Wednesday, January 29, 2020

The Effect of Television on the American Culture Essay Example for Free

The Effect of Television on the American Culture Essay The television has positioned various issues pertaining to the lives of the general public in a number of ways. Undoubtedly, views and opinions of the public may be easily controlled and influenced through content of various commodities of television. People opinions may perhaps form by their views on certain subjects. Starting slightly beyond infanthood, children learn to engage in, duplicate, and imitate the accessories and fashions from movies, sitcoms, commercials, and television. Additionally, apart from producing awareness for adults, television activates certain images of ideas and factors into the minds of children. For example, television stereotype groups, in which various movies and sitcoms display how model youths act in educational institutions and individuals with turbans and beards must be terrorists. Stereotypes embed in the minds of children, and they become persuaded to pursue them in real life. Furthermore, celebrities accepting characters with nudity and cussing, creating the opinion of children and adults that it is acceptable to compromise roles and broadcast Christ. The Bible says, â€Å"And do not be conformed to this world, but be transformed by the renewing of your mind, that you may prove what is that good and acceptable and perfect will of God.† Television is significant to the media. Currently, television inundated a massive amount of communication that has an enormous effect in the lives of American culture. The American culture has a vast amount of information through television; it becomes very difficult to distinguish between right and wrong, or to decipher vital information from true and false. It is apparent that television has significant effect on young people, and these days practically all of them have access to television because of easy accessibility and it presents the highest degree of simulation. Visually being simulated inclines that television has an assorted kind of effect on attitudes and lives of people. It is debatable what people watch on television might shape their attitudes and behaviors that individuals holds in contradiction of or in favor of numerous issues. Such as, a television  show continuously showing youth wearing fashionable clothes with makeup, clearly, a youth that keep viewing the same ideas, views and images imposed on them by the associated media like internet and magazines, it is possible that they will begin to believe and accept similar ideas. Similarly, television may work in creating a variation of stereotypes, for instance, in high school, popular girls that are fashionable and rich, these girls become embedded in the minds of youn g girls as they are viewing television and its’ likeness. As a result, such images cause young individuals to shape certain stereotypes, attitudes, notions and ideas towards events and people surrounding them through showing what the intellect desires them to view, in which, unsurprisingly reality does not exist. We are to, â€Å"Therefore be imitators of God as dear children.† Still, television has created stereotypes from diverse cultural and social backgrounds. Such programs produces a sense of how an individual represent themselves, how an individuals’ impression in relation to ethnicity, gender and nationality they belong to or about their sexual orientation on themselves and others. Perhaps, the most significant misconception that a person may obtain from television is the description of other ethnicity or customs, which creates confusion and wrong assumptions in the mind of a child concerning people who belong to specified cultures. Studies have confirmed that television is a key influence on how to think, behave, feel, fear and believe of individuals from other ethnicities. For instance, most of action television programs present a female in distress and a male occurs to save her most times. This refers to a typical gender stereotyping, where the female portrayed as the weaker gender or sex always require rescue from a male for protection. Young people learn to respond to different ethnic groups from the knowledge attained via television programs. Such as, television programs on several occasions have depicted African Americans as generally proficient and skillful sport players. Whenever people view people playing sports, assumptions are that African American athletes are better performers than Caucasians. Above views does not assert that excellent quality cannot originate from television. A range of television programs disseminate and provide youth with massive meaningful information, for instance documentary films on National Geographic and Discovery channels pertaining to diverse events and issues in the lives of people. This positive side of television  shows, usage is a responsible, factual, and focused methodology. Society has the insight in evaluating the facts provided. These are popular television shows, which incorporate world stimulated views and opinions into the minds of people. Educational programs provide a unique amount of facts and information on diverse cultures across the world, and are beneficial in enhancing knowledge and eradicating the misconception about cultures and diverse people. In conclusion, television possibly has several significant effects on the lives of American people, for example the influence of attitude and belief of people, especially young people. Children watch television programs that could create a positive or negative impact on their minds concerning certain opinions and views. Worldwide, youth should be informed and aware of the different viewpoints that penetrate television programs, as well as implications on the different divides and cultures of society. It is apparent that television programs significantly influence the lives of people, especially children. Television programs may possibly shape opinions and views of youth in any direction, because children distinguish directly what is seen on television programs. Programs based on facts and reality may help young people comprehend society in a good manner that eventually directs them to progress. Horror television programs may have a negative influence on development of a child, which could result in long-term anxiety and fear. Altogether, these influences have a major impact on the learning and developments of children, the role of children are the future of all nations. The Bible says to, â€Å"Train up a child in the way he should go, [a]nd when he is old he will not depart from it.†

Tuesday, January 21, 2020

Osama Bin Laden’s Claimed Motivations for 9/11 are False Essay

Osama Bin Laden’s Claimed Motivations for 9/11 are False Where did the animosity which lead to the terrorist acts of September 11, 2001 originate? It is obvious at this point in time that the leader of the al Qaeda network, Osama bin Laden, was the mastermind behind the attacks, but the reasons why the attacks occurred and the fact that a small majority of people can support such acts remains very unclear. Osama bin Laden stated in his February 1998 Fatwah, â€Å"The ruling to kill the Americans and their allies- civilians and military- is an individual duty for every Muslim.† When examining the three direct reasons given by Osama bin Laden to kill Americans his reasoning based on factual evidence veers far from the truth and his reasoning based on religion is not a true reflection of the Islamic religion thus creating an illogical argument. Osama bin Laden’s reasons for killing Americans and their allies are insufficient in the sense that his claims about United State’s motivations are wrong and that his justific ations are not rooted in the Muslim religion. In looking specifically at each of Osama bin Laden’s reasons their invalidity as well as, their true purpose, to create an uprising amongst his followers to succeed in his Fatwah, to kill Americans and their allies becomes apparent. Osama bin Laden refers to his reasons as facts. In his first fact he addresses the issue of the United States presence in Holy Middle Eastern places. He believes that the United States is there for the wealth and not only to harass Iraq, but other Muslim countries. Osama bin Laden must have forgotten that in Iraq invading Kuwait it was a breech of International Law and had that not happened the United States presence would not have r... ... Islamic countries. Bernard Lewis also raised an additional point that Osama bin Laden felt he had to fight the United States because there was no one else who could since the fall of the Soviet Union. Osama bin Laden has made such allegations against the United States not because they are true, but only to help him in his ultimate goal of proving to the World that the Islamic world can defend itself and that he is capable of it. He also made such allegations to try to unite the Islamic world in hopes that an Islamic state may rise. Works Cited Alexander, Yonah, and Swetnam, Michael S., Usama bin Laden’s al-Qaida: Profile of a Terrorist Network, Transnational Publishers, September 2001 Bergen, Peter, Holy War, New York: Free Press, 2001 Lewis, Bernard, The Revolt of Islam, The New Yorker, November 19. 2001 Miller, Judith, Interview PBS, 2001

Monday, January 13, 2020

Human Resource Accounting

â€Å"Research Proposal† Topic : Human Resource Accounting as a Measurement Tool: Asian Perspective Submitted By: M. Rizwan Arshad. Lecturer Department of Management Sciences The Islamia University of Bahawalpur. PhD Research Proposal of Mr Rizwan Arshad Human Resource Accounting as a Measurement Tool: An Asian Perspective Attempts to account the Human Resource are not new it was Rensis Likert (1963), who initiated research into HR accounting in the 60’s. He stressed the importance of long term planning of Human Resource qualitative variables that results in greater benefits in the long run. The resource theory considered that the competitive position of an organization depends on its specific asset, which is the HR. This explains why some firms are more productive and successful than others under almost similar conditions and similar industry. It is the HR that makes all the difference. Following a less fruitful research period (Grojer and Johanson, 1998: 495) one could have expected interest in the area to wane but on the contrary, it has experienced something of a revival. When anyone wants to know the history of HR accounting, most reviewers such as Grojer and Johanson (1998) agreed that during the first half of the 1970s it was one of the most researched subject within accounting, consuming a vast amount of academic Endeavour. Human Resource is not just the number of pairs of hands engaged in any organization. HR is above the simple number game. HR may be though of as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s work force. It is the sum total of inherent abilities, acquired knowledge and skills of the employees. Why HR accounting is considered as important and who is the focus of this research? HR accounting is a term that has both a narrow and more generic focus in the literature with respect to the understanding of the value of people in the contemporary workplace and the contribution of the HR function. Defined narrowly â€Å"It is the process of identifying and measuring data about HR and communicating this information to interested parties†(American Accounting Association, 1973, as cited in Flamholtz, 1999: xii). This definition suggests that HR accounting is a tool that can be used for reporting people as organizational resources in both financial and managerial accounting terms (Flamholtz, 1999) The objective is to quantify the economic value of people (Sackman et al, 1989:235). According to Sveiby (1997) attempts to convert people or competencies into financial figures, although theoretically interesting, have not proved entirely useful to managers. The use of both financial and non-financial approaches is now a more common theme when discussion focuses on the nature of HR accounting. The reason for this is that HR accounting should be thought of as a set of techniques that provide a more balanced perspective, encouraging as much concern about the long-term drivers of financial success as about current performance and value. Consequently, the literature has adopted a wider brief when describing its nature. Some writers (Lester, 1996; Sheedy-Gohil, 1996; Skittle, 1995) claim that the level of knowledge-based assets of an organisation gives a clearer indication of the potential for future profitability than do traditional historical accounting measures. Therefore, the rate of change in knowledge-based and other intangible assets must be included in any meaningful measure of profits. However, a review by Scarbrough and Elias (2002) suggests that, as an asset, human capital is precarious in terms of its potential mobility and difficult in terms of its measurement. So narrowly defining HR accounting has distinct limitations because the measurement of HR in whatever guise then becomes reliant on a purely financial metric that invariably involves debate about asset models and cost-benefit analysis. Here, we adopt this broader notion, embracing both a range of financial and non-financial measurements associated with Human Resource Management. MEASUREMENT PITFALLS AND THE ACCOUNTING IDEOLOGY Measuring human resources has been viewed as proceeding rather slowly because its advocates always seem to be in the minority (Turner, 1996). Despite this, research has, over the past decade, been substantially measurement-oriented (Johanson and Larsen, 2000). Numerous studies report advances in measurement approaches, case studies of developing practice and the growing support for techniques such as the balanced score-card (eg Boudreau, 1998; Fitz-enz, 2000; Flamholtz, 1999; Flamholtz and Main, 1999). These achievements may have been somewhat overshadowed by research that has, quite necessarily, been preoccupied with debating a range of measurement concerns including the old arguments that will continue to be debated long into the future. The first of these arguments concerns the capitalization of HR and the debate surrounding whether human resources qualify or can appropriately be labeled as assets notwithstanding the competing view that there may be little substantial difference between intangible and tangible assets with no reason to treat one differently from the other (Boudreau, 1998; Johanson and Larsen, 2000; Mirvis and Macy, 1976; Turner, 1996). There has also been the need to discuss what Human Resource measurement system should be designed to achieve, bearing in mind that measurement is not neutral and the choice of metrics conveys values, priorities and a strategic framework (Boudreau, 1998: 24). The dangerous liaison between human resources and accounting and the pitfalls of measurement requires a delicate balancing act juggling the multiplicity of often unlinked measures with the need to provide information that is oing to be effective in guiding and managing behavior (Pfeffer, 1997). Similarly there has also been a need to debate whether the accounting paradigm has been re-conceptualized (Mayo, 2000) to account for the new economic transformation (Flamholtz and Main, 1999: 11). This involves accounting requirements that move beyond the accepted role of custodial and financial accountability into the realms of fiscal, social and environmental accountability. (Turner, 1996: 71). This involves a shift in thinking from human asset to human worth (Roslender, 1997) emphasizing a more holistic approach which embraces a broader range of social scientists thinking (Roslender and Dyson, 1992: 312) and allows for exploration in the realms of soft accounting numbers (Roslender, 1997: 22). Complying with orthodox management accounting conventions runs the risk, argues Armstrong (1989, 1995), of not only challenging the role but having to justify all HR activity in cost-effectiveness terms, thereby handing to others outside the function the decision as to what initiatives be given priority. This strategy cedes too much to the dominant accounting culture and may also, in the end, achieve little security for the personnel function (Armstrong, 1989: 160). What is needed, suggests Armstrong (1989: 160), is for HR practitioners to master the accounting approach to the point where they can clearly identify its shortcomings, thereby putting themselves in a position to focus on the inadequacies of accounting projections as an exclusive basis for managerial decision-making, especially where HR are concerned. By exploiting such shortcomings, HR practitioners can, suggests Armstrong (1989), further their cause by offering alternative strategies that emphasis that traditional accounting valuations are only one of a number of ways of establishing the value of HR. It is the politics of measurement and its likely impact on the HR function that dwarfs all others argues Pfeffer (1997). Shrewd HR leaders are already training their people in a range of measurement strategies in order to prepare them to do battle on more favorable terms with the number of people in the firm. All of these debates, including the ethics of even attempting to measure the worth of HR have one goal in mind: to develop a means of valuing that captures the very nature of the worth of people and reports it in a way that not only allows for the development of the people themselves but the added value (worth) that they contribute to the organisation. Consequently, understanding why HR accounting is important, to whom it is important and its links with organizational and HR strategies will provide a context for benchmarking the level of support for measuring HR and how far that support has been integrated into the thinking of different managerial groups and organizational strategies. This is what we set out to achieve. Methodology & Data Collection The sample will be drawn from the organizations in Pakistan from the top industries working in local economy. Questionnaires will sent to a random sample of 20 members from each organization. For the purpose of gathering data survey-questionnaire approach will be used. The research will carried out in three phases. Phase 1 involved item generation, for that section of the questionnaire concerned with the importance and measurement of HR. A focus group of 50 people from different organizations will ask to discuss a number of questions. The content analysis of this information is use in developing the important measure of the questionnaire. In the second phase the draft questionnaire will sent to a group of 20 HR managers organized through a network of one of the senior managers who was part of the original focus group. Each participant will asked to go through the questionnaire and write any comments relating to any particular question or questions in the right-hand margin available in the copy of the questionnaire. The emphasis in this phase will, as explained to participants, to find out whether they thought any of the questions are ambiguous or whether parts of the questionnaire could be improved. All the comments received related to the background information of the questions and a number of modifications will made to this section. In third phase the questionnaire will distributed to the sample groups described above. Research Questions †¢Why it is important to evaluate HR? †¢Why organizations are not measuring HR? †¢How HR can be measured? †¢How often are measures taken and reviewed? †¢Who develops and collects HR information? †¢Whether human resources qualify or can appropriately be labeled as assets? Does the level of Knowledge-based assets of an organization give a clearer indication of the potential for future profitability than do traditional accounting measures? †¢Does it is possible to develop a means of valuing that captures the very nature of the worth of people? †¢Does it can be used for the development of the peoples in the organization? †¢Does HR accounting add value (worth) that HR contributes to the organization? Pot ential Outcomes †¢If the firm can effectively calculate the value of HR and add their value to firm’s assets, it will increase the book value of the firm’s shares. An index can be prepared for different industries and firms can compare their HR value to the industry standard and with the other firms present in the same industry. †¢The budget for the Training and Development can be justified. †¢Firms can evaluate the results of Training and Development by comparing the value of HR before and after training and development session. REFERENCES Armstrong, P. (1989). Limits and possibilities for HRM in an age of management accounting’ in New perspectives on Human Resource Management. J. Storey (ed). London: Routledge. Dasgupta. N. â€Å"Human Resources Accounting† Sultan Chand & Sons New Delhi 1980. Flamholtz, E. G. and Main, E. D. (1999). `Current issues, recent advancements and future directions in human resource accounting’. Journal of Human Resource Costing and Accounting, 4: 1, 11-20. Johanson, U. (1999). `Why the concept of human resource costing and accounting does not work’. Personnel Review, 28: 1/2, 91-107. Lester, T. (1996). `Measuring human capital’. Human Resources, 24, 54 . Mayo, A. (2000). The Human Value of the Enterprise, London: Nicholas Brealey Publishing. Mirvis, P. H. and Macy, B. A. (1976). `Human resource accounting: a measurement perspective’. Academy of Management Review, 1, 74-83. Pfeffer, J. (1997). `Pitfalls on the road to measurement: the dangerous liaison of human resources with the ideas of accounting and finance’. Human Resource Management, 36: 3, 357-365. Prabhakara Rao D, â€Å"Human Resources Accounting† Inter-India. Publications New Delhi. 1986 Sveiby, K. E. (1997). The New Organizational Wealth: Managing and Measuring Knowledge-based Assets, San Francisco: Berrett-Koehler Publishers Inc. Turner, G. (1996). `Human resource accounting wisdom? ’ Journal of Human Resource Costing and Accounting, 1, 63-73.

Saturday, January 4, 2020

Developing Yourself as an Effective Human Resource...

In order for us to identify where we want to put energy for our own development, it is necessary to develop what Inglis (1994) calls an ‘Extraordinarily realistic self-image’ (ersi). You need this so that you can be sure that your dreams, goals and plans are built on a sound foundation. It is only then that you can consider how you would like thing to be in your future. The outcome of your self-assessment should lay the grounds for your next round of Continuing Personal Development. Personal Development is a strategic and beneficial tool in creating a strong base for any business. In a recent survey it was identified that 69% of people who work in a Human Resources role feel that CPD is highly important to their career path It helps†¦show more content†¦This lack of knowledge of their behalf can be somewhat detrimental to an organisation but if you possess the strong behaviour of Skilled Influencer you can make sure they follow the correct policies and procedures to protect all involved. In an ever-changing world of Human Resources you have to be up to date with all legislation and have a pipeline of solution to each eventuality that can occur in your individual sectors along with the outside world. These two professional areas are the underpinnings of the other eight areas on the Professional Map these two give you the most transferable knowledge and skills that support you in your chosen HR field and it is vital to your development for you to strive to update you knowledge in these areas. Out of the eight other areas in the Professional Map I feel that there is a strong need for continued professional development in Performance and Reward. It is vital to any organisation that you recognised your workforce on a regular basis not only for doing their job to a high standard but for the little extras they carry out and their personal goals and achievements on a person by person case. It is one of theShow MoreRelatedDeveloping Yourself as an Effective Human Resources Practitioner1413 Words   |  6 PagesCertification Foundation level Human Resources Practice Developing Yourself as an Effective Human Resources Practitioner Introduction This report will be divided in 2 activities, first, a brief description of the CIPD Professional Map, which will help us have a better understanding of the knowledge, skills and behaviours required to be an effective practitioner. 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