-to-date science rather than the outdated psychic energy model espoused by Freud. [5] Bowlby expressed himself as having made good the â€Å"deficiencies of the data and the lack of theory to link alleged cause and effect† in Maternal Care and Mental Health in his later work Attachment and Loss published in 1969. [13] Ethology and evolutionary concepts â€Å"From the 1950s Bowlby was in personal and scientific contact with leading European scientists in the field of ethology, namely Niko Tinbergen, Konrad Lorenz, and especially the rising star of ethology Robert Hinde. Using the viewpoints of this emerging science and reading extensively in the ethology literature, Bowlby developed new explanatory hypotheses for what is now known as human attachment behaviour. In particular, on the basis of ethological evidence he was able to reject the dominant Cupboard Love theory of attachment prevailing in psychoanalysis and learning theory of the 1940s and 1950s. He also introduced the concepts of environmentally stable or labile human behaviour allowing for the revolutionary combination of the idea of a species-specific genetic bias to become attached and the concept of individual differences in attachment security as environmentally labile strategies for adaptation to a specific childrearing niche. Alternately, Bowlby’s thinking about the nature and function of the caregiver-child relationship influenced ethological research, and inspired students of animal behaviour such as Tinbergen, Hinde, and Harry Harlow. Bowlby spurred Hinde to start his ground breaking work on attachment and separation in primates (monkeys and humans), and in general emphasized the importance of evolutionary thinking about human development that foreshadowed the new interdisciplinary approach of evolutionary psychology. Obviously, the encounter of ethology and attachment theory led to a genuine cross-fertilization† (Van der Horst, Van der Veer & Van IJzendoorn, 2007, p. 321). [14][15] The â€Å"Attachment and Loss† trilogy Main articles: Attachment theory and Attachment in children Before the publication of the trilogy in 1969, 1972 and 1980, the main tenets of attachment theory, building on concepts from ethology and developmental psychology, were presented to the British Psychoanalytical Society in London in three now classic papers: The Nature of the Child’s Tie to His Mother (1958), Separation Anxiety (1959), and Grief and Mourning in Infancy and Early Childhood (1960). Bowlby rejected psychoanalyst explanations for attachment, and in return, psychoanalysts rejected his theory. At about the same time, Bowlby's former colleague, Mary Ainsworth was completing extensive observational studies on the nature of infant attachments in Uganda with Bowlby's ethological theories in mind. Her results in this and other studies contributed greatly to the subsequent evidence base of attachment theory as presented in 1969 in Attachment the first volume of the Attachment and Loss trilogy. [16] The second and third volumes, Separation: Anxiety and Anger and Loss: Sadness and Depression followed in 1972 and 1980 respectively. Attachment was revised in 1982 to incorporate recent research. According to attachment theory, attachment in infants is primarily a process of proximity seeking to an identified attachment figure in situations of perceived distress or alarm for the purpose of survival. Infants become attached to adults who are sensitive and responsive in social interactions with the infant, and who remain as consistent caregivers for some months during the period from about 6 months to two years of age. Parental responses lead to the development of patterns of attachment which in turn lead to ‘internal working models' which will guide the individual's feelings, thoughts, and expectations in later relationships. [5] In Bowlby's approach, the human infant is considered to have a need for a secure relationship with adult caregivers, without which normal social and emotional development will not occur. As the toddler grows, it uses its attachment figure or figures as a â€Å"secure base† from which to explore. Mary Ainsworth used this feature plus â€Å"stranger wariness† and reunion behaviours, other features of attachment behaviour, to develop a research tool called the â€Å"Strange Situation Procedure† for developing and classifying different attachment styles. The attachment process is not gender specific as infants will form attachments to any consistent caregiver who is sensitive and responsive in social interactions with the infant. The quality of the social engagement appears to be more influential than amount of time spent. 16] Darwin biography Bowlby's last work, published posthumously, is a biography of Charles Darwin, which discusses Darwin's â€Å"mysterious illness† and whether it was psychosomatic. [17] Bowlby's legacy Main article: Attachment theory Although not without its critics, attachment theory has been described as the dominant approach to understanding early social development and to have given rise to a great surge of empirical research into the formation of children's close relationships. 18] As it is presently formulated and used for research purposes, Bowlby's attachment theory stresses the following important tenets:[19] 1) Children between 6 and about 30 months are very likely to form emotional attachments to familiar caregivers, especially if the adults are sensitive and responsive to child communications. 2) The emotional attachments of young children are shown behaviourally in their preferences for particular familiar people, their tendency to seek proximity to those people, especially in times of distress, and their ability to use the familiar adults as a secure base from which to explore the environment. ) The formation of emotional attachments contributes to the foundation of later emotional and personality development, and the type of behaviour toward familiar adults shown by toddlers has some continuity with the social behaviours they will show later in life. 4) Events that interfere with attachment, such as abrupt separation of the toddler from familiar people or the significant inability of carers to be sensitive, responsive or consistent in their interactions, have short-term and possible long-term negative impacts on the child's emotional and cognitive life.

5 Ways Online Job Searching Can Waste Your Time

5 Ways Online Job Searching Can Waste Your Time The Internet has become a valuable tool for networking and hiring, but it has also paved the way for scams and traps and other time wasters. Here are five things to keep an eye out for in your online job search, to make sure you don’t derail yourself. After all, only about 1 in 5 online applicants end up getting an interview. Here’s what to avoid.Out-of-Date PostingsIf you keep running into a particular posting and it seems like it’s been out for a while, pay extra attention. It could be that they have rolling recruitment at that particular company and are hungry for talent at any time, but it could also be that this is an old posting someone forgot to take down- or worse, a recycled one.LinkedIn GluttonyYes, everyone who’s anyone is on LinkedIn. And yes, you’re probably six degrees or fewer from your biggest fish. But don’t just start connecting to people willy-nilly. And certainly don’t start spamming people you have never met- in pe rson or otherwise, or have no reasonable claim to know. Try making genuine connections with personal messages first, with people within your circle, or just beyond, and explain what you’re looking for. In most cases, you’ll get passed along to where you need to be without looking like you’re connecting for the sake of statistics, rather than genuine relationships.ScamsWe’ve all seen them. And we’ve all (probably, at one point or another) been desperate enough to fall for one. Even the best job search sites can sometimes fail to weed out a phony job posting. Keep your wits about you. If a job seems too good to be true (exorbitant pay, little to no experience needed), it probably is.Keyword CrazinessFormatting your resume with a ton of keywords to please the robots sifting through online applications will probably backfire. The technology is quite advanced and trained to look for contextualization. Stop treating your resume with SEO and address it, a nd your cover letter, as if a real person will be reading it. That might be the best way to ensure one actually will.Firing BlindIt may feel productive to blitz applications by the dozen, but chances are you’re not getting your materials in front of the right people. Do a bit of homework and find out who the hiring manager or supervisor is for your position, read up about them to the extent you can, then try and find a way to get your resume in front of that person- rather than their application bot.Taking time to avoid these pitfalls can really make a difference, not to mention minimize your job search time. Remember, work smart- not hard.5 Pitfalls Of Your Online Job Search