Emergency Representative Support Groups Resource Pamphlets

Implementation Expeditiously Implementable Solutions Additional Specialized Duties for Designated Steward/ Representative Support Groups Resource Pamphlets People Union Leadership will be responsible for assigning these duties as required Employees and members of local #713 with experience in psychology support groups, or similar systems Specialized representative in conjunction with union leadership with input from union members Time Designate duties to appropriate member within one month of project approval Notify Members of support group one month after appointment of representative, hold 1st meeting 1 month after, and every week thereafter Provide 1st pamphlet within 2 months after approval, new pamphlets every month Tools Email, print†¦show more content†¦Goal to have first union member special meeting with facility management within 6 months of project approval Tools Email Proper communication Equipment Computer, Work space N/A Necessary Processes Create surveys in email format or through an online survey site, and email surveys or links to site for members to complete Garner buy-in from facility management to work together to solve this problem that negatively affects all parties involved. Budget $0, resources already possessed by union or provided by the facility $0, resources already possessed by union or provided by the facility Functional Area Human Resources Leadership Timeline Financial Impact The union is solely funded by membership dues. Each member in local #713 pays $18.55 per bi-weekly paycheck, or $482.30 a year. Current there are 1,000 unit bargaining

Freedom and Choice in Bollywood Movies Essay - 1398 Words

The increase in globalization in the Indian subcontinent has brought along with it a series of new genres in Bollywood movies. Movies showcasing freedom being fought for by the youth and women are just a couple of interesting ones. I’ll be exploring two different movies Dor (2006) and Rang De Basanti (2006), each of which has its own take on ‘freedom’ and ‘choice’. Dor has a very simple storyline; two female protagonists (Meera and Zeenat) whose husbands respectively (Shankar and Amir) leave India to get employed in the Middle East. Unfortunately, employment in India is scarce, forcing lower middle class families to resort to such options. These families are constantly fighting for their freedom of survival. Shankar is in a similar†¦show more content†¦Meera decides to be suppressed and live under the misery of her in-laws, whereas, Zeenat takes the liberty of marrying her lover and being independent, even though his parents are against the martial reunion. Meera and Zeenats encounters metaphorically oppose each other. Zeenat is shown independently working with a hammer repairing parts of her house without any male assistance. Meera is shown hiding beneath her veil, even when her husband is leaving the country. However, the friendship that develops between Meera and Zeenat, slowly leads Meera towards an independent life giving he r the courage to overcome her problems and make a life for herself. Personally, I feel this film has a feministic approach. It showed the growth of a symbiotic relationship and also gives us hope that while such movies surface, women in similar real life situations are also fighting for their freedom. Freedom and choice are exercised quite differently in Rang De Basanti. In this blockbuster hit, the youth show the power they have hidden within them. Initially, it comes across as a very sweet and comical film, filled with youthfulness and mischief. However, the movie takes a sudden turn and becomes deep and violent. We witness an image of today’s youth in India, who are so oblivious to the struggles that took place during the British colonial rule of India. ItShow MoreRelatedIndi The Biggest Film Industry1329 Words   |  6 PagesBollywood is almost a religion for the people who live in India; it is the biggest film industry in terms of sale. As Dagnaud and Fiegelson describe the situation, Ranking number one in the world for the film production, being part of the top group of the cinema enthusiast nations, endowed with T.V. channels and with a music industry full of dynamism, India has thus developed an entertainment industry of large size movies playing the role of a launching pad. According to the Telecom RegulatoryRead MoreModern Bollywood, A Decade Old: Bollywood and the Colonial Censorship3158 Words   |  13 PagesIntroduction This essay explains the journey of Bollywood (Indian Film Industry) and how it has changed itself and its audience’s perspective on Hindi Cinema. Applying the key features from Dennis McQuail’s â€Å"Normative Theory†, the relationship between Bollywood and the audience, controlled by the censorship board will be explained; and how both, the Bollywood industry and Censor Board are responsible for bringing changes to each other in the terms of rules, regulations, audience’s attitudes and theirRead MoreBold Gets Bolder : 1990s 2013857 Words   |  4 Pagesan easy ticket to huge box office collections. Neha Dhupia s film Julie (2004) failed at the box office in spite of her claims that â€Å"sex sells in Bollywood†. With liberalization and the introduction of satellite TV during 1990s, exposure to the West increased. Movies didn’t shy away anymore in expressing sexuality and intimacy. Women in movies have started using their objectification as a means to an end, so much as which they could be referred to as femme fatale in many instances. Films likeRead MoreWhat Is The Geography Of India1307 Words   |  6 Pagesexcellent competitive advantage. Overall, this industry is expected to flourish and India is modifying itself continually to facilitate the same. The Indian film industry is globally renowned. It is commonly referred to as Bollywood. Unlike Hollywood, however, Bollywood is not an actual location; rather, the term applies primarily to the Hindi language film industry. Bollywood’s main competitive advantage lies in its international brand equity. There are several factors that have established thisRead MoreBanning Tobacco Advertising Ban On The Public Health Of Their People976 Words   |  4 Pagesplan to soon pass a bill banning Tobacco companies from displaying any source of advertising or sponsoring any public events. The advertising ban took effect from May 1, 2004. In October 2, 2005, the Government of India prohibited any new programs or movies from showing any actors or actresses smoking as it glorifies smoking and sends a bad message to its viewers. According to a CNN article written by Leo Juarez, some actors seem to support the smoking censorship but some film directors seem concernedRead More A New Type of Fi lm Essay1616 Words   |  7 Pagesto see how far films are technologically advancing we need to see have far they have come already, by following the history that is filmmaking. The movie business has been adapting to changing technology for more than 80 years. Prior to the 1930’s, movies were not only without colour, but also had no sound or dialouge (Howell, 2001). The 1920’s started films off in black and white, and most had no sound, as they were difficult to make because of the microphones being unable to move. This lead to filmsRead MoreHanson Production18651 Words   |  75 Pagespotential failure, yet cost more profit and affect the recoup schedule. Indian Film Production INDEX 1. Chapter One: INTRODUCTION 1.1 Film Production Houses In India 1.2 An overview of Indian film industry 1.2.1 Historical Section - How Bollywood has evolved 1.3 Size and growth opportunities 1.3.1 Current situation 1.4 Aims, Objectives and Research questions 2. Chapter Two: LITERATURE REVIEW 2.1 Corporate Structure Of Production Houses 2.2 Indian Film Industry   2.3 Corporate ProductionRead MoreEmotions And Humans Relation : How The Data Today Is All About Emotions1077 Words   |  5 PagesABSTRACT Emotions and humans relation How the data today is all about emotions People are free to express their views on internet openly. The freedom to express generates a lot of data and this is a way of reaching into people’s mind how they feel about a certain thing. Often what humans feel is deep inside the heart can be determined by the music she listens to. A user is the most vulnerable of letting his emotions out when he/she is listening to songs because he or she can relate to it. Its theRead MoreKashmir Issue1534 Words   |  7 Pageswhen I used to return home safely in the evening she used to treat me as if I had returned after a decade. Today nobody knows whether their near dear ones will return home by the dusk. That’s the fear that the people of Kashmir are living with. Freedom, for Kashmir, is a search for the lost identity of its rich cultural religious class of medieval world. The issue of Kashmir is not as ordinary as most of the people in India think. People of Kashmir are dying dying for the future of their unbornRead MorePolitical and Economic Effect on Mass Media1902 Words   |  8 Pagesbasis of modern operation policy as citizens receive political information, form their own political views and beliefs, and are able to influence the functioning of the government largely due to the media. A. Sen (1999) in his book â€Å"Development as Freedom† noted about political communication what involves not one-sided signals from the elite to the masses, and the whole range of informal communication processes in society that have a very different impact on policy. Louw divided political practice

Pros And Cons Of Guns In Schools - 848 Words

Is There Support to Arm Teachers in Schools? Introduction Discussing a license to carry in an educational setting cause you to thoroughly look at a the situation from both stand points. Initially one may think absolutely not but, then some may argue that it is a moral idea. In our society guns are very popular, due to gun violence, illegal sales, and proper sales of guns in communities. When adding guns to the school environment, this cause even more stress upon faculty, staff, students, and especially parents. As a parent, I would be highly concerned about my child being in an environment where guns where freely carried by teachers. However, some parents may feel safe based off the recent school shooting, and considering the type of†¦show more content†¦Teachers who decide to fire their gun, rather right are wrong, will be held liable along with the school. Ultimately, it will fall back on the school since it is allowed for teachers to bear arms. The job of giving students the best education possible is enough, adding shooting to the picture is extra stress teachers should not have to deal with. When deciding to purchase, a gun it consist more than just that purchase along. Permit to carry, riffle, bullets, and even service should be considered when buying a gun. These expenses for several teachers will add up and takes away funding that could directly be used for the students. Lastly, I like to say teachers are the best actors. Teachers show up to work daily and hide problems they may be dealing with at home so they can server there students better. It must be understood when it is needed to pull a gun out and when it is not. The last thing a school district needs is for a teacher to take their own life or the life of another due to emotional reasons or reasons that do not require a riffle. Districts Policy I currently work for Jacksonville North Pulaski School District where we follow a gun free policy. If a student was to bring a gun to school, the gun would be confiscated and then lead to explosion for the student. If a member of faculty or staff were to bring a gun to school, it would also be confiscated, given to law enforcement and the teacher wouldShow MoreRelatedGun Control and the Second Ammendment to the Constitution Essay544 Words   |  3 Pages The federal government should not ban the usage of guns because we need them to hunt and able to protect ourselves. People need to learn to be able to be around gun without the worry but those who use gun inappropriately shouldn’t have the guns. The Second Amendment says people have the right to carry concealed handguns. Judge Richard Posner said â€Å"must be interpreted to include a right to have a concealed gun in public, to have it ready for use, and have it for self defense†. The Second AmendmentRead MoreThe Pros and Cons of Gun Control in the United States Essay1306 Words   |  6 PagesGun control is a growing issue as of late, due to recent events such as school shootings as well as crimes which are committed daily due to gun violence the issue has been more controversial than ever before. IT is true that by owing a gun you can feel a sense of self- empowerment as it can allow you to protect yourself as well as your loved ones. However, owing a gun is a double edge sword in today’s world. The reason is that with the sudden increase in gun violence more people have beganbegun toRead MoreMy American Dream774 Words   |  4 Pageswith them, my creativity is very strong point. First, thing to do is plan out the education you are going to need to accomplish your american dream. For being a film producer the requirement of education doesnt matter you don’t even need a high school diploma (what is the job description of a movie director?). However if you want to go on and get a degree in the field. People can go to college for producing many colleges/ university have good media program. They will help guide you on how toRead MoreThe Processing Of Possessing A Gun1383 Words   |  6 PagesThe processing of possessing a gun is pretty easy and it goes by the steps. Processing depends on state because each state has different ways of possessing gun. At first, Many states require a few days to pass between the time a person purchases a gun and the time when they can take possession of the gun. A background check of criminal records is mandatory in some states before one can assume ownership of a gun. Gun permit is required to own a gun or use a fire arm, more likely, people are requiredRead MoreGun Rights And Gun Control1405 Words   |  6 PagesGuns right now in the nation of the United States of America are at the center of a heated debate on how they should be handled. With Civilians and politicians alike arguing over how they should be regulated we have many arguments for the pros and cons of both sides. Gun control is now one of the most talked about subject in the country due to the vast amount of mass murders and school shootings that have been taken place in recent years. However, even with all this gun violence taken place it seemsRead MoreSchool Shootings Are Becoming More And More Prevalent924 Words   |  4 PagesSchool shootings are defined as being a mass shooting which involves a gun attack on an educational institution. The first known shooting in the United States happened during the 1700s. Four Lenape American Indians entered a schoolhouse near present-day Greencastle, Pennsylvania. The schoolmaster, Enoch B rown, was shot and killed along with several other children in which only two survived. There have been hundreds of shootings since, and more specifically there have been at least 156 school shootingsRead MoreVideo Game : Video Games1658 Words   |  7 Pagesthe crimes they see in the games. In more than three school shootings that have occurred, the shooter has participated in violent video games (Anderson 353). One student even tried to recreate a game that he commonly played, which was called Doom (Anderson 353). â€Å"Violent video games have been listed as a behavior associated with school shootings by the FBI in 2000†¦Ã¢â‚¬  which shows that violent video games are igniting these crimes (â€Å"Video Games and Gun Violence†). Another violent video game, Grand TheftRead MoreAnnotated Bibliography On The Gun Of The Teeth : The Worldwide Plague Of Small Arms1597 Words   |  7 Pagesis one gun for every ten people on earth today. The people who supports gun control believe that if we are trying to save the world, guns for wars should not be shipped around for individual uses. There have been around 400 million deaths due to small arms and conflicts since the fall of the Berlin Wall. Once a person owns a gun, it is very rare that they will be willing to give the gun up. In South Africa, guns have been melted down, blown up, and cut into pieces. If there were stricter gun controlRead MoreThe Violence Of Domestic Violence954 Words   |  4 Pagesincarceration, leaving the relationship, or murder. Gun Control As a Christian human being, mother, and member of the community I am strongly in favor of gun control (I wish guns didn’t even exist). I favor gun control because, sadly guns fall in the hands of people that will use it for a crime, and although the people that are against gun control say that the number has decrease, one death by a gunshot is too many for me. The purchase of a gun needs to be more difficult. Background checks and waitingRead MoreIssue On Concealed Carry From The United States1684 Words   |  7 Pagesfor 223 years, the issue of gun control and the right to concealed carry has been a growing issue in the United States. Whether citizens should be allowed to legally carry a gun has been a growing debate. In this paper, I will talk about the history of concealed carry, the different types of issuances among the states, and how to obtain your concealed carry license in Wisconsin along with providing concrete evidence with different statistics and stating the pros and cons of the issue. In the old Western

Gender Stereotypes in Non-Traditional Sports Essay example

Gender Stereotypes in Non-Traditional Sports Because of stress from families, grief from peers, or doubts from coaches, it is difficult for an athlete to enter a sport that has traditionally been classified as a sport of the opposite sex. Athletes love the challenge of sports, the thrill of competition, and the benefits of achieving - all qualities that men and women share - however, certain sports also exude qualities of femininity or masculinity, grace or sheer power, and these qualities complicate the qualifications to enter specific sports. On the surface, ballet is graceful, soft, and poised, and a real man would never possess such characteristics. Ballet, in reality, requires strength, stamina, balance, but because the jumps†¦show more content†¦Today, sports that are more graceful and seem to be safe are identified as womens sports, distinguished from mens sports that involve the strength necessary to be active and aggressive. Challenging this binary classification of sport is threatening and comes with social and cultural costs, although breaking into the sport of the opposite sex has its benefits also. More men and women are entering non-traditional sports for their sex in an attempt to blunt the sharp division between men and womens sports. The effect of their brave efforts is twofold: it asserts that women are just as capable as men of playing traditional, active sports, and it redefines womens sports as strong, not weak, and as equal, not inferior. Nevertheless, most men and women think that the risks of social isolation, a lack of opportunities to excel, and the constant questioning of sexuality outweigh the long-term benefits that come with challenging tradition. It takes the strong will of a woman like Diana Guzman from the movie Girlfight to break into a sport that is aggressive and dangerous, and thus usually reserved for men. Diana also displays an enormous amount of dedication to boxing, evident in her pursuit to compete,Show MoreRelated Gender Barriers inside Sports Essay1270 Words   |  6 PagesGender Barriers inside Sports Throughout the history of sports, there has always been a gender barrier. There are certain sports that are aimed towards females and others that are directed towards males. When men or women enter a non-traditional sport for their gender, it is not widely accepted. However, there are those few athletes that pave the way for the rest and eventually our society will change and accept the new ideas in sports. Some people will always make judgments about the athletesRead MoreThe Norm And Single Sex Sports804 Words   |  4 PagesRecreating the Norm in Single-sex Sports When investigating the costs and benefits of an individual competing in a sport considered non-traditional for their gender, we must first answer the question of what makes the single-sex status of these sports so important. We know that much controversy often surrounds the assimilation of a certain gender into a sport not traditionally considered their own, but we might forget to ask why this is the case to begin with. First, it is important to acknowledgeRead MoreSelf Presentation Is Described As Playing Out A Self1273 Words   |  6 Pageswere provided with details of male students who were either desirable or undesirable as a potential date and who was characterized as having traditional or more modern values, According to the textbook the study found that, â€Å"When women thought they would have the opportunity to meet the man, they changed their descriptions of themselves to fit the man’s traditional or modern values-but only if he was attractive† (p.25). Self-presentation can be looked at as calculated choices, choices that are made underRead MoreWhy And How Gender Stereotypes1654 Words   |  7 PagesWhy and How Gender Stereotypes in Advertisements are Challenged Traditional gender roles were constructed based on devotion to cultural value as well as social construct based geographical placement. Males were usually associated and expected to express masculinity while females on the other hand had to express femininity (Ickes). The gender roles have been preserved for too long and it has become almost like a permanent component of a society—like a body part itself, rather than a constructed normsRead More Women and Sports Essay912 Words   |  4 PagesWomen and Sports As it becomes increasingly acceptable for women to be athletic in American culture, a new question arises: in which sports should women be allowed to participate? From a physiological standpoint, it has been scientifically proven that female bodies do not differ significantly enough from male bodies to prevent them from participation in any male sports. This division between male and female sports clearly stems from age-old, socially constructed norms of femininity and masculinityRead MoreGender Stereotypes And Gender Roles1956 Words   |  8 Pagesfulfil and adopt, specific stereotypes and gender roles. In the western world, women are traditionally characterised and expected to be maternal housewife’s, who are obedient and attractive; whereas males are seen to be the breadwinners, who are muscular independent and strong. These characteristics have become ‘normal’ in society, and enforce the gender stereotype roles. However, when these gender ‘norms’ are disturbed, this leads to the creation of new labels and stereotypes, people to be ridiculedRead MoreEssay on Gender Barriers in Athletics1138 Words   |  5 Pages Gender Barriers in Athletics 2. What are the social and cultural costs and benefits of an individual (male or female) entering a non-traditional sport for their gender/sex (eg women who enter body building, power lifting, boxing; men who enter synchronized swimming or field hockey)? Throughout history it is clear that not only women, but both genders have faced seemingly insurmountable barriers when attempting to break into a sport that is not proper or stereotypical for their gender toRead MoreGender Socialization And Gender Roles999 Words   |  4 PagesEarly gender socialization is perhaps one of the most relevant issues and debates of early childhood. The beginnings of stereotypes for gender roles are typically established at birth, and continue a process of learning specific cultural roles and standards in accordance with the sex of the individual. Gendered interactions begin early in the family and hence influence the process of gendered socialization, as was such the case for myself growing up. Socialization comes from a number of sources:Read MoreGender Inequality : Sports And Women s Professional Level Of Sport1469 Words   |  6 PagesGender Inequality in Sports Across the world, society holds men and women to different standards. There are precise gender roles and stereotypes that are well established. In the western world, women are supposed to be nurturers, cleaners, and the chef. Whereas men are perceived as strong, independent, and athletic. When these social norms are broken, it is not uncommon for specific labels to be given, such as being called a lesbian. Over the past few centuries, these stereotypes and gender rolesRead MoreGender Stereotypes And The Socialization Process1257 Words   |  6 PagesGender Stereotypes and the Socialization Process The pursuit of gender equality is a central element of a vision of sustainability in which every Member of Society respects others and plays a role that allows you to take advantage of their potential to the fullest. The broad goal of gender equality is a social goal that education and other social institutions should contribute. Gender discrimination is embed in the fabric of societies. In many societies, women bear the main burden of food production

The Effectiveness And Side Effect Possibilities Of The...

Assessment of the effectiveness and side-effect possibilities of the combined treatment for type-2 diabetes mellitus Diabetes mellitus (DM) is a chronic metabolic disease which is mainly caused by the abnormalities of insulin regulation to control glucose level in the blood, thus resulting hyperglycemia [1, 2]. There are currently two major distinct types of DM, namely type-1 and type-2 diabetes. Type-1 diabetes corresponds with the inability of pancreatic hormonal glands to produce sufficient insulin to effectively regulate blood-sugar level, therefore called insulin-dependent diabetes. On the other hand, patients with type-2 diabetes are not suffered from insulin deficiency but instead, the inability of their body to fully utilise the produced insulin, hence non-insulin-dependent diabetes [1, 2]. Among the two types of DM, type-2 diabetes has been reportedly attributed for a major part of the global diabetes patient population [1]. In 2014, the world’s diabetes population has reached 422 million, an almost four-times increase than 1980 [1]. Type-2 diabetes has also been accounted as a major death cause. According to the WHO [1], it is estimated that one and a half million of people were dead due to the direct impacts of diabetes in 2012 and another two million deaths were related to higher blood-glucose level. The symptoms of these two types of diabetes are similar [1], e.g. excessive thirst, frequent urination, weight loss, and deteriorating eyesight [2]. Nevertheless,Show MoreRelated Complications of Diabetes Essay2032 Words   |  9 PagesComplications of Diabetes Diabetes is associated with an increased risk of developing primarily vascular complications that contribute to morbidity and mortality of diabetic patients. Poor glycaemic control leads to vascular complications that affect large (macrovascular), small (microvascular) vessels or both. Macrovascular complications include coronary heart disease, peripheral vascular disease and stroke. Microvascular complications contribute to diabetic neuropathy (nerve damage), nephropathyRead MoreIntroduction to Diseases10781 Words   |  44 PagesHowever, lung sounds are usually normal between asthma episodes. Tests may include: †¢ Arterial blood gas †¢ Blood tests to measure eosinophil count (a type of white blood cell) and IgE (a type of immune system protein called an immunoglobulin) †¢ Chest x-ray †¢ Lung function tests †¢ Peak flow measurements Treatment can include the following: †¢ Controlling airway swelling †¢ Stay away from  substances that trigger your symptoms   You and your doctor should workRead MoreLiraglutide: Novel Treatment of Type 2 Diabetes Mellitus Essay3378 Words   |  14 Pagesfrom the L-cells in the colon and ileum in response to the ingestion of nutrients (Ryan, Foster, Jobe, 2011, p. 794). GLP-1 has a half-life of 2 minutes due to the action of the DPP-4 enzymes. GLP-1 agonists overcome this issue by having an altered structure that renders them less susceptible to DPP-4 enzymatic degradation thus prolonging the effects of GLP-1 (ADA, 2014, p. 621). The first glucagon-like peptide 1 agonist to be developed was exenatide. Exenatide was approved for use in theRead MoreHesi Practice31088 Words   |  125 PagesA. A neonate weighing less than 2,500 g (5 lb, 8 oz). B. A low-birth-weight neonate. C. A neonate born at less than 37 weeks gestation regardless of weight. D. A neonate diagnosed with intrauterine growth retardation. 2. A client with type 1 (insulin-dependent) diabetes mellitus has just learned she s pregnant. The nurse is teaching her about insulin requirements during pregnancy. Which guideline should the nurse provide? A. Insulin requirements don t change during pregnancy. Continue your currentRead MorePolicy, Politics and Global Trends Essay7576 Words   |  31 PagesInstitute, N.D.) In Public Policy Issue: The policy issue that I have selected to discuss herein is the pay-for-performance payment model. I feel that this impacts a large number of our population and changes in this regard should be made. This type of payment model aims to use reimbursement to incentivize providers to deliver high quality services. Pay-for-performance model steps away from the traditional manner of reimbursement of fee-for-service, in which providers receive payment on the basisRead MoreCommunity Acquired Pneumonia18251 Words   |  74 Pagesone of the most common infectious diseases prevalent nowadays and affects all ages. It is an acute or chronic infection of one or both lungs caused by microorganisms, such as viruses, bacteria or chemical irritants. (Schmitt, 2011) It has different types, and one of them is Community Acquired Pneumonia (CAP). CAP is a disease in which individuals who have not recently been hospitalized develop an infection of the lungs. It occurs because the areas of the lung w hich absorbs oxygen (alveoli) from theRead MoreDental Question Bank33485 Words   |  134 Pages1 1. For lower premolars, the purpose of inclining the handpiece lingually is to A. B. C. D. Avoid buccal pulp horn Avoid lingual pulp horn Remove unsupported enamel Conserve lingual dentine 2. For an amalgam Restoration of weakened cusp you should A. B. C. Reduce cusp by 2mm on a flat base for more resistance Reduce cusp by 2mm following the outline of the cusp Reduce 2mm for retention form 3. Before filling a class V abrasion cavity with GIC you should A. B. C. Clean with pumice, rubber cupRead MoreCase Study Essay33967 Words   |  136 Pageshospital today because I cant catch my breath and my legs are as big as tree trunks.† After further questioning, you learn she is strictly following the fluid and salt restriction ordered during her last hospital admission. She reports gaining 1 to 2 pounds every day since her discharge. 1. What error in teaching most likely occurred when M.G. was discharged 10 days ago? A breakdown of successful communication occurred regarding when to call with early weight gain. It is imperative that patientsRead MoreLas 432 Research Paper: Gmos20901 Words   |  84 PagesLauren Kaminski 6 Political and Legal Issues with Genetically Modified Organisms (GMOs) – Thomas Graf 15 Figure 1 17 Figure 2 23 Implications for the Environment – Justin Greene 24 Economic Considerations – Stephanie Lopez 33 Cultural Context and Media Influence – Aakash Desai 41 Chart 1: 44 Chart 2: 47 Chart 3: 49 Psychological Considerations and Sociological Effects – Terrance O’Connor 51 Figure 3: 52 Figure 4: 55 Moral and Ethical Implications – Michele Jacobs 58 Figure 5: 62 Conclusion

Challenges of HRM in the Global Environmentâ€Myassignmenthelp.Com

Question: What Is the Challenges of HRM in the Global Environment? Answer: Introducation In the contemporary business scenario, human resource management (HRM) can be defined as widespread in terms of strategies and organisational policy development. Modern HRM has replaced the traditional way of personnel management in the MNEs following the international settings. Precisely, human resource management involves academic theoretical concepts and modern business practices that can be utilised for managing the human resources in an efficient way (Demortier, Delobbe and El Akremi, 2013). Through the identification of the best theoretical concepts and management techniques, the terms of HRM has been set according to practices and disciplines. However, in the competitive business status, MNEs operating at the international level must identify the challenges associated with the HRM in the global environment to structure the best practices according to the order. In the rapidly transforming corporate landscape, the evolution of the HRM is required so that HRM can deliver the app ropriate business-driven functions leading towards a strategic corporate direction. In the particular essay, the HRM functions in the global environment have been analysed on a brief note to understand the foremost challenges of HRM in the international business context. As the current business world alters at a substantial pace, HR professionals need to make significant adjustment dealing with the local as well as international HRM issues associated with the context of business. In addition, identifying the HRM issues will not be enough to mitigate the problems (Guest and Conway, 2011). Evidently, defining the problem suitable solutions must be evaluated in order to achieve the desired result. The main purpose of the essay paper is to identify the leading human resource management challenges. By elaborating the challenges of HRM, the study has provided a list of recommendation that can be taken into consideration to put an end to the issues. Perhaps, the proactive approach should be shown in dealing with the management issues related at the international HRM as dis cussed in the study. Modern organisations must capitalise the alternating business environment through the implementation of better strategic decision-making. Therefore, the role of the HRM has become so crucial while establishing the management practices according to the internal strengths and weaknesses. By developing the most striking changes, HRM of an organisation can influence employee engagement, competencies of the human resources, and sustainability of workforce leading towards long-term viability of the business (Vashishth, 2012). Through the identification of the fundamental trends in HRM at the international level, organisational management can draw significant competitive advantage. Apparently, accurate human resource measures and planning as per the right prediction can deliver suitable strategic direction to the workforce. Precisely, integration of the objectives of both the organisation and HRM can be recognised as an essential aspect in HRM (Foot, Hook and Jenkins, 2016). Admittedly, gro wing business competition has increased the roles and accountability of modern HRM to reinforce the trend based on global perspective. In the context of business management, organisational HRM has adopted substantial resources such as internet and information technology (IT) to enhance the productivity of workforce minimising the organisational costs. On a bigger perspective, globalisation has increased the quality of HRM as new technologies and strategic management have been utilised by the HR professionals to achieve HR target in a cost-effective way (Fisher, Schoenfeldt and Shaw, 2016). However, IT and internet cannot be defined as the only major trends in developing the productivity of HRM at the global level. Notably, the changing workforce demographics have become one of the significant aspects in HRM (Dam, 2013). As a result of the consequences, the diversified workforce including different knowledge, culture, skills, and competencies, etc must be managed in an efficient way to draw competitive advantage. Herein, the identification of HRM challenges will become so much important. In the underlying section, th e leading challenges of HRM in the global situation have been illustrated. Linking the Organisational Strategy with HR Strategy and Practice The recognition of the link between the corporate and business strategies with the HR strategy and practices is not a new concept in the global business environment. The theory of McKinseys seven-S framework has been developed twenty years back to align the seven organisational variables such as strategy, subordinate goals, systems, structure, staff, style and skills for improving the effectiveness of the organisation (Dowling, Festing and Engle, 2013). On the other hand, the importance and role of human resources to organisation success has broadened due to knowledge driven and technology driven characteristics of businesses in the recent environment (Scharf, 2012). Global companies such as Coca-Cola have successfully evaluated strategic interventions and management model to link the corporate strategy with HR strategy and practices to achieve sustainability. Furthermore, with increased globalisation and competition in the market, the needs to link corporate strategy with HR policy have become important for the survival of the organisation in the global business market. Hence, it is important for the strategy makers to understand the changing business environment and link the business strategies with HR policies to seek competitive advantage and survive in the global industry. Hiring and retaining the best workforce in rapidly changing business dynamics In the contemporary business environment dwindling population of youth in the developed countries has contributed towards skill and knowledge shortages. Also, increasing rate of unemployment has become a substantial worry for HR Managers to select the best hiring and retention practices (Speculand, 2012). As a result of the consequences, cross-border migration can be identified leading towards demographic changes. For instance, McKinsey and Company, one of the leading consultancy services, has utilised modern hiring and retention policies such as online recruitment and staff performance evaluation to hire and retain the best talents at a lower cost. Therefore, modern HRM has to deal with cultural as well as demographic diversity to hire the human capital based on efficiency and talents (Jain, Rangnekar and Agrawal, 2016). Hence, the modern organisational HRM needs to set the best selection and recruitment policies for the different set of demographics i.e. young, people disabilities, aging people, and women etc. based on the scenario, it is one of the biggest challenges for the HRM to offer healthcare practices, flexible working schedule, and diverse management styles as per the suitability of the targeted workforce (Langley, 2013). Evidently, by offering substantial accommodation and compensation, HRM needs to promote employee retention as well. Aligning best technology practices to incorporate the Human Capital Prospects During the corporate strategic decision-making, identification of the steady improvement opportunities of the human capital should be important to analyse. In the global perspective, cross-broader management of human resources can be identified as one of the most comprehensive challenges for HRM (Reilly, 2015). By assessing the cultural differences and complexities of HRM, modern managers need to incorporate the human capital prospects in strategic decision-making by using communication technology. Most importantly, global growth of contemporary businesses hinges on the role of the HR leading towards integrating the labour force (Clancy, 2015). It is the responsibility of HR led teams to counter the differences in culture and workforce diversity so that dissimilarities can be merged wisely. For example, Apple Inc has utilised evident manufacturing technology to be the most innovative business and marketers. The sales and marketing strategies of Apple Inc have led to growth of the bus iness. By predicting the opportunities that can be offered by the human capitals, HRM needs to integrate the local culture with the international culture to improve the workforce efficiency (Jacobi, 2014). Meanwhile, understanding the diverse culture and inclusion of uniformity in management can be a tough task to be completed. Managing Global Operational Risks Invariably, balancing the corporate culture and societal culture can be identified as one of the most comprehensive issues in HRM while promoting workforce diversity (Bratton and Gold, 2017). Some of the most convenient cultural attributes can be modified according to the need of the target demographics. For instance, significant control management attributes can be altered. On the other hand, human right policies, ethical code of conducts, and integrity cannot be negotiated at any cost. Modern companies such as Google Inc have effectively identified the global operational risks to reduce the conflicts within the system. Precisely, the company has created a corporate culture to solve the issue. Based on the HR complexities, HR managers need to face challenges regarding bribery, confidentiality, integrity, loyalty, and other aspects (Ingham, 2010). Motivated by the organisation mission, vision, values, and ethics, it can be difficult to impose the most comprehensive cultural elements overwriting the existing ones. Therefore, maintaining the balance in corporate and community culture can be a leading HRM issue in the global environment. The Perceptive of subtlety of employees qualification to develop HR leaders In order to manage cultural diversity in the workplace, organisations need to develop HR leaders who are prepared to deal with the challenges regarding diversity. Precisely, educating the managers to develop the best diversity management practices is not an easy task, to say the least (McBain, 2007). Significant training and development programmes, learning courses, and investment will be required to establish the leadership traits. Moreover, communicating the culture and collaboration of the values can be other significant challenges in developing globally prepared leaders. Evidently, Microsoft Corporation has valued the understanding of subtlety of qualification and merits of the candidates to influence the productivity. During the management of cultural diverse workforce, the efficiency of the leader will be crucial to direct the employees towards the right direction. Herein, failing to complete the task can create substantial damage in productivity of the firm (Ax and Marton, 200 8). Therefore, it is a significant challenge for HRM to develop the best leaders who can control and manage diverse values, ethnicities, and policies at ease in the international environment. Maintaining a better understanding of Regulations and Legal directives The continuous up gradation in employment laws, regulations, and legal directives have also created substantial challenges for HRM. At the international level, HR managers need to have significant knowledge and understanding of regulations and legal directives regarding hiring employees, compensation and benefits, rights of the employees, safety and health practices etc. For instance, during selection and recruitment, the Disability Act, the Human Rights Act, the Discrimination Act, Health and Safety Regulatory Act, etc should be considered so that any legal obligations can be avoided (J. Phillips and P. Phillips, 2014). Alternatively, during the management of workforce, minimum wage rate system, workplace discriminations, and labour practices should be taken into considerations. Therefore, management of HR can be a constant challenge if any of the legal regulations has been ignored. In order to tackle the HRM challenges in global environment, a list of recommendation has been provided in the study as below that can be considered for betterment of the practices: Take Transparent and Positive Approach: In order to deal with the transitions affecting the productivity of the employees, transparency in communication must be introduced at the organisational forefront. Meanwhile, such influential communication approach can deliver tangible support to the employees dealing with the issues in the international human resource management (IHRM). Invest in the right technology-enabled collaboration: In the IHRM, selection and recruitment has been one of the major aspects. Therefore, through investing in right technology suitable for hiring, training, and appraisals, HR managers can increase the overall standards of the workforce leading towards sustainability. Consider Demographics: In the current scenario, considering the right set of demographics will be evident in IHRM. For instance, hiring the right sort of personnel equipped with experience, skills, and knowledge can save substantial capital for an organisation. Therefore, it will be significant to select the candidate from right demographics i.e. young group. Provide Training and Career development Programmes: In order to deal with the challenging issues of IHRM, suitable training and career development programmes must be introduced to develop strategic recruitment and selection procedure, crucial employee retention plan, and solving HR related issues in a more effective way. Promote Innovation and Change Management: In order to remain up-to-date with the latest HR trends, innovative concepts and ideas must be introduced among the employees. Alternatively, such efforts will increase to manage the process of change management that can be utilised to influence the diversified work culture in a positive manner. The role of human capital professionals has affected the business proposition of the leading corporate firms, to say the least. Creativity and innovation have become the need of the hour in mitigating the challenges with HRM in the global environment. Precisely, if organisational HRM can overlook the problems related to HRM, the effectiveness of scores will be reduced on a substantial note. As a result of the consequences, suitable human capital practices must be reinforced identifying the challenges affecting the performance of the firm in a negative way. Evidently, organisational people can be identified as the leading power of a firm. Therefore, the ability of the HR professionals can dictate the terms whether an organisation will be able to control the HR issues affecting the firms sustainability. By considering strategic vision and demographics, HR managers can replace traditional strategies with the new ones encouraging the workforce. Consequently, by promoting innovation and c hange management, the leading issues associated with the organisational human resource management can be dealt in a logical manner. Cultural diversity in HRM Employees are the backbone of every organisation that leads to the survival and success of the firm. In the current business environment, the workforce is made up of a diverse population of people belonging to different cultures and ethnic backgrounds. The cultural diversity in workforce creates multicultural and multiracial organisations that have both positive and negative implications of the organisational practices (Scharf, 2012). The international cultures or diverse workforce brings in better skills, experiences and abilities for the organisation to meet the growing challenges of global market. On the other hand, it becomes quite difficult for the human resource management to maintain a balance among the individuals belonging to international cultures in order to utilise the diversity of skills, competencies and knowledge (Losey, Meisinger and Ulrich, 2015). On the other hand, the global business environment has witnessed the importance of Human Resource Management in both public and business life. According to Sderlund and Bredin, (2016), the number of workers employed by the multinational enterprises has significantly increased in the last twenty years that have resulted from the expansion of the activities of the foreign affiliates of the MNCs across the globe. As per the study, around 73 million people work for the foreign companies in the year 2008, this is three times the population in the year 1990 (Rhodes, 2016). Currently, the figure has increased by around five times by the end of 2016. Hence, it becomes quite difficult for the Multinational organisations to control the diverse workforce with variation in cultural and ethical practices. Hence, every organisation needs to develop international HRM policies in order to maintain peace and harmony at workforce. On the basis of the above discussion, the paper has been developed to a nalyse the importance of considering the international culture while developing the HRM practices and policies. On the other hand, the study aims to discuss and evaluate the impact of international culture on the current human resource management policies and practices. Furthermore, the essay also presents necessary strategies that must be considered by the human resource managers of a global institution to control the diverse workforce and take advantage of the variations in skills, knowledge and capabilities. Most of the authors focus on the theory formulated by Gerhart Hofstede to understand the differences in international cultures. According to Hofstede (2001, p.25), culture is a mental programming or pattern of feeling, thought and action that an individual acquires in the childhood and applies throughout the life. The national culture is a category that is studied to explain different phenomena in the human resource management such as organisational structure, leadership style, and motivation. Moreover, the concept of differences between international cultures is proven to be suitable tool for developing the contents of HRM practise and policies for managing the individuals belonging to different regions (Snell, 2007). Furthermore, Hofstede (2001) differentiates the culture into a dimension on the basis of the relations between people. The dimension is known as Individualism and Collectivism. Alternatively, Fons Trompenaars differentiates the international culture on the basis of two dimensions known as individualismVs communitarianism and universalism Vs particularism. Additionally, the cultures can be differentiated on the basis of motivational orientation and attitudes toward time (Snell, 2007). For example, Hofstede identifies three dimensions on the basis of motivational orientation, namely femininity Vs masculinity,power distance and amount ofuncertainty avoidance (Hofstede, 2001). On the other hand, Trompenaars identifies two dimensions on the basis of attitudes toward time namely outer Vs inner time and synchronic Vs sequential. In the same manner, Hofstede also differentiates the socio-cultural dimension according to the attitude toward time as a short term Vs a long term orientation. Henc e, the differences in the cultural dimensions explained by Fons Trompenaars and Greet Hofstede can be used to understand the variations in the national culture (Snell, 2007). In addition, the theories can be applied in order to observe the implications of international culture over the HRM practices of different organisations. The cross cultural management issues are faced in a range of business activities especially in the human resource management functions of an organisation. In the current business environment, the management of geographically dispersed workforce belonging to different cultural background has emerged with a new segment of HRM that is known as International Human Resource Management (IHRM) (Machado, 2015). The primary objective of the IHRM is to manage the cross cultural conflicts and develop a workforce that will enhance the performance of the organisation. However, the internationalisation of businesses has made it important for the management to make changes in the way it operates in the domestic country. The primary level of changes has been evident in the field of human resource management. For example, it is important for the HR managers to consider the local laws and regulations of the host country. On the other hand, the behavioural changes and practices of the local people must be considered while planning the HRM practices and policies (Morley and Scullion, 2014). Any sort of misconduct can lead to adverse legal implications and loss of internal reputation of the firm. Hence, with increased globalisation of business, the HRM practices and policies are highly impacted by the differences in the international cultures. The inability of the management in considering the cultural differences among the workforce can result in adverse implications over the performance of the organisation. The challenge of workplace conflicts increases with variation in culture and inappropriate management of the workforce activities (Nkomo, Fottler and McAfee, 2015). Furthermore, it is important for the HR managers to understand the behaviour and cultural practices of the local employees in order to minimise the conflicts and develop a corporate culture in the firm. On the other hand, it is important to note that the influence of international cultures on the HRM practices in the multinational organisational can be analysed and monitored in all its segments. Hence, the paper analyses the impact of certain dimensions of international cultures on the key functions of the Human Resource Management, such as recruitment and selection of applicants, training and development of workers and performance appraisal and remunerati on of the workforce. Recruitment and Selection The differences in the international cultures have several impacts on the recruitment and selection procedures used by the multinational organisations. For example, the values of the recruiters influence the sources of recruitment used by the HR department of a firm. According to Holbert (2016), if the recruiters come from the region having individualistic values, the HR department will use the recruitment sources such as newspaper advertisements, employment agencies, online recruiting and other sources that do not have personal contacts (Holbert, 2016). Alternatively, if the recruiters belong to a region with collectivistic values, the HR department primarily uses the relationship or personal oriented recruitment sources such as networking at job fairs and referral of other employees. The differences can be evident by observing the recruitment sources used by multinational companies like Apple Inc and domestic companies like a retailing store in Asia. It can be seen that Apple uses recruitment sources that do not have personal contacts. On the other hand, a retail store in China will use sources with personal contacts to recruit a new employee. Moreover, the system of values of the candidates also influences the recruitment process. For example, if the applicant belongs to individualistic values, it is assumed that the individual will prefer an organisation or job that will enable the person to express their personal quality and achievement (Jain, Rangnekar and Agrawal, 2016). The applicant will prefer to work in a job that offers opportunity for advancement and degree of autonomy. On the other hand, if the candidate has a collectivistic value, the individual will apply for job that will offer them to work in a cooperative environment within a team. In the same way, the differences in culture also influence the selection process of an organisation (Sderlund and Bredin, 2016). For example, the selection criteria used by Apple Inc. in the United States will be q uite different than in China. The recruiters of Apple in the United States will prefer applicants who have individualistic values and focuses on results by working proactively and autonomously. In the case of China, the selection criteria of Apple Inc. will focus on choosing an applicant from collectivistic culture who will be willing to work in a group. Hence, the recruitment and selection function of the Human Resource Management Practices is highly influenced by the differences in the international cultures. Training and Development The differences in the international cultures also influence the training and development programmes of an organisation such as McDonalds. For instance, a strict and formal way of communication is used to interact between the coaches and trainees in high power distance cultures. Moreover, the influence of the culture can be evident in the design of the training and development programmes. According to the researches, it can be seen that Anglo-American employees with individualistic culture prefer goal oriented and individualised training programmes with a competitive learning environment in company like McDonalds (Parry, Stavrou and Lazarova, 2013). Alternatively, employees of Latin America with collectivistic cultures working in McDonalds are found to prefer informal environment and unstructured training methods during the training programmes that focus on experimentation and active participation. Furthermore, the employees from Asian culture in the same organisation prefer training methods based on group performance using formal training sessions (Holbert, 2016). The Asian people working in a multinational company also prefer a cooperative learning environment that will promote knowledge sharing and mutual benefit of the participants. On the basis of the differences in culture and background of the majority group, the multinational organisations need to make changes in the training and development practices in order to manage the preferences of the employees. Hence, the differences in the international culture have a direct impact on the training and development practices of a global firm. Performance Appraisal and Remuneration Finally, the differences in international cultures also influence the performance appraisal system of a multinational organisation. The influence of culture on the performance appraisal system can be identified at every stage of the process. Firstly, the culture affects the criteria that are used to measure the performance of the employees as well as the techniques that are used by the HR management to provide feedback to the workers (Rowley and Warner, 2013). In order to understand the influence of culture on the performance appraisal system, the two different types of criteria namely the contextual performance criteria and task performance criteria are used. According to research, the individualistic culture prefers using the task performance criteria for evaluating the hard work of the employees. For instances, Google uses the task performance criteria with the employees in the United States. According to this criteria, the performance of the workers are compared to organisational standards, responsibilities and task determined in the job description of a particular position (Filstad and Gottschalk, 2010). Alternatively, the collectivist culture prefers using the contextual performance criteria for judging the work of the employees. The contextual performance criteria makes the HR managers evaluate the performance of the workers on the basis of their innovativeness, cooperation with the team and assistance provided to others. In the same manner, Google uses the contextual performance criteria in dealing with the job performance of the employees in China. In other words, the individualistic culture manager emphasises on evaluating performance on the basis of individual performances, while the collectivist managers emphasises on group results and teamwork. It is important for the international HR managers to identify the cultural differences among the workforce and develop a better understanding of the cultural practices of the individuals belonging to different regions (Schuler and Jackson, 2007). A proper understanding of the culture helps the HR managers of multinational organisations to develop HRM practices to meet the different needs of the workforce. In order to manage the cultural diversity of the workforce, the managers must recognise that the people have differences, be they physical, cultural or generational (Speculand, 2012). The managers must celebrate the differences by encouraging the employees to show their individualities. The encouragement of showing their differences will help the management to utilise their knowledge to grow the business over the global market. Furthermore, the managers must focus on knowing their employees by encouraging them to interact with the management team. The attitude of the employees must be assessed while conducting employee reviews and assessments. It is the responsibility of the managers to identify and monitor the problems faced by the employees of the minority groups while working in the organisation (Sparrow, 2009). The HR managers must discuss the issues with the employees in a non-argumentative manner. Additionally, the managers are also responsible to develop strategies to mitigate the issues faced by the minority groups. For example, the managers must encourage employees to work with other workers belonging to different cultures or generations. Hence, it is important for the HR managers to focus on developing international HRM policies that will mitigate the issues of cultural differences. The recruitment and selection methods must be developed keeping in mind the culture of the majority groups of the country in which the company is operating (Sparrow, 2009). On the other hand, the international human resource managers must focus on developing corporate culture to mitigate the issues of cultural differences. Corporate culture can be implemented by promoting employee voice arrangements and encouraging workers to speak about their problems (Vashishth, 2012). Finally, cross-cultural training programmes can be initiated to influence the individuals to work with people belonging from different cultures and ethnic backgrounds. On the basis of the above analysis, the global Human Resource Management faces the issues of cultural differences that impact the HRM practices of the organisation. It is important for the international human resource managers to understand the differences of international cultures in order to develop adequate HR policies for the diverse workforce. Additionally, the HR managers need to promote corporate organisational structure in order to encourage the employees to interact with the management and identify the cultural issues faced by the workforce. Conclusively, the HR management policies must be developed keeping in mind the differences of the international culture in order to seek success in the current global business environment. References Ax, C. and Marton, J. (2008). Human capital disclosures and management practices.Journal of Intellectual Capital, 9(3), pp.433-455. Bratton, J. and Gold, J. (2017).Human resource management. 1st ed. London: Palgrave Macmillan. Clancy, P. (2015). Cultures, Compatibilities and Conflicts.Asia Pacific Journal of Human Resources, 23(1), pp.3-3. Dam, K. (2013). 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Heroes And BEOWULF Essay Research Paper Websters free essay sample

Heros And BEOWULF Essay, Research Paper Webster? s dictionary defines a hero as one greatly regarded for his accomplishments or qualities. This is merely a unsmooth definition, and applies merely slightly to Beowulf. A hero is normally the chief character ; he is, harmonizing to Mr. Renn, a adult male who fights for the right grounds, normally confident and possessed of superhuman abilities, at least as it applies to Beowulf? s clip period. Less common in that period in clip is the thought of hubris, a fatal failing on the portion of every hero. Beowulf exhibits all of these features throughout the drama. Beowulf battles for the right grounds at the beginning, or at least the right grounds as 6th century Norse warriors would? ve reckoned the term. He defeats Grendel for several good grounds, but chiefly to refund a debt of award owed to Hrothgar because of his father Ecgtheow. The text brings up in lines 406-407? So you have come here, because of past favours, to contend on our behalf! # 8230 ; ? and continues into the subdivision left out of the Holland interlingual rendition. He so proceeded to kill Grendel? s Dam in retribution for the decease of Aeschere. In this, he acts as a title-holder for a friend of his new kinsman, Hrothgar. This is somewhat less honest, yet plenty so that he wins ; after all, Grendel? s Dam was merely revenging her boy, as stated in lines 975-976: ? mournful and famished, she resolved to travel on a dangerous journey to revenge her boy? s decease. ? In the concluding conflict, he is still contending for largely the right grounds: gold for his people, as depicted in lines 1916-1920: ? With these words, I thank the King of Glory, the Eternal Lord, the Ruler, for all these hoarded wealths here before me, that I have been able to derive them for the Geats, ? and a sense of fate, that it w as the? fated hour. ? His wages for this conflict was an honest decease in conflict, and, in kernel, immortality. He is besides supremely confident throughout the text, from the really first clip he meets Hrothgar, where he declared? And now, I shall oppress the elephantine Grendel in individual combat? ( lines 375-376 ) , to the concluding conflict with the firedrake, where he announced? I will battle once more, the old defender of my people, and accomplish a mighty feat if the immorality firedrake darings confront me, dares come out of it? s earth-cave! ? ( lines 1725-1728 ) . In any other state of affairs, with any other adult male, this would? ve been self-importance, surrounding on pure insanity, but since it? s a hero, this is normal assurance ; he does, after all, have the ability to endorse up his self-praises and menaces. This leads me to my following point ; Beowulf is exceptionally powerful. It is related in by Hrothgar that? in the appreciation of his manus that adult male renowned in conflict has the might of 30 men. ? ( lines 333-335 ) . He has exceeding abilities, merely as every authoritative hero throughout mythology. Finally, there is the thought of hubris, or a fatal defect ; in this instance, it is his pride. Hrothgar recognized this early in the drama and warned Beowulf of it in lines 1386-1429. Part of this address is exceptionally of import: ? He suffers no reverses until the seed of haughtiness is seeded and grows within him, while still the watchman sleeps ; how profoundly the psyche? s guardian slumbers when a adult male is enmeshed in affairs of this universe? ( lines 1399-1403 ) and? Arm yourself, beloved Beowulf, best of work forces, against such morbid thought ; ever get down pride. ? This is portion of the pedagogical portion of this myth, but many see it as a prefiguration of Beowulf? s decease, and see pride as one of the grounds that Beowulf battled the firedrake.