The Diverse Nature of Counseling Essay Example | Topics and Well Written Essays - 1000 words

The Diverse Nature of Counseling - Essay Example Psychoanalytic therapy was the first to develop in the area of counseling. It was created by an Austrian doctor by the name of Sigmund Freud. He wrote many aspects of the personality such as the id, ego, and superego. He also came up with the idea of reaction mechanisms in response to anxiety as well as thoughts of the consciousness and unconsciousness. In regards to therapy, the goal of therapy in psychotherapy is to bring the unconscious into the conscious realm through dream interpretation and talking therapy. In addition, it focuses on the strengthening of the ego so that the person becomes more integrated with reality. This was the foundation for all of the other therapies in psychology. The next major form of therapy to develop in counseling was Alderian therapy. It was started by Alfred Adler, who was a student of Freud’s, so there is some psychoanalytical influence on this theory. His basis for this therapy was that people are strongly influenced by the events of the p ast in which they either witnessed or experienced. Unlike in psychoanalysis which is purely deterministic, Alderian therapy acknowledges that both biological and environmental factors can impact a person. Many times, Alderian therapy is used in family and child therapy due to the emphasis on birth order and family constellations. Many times the goal in therapy is helping the person overcome inferiority and modifying faulty lifestyles and motivation. (Rule, & Bishop, 2006). Existential therapy is one of the theories which is more derived from philosophy rather than the behavioral sciences. It was created and supported by Victor Frankl and Rollo May. They reject the deterministic behavior of psychoanalysis in favor of the idea that we have the freedom to choose who and what we want to be. It is in this attempt to find oneself in which the therapy is developed. Logotherapy, the search for meaning, was created using this philosophy on counseling. The goal in counseling is helping the in dividual discover themselves and allowing them to redefine themselves through personal expression and genuineness expressed by the therapist (Yalom, 1980). Person-centered therapy was started by Carol Rogers. Again, rather than the purely biological nature of psychoanalysis, person centered therapy relies on concepts from the humanistic psychology. The main aspects of person centered therapy, as a therapist, are to have unconditional positive regard for a person, congruence, and be able to be empathetic towards the individual. The idea behind person centered therapy is that growth in the client is attained by the genuineness of the client-therapist relationship. This was unlike many of the prior therapy philosophies in that the main goal of therapy is based on the client-therapist relationship (Tudor, & Worrall, 2006). Gestalt therapy is the based on the here and now. According to Fritz Pearls, the goal in helping the client overcome neuroticism is by making them experience their pa st emotions and experiences as if they are a current feeling. Some of the principles of Gestalt therapy included

Oppositional Defiant Disorder (ODD) Research Paper

Oppositional Defiant Disorder (ODD) - Research Paper Example ODD is not a very common disorder, though a significant population of children suffers from it. â€Å"There are various statistics on the incidence of Oppositional Defiant Disorder in the U.S. Numbers range from 2-16% of children and teens in the U.S. have ODD† (Healthy Place, 2012). Children generally start acquiring the ODD at the age of 8 years (Healthy Place, 2012). In a vast majority of cases, children acquire the ODD before the start of teenage, though in certain cases, children may acquire the ODD in the late teenage. The effects of ODD start showing up gradually and aggravate with the passage of time. Causes of ODD A number of theories have surfaced that explain the causes of ODD in children. One of the main causes of ODD in children commonly identified by these theories is the development of temperament in the child and the response made by family to it. Some children have an inherited predisposition to ODD. Children in families where at least one parent contains a hi story of mood disorder have increased susceptibility to ODD. There is a whole range of parental mood disorder that can make a child vulnerable to ODD. Such mood disorders include but are not limited to conduct disorder, depressive disorder, antisocial personality disorder, attention deficit or hyperactivity disorder (ADHD), and substance abuse. Families that frequently migrate from one place to another make it difficult for the children to adjust in the new locality. As a result of this, children express their discomfort through anger and hostility. ODD may also be caused by a chemical imbalance in the brain or because of a head injury. In addition to that, tension between parents may also be a significant cause of ODD in children. In some families, parents have bad terms with each other which affects the psychology of the children in a negative way. In many cases, such tensions lead the marriage to the point of breakup and a child may acquire ODD as a consequence of the divorce bet ween the parents. Symptoms of ODD Differentiating between a child who is just emotional and another child who has ODD is complicated since the display of oppositional behavior is an integral feature of certain stages of development. However, there exists a range between the ODD and the normal oppositional behavior of a child. Children with ODD display a range of behaviors that include but are not limited to stubbornness, rudeness, short-temperedness, frequent defiance from the family principles and rules, placing the blame of their own mistakes on others, resentfulness, and irritability. However, they do not become violent to the physical extent or to the level that they start violating others’ rights. Actually, the hostile behavior of the children with ODD results from their lack of ability to distinguish between the appropriate and inappropriate behaviors. Children with ODD do not realize that they are overreacting or expressing unnecessary anger. Instead, they think that t heir parents are demanding too much from them or are placing unreasonable demand on them. Accordingly, these children may feel guilty for having done something seriously wrong if they realize. Diagnosis of ODD A psychologist or psychiatrist diagnoses a child with ODD if he/she displayed the symptoms of ODD. There are numerous disorders which may

Optimal Experiences, Temporality and Participation Assignment

Optimal Experiences, Temporality and Participation - Assignment Example From this paper it is clear that according to definition of the concept, it actually may be regarded as the most rewarding of all values, and thus the most important one. In my opinion, this is an ideal representation of flow that is hard to be reached on practice due to different limitation and obstacles like failure to understand what the client wants, clarity of final goal, main value prioritized by the clients in favor of other, extrinsic features, etc. Also, I would like to know what others think about relevance of helping the latter category of clients finding the occupations they enjoy more than others instead of seeking for jobs with high level of compensation and other material benefits. It is probably often not worthy of efforts since the person, even seeking more enjoyable occupation, would fail in reaching the flow due to the more complicated nature of enjoyment that is of combined nature.This essay discusses that  while there are people who know exactly what they are l ooking for and what activity brings them joy, there are also people who are not sure. This may be due to them still searching for their area of interest, as well as the possibility that some people like changing occupations, and this is their ‘flow’ of some kind. While such clients do not fit in the elaborated scheme, yet helping them is as necessary as helping others, this question necessitates further research and discussion.  

Comparing operating systems Essay Example for Free

Comparing operating systems Essay Operating systems are the programmes that create environment which enable the various programmes to run on a computer. That is why they are also referred to as platforms. The programmes that run on these platforms can range from simple office automation softwares that enable us to do wordprocessing to games and also device drivers. All major companies make their software for multiple platforms. By platform we mean the base environment that enables the communication between the onboard devices like the hard-disk, memory, various ports (input/output) and the functions it will carry out using other programmes that will run in that environment. For example if we look at Microsoft which makes the MS Office software that is used by most personal computers. They make MS Office for not only their own operating system namely Windows but also for MAC and also for UNIX / LINUX. The function of the Operating system is to provide an environment and background on which the other applications will run. This involves the use of Hardware like the display card, network card, sound card, printers, scanners, other input and output devices. The hardware is linked to the computer through ports and communicates with the operating system through special software known as firmware (or drivers as it is commonly known). The most common Operating Systems are:   Windows   MAC   UNIX/LINUX WINDOWS: This is developed by Microsoft and has become a major platform for personal computers around the world. The name Windows was coined for the reason that one can open more than one application at the same time and work on each one independently simply by opening them in different windows. The earlier programmes did not have this capability and it revolutionised the industry. After this popularity, various versions were developed with time and now-a-days, we see the launch of Windows Vista. Before this we had the Windows XP, Windows 2000, Windows NT, Windows ME, Windows 98 etc. The popularity of Windows has been more so in its marketing strategy in that it has not limited itself to geographical boundaries. As a result of its becoming popular and being the most commonly used operating system also had advantages in terms of support. There were more people who had had experience of using Windows and some were able to even provide expertise and support where more advanced Microsoft support was not available e. g. in the remote areas of Africa and other rural areas. But like its popularity it had other people who liked to know more of the Operating system and who wanted to know more about how it works in the background. This led to a new breed of programmers who liked to tear things apart and learn about the mechanism of the system. These people then found ways of overriding certain functions, disabling certain features and using the system to their own advantage and a term was coined for them to be known as Hackers. Windows has had to deal with this breed of programmers to continue to hold the market and continuously trying to prove that their Operating System is safe and secure. Some of these programmers later on turned to other ways of proving their skills by developing programmes that would install themselves on the system and wreak havoc on the user by destroying the data, playing up with files and hijacking confidential information and sending it to them. These programmes are known as viruses, which like the clinical virus, avoid detection by changing form and then when the opportunity allows, do their bit of destruction. Windows uses the protocol TCP/IP to communicate with other computers. It is also the protocol that is used for communicating with the internet. MAC : This was developed by the makers of Apple Macintosh computers or Apple for short. It has upto now managed to hold a great deal of market share in the USA where it originated and incidentally, Microsoft is also based there. The MAC operating system was developed solely for use in the Apple computers and it was programmed for specific hardware that was on the Apple PCs. Unlike Windows that was developed independent of the hardware, MAC on the other hand remained dependent on the hardware and the various versions that came were designed so as to get the maximum output from the same hardware rather than for other new hardware. This was the reason that AppleMac as it was commonly called failed to capture the global market since people could not afford to buy the hardware and also the level of support was lacking beyond the borders of USA. It did try to market the concept that you need to buy the hardware only once and then just keep upgrading the software but by this time it was too late. Far East especially Taiwan, Korea, Japan and China took on the opportunity and started developing motherboards for PCs for which Microsoft was willing to supply the necessary Operating System. MAC has produced various versions so far and presently we are using MAC OS x10. 5 also nicknamed Leopard just like its previous versions which were also named after the big cats. Except for the first one which was named Kodak after the Grizzly bear. Unlike Windows MAC does not have enemies of the likes of Hackers and Virus creators. It does get them but since MAC is not a popular system of the likes of Windows the Hackers and Virus programmers find it not that worthwhile to work on them. However, it does not mean that they are free from it, some people still do it and MAC also has to work around such people each time and new patches are constantly being developed. MAC uses the protocol AppleTalk to communicate with other computers. However, when it needs to go to the internet, it has to have TCP/IP protocol installed. UNIX/LINUX: Unlike the Windows and MAC this is not only an Open Source Operating System but also Freeware. By Open Source we mean that the main code of the programme on which it is based, is not secret or a property of anyone. Earlier when we talked about the Hackers getting into the operating system and disabling certain functions and enabling others to get it to work the way they want, this is exactly what an Open Source system allows one to do. One does not need to have a great deal of knowledge of programming to be able to manipulate the programme and also one does not need to worry about breaking any law by doing so. The inventors of the programme have given a basic programme along with the freehand to do whatever with it and make it work to your specific requirements. By freeware, we mean that the inventors who have created this programme do not want any money for it and it is free for anyone to download and use. Other terms in this context are the Shareware, this means that the programmer will only give you the software to use on a trial basis for a limited time so that you may evaluate it and see if it suits your needs or not. If it does, then after the trial period you may buy the full version thus avoiding any unnecessary cost that you could have incurred if it was not what you wanted. UNIX or LINUX which are both of similar nature though LINUX is the newer version, have another advantage in comparison to Windows and MAC in that, since these are Open source not many viruses or hackers try to disrupt it. However, UNIX is the main programme that hackers use to hack into either Windows or MAC since it allows you to work on the base level of the programme. UNIX also uses the TCP/IP protocol and thus one does not need to install other protocols to connect to the internet. Due to its popularity the LINUX has been taken by Sun Microsystems which is a major IT company based in Germany and they manufacture Sun computer systems. Sun computers use LINUX as their main operating system. When we run LINUX on a normal PC it is called referred to as a LINUX COMPARISON AT A GLANCE Windows MAC UNIX / LINUX   Popular around the world   Support is available even in remote areas Uses the same protocol that is used to communicate with the internet.   Is very prone to hackers and viruses thus the creators have to constantly develop patches to overcome the threats. Has more variety of programmes available as compared to other operating systems Is only popular in the America Has limited support around the world. Is more secure than Windows in that it is not prone to hackers and viruses.   Uses the protocol AppleTalk to communicate with other Apple computers but needs the TCP/IP to communicate with the internet.   It is freeware so anyone can use it free of cost.   It is an open source system allowing one to customise it to ones own needs and requirements without fear of any legal liability.   It uses the TCP/IP protocol to communicate thus is compliant with the internet.   Most internet servers still use UNIX as their main operating system

Concepts of E Recruitment in Software Firms

Concepts of E Recruitment in Software Firms INTRODUCTION This research is based on a critical investigation of the E-recruitment process in the Indian software Industries. Consequently, the aim of this study is to investigate E Recruitment strategically in terms of a Cost cutting and time saving factor that would be beneficial for organization during current economic downturn. This study would also be beneficial in looking at the concept of Technology as a solution to reduce cost and save time. In addition it is hoped that the study would also benefit Strategic analyst and Human resource managers to view E Recruitment as a strategic tool. Background The research focus is on the factor of E Recruitment in todays cut throat market in terms of strategic benefit towards Cost cutting and time saving. The researcher has chosen the particular topic, since it would be helpful in current downturn. To make this statement valid the researcher investigates the concept of E Recruitment in Software industries in India. The rationale for investigating software firms in India stems from the fact that such firms actually adopt Cost cutting measures in all possible practices in current downturn. The study seeks to review the concepts of E recruitment in Software firms by understanding the subjects in terms of Human resource process. In addition the study investigates E recruitment process in Software industries by acquiring data through Questionnaire and Semi structured tool that shall constitute questions based on the critical sections of E Recruitment in terms of Human resource process, Cost cutting and Time saving factors. The primary research is respondents and population would be the Human Resource managers and employees in HR department from Chennai and Bangalore working in Software firms. The researcher intends to use contacts within the IT firms to access the relevant data set. Literature background Organizational recruitment efforts have to a great extent relied on computer technology and one vicinity that has developed is recruiting through the Internet, otherwise known as e-recruitment (Mottl, 1998). This technology can be utilized in application tracking, job posting and electronic job application. In addition, it can assist the human resource function and lessen human resource works. From the applicable literature, there is an argument that e-recruitment is required to be used in conjunction with other techniques. Internet-based recruiting will not put back conventional practices, but a well-implemented e-recruitment strategy can facilitate the recruitment process there by making it more successful (Borck, 2000; Caggiano, 1999). Internet recruiting ought to be one of many tools used to find and recruit applicants. Likewise, even though the organizations see the advantages of e-recruitment, there is a tendency to adopt more conventional methods in the form of newspaper advertisement, personal referrals, and search agencies for most of their recruiting. Organizations therefore tend to view the Internet as a vital additional tool (Pearce and Tuten, 2001) E-recruitment is not treated as a stand-alone human resource instrument, it is integrated into an overall recruiting and selection strategy that comprises, amongst other things, sophisticated behavioral and skills assessment, interviewing, and added means of documenting requirements and sourcing candidates. Consequently, a human resource department still uses both conventional method and e-recruitment in their recruitment process (Cullen, 2001). Accordingly to Portal (2003), Shows that more than 75 percent of HR professionals currently use Internet job boards apart from conventional recruiting method (HR Portal, 2003). One of the key considerations of e-recruitment is that it is cost-effectiveness and the economy attained in the course of its usage. This is since publishing obtainable positions on the companys website costs less than publishing in other media for instance newspaper. In addition, employers can place the vacancy positions on the job board website as this too is at a lower cost (Pearce and Tuten, 2001). Aim and Objectives of the Research The aim of this research is to investigate the process of E-Recruitment as a strategic driving factor in cutting costs and saving time in the Indian IT sector. The objectives of the study are as follows: To investigate the various factors and trends in Recruitment in India. To Explore E-Recruitment as Human resource process and evaluate various implications in hiring To critically examine the effectiveness of e-recruitment in Software industries To identify merits and demerits in E-Recruitment process Research Questions What are the trends in recruitment in India? What is the impact of conducting E-Recruitment process in Software firms? What is the strategic impact of E-Recruitment on Software organizations in cost reduction and Time? What are the driving factors of E Recruitment towards jobs with merits and demerits? Methodology In order to fulfill the aims and objectives of this study, the study employs both qualitative and quantitative methods. Qualitative method were be used through semi structured interviews with high level and Middle level Human resource managers from Software companies in India. Quantitative approach were carried out through questionnaire methods, the like scale type questions have been adopted as the suitable method, where the questions are designed in different scales like likert, and rate order with, Questions varying from open to closed end questions. The respondents will be employees working in Indian Software firms at Chennai and Bangalore in Human Resource department. The type of sampling method used in this research thesis will be Non probability sampling method. It involves identifying and questioning the informants based on their experience and their roles. The type of sampling used in non probability method is Purposive sampling, which involves choosing independents on the views which are relevant to the subject (Jankowicz, 2005). The number of samples for the Semi structured interview is 5 and Questionnaire samples is 30. Structure of the dissertation This part of the dissertation, the researcher has made a sequence an a flow for the entire study. The study has 5 chapters, which are interconnected with each other and they are progressed as follows; Chapter 1: Introduction This chapter explains the topic of study and the background of research in brief giving values and reasons why the researcher has chosen the topic and how the research is focused or dealt with respect to answer the research questions and also in order to full fill the research objectives. Chapter 2: Literature Review This chapter provides the reviews of academic literature related to the topic. The academic literature is reviewed from Books, Electronic journals, Articles etc. This chapter reviews the existing literature on research topic so that it can be helpful in identifying various gaps and also to study the various theories used by the other authors. Chapter 3: Research Methodology This chapter highlights the methodology that is used in this research. The chapter begins with an outline of the research aim and objectives finally, the researcher explains the Sampling techniques and how well the samples are grouped to observe validity and reliability of the research. Chapter 4: Analysis and Findings This chapter analyses the data that are gathered through primary research and it provides a detailed outline of the research findings. This chapter also draws various conclusions from the data presentation. Chapter 5: Conclusions and its recommendations This chapter contains various conclusions drawn from discussions in the analysis chapter. The limitation of this research is also discussed, and recommendations for further research presented. Summary In this chapter we have reviewed the research background, research objectives and the scope of research. The research aim and research objectives are stated with research question which ensures the researcher understand the subject based on the problem statement to fulfill the research. In addition it contains theoretical background on E Recruitment from different perspectives. Finally it sets out the structure of the study. In the next chapter we shall review and look into various literary articles to gain more understanding on the issues under investigation. Chapter 2 LITERATURE REVIEW Introduction This chapter presents the theoretical background of the study. It review various literature articles on the topic, The main aim of this study is to analyse E recruitment in software industries in India with a focus on Cost cutting and time saving factors. This is strategic and the research is conducted with a focus on Recruitment as a strategic tool and its various trends in software organisations. Many researchers and practitioners have identified that the necessity in the manner in which the applicants are getting attracted towards Jobs and organizations and the use of the Internet as a tool to cut cost and save time. The set of rules in filling up recruitments through the web can incur less cost than mailing paper application packets. Apart from the reported benefits in the form of cost efficiencies, According to (Rozelle and Landis (2002)) the role of HR in this model is taken as more of a facilitative role, According to the various theories it is clearly specified that this mode l gives a chance of time for the recruiters in order to involve the strategic issues within the resourcing. Having outlined the research aims and objectives it is essential to look at the definition of E Recruitment to have an overview of the research. Recruitment is a process of hiring candidates in filling up the vacancies through possible stages. There are several stages in selecting suitable candidates for employment organized by the organisation. E Recruitment is different from this conventional recruitment process. Human Resource Management The Recruitment Process Human resource management (HRM) and Recruitment process go hand in hand and recruitment is central to all management process. Failures in the recruitment process can lead to difficulties for any organization and consequently have an immense effect on its probability and variance levels which include inappropriate level of skills and staffing. Consequently results in some of the problems of inadequate recruitment, which leads to shortage of labors or problems in the decision making (Veneeva, 2009). From the above literature the researcher can come to a decision that recruitment plays a vital role in the central management process. According to The University of Melbourne (2009), recruitment is an imperative process of human resource management. They suggested that there are two major stages or levels in the recruitment processes. The first stage involves the process of searching or hunting the candidates with respect to job opportunities available and the seconds stage refers with the process of selecting candidates who are qualified for a suitable job by a company with the use of technologies involving test and interviews. However recruitment is not a simple selection process and it requires extensive planning and decision making to be able to employ suitable manpower. There exists growing competition amongst the business firms for recruiting the best potential candidates, there is now a shift focus on innovation amongst management decision making. The selectors aim to recruit candidates who would suit the ethics, corporate culture in accordance to the organization (Terpstra, 1994). This means that management would specifically look out for potential candidates capable of being a team player and team work and that would be crucial for positions available in organization. Human resource management approaches towards any business process would be based upon focusing the core objectives of an organization and realization of strategic plans by training the individuals or personnel that would be beneficial to the organization, thus improving its performance and profits (Korsten, 2003). With the following discussion the recruitment process does not end with selection and application of right candidates to the job but rather it involves maintaining and retaining the employees chosen. In spite of well structured plan, selection and the qualified management team involved in recruitment processes followed by firms, there is a possibility that the Firms can also face significant difficulties during the implementation. With this notion HRM can provide new insights towards the best practiced approach to recruitment. But companies have to use their management skills to apply theories within context of organization (Veneeva, 2009). Recruitment Trends We have seen the recruitment context towards organization efficiency. We shall now turn to the various methods towards recruitment. According to The University of Melbourne (2009), there are two prime methods of recruitment called traditional and online recruitment. Basically the recruitment methods that are performed by the organization themselves or by a third party recruitment providers such as recruitment agencies are termed as Traditional recruitment. The information exchange in the traditional recruitment is offline but still they does not use internet as a source of information exchange. It adopts avenues such as Television, newspaper, and also through Job centers etc. The job recruitments are approached in a straight forward manner or filled through the agency or also it can be conducted by the physical address of the organization in order to conduct various test and interviews such as face to face interview. In the past two decades recruitment has changed with number of evolutionary phases. According to the white paper of Frontier Software (N.D) these are, Pre-online era This is networking face to face. 1980s These are the solutions based on the commissioned agencies that provides alternative that had become paper based and time consuming process. 1990s- The rise of Internet as a tool that made solutions as Job boards that offers inexpensive and effective solutions reaching many target audiences. 2000-present This transition phase is the emergence of Internet recruitment called e recruitment solutions and Web 2.0 is the platform for recruitment process. Social networking style, interactivity connections as well. The rise of job boards marked the beginning of the evolution of Internet recruitment which makes readily available a pool of job seekers and their Curriculum Vitae to the agencies that advertise jobs. Thus internet has become a major source for the active and passive job seekers. Active job seekers opt to make available their CVs and Passive job seekers are being the candidates that are not searchable and hidden but can be responded to job advertisements Frontier Software (N.D). According to the Research advisory panel (2006) of Public appointments service the most common recruitment types are Newspapers, Recruitment agencies, internal recruitment and Internet recruitment. Having identified the two major types of recruitments as Traditional and Online recruitment. Othman and Musa (2006) cited from Arboledas et al. (2001) and in Galanaki (2002), traditional recruitment being the firms who wants to post jobs, announces the job opening at the marketplace through proper advertisements or through a job fair , or to an executive recruiter or through other mediums. From this source candidates submit their profile for the announcement. Newspaper advertisements are used more widely than any other source of traditional recruitment. On the other hand, the traditional recruitments are used in majority of recruitment processes and are effective while other types of recruitments are proved to be appropriate in specific situations. The employers use different methods based on different positions. Accordingly Bussler Davis (2002) cited in Othman and Musa (2006) and Mottl (1998) suggests that, In order to determine which mode of recruitment is used by the employers we have to look into various aspects. Aspects in terms of Time scale of the recruitment process, Recruitment cost as reaching the candidates and the organization culture. In recent years internet has revolutionized and made an impact on the human resource field. Now a days organizations rely mostly on computer technology and with the recruitment through Internet. The internet technology can be used in tracking the application, job posting and electronic applications. Apart from these applications it can be used in reducing the human resource work load and human resource functions. E- Recruitment Overview E-recruitment can be explained as any recruiting processes that a business organisation carries out through web-based tools, in the form of a firms public Internet site or its corporate intranet (Armstrong, 2006). The terms Internet recruitment, online recruitment and E- Recruitment are Identical and can be used interchangeably. There are various definitions of E Recruitment, According to Hoffman (2001), E-Recruitment can be defined as the utilization of the Internet for candidate sourcing, selection, communication and management throughout the recruitment process According to Armstrong (2006), the E- Recruitment process consists of attracting the candidates, screening, tracking the applicants, selection and finally offering jobs and as well rejecting the candidates. According to the studies of Hogler (1998) and HR Portal (2003) cited in Othman and Musa (2006) employers can advertise jobs, scan and store their CVs, conduct tests and also contact the qualified applicants with the use of Internet that could match the candidates for jobs. Vidot (2000) cited in Othman and Musa (2006) suggested that the use of Internet will benefit and attract candidates of high quality, branding, reiterate the profile of the firm and also streamline application and the selection processes. According to Cullen (2001) cited in Othman and Musa (2006) , there are various perception to E- Recruitment, it is integrated with the overall selection and the recruiting strategies as a standalone human resource tools. These strategies include interviewing behavioral and assessment skills and other additional strategies such as identifying other needs and candidates sourcing. However studies show that the Human resource departments still also use both e- recruitment and other traditional methods. According to the study by HR Portal (2003), More than 75% of Human Resource professionals use using Job boards in addition to the Traditional recruitment methods. E- Recruitment Factual Evidences and Process There is evidence in the academic literature to suggest that E-Recruitment is gaining popularity in todays job market. E-recruitment is significant in todays cost cutting markets to save huge amount of money. According to the research of Whizlabs Software (2006), the study of Forrester Research Institute, a famous market research firm found that by 2005 the expenditure on the recruitment based on Internet was $7 billion. Many firms as of 96% of the companies required internet for the recruitment needs. A survey conducted by Employment Management Association (EMA) of USA found that online ads would cost $377 than estimated with printout ads that cost per hire at $3295. A study conducted the CIPD (2005) found that 75% of organizations in UK use corporate website in order to attract applicants and in the 2006 research 73% of applicants use online job applications. According to an Intelligence report of iLogos Research of Global 500 Website recruiting of 2003 survey has found that 94% of global 500 companies have corporate career websites. Recruitment websites are more useful in saving both money and time. Apart from a Recruitment process it is becoming part of organization or corporate strategy. The online recruitment sites have continued to multiply in number in value added services and can help to improve long term time survival in the current market trend. E drive is primarily based on the IT organization and software solutions. E recruitment primarily uses software solutions for effective and efficient recruitment process. There are various differences with the recruitment from an IT organization that compared with traditional or conventional recruitment process such as selection and training process. Study: also suggested that IT organizations hire more people; consequently recruiters have to really focus on providing solutions that would ultimately maximize effort, save time with the best talent pools (Whizlabs Software, 2006). E- Recruitment Application with HR and systems Having explored E-recruitment and its process, at this function we now need to explore how E- recruitment is linked with technology and Management i.e., E- recruitment links with HR systems, Line Managers and Human Resource managers in the recruitment process. The application of E recruitment and HR systems are explained by Research Advisory Panel (2006) as; HR Role in the E-Recruitment process is essential, as the general time management seems to play a crucial role as a facilitator and coordinator in the recruitment process. With the e recruitment process it can be evident that it can reduce the HR burden and that in turn leads HR managers to operate on a strategic level within the organization. Line managers are usually involved in the process of selecting the applications in relation to the vacancies that are listed accordance with the job role. At this instant HR can work on to the overall strategy as defining and controlling. This also ensures the system is developed as effective talent strategies. In this whole process the role of Line managers would be limited with the access to the entire e recruitment systems even though the systems quickly facilitate in transferring candidates information. During this HR would acts as broker between candidates and the Line managers Research Advisory Panel (2006). From this literature, HR acts as a central unit between the Line managers and the candidates. Many organizations who usually opt for solution or depend on the Third party suppliers can make use of the alternative form of suppliers and Job boards of systems using the application tracking software. There are two main forms of categories in enabling the E recruitment process they are, E recruitment tools such as Enterprise Resource and Planning (ERP) such as Oracle and SAP and the other being the developed products from the vendors who are specialized in the recruitment softwares like testing and application tracking softwares Research Advisory Panel (2006). E- Recruitment Developments E- Recruitment has been developed more recently with the use of job domains. Job domains originated during the early part of 2005 they make the most use of the Internet for assigned numbers and names. The job domain is in the top level of the domains that would allow efficient and easy websites navigation. The survey conducted by the society for human resource management (SHRM) suggested that those firms that use job domains can produce better results in E recruitment (Minton-Eversole, 2007 cited in White, 2008). From the study of Schramm (2007) cited in White, 2008) explains, apart from the key development of E recruitment though Job domains, there are several advancements in the internet recruitment such as the online communities or the internet communities known as Web 2.0. These online communities are like the social networking websites that are meant for social stances. These internet communities websites such as Facebook, MySpace that are used by the recruiters in order to find suitable candidates who are looking for the employment offers. These developments in the Internet communities would benefit in many ways by, verifying the necessary credentials and other information that are not listed on the candidates resume. In the major cases candidates would also be eliminated with the contents listed in the Internet social sites. Merits of E-Recruitment This section of the literature review seeks to focus on the cost cutting and the time saving measures of the E-Recruitment process. Key role E Recruitment in the Cost cutting measures E- Recruitment is Cost efficient and it can bring a lot of benefit to the organization. Using the internet as a source for recruitment in the E-Recruitment process it can help us to save huge amount of money. Posting jobs in the websites costs less when compared to the job publishing in other forms of media such as newspapers. Job boards are really beneficial to the recruiters who can post vacancies at low cost than other advertisements. According to iLogos research in 1998 there are three main areas in which E Recruitment reduces costs they are as follows, Direct costs savings from the advertisements posted on Newspapers Reduces mail costs from paying fees to the head recruiters or Job fairs Reduces Human resource workload in the Human resource department that yields great pace to the recruitment cycle that ultimately lowers cost (Othman and Musa, 2006) From the above, we can see the saving benefits associated with E-Recruitment. In addition, the internet is used as a major source of E-Recruitment resumes are posted via mails which is very cheap on the other hand traditional recruitment uses communication system such as phone calls, Fax, etc and in some cases if the candidate is based long distance it costs him more for the communication itself, In addition in case of applying via post it can be more costly and the time consumption is more for communication, So it is better and also more advantageous for E-Recruitment process since the cost is reduced and communication is made easy and faster (The University of Melbourne, 2009). Launching a new career website for a company that would eventually track every details of candidates required in the recruitment process costs less. The process also reduces temporarily manpower spending of manual sorting or applicants (White, 2008). Key role E Recruitment in the Time Saving measures E-Recruitment has more effective advantage that helps the employers in time saving there by proving efficient benefits to the employers. E-Recruitment provides recruiters with the ability to work simultaneously with traditional recruitment processes. This means that firms are able to source and process the application quickly, thus saving long hours of hiring process (Marr, 2007). Time saving is a strategic measure in the hiring process. According to the study of Barber (2006), the ease of completing online application form and the time taken to process applications are done in minutes faster than weeks, the advantage of this, is that recruiters and job seekers are saved time. The hiring time is saved by pre selecting the application and receiving quick response electronically. The most important variance would be that, companies can update their information quickly by typically speeding up the front end processes Othman and Musa (2006), According to the Bussler Davis (2002) E-Recruitment can reduce the amount of time used for hiring in the recruitment process by two thirds. Other Key advantages of E-Recruitment In addition to the cost and time saving benefits identified with E-Recruitment, there are various other merits in the E-Recruitment process. The access to the candidate pool is wider when compared to the traditional recruitment methods to the candidate pool. This would range from National, International to local levels that provides greater chances in finding the suitable candidates for job roles. This provides opportunities in the online graduate recruitment of more diverse graduate pools responding with opening all doors. This would better show off best recruitment techniques across the business units allowing more recruitment information (Barber, 2006). Another benefit would be brand reputation as a key account of benefits to E-Recruitment by promoting the corporate brand and corporate image of an organisation. Corporate websites gives values of choices with an indication of better values and better organizational culture. It also gives a better feel of the candidate to share why they would want to work in the organisation. When any candidate applies for a job with the firm, sometime it mostly rely on the way they are treated. At this context if candidate have bad experience it would ultimately give negative impact to the brand (Barber, 2006). The benefits of E-Recruitment strategy on the talent pool is supported by Shipton (2004), according to him talent pool is efficient in E-Recruitment strategy in that it helps group candidates who have applied for the advertised position in terms of either a speculative basis or as a result of direct responses to an advertisements. These are done by communicating at regular intervals in the form of E-newsletters. The author also found the benefits after the implementation of E-Recruitment system in The Tussauds Group in the form of saving time of hiring reduction up to 66 percent. E-Recruitment would provide proper access for the passive job seekers who are the individuals already working or already in a job. It gives opportunity to apply for better job roles advertised on the Internet. These are the type of job seekers of better quality due to the fact that they are not desperate for change in job when compared to the active job seekers who are frustrated in finding a new opportunity (Richardson, 2005). Demerits of E-Recruitment We have reviewed various literatures on E-Recruitment processes and the merits in terms of Cost and Time saving benefits. We shall now look at the various demerits of E-Recruitment process. E-Recruitment is very effective in saving cost and time; apart from these prime benefits it also provides wider access to the candidate pool, as well as improving brand reputation of a company etc. There are many challenges that needed to be reviewed and be aware of the fact that it has disadvantages over the traditional recruitments. The demerits outlined by Othman and Musa (2006) include: Ethnic Minorities E-Recruitment can impact to the certain groups of ethnic minorities in particular, as they are the kind of kind of people who are not able to access the internet. The role of impact on certain minority groups would be a threat for the organization that can lead to discrimination issues. Lack of Access to the Internet Basic knowledge is needed for Internet access hence in this case it has been limited to particular demographic groups. Inability to Target Executive Personnel Recruiting top or executive personnel online would be a disadvantage, due to the fact that they would prefer personal contacts. Sources to Apply Jobs There can be other better resources available for the applicants such as newspaper or by advertisements on the website or both. Lead to Resume Over Load There is a possibility of resume overload, since there are no restrictions for the applicants in posting their application for the job. Low Level of Applicants Internet is a big source that allows candidates to submit resumes any time and this could create a vast number of unqualified applicants to job in the database. Also there is a probability that it can yield towards huge volumes of low quality applicants. In addition if there is an increase in appli

The Purpose of Education :: School Learning Educating Essays Papers

The Purpose of Education I suppose the reasons that brought me to St. Olaf in 2003 were shared by many middle to upper class Midwestern kids who had just graduated from high school. We played by the rules and our learning styles fit well into the public education system (and maybe we were fairly smart too), so we had a piece of paper saying that we had a good GPA. Our parents had been grooming us for College ever since we were little, making us fill out practice applications and going out of their way to drive us past the U of M on our way anywhere. We knew the rules: If you don’t get the degree, you’ll end up living in your parent’s basement and cleaning toilets for a living or pregnant (or, GASP, both!!). Those seemed like the only two options at the time sans degree. Plus, at least in my case, I had a big sister at St. Olaf and I liked books and was motivated. All in all, it was just expected of me and I was ok with it. Then, however, the summer after a very experimental and not extremely educational freshman year, I spent a summer working on an organic farm near Stillwater, MN and discovered what it felt like to truly learn. Not just reading some book because I HAD to and then regurgitate the information back out on a test, but questing for information and experiences because plants were FASCINATING and learning to drive a tractor was empowering and farming was complex, elegant, challenging and above all, very very real. For a suburban kid who didn’t know what a tomato plant looked like and never had seen the inside of any machine, learning how to grow food, the most necessary thing in life besides water, was the most relevant experience I’d ever had. For the first time in my life, I wasn’t doing something because I needed the grade or the approval; I was doing it because it interested me. So then I decided I needed to drop out of school. Enough with this book stuff, how does this ever relate to real life? Why do I need to know about Christianity in the 7 th century or the philosophical thoughts of dead white men or about the inner workings of the Krebs cycle I want to dig in the dirt, I want to learn about how to keep squash bugs off my cucurbits, and I want to fix fences and tractors. The Purpose of Education :: School Learning Educating Essays Papers The Purpose of Education I suppose the reasons that brought me to St. Olaf in 2003 were shared by many middle to upper class Midwestern kids who had just graduated from high school. We played by the rules and our learning styles fit well into the public education system (and maybe we were fairly smart too), so we had a piece of paper saying that we had a good GPA. Our parents had been grooming us for College ever since we were little, making us fill out practice applications and going out of their way to drive us past the U of M on our way anywhere. We knew the rules: If you don’t get the degree, you’ll end up living in your parent’s basement and cleaning toilets for a living or pregnant (or, GASP, both!!). Those seemed like the only two options at the time sans degree. Plus, at least in my case, I had a big sister at St. Olaf and I liked books and was motivated. All in all, it was just expected of me and I was ok with it. Then, however, the summer after a very experimental and not extremely educational freshman year, I spent a summer working on an organic farm near Stillwater, MN and discovered what it felt like to truly learn. Not just reading some book because I HAD to and then regurgitate the information back out on a test, but questing for information and experiences because plants were FASCINATING and learning to drive a tractor was empowering and farming was complex, elegant, challenging and above all, very very real. For a suburban kid who didn’t know what a tomato plant looked like and never had seen the inside of any machine, learning how to grow food, the most necessary thing in life besides water, was the most relevant experience I’d ever had. For the first time in my life, I wasn’t doing something because I needed the grade or the approval; I was doing it because it interested me. So then I decided I needed to drop out of school. Enough with this book stuff, how does this ever relate to real life? Why do I need to know about Christianity in the 7 th century or the philosophical thoughts of dead white men or about the inner workings of the Krebs cycle I want to dig in the dirt, I want to learn about how to keep squash bugs off my cucurbits, and I want to fix fences and tractors.

Lofts at Las Colinas Apartments

My area of choice is Irving, Texas. My evaluation shall be based on a one bedroom apartment. The cost of renting apartments across this area will vary depending on various factors, some of which include the location of the apartment, how pet friendly it is, and the amenities available (e.g. swimming pool, fitness center, high speed internet, etc.).The ten apartments that I shall evaluate are: Archstone at MacArthur Apartments (located on 1100 Hidden Ridge Road), Lincoln Lakeside (on 6727 Deseo), Huntington Ridge Apartments (situated at 4220 Esters Road), Hillcrest Apartments (located on 3149 West Walnut Hill Lane), Tuscan Villas Apartments (located on 6445 Love Dr), Delano Apartments (located on 1001 Lake Carolyn Parkway).Lofts at Las Colinas Apartments (located on 1050 Lake Carolyn Parkway), Glen Arbor Apartments (located on 4003 N Belt Line Rd), and Surrey Oaks I and Surrey Oaks II Apartments (both located on 1814 Estrada Parkway) (MyNewPlace, 2008).Standard amenities across all th ese apartments include a pool, spa, package receiving, storage space, a fitness center, a BBQ/Picnic area, and on-site maintenance. For a standard one bedroom house, Archstone at MacArthur charges an average rate of $845. In addition to these amenities, the location of Archstone at MacArthur is ideal. Situated in the heart of Las Colinas, it is sandwiched between shopping malls and restaurants.Las Colinas’ central location between   Dallas and Fort Worth and its proximity to the DFW Airport has made it a magnet for the offices of corporate bodies, and also boasts of luxury hotels, country clubs, exclusive resorts and luxurious mansions. This has made it a prestigious address both for up market homes and offices and it remains a planned community. In addition, pets are also allowed (MyNewPlace, 2008).Lincoln Lakeside Apartments, in La Villita, San Antonio, charge much more than Archstone at MacArthur Apartments.At $930, these apartments however offer more amenities. In addit ion to the amenities offered by Archstone at MacArthur Apartments, Lincoln Lakeside also offers high speed internet, a sundeck, a business center, and a clubhouse. These extra facilities would help explain the higher rates charged.Like the Las Colinas, La Villita is a planned community, located on the eastern banks of the San Antonio River, and is served by a large number of shops, galleries and restaurants. It is in the Central Loop (â€Å"downtown San Antonio†) area which is bound by Interstates 35, 37 and the US highway 90, which run around it (MyNewPlace, 2008).Lofts at Las Colinas Apartments charge even more. At $1, 219 for a one bedroom apartment, it is one of the most expensive addresses in Irving. However, it offers much more in the way of both amenities and location than either Lincoln Lakeside or Archstone at MacArthur.In addition to the standard facilities and in addition to high speed internet, a sundeck, a business center and a clubhouse, Lofts at Las Colinas Apa rtments offer controlled access, a courtyard, night patrol, a rec room, and elevators.In addition, it offers access to four major freeways, is located at the heart of the Los Colinas CBD, and fronts the promenade of the Lake Carolyn. It restricts some breeds of pets and as a matter of policy allows a maximum of only two pets (MyNewPlace, 2008).In contrast, apartments such as Surrey Oaks 1 Apartments which have only the standard amenities cost much, much lower. At Surrey Oaks 1, one would pay an average of only $450.Surrey Oaks II, with the only extra feature being night time patrols, go for a comparable rate of $470. Glen Arbor Apartments, which have similar amenities and no extras, go for only $489. Hillcrest Apartments have even fewer amenities and charge only $480 for a one bedroom apartment. At $535, Huntington Ridge Apartments throw in an extra benefit in the form of night patrols (MyNewPlace, 2008).At an average rate of $979 for a one bedroom apartment, Delano Apartments are a lso considered upscale. Reflective of the rates are the extra amenities that the apartments offer. In addition to the standard facilities that one would find in Surrey Oaks for example, Delano Apartments also offer concierge services, a sundeck, elevators, high speed internet, a courtyard, a rec room, a clubhouse, and a business center.Like the Delano Apartments, Tuscan Hill Villas Apartments also charge premium rates for more top-of-the-class amenities. At $935 a month for a one bedroom apartment, the apartments have all the facilities that upscale apartments such as Delano, Lofts at Las Colinas, and Lincoln Lakeside Apartments offer (MyNewPlace, 2008).An examination of the location also shows that homes that are considered upscale (more luxurious and comfortable) charge higher rates. This explains why the exclusive Lofts at Las Colinas is almost two times as expensive as Surrey Oaks 1.   Those with more amenities are more expensive.That explains why Delano is much more costly th an Hillcrest. Those apartments which are located close to transit systems, in downtown locations, or close to shopping malls charge relatively higher rates than those which are not.Lofts at Las Colinas’ close proximity to the downtown of both Dallas and Fort Worth has certainly also contributed to the princely sum of $1,219 that it charges for a one bedroom apartment. Areas that charge more than $900 are considered upscale (MyNewPlace, 2008).