8 Phone Interview Tips That Will Land You A Second Interview

8 Phone Interview Tips That Will Land You A Second Interview To get a second phone interview you need to balance the arts of intrigue, suspense and etiquette during your first phone interview. How? Combine the skills of sales, storytelling and James Bond.The advice is the same whether you’re on a phone call for a job interview, investor interview, or for a chance to audition for a Broadway play. (The advice also applies to first dates and marketing new businesses.)Create an adventure story that your mother, best friend, and business partner can get excited about.Keep it clean, keep it real, keep it relevant.Your goal is to create an intriguing positive impact.At the end of the call you need to leave the interviewer wanting more and excited to showcase your potential.What adventures should you share?How do you share them?1.   PHONE INTERVIEW TIP: PAUSE LIKE JAMES BONDJames Bond speaks only when relevant. He doesn’t divulge too much information. He doesn’t talk too fast. He does not hesitate. He pauses.An answer to a question as simple as asking a name exudes confidence. With three words, and one pause, James Bond intrigued the interviewer and suspense floated in the air.“Bond. James Bond.”  Hear his voice and listen to the pause. Say it out loud, just as James Bond would.“Bond.”  Bond who? Just Bond? Is Bond his first name or last name? I’m intrigued. I’m in suspense. Tell me more!“James Bond.”  Now you have all the information. “Bond” is repeated, so you are more likely to remember the name.Pauses are not hesitations. Agent 007 doesn’t respond to question saying “Bond. Er, James Bond.”  If your mind flows faster than your spoken words, practice pausing.  Psychologists train people to pause while speaking to help with impulsiveness, speech disturbances and speech fluency.To get that second job interview, you must be concise. When your mind moves fast, spoken words can jumble. To be concise, use a pause.To get that second interview, you must listen to the interviewer. Pausing before answeri ng a question helps you focus.How long is a pause?The tactic of pausing is different for phone interviews than it is for public speaking.Time is relative.Five minutes to be on hold during a phone conversation or wait for a fast food order is painfully long. Five minutes to get through security at an airport is cause for celebration.Seth Godin suggests a ten second pause for a public speech, but if you go without speaking on a phone for ten seconds, the interviewer will think you’ve been disconnected, distracted, or that you’re dumbfounded.When you’re done reading this article, view the scene from “Dr. No” in which James Bond introduces himself for the first time. In this 1962 movie, the pause between “Bond” and “James” is around two seconds. The impact is profound. 2.   Pitch Low. (Not a grenade, your voice.)  Change the Tone of Your VoiceThe pitch of your voice is the range from low to high.Men tend to have larger vocal folds than women, and the size of your vocal fold contributes to the pitch of your voice. Testosterone levels can affect voice levels in men, and estrogen can affect voice pitches in women.Sinuses, nutrition, sleep and exercise also contribute to voice pitch.The audio frequency of females is often twice as high as the frequency level of men.Mean Fundamental Frequency of Men vs. Women: Source for data: Erwan Pépiot.It’s no surprise babies and puppies prefer higher pitched sounds and adults equate low-pitched voices with leadership and dominance.Can you change genetics and centuries of social perceptions before your phone interview? No. Butâ€"You can manage your phone interview impression with voice pitch frequency levels.  When we end a sentence with a declaration, “The name is James Bond,” we end it with a low pitch. When we ask a question “What is your name?” we use a higher pitch. Say those two sentences out loud.Asking questions is certainly a leadership quality, but filling your interview with more declarative statements than questions will help tame a high voice. If you need to achieve likability and have a tremendously low-pitched voice or an overly-aggressive past, pepper your conversation with more questions.A 2011 edition of the Journal of Evolution and Human Behavior carried a study that demonstrated low-pitched voices are an advantage during elections.This is important because you are essentially trying to win an election in your phone interview.However, the same study also pointed out that lower voices are preferable during wartime environments, and higher pitched voices are preferable during peaceful environments.An interview for a job running a day care center will be more successful with a higher pitched voice, and an interview for a job to run a private prison will be more successful with a lower pitched voice.How can you be sure to win that second phone interview if you have a high-pitched voice?You can do more than just manage your sentence structure. Take professional voice lessons.Not practical?Search for “Daily Elocution Exercises” and develop a daily voice exercise routine so you can master the interview. Simple introductory voice exercise:  Find your everyday pitch. Say your first name out loud in your standard conversational voice.Repeat your name at three higher levels.Now go back to your standard con versational level.Repeat your name at three lower levels.Repeat the exercise with your name in a sentence. “My name is James Bond.”Find a pitch that is close to your ideal pitch and comfortable for you.Talk to yourself in that pitch, and gradually increase sentences in length and complexity.Record yourself on your phone and review the audio to make sure you sound natural.3. Design Your Phone Interview with a Pitch PatternIn suspense movies, the action rises and subsides. The same goes for talking. A pitch pattern is also known as intonation. Notice the difference between the following sentences as you read them out loud (put emphasis on the capitalized words):I caught the bad guy. It was fun.I CAUGHT the bad guy. It was SO much fun.I CAUGHT the BAD GUY! It was SOOO much FUN!It’s easy to tell from the above example who the more enthusiastic person is.However, you don’t want overkill during the phone interview.Enthusiasm and self-regulation are required during phone interviews . Jobs requiring an enthusiastic personality still require professionalism, and venture capitalists seeing someone enthusiastic about a business still wants to see someone who can calmly recognize and manage the negative points of the business.Emphasis on a word implies passion and enthusiasm, but it is also a tool you can use to help compare and contrast.Emphasizing one name over another gives importance to the name that is emphasized. Emphasizing the words “had” or “past” or “future” can help frame events. Emphasizing feeling words will emphasize emotions. “The clients were THRILLED with my suggestion.”Emphasize what’s important as it relates to your skills. It’s important you “CAUGHT” the bad guy, because you are trying to prove that you have the skills to perform the job. “Bad guy” does not need to be emphasized, unless the bad guy is a client that your interviewer would kill to have (not literally).A lawyer might emphasize “I CAUGHT the CHIEF OF PO LICE in a lie on the witness stand.” That would not be overkill.An entrepreneur could safely emphasize to an investor “…then I LANDED the multi-million-dollar account to manage archives for JAMES BOND.”The skills are important, and the account holder is significant. Emphasis approved (calmly) by England.   Don’t get too excited.Pauses are also used for emphasis. The pause between “Bond” and “James Bond” also occurs after the word “shaken” when Bond orders his vodka martini “…shaken. Not stirred.” Two of the most memorable Bond phrases have a similar pause.4. Speak at the Speed LimitJames Bond can floor an Aston Martin while dodging bullets, but if you want to drive in your speaking points, keep your speaking speed at an acceptable range.You don’t want to roll answers off your tongue as fast as an Aston Martin Vulcan or spout them out as slow as a 1950 Mini-Cooper. (In case you’re wondering, the Aston Martin Vulcan can go from 0-60mph in under three se conds, the 1959 Mini-Cooper takes almost 30 seconds to go from 0-60mph.)A conversational tone of voice runs about 100-125 words per minute. Toastmasters recommends a speaking voice of 120-150 words per minute to establish authority. Ted Talks recommends 190 words per minute for public speaking.How to test the speed of your conversational voice:Find a famous speech to read out loud that is at least 500 words.(Try Steve Job’s 2005 Stanford Commencement address. then watch his speech.)Make an indicator mark after every 25 words, and a large mark after the first 150.Set a stopwatch to run for a minute and start reading out loud.Stop after a minute.How many words did you read in that minute?Are you a fast reader or slow speaker? An Exercise for Fast ReadersIf you are a fast reader, use a stopwatch and try saying ONE of the following words in two seconds:PassionStretchDeliciousHappyNow repeat the two second test for each word.Notice your rhythm. Can you slow yourself down? Go back and a pply it to a speech.5. Train and Tame Your Tongue  Content AppropriatenessStudies published in the journal Personnel Psychology have shown that when body language is removed, content appropriateness becomes a primary factor in an interviewer’s decision-making process.Are you talking about your work history, or are you talking about your personal history?James Bond did not always exhibit appropriate behavior with women, but he would leave a woman, regardless of the position he was in, if he had to do his job and save England.You may not be saving England, but you are trying to save your future.Focus, and stay on-topic.What content will you be discussing when you pick up the phone?You don’t know. But you better discuss it politely.One of the clear marks of a sales professional, and one that will lead to greater success, is class. â€" Zig ZiglarYou don’t have to wear a suit to have class.You must remain calm and mind your manners during a phone interview.There are interviewers th at interrogate interviewees with accusations to see if they will break under pressure. The interviewer will ask questions to draw out your negative points. Was there a co-worker that really irked you? Why did you lose that client?Hold back your anger. The interviewer may ask you about your worst client, your biggest loss, your worst boss, and your biggest failure.   Be emotionally prepared.Take a deep, silent breath before you start and get ready to swim with the sharks.James Bond wouldn’t give out a password after being whipped in a chair. You can refrain from exhaling the evils of your nemesis co-worker or ex-partner during a phone interview.The interviewer won’t tie you up to a chair and torture you, but they may make you feel like you’re being tortured. Don’t lash out. Don’t vent.Bond kept his wits and stayed calm. He didn’t clam up, he gave relevant answers, and moved on.Okay, so you’re not James Bond and you hate phones.Quiet Ways to Reduce Anxiety During a Phone Interview:Walk while you’re talkingFake Smile while you’re talkingQuietly breath in some lavenderWhen the interviewer is talking, breathe through your nose and hold your breath for a few seconds. Keep the phone on your ear, move the mouthpiece away from your face, and exhale slowlyâ€"then answer.Have a vodka martini, shaken, not stirredUse your manners.  Manners are an essential part of your impression management.Manners are essential to sales, respect, and professionalism.Even if the company is young and casual and the “F” word flows fluently, the first phone interview requires professionalism.Quite often, the first phone interviewer works outside the company and screens the first group of potential applicants.The interviewerâ€"quite possibly a human resource management professional well versed in all the reasons a company could get suedâ€"is the person you need to impress.Timely Phone EtiquetteIs it a good time to talk? Some phone interviews are scheduled and some are not .Expert interviewers use the element of surprise to see if you can think on your feet.As soon as you know you are on the phone with an interviewer, shush everyone around you with your hands and simultaneously move to a quiet place.If the interview is scheduled, make arrangements for a quiet place ahead of time.If the interview is unscheduled and you’re stuck with noise, explain the situation to the interviewer, but do your best to keep the surroundings quiet. You do want to prove you can manage spontaneous situations.If you have an unexpected phone interview:Tell the interviewer you are happy they called.Tell them how much time you have to talk.If you only have a few minutes to talk, tell them you wish you had more time, and make concrete arrangements for a date and time to continue the interview.If you’re on a cell phone and worried about the battery, explain the situation and get a name and contact number to call the interviewer back.Once the discussion starts, communication b ecomes paramount. Interview content traditionally revolves around your character, skills, problem-solving abilities, and professional relationships.6. Create Your Character with SentencesDesired Character Traits for Phone InterviewsBe modest, not arrogant.  Say: “I topped our region’s expectations with $5.5 million in sales.”Not: “The people I work with are lazy, and I beat everyone’s record with $5.5 million in sales.”Your statement should be about the company and should not belittle others.Be confident, not insecure.Say: “I’m confident my snowboarding knowledge can be applied to the situation.” Give example.Not: “I think my snowboarding skills will help? What do you think?”Make your sentences declarative and stay away from vague phrases like “kind of” or “possibly” when you’re describing your skills.Be inquisitive, not annoying.Say: “What types of projects are the most challenging at the company?”Not: “I have a specific project in mind using m y favorite software that will help me in my career.”Keep your interest and focus on the company, not your professional and personal advancement.Be honest, not an exaggerator.  Say: “I didn’t finish my college degree because I was raising a family and working two jobs.”Not: “I graduated,” when you didn’t.The interviewer may have already completed an informal background check.   Be authentic.Be accountable, not a blamer.Say: “The business went bankrupt, and I now know what I would have done differently.” (List things you would have done differently.)Not: “The business went bankrupt because my partner made stupid decisions.”If the interviewer sees you place blame on others, you can blame yourself for not getting called back for a second interview. (Even if your partner was stupid.)Be motivated, not a robot.  Say: “Business was slow, so I created a new sales pitch.”Not: “Business was slow and I had nothing to do.”Interviewers want to know that you can take initiative.7. Spend Time on StorytellingInterviews aren’t all one-sentence answers.You’ll need to answer some questions about your skills, problem-solving abilities, and professional relationships. Stories are your tools.Be prepared for “Tell me about a time…” and be prepared to make yourself the main character of an intriguing story.To find your story, channel some Zig Ziglar and apply it to your storytelling:Ask yourself what the interviewer wants.  The Interviewer wants to know that I can ___________________.Example: The interviewer wants to know that I can manage a team effectively.Think of times when you’ve done that thing the interviewer wants to know.  Now think of times you’ve done that thing when times were tough.Imagine your story.What was the root problem in your story?The problem happened because _____________________.Example:   Our competitors played dirty. One day, they threw a grenade into the office.How did you solve the root problem?I had _____________ _____ skill/quality/ability/character trait.Because of this, I was able to __________________________.Example: I don’t wait for others to act. I quickly yelled “Grenade! Get under the desks!” and nobody questioned me.The grenade exploded with fragments of our product. We were scared, but not hurt, and we cleaned up the mess together.I felt the team had confidence in me, and it was heartwarming that we all stuck together even after the disaster. I suggested to the CEO we take legal action, and our competitors haven’t bothered us since.Take time to find your stories before your phone interview.  Ask yourself why you want the job, or why you are interested in this specific group of investors.Spend some introspective time evaluating the strengths and weaknesses that that were common themes in your lifeâ€"personally and professionally.Define the unique “you” and the skills and quirks you bring to the table. Don’t deceive yourself. Ask others how they perceive you.James Bond was a spy. (Stay with me.)Bond had communication skills, people skills, analytical skills, and athletic skillsâ€"he can prove it.He was not the Head of the Secret Intelligence Service. He did not make all his weapons personally. Bond’s boss “M” was skilled in project management.Agency workers were skilled in data analytics.Gadgets makers were skilled in innovation, engineering and mechanics.It wasn’t just James Bond saving England.Everyone gave their unique contributions.What are yours?They key to a successful interview is to identify your stories ahead of time. Spend time rehearsing them. See if you can recreate them without notes.   The glory of a phone interview is that you can have all the notes you want. If you drop them on the floor, no one will see.Write down the bullet points of your stories. Include approximate dates in case you’re asked questions to confirm your employment. Look into your past for odd moments and memorable moments.Then look at your past as a wov en thread of events. What always happens? How do you always act in certain circumstances?Start writing notes on these stories now:Three stories that demonstrate your skills.Three stories that demonstrate problem-solving.A story involving a boss.A story involving a coworker.A story involving a client.Make one version emphasizing your strengths, make another version which identifies your weakness.For each story, make sure you can identify the who, what, where, when, why and how.  You can mix and match, but have at least six stories you can pull from.For every weakness you have, write a sentence that turns it into a positive.For instance, James Bond could say, “I’m not an expert at project management like “M,” but I can manage to catch a criminal in a tank full of sharks.” (Of course, he’d never say that because he doesn’t have to prove himself. But you do.)Find a supporting character in your story that complements your weakness. Showcase the complementary teamwork.Try it :I’m not an expert at __________________ like ________________, but I can _____________ and produce ________________________.  Having trouble writing a story? Even Ian Fleming uses the basics:A beginning. (A great place to set the scene. Ian Fleming starts with an action scene.)A middle. (What happened and why?)An end. (How did you save the day?)Do not go into intricate details that aren’t relevant unless there is an irrelevant fact that makes the story interesting, odd or intriguing. Do include some intelligent data and promote the gifts you have to offer. Make sure you pause.Use real life experiences. Ian Fleming called his authoritative mother “M” in real life. It’s no coincidence Bond references his boss at M16 by the name of “M.”The middle of your story should include a plot twist or something unusual. Look back at everyday events. Do you remember a day when things didn’t go as planned?Corporate Bond on phone interview: “I was dancing with my partner to get so me information when she was shot in the back. Nobody noticed. I made sure to remove her from the dance floor carefully so as not to disturb the party.”  Your Turn:I was: ____________________ (List traditional event that happened.)Then this happened: _________________ (List the unexpected or unusual.)Everyone:   _________________ (List shared reaction.)This is what I did: ________________________ (Tell what skill you used and how you used it.)If you have a story with a funny scene, tell that one. Laughter helps release endorphins, and endorphins may promote togetherness. If your interviewer connects with you, you’re one step closer to getting to that second phone interview.Good storytellers ask questions and make the audience think.You can lead into a question to the interviewer asking if there’s one trait that is common in most hires. If you’re interviewing with a venture capitalist, you can ask what traits portfolio companies share, or how the company handles disasters.Aski ng a question after a story also gives the interview a shorter opportunity to pick apart your story, because their mind will switch focus to your question.8. Dash through the DisasterHandling Disasters During Phone InterviewsA phone disaster can hang up your chance to get a second interview.To increase your chances of being called back for a second interview, expect the unexpected. James Bond acted swiftly to unexpected events, but he was prepared.Disaster prevention for phone interviews:Always line up a private place and time for a scheduled phone interview.Always get the phone interviewer’s name and phone Number at the beginning of a conversation.Always have your phone fully charged before the interview. Have a charger and outlet nearby.Always have your notes, pencil, pen, and paper nearby.Use a landline if you have one available.Keep a glass of water nearby in case you get the awkward cough that doesn’t go away.Have this question written down on a sheet of paper in front of y ou: “May I have a moment to collect my thoughts?” Use it if your mind goes blank.  Afraid of freezing on the phone? Afraid you’ll scramble your story?Reach for your life jacket.Keep notes on the facts you’re likely to forget, practice your story, and be prepared to go with the flow. With the right presentation, even mediocre stories can sound great.With all due respect to Harvey Mackay and Swim with the Sharks, the 1965 movie Thunderball demonstrates what to do when you’re drowning in a phone interview. In Thunderball, Bond is trapped underwater in a neighborly backyard shark tank.   A shark swims inches from Bond. (He survives.)The real story: The scene was filmed with a presumably dead shark being pulled by a wire and several drugged sharks. James Bond was nervous swimming with the sharks.Impression: An Academy Award winning scene. (Remember, this was 1965.)The real story continued:   The “dead” shark had a revival towards the end of the scene.The point: James Bond w as nervous. Movie viewers did not see the wire. The movie won an award. Your interviewer will not see you looking at notes and they won’t see you drowning in sweat from nervousness. Focus on the impression you want to make.Do whatever it takes to finish the scene. Pull the dead shark. When your mind goes blank, use your notes. If you can’t use your notes and you forgot your stories, pause, and ask a question.Alternatively, if your mind does go blank, pause, breathe in, and ask “May I have a moment to collect my thoughts?” then wait for the answer yes. If you can’t get back on your feet in time, keep pulling that dead shark and ask the interviewer if they could please repeat the question. The shark might come alive, and you’ll be back in the game.Fill your mind, and notes, before the interview. Don’t drown in fear, drown in preparation.Always research a company before the interview.  James Bond knew his targets.Spy Things to Do Before a Phone Interview:Visit and read th e company website.Scroll through the company’s social media streams.Research the history of the company and mentions in news and other periodicals.Get a feel for the company culture being portrayed.Find the names of executives, human resource managers, your new boss, and the person that will be interviewing you.See what their significant others and family members are posting.Take note of any familiar names or common connections.Do some spy-worthy social media snooping and Googling to see what’s valued. Be sure to check out LinkedIn profiles.If it’s a U.S. public corporation, look at the most recent 10-K report on the Securities and Exchange Commission (SEC) government website.Review stock market history.Make sure you’re familiar with the product line and services offered.Identify the company’s competitive advantage.Review investor relations and sponsors.If applicable, look at public agency records for health and safety.Do a search for the company name using Google Scholarâ €™s case law feature.Review the employment reviews of the company on Glassdoor and industry websites.Review company reviews on Google, Yelp and other review websites.Studies in personnel psychology that have carried through decades show that to have a successful interview, interviewees must:Respond concisely. (Have speaking skills.)Answer questions fully. (Have storytelling skills.)Stay Relevant. (Communicate appropriately with the interviewer.)If you use the eight tips we gave you, you’re sure to have a successful interview.Ending the call and getting the second interviewEnding a phone interview is a bit like ending a sales call. You can’t be too pushy, but you can get some more information.Whether you or the interviewer end the phone call, be sure to do these five things:1. Thank the interviewer in a complimentary manner and use their name.(“Thank you “M” for an intriguing discussion.”)  2. Ask if you can have their email address for follow-up.(“May I have your email address for follow-up on our discussion?”)3. Ask if there’s a reason you wouldn’t get a second interview. If they give you a reason, address it.(“Through our discussion, do you think there’s a specific reason I won’t get called for a second interview?” [Interviewer mentions she saw the 1960s movies and how he treated women.]“Oh, my attitude towards women? I’ve since taken classes on sexual harassment in the workplace and have stellar behavior. My boss, also named“M,” will be happy to speak with you.   Would you like me to make arrangements for her to contact you?”)4. Ask who will be conducting the second interview.(“Do you have any insight on the person who will be conducting the second interview?”)5. Thank the interviewer again by name, mention you’ll look forward to hearing from them, and inquire about the response time frame.(“Thank you, again, “M” for an enlightening interview. I’ll look forward to hearing from you in a few weeks. Is that a reasonable time frame?”)James Bond has the talent to save England and you have the talent to get a second interview.Follow our tips and you’ll be writing the script for your new life adventure.

Things to Know Before You Get an Arthropod for a Pet

Few people think of bugs when they think of pets, but arthropods make surprisingly good companions to those who arent afraid of their creepy, crawly ways. Many arthropods are easy to keep in captivity, inexpensive (or even free) to obtain and care for, and relatively long-lived. Pet arthropods dont require much space, so theyre good choices for apartment dwellers. Do the Right Thing When Obtaining Arthropod Pets There are some important ethical and even legal issues to consider before obtaining and keeping pet arthropods. If you tire of caring for your pet arthropods, you cant simply let them go outdoors, especially if your pets are exotic species. Even arthropods that are native to North America may not be native to your region or state, and shouldnt be introduced to your local ecosystem. Some scientists even argue that the individuals of a species in one area are genetically distinct from those in another area and that activities like butterfly releases may change the genetic makeup of the local population. So before you get a pet arthropod, you need to commit to keeping it captive. To keep some pet arthropods, you may be required to obtain permits from the state or federal government. A silkworm enthusiast who imported gypsy moth caterpillars for his hobby accidentally introduced the dreaded pest to North America. A non-native arthropod introduced to a new environment can wreak havoc on the ecosystem. To prevent such catastrophes from occurring, the government imposes certain restrictions on the importation and transportation of arthropods that could, should they escape, impact agriculture or the environment. Some popular pet arthropods, like giant African millipedes, require you to secure USDA permits before you can import them into the U.S. Arthropods from one region of the country may be prohibited in states where it isnt native. Do the right thing and check with your local, state, and federal government agencies before you obtain an arthropod pet. If youre planning to purchase an arthropod pet (as opposed to collecting it yourself), find a reputable supplier. Unfortunately, the arthropod trade enables unethical suppliers to profit from collecting animals from the wild, without regard for the environment or conservation of the species. Some species are protected by the CITES treaty (Convention on International Trade in Endangered Species). You should make sure the supplier you use adheres to CITES regulations and any permit requirements imposed by the country of origin and the country of import. Join online groups for arthropod enthusiasts to learn more about which suppliers they prefer. Call the entomology department of your local university for recommendations to obtain arthropod specimens properly. Its your responsibility to educate yourself about where and how arthropods in the commercial marketplace were obtained. Whenever possible, choose captive bred arthropods over those collected from the wild.  Some arthropods are difficult to breed in captivity, so this isnt always possible. However, some of the most popular arthropod pets, like tarantulas and scorpions, are usually bred in captivity. Always verify the source of arthropods in pet stores, of course. Most pet stores in the U.S. sell captive bred tarantulas and scorpions. Things to Consider When Choosing an Arthropod Pet In addition to ethical and legal considerations, you need to decide whether an arthropod is the right kind of pet for you. After all, they are living organisms with specific needs. If you arent willing to provide your arthropod pet with the appropriate care and living conditions for its species, you should indulge your love of bugs by visiting an arthropod zoo. Before you choose an arthropod to keep as a pet, learn everything you can about its biology, natural history, and life cycle. Make sure its a good fit for you. Most arthropods dont do well when handled frequently, and some can become stressed if you keep taking them out of their cage. Some will even defend themselves from the perceived threat. Millipedes exude defensive chemicals when threatened, which may give the handler rashes, blisters, or other allergic skin reactions. Scorpions do sting, and while common pet species like emperor scorpions have weak venom, its no fun to be stung by your pet. Tarantulas, although they appear to be tough, are actually rather fragile and care must be taken not to let them fall to the ground. Theyre known for flinging tiny hairs from their abdomens when threatened, and one tarantula owner suffered eye damage from his pets frantic attempts to defend itself while the owner was cleaning his cage. Make sure you can feed your arthropod pet appropriately. If you arent comfortable with the idea of feeding live baby mice, crickets, or flies to your arthropod pets, dont choose a predator for a pet. There are plenty of vegetarian arthropods that do well in captivity, like millipedes and bess beetles. Be sure you have a reliable and steady source for whatever food you need for your pet. Do you have a local pet store that sells live crickets for feeding? Can you find enough of the host plant for your phytophagous pet? Dry air is the enemy of many arthropods. The low humidity in our climate-controlled homes can cause invertebrates to desiccate and die. Most arthropod pets need plenty of moisture in their cages or tanks to combat the dry air of your home. Can you keep the substrate sufficiently moist for your pet? Some arthropods require a water dish, while others get their water from their food. Either way, youll need to stay on top of keeping the food fresh and the water supply full. As with any pet, you need to know how long its likely to live. Captive tarantulas can live for over 10 years. Giant millipedes can be a 5-year commitment, and even smaller insects like bess beetles can live two years if cared for appropriately. Are you willing to commit to your arthropods care for that long? What happens when you go on vacation? Arthropod pets need pet sitters, too. While some arthropods can survive a few days on their own, if left with sufficient food and water for the duration of your absence, others require constant care. Before you obtain a new arthropod, make sure you have someone willing to care for it when youre away. The pet sitter who cares for your dog or cat may not be comfortable caring for bugs. Fortunately, arthropods are fairly portable, so you can bring your pet to a friend or colleague if needed. Finally, make sure you have a plan in place for arthropods that reproduce in captivity. If youre adopting a few Madagascar hissing cockroaches, you may be surprised to find tiny cockroaches babies crawling around your cage one day. And those tiny cockroaches are remarkably adept at escaping if you havent provided the right kind of cage or tank to keep them corralled. If you keep darkling beetles, you may find your substrate crawling with mealworms. Again, its important to know the arthropods life cycle. If youre planning to keep an arthropod pet that is likely to reproduce, what will you do with the offspring? Do you know someone else interested in keeping arthropods? Do you have additional cages or tanks ready, if needed?

A Secret Weapon for Samples Hook Essay

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Evolution Of Human Resource Management Functions Free Essays

string(190) " Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organisational regulations and ordinances and besides ongoing issues\." During the early phases of the industrial revolution, employees who worked in mills had to undergo highly rough conditions where they were underpaid and had to work for long hours under really hapless conditions of hygiene. These conditions outraged the employees who worked in such mills and they initiated labour public violences. As a consequence of these public violences the authorities intervened to supply basic protection for labours or employees of such mills. We will write a custom essay sample on Evolution Of Human Resource Management Functions or any similar topic only for you Order Now This was done through the debut of statutory ordinances and all mill proprietors were required to follow with these statutory ordinances. As a consequence the mill proprietors were forced to put up a section to look into employee rewards, employee public assistance and to turn to other issues refering labour. This led to the development of Personnel Management. The development of Human Resource Management could be said to hold started with the industrial revolution when mills had established forces sections to look in to rewards and public assistance of employees. It could be said that the Personnel Management attack gave manner to the Human Resource Approach. Forces Administration: Personnel Administration concerns twenty-four hours to twenty-four hours activities and bing jobs of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a particular or a best manner of making things. In Scientific Management human existences were considered as machines, their feelings and attitudes were disregarded. The chief purpose of Scientific Management was merely to maximise the productiveness of the organisation. Human Relations Motion: Human Relations Movement ever anticipated the hereafter unexpected happenings before sing the current issues and believed in synergism. Government Regulations: Government Regulations were put into topographic point so that all employees would at least acquire basic protection from basic signifiers of unjust intervention. There are chiefly four Acts of the Apostless which were put into topographic point for this intent. Equal Pay Act ( 1970 ) – This act prohibits and less favourable intervention between work forces and adult females in footings of wage and conditions of employment. Here, the term wage is interpreted in a wide term and screens countries such as vacations, pension rights and company fillips. Sex Discrimination Act or Gender Discrimination Act ( 1975 ) – This act exists to protect work forces and adult females from favoritism on the evidences of sex. The Sex Discrimination act is chiefly in relation to employment, preparation, instruction, torment, proviso of goods and services and in the disposal of premises. Race Relations Act ( 1976 ) – This act exists to forestall favoritism on the evidences of race. The act besides covers favoritism on the evidences of colour, nationality, ethnicity, proviso of goods and services, instruction and public maps. This act besides established the Commission for Racial Equality. Disability Discrimination Act ( 1995 ) – This act makes it improper to know apart against people in regard of their disablements in relation to employment, the proviso of goods and services, instruction and conveyance. Human Resource Movement: With the Human Resource Movement greater attending was given towards societal duty and societal well being. There was more accent spring to the relationship between employers and employees. Employee thoughts and enterprises were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long scope strategic planning has been recognized. Under Strategic Human Resource Management non merely one subdivision or section of the organisation would be considered but alternatively the organisation as a whole would be considered. The Personal Management Approach ( Early twentieth Century ) The use of Personnel Management Approach was outstanding throughout the early twentieth century even though it remained administrative in nature. The Personnel Management Approach chiefly concerned itself with, Keeping employee records Guaranting conformity with declared policies Execution of maps such as enlisting, preparation and pay disposal Taking public assistance oriented steps such as supplying medical attention and inoculations Trying to increase productiveness through pay additions and preparation, and enforcement of criterions Covering with trade brotherhoods and seeking to work out industrial differences through corporate bargaining and other industrial dealingss attacks Conducting public presentation assessments The Personnel Management Approach tried to convert workers of the concern involvements, and convince direction of workers involvement and besides increase consciousness of concern about societal duty. Personnel Management was largely non involved in the company ‘s scheme and operations aspect. The Traditional Human Resource Approach ( Late twentieth Century ) The Traditional Human Resource Approach evolved during the late twentieth century with the development and debut of new theories such as Maslow ‘s hierarchy of demands theory. In the Human Resource Approach the employees of an organisation were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was non simply a staff map but it was more and more involved with concern operations. The followers could be identified as the chief differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through assorted signifiers such as free vacations, making an active and societal community within the work force besides pecuniary inducements. Training and Development was non merely focused on supplying work related accomplishments but besides focused on altering attitudes and development of basic accomplishments Wage and Salary Administration became more complex with the debut of public presentation related payment strategies The Strategic Human Resource Approach ( twenty-first Century ) The Strategic Human Resource Approach aligns single ends and aims with corporate ends and aims, and instead than implement regulations or dictate footings, acts as a facilitator and promotes a participative attack. The followers could be identified as the chief differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased trust on public presentation based short term contracts alternatively of long term employment Direct linkage of compensation to the profitableness of the endeavor and the employee ‘s part towards such profitableness New dimensions for preparation and development map by promoting and easing invention and creativeness How Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organisational regulations and ordinances and besides ongoing issues. Whereas, Human Resource Management foremost looks in to the long permanent hereafter and analyzes Human Resource needs. Further, Human Resource Management uses an incorporate attack to accomplish those demands with the congruity of corporate aims. Role, Tasks and Activities of a Human Resource Practitioner A Human Resource Practitioner has the chance to assist determine the success of any organisation. There are many functions, undertakings and activities that a Human Resource Practitioner should make such as, Maintain and implement an effectual HR information system and besides pull off the filing system and records for the section. Document and update occupation profiles for all employees. Maintain and reexamine approved manpower program with the relevant stakeholders on a uninterrupted footing as per the identified demands and demands. Develop and implement a Project Employment equity program as title-holder / driver of the map. Ensure timed catching and processing of employment and compensation affairs. Ensure all expirations are processed trepidly in that structured issue interviews are conducted for employees, go forthing and relevant certification completed. Distribute records to and intercede with all relevant sections within the Company. Aid in developing and implementing new and reexamining bing policies and processs. Conduct roll-out Sessionss with staff. Handle all HR / forces related questions and correspondence trepidly and intensify if needed. Ensure orientation and initiation for all new employees on HR related issues are conducted. Implement, support, advise, co-ordinate, proctor and study on Performance Management System. Reporting – compile and distribute studies on HR activities. Maintain leave records and execute leave audits when required. Employee dealingss. Employee health. Role of a Line Manager Line directors are directors who are responsible for an employee or work group. Many organisation ‘s line directors now carry out activities, which were traditionally within the remit of HR such as supplying coaching and counsel, set abouting public presentation assessments and covering with subject and grudges. In many instances, they besides carry out enlisting and choice in concurrence with HR. First, it is of import for line directors to maintain a positive relationship with their employees, so that the employees will hold higher degree of occupation satisfaction, committedness and trueness, which are associated with higher degrees of public presentation or discretional behaviour. A line director can besides go to to the above-named if he or she does public presentation assessment. In add-on, Line directors besides play a strong portion in structuring people ‘s existent experience of making a occupation. Never the less, it is of import that line directors see through the failings of the work force and usher, train or train them with proper waies where the employees can execute their work in a higher mode. In the function of a line director, they ever involve the employees in communicating, particularly when it comes to taking determinations or work outing a job in the line – this besides known as â€Å" employee battle † . When working as a line director and playing its function, the employees should experience easy and comfy to discourse affairs with their line directors. Therefore, the line directors should be opened to his or hers loyal work force. Last but non the least it is really of import for a line director to acknowledge the part of an employee to his work topographic point. Line Management Duties To hold a good working relationship with the people who works under the line directors they will hold to hold some duties that would do it effectual. There are some factors that should be taken in to consideration such as, The Line Manager should do an attempt to construct a relationship with the workers under him that would be productive to the company. When the director builds a good relationship with the workers, the workers will be happy to work and they can hold treatments and derive more thoughts through the workers knowledge every bit good. The squad work with the workers will be really effectual and this will increase the productiveness of the company. The Line Manager should really careful when he conducts the public presentation of the employees since it might impact the employee positively or negatively. The Line Manager must supply more chances to the employees to hold more treatments, more work, and duties of the activities they do in order to acquire them more confident on a regular footing. This will assist the employees know what the marks are and they will be kept remembered. This will assist them remain focussed and work in order to accomplish the mark. The focal point on the public presentation and the work that the employee and director do must be a two manner procedure and both of them should be able to discuses and show their sentiment about the public presentation and what are the factors that affect the concluding result. The Line Manager should put an illustration in a manner that he would be the first one to cite by any employee when a job arises or when a determination must be made. This besides means deriving the regard that is needed by a director must be earned by the Line director. The Line Manager should supply regular updates on information and cognition to the employees in order to maintain them crisp. Some information and cognition can be merely accessed by the director and it is up to the director to guarantee he updates on employees on their employees important countries. The director must do sure he has regular meeting and treatments in order to inform the employees on the development, jobs and besides remind them the ends and aims of the company. So the employees know what is go oning around the company and how they must move to get the better of the issues. The Line Manager must place the employee ‘s strength and failing personally and must be able to do usage of it for the benefit of the company. If an employee has a peculiar strength the director must utilize it to the advantage of the company and if the employee has a failing so the director must assist the employee to get the better of this failing. The Line Manager should appreciate the employees on their good work and every bit good as advice them on the inappropriate work. The director must be able to direct the message straight and do himself clear for the employees. The Line Manager should supply advice and support when it is needed by the employees. The Line Manager should back up the fact that some employees need preparation and he must assist them derive it. To transport out all these duties expeditiously the Line Manager needs to cognize all the employees occupation description and work specification. So when the Line Manager has a clear position on that the lucidity will be when doing determination and every bit good as the Line Manager will cognize the bounds of each employees. So being a Line Manager the directors duties are chiefly holding a good relationship with the employees and understanding their demands and wants and taking them to make the activities that the director requires them to make. Making the employees work in a manner that they are satisfied with their work and allowing them know that the company does care about them in order for them to work with their bosom. Any director must cognize how to acquire to any employee since non all the employees are the same and non everyone will be satisfied with the manner the director treats the employees. Hence, understanding the employee ‘s demands and understanding a manner to derive their regard is really critical. Human resource planning Human resource planning is the term used to depict how companies guarantee that their staff is the right staff to make the occupations. It is a systematic procedure of fiting the involvement, accomplishments, and endowments of single community members with the long term ends and economic chances in the community. This procedure anticipates and maps out the effects of concern scheme on an organisation ‘s human resources. It is reflected in planning of accomplishment and competency demands every bit good as entire head counts. For resourcing schemes to be implemented they must be translated into practical action. The strategic procedure can be organized logically. For these determinations to be taken, information must be obtained, effects gauged, political soundings taken and penchants assessed. A clear Human resource program includes benefits such as: Foregrounding chances for strategic partnership that allow communities and other spouses to portion the benefits, hazards and preparation costs. It provides for little successes that are promoting and actuating for the community members and others that the plan is on path. Making it easy to measure advancement ( particularly client feedback ) and to show funders, spouses, and community members with effectual information about the advancement. The Human Resource Planning Process In order to compartmentalise the Human Resource Planning procedure, it will be broken down under five chief general headers, under which each company will be analyzed against, so that the contrast in how they differ in be aftering procedures can be identified Environmental Analysis The first measure in the human resource planning procedure is to understand the context of human resource direction. Human resource directors should understand both internal and external environments. Datas on external environments includes the followers: the general position of the economic system, industry, engineering and competition ; labour market ordinances and tendencies ; unemployment rate ; skills available ; and the age and sex distribution of the labour force. Internal information required include short- and long-run organisational programs and schemes and the current position of the organisation ‘s human resources. In Standard Chartered, Human Resource Directors have surveyed the environmental sphere and have undertaken activities that enhance their concern public presentation now and for the long-run. They have besides look for ways to guarantee the economic development of the states Standard Chartered Bank operates in, how to hold a positive impact on the environment and society, every bit good as lending to good administration. Human Resources have helped keep an incorporate position of how Standard Chartered does concern – that takes into account economic factors, the environment, community, and good administration. They have identified seven sustainability precedences by confer withing cardinal stakeholders such as authorities, faculty members, socially responsible investors, non-governmental organisations ( NGOs ) and equals. They now deliver on this docket by utilizing the nucleus accomplishments and endowments of their employees ; supplying quality fiscal services ; and leveraging Standard Chartered Bank ‘s geographical footmark and international position to be a ‘force for good ‘ . Standard Chartered Bank ‘s Human Resource Directors have therefore analyzed its environment and have enhanced their labour and employment patterns through corporate bargaining understandings with the Local Unions and focussed interaction with all labour regulative governments and bureaus therefore showing the publicity of the rules of human and labour rights. The Bank besides has a Diversity A ; Inclusion ( D A ; I ) Council. Planing the Management System A proper concise system is a critical necessity and needs to be in topographic point, in order to manage the Human Resource procedure. The overall purpose of this system is to pull off human resources in line with organisational ends. The system is in charge of human resource programs, policies, processs and best patterns. For illustration, the system should track emerging human resource direction tendencies, such as outsourcing certain non-core maps, following flexible work patterns and the increased usage of information engineering, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, deserving US $ 200 million, with Atos Origin for the direction of its informations services substructure in the Asia Pacific part. The understanding covers the bank ‘s informations services in Hong Kong, Singapore and Malaysia. Atos Origin says it will take to present improved public presentation degrees and costs to the bank through the deployment of new engineering and the standardisation of procedures. Commercial Bankss Human Resource system took a different attack and identified a more moneymaking benefit can be made by outsourcing their bing pension strategy. Thus it resulted in the bank engaging Hewitt Outsourcing Services ( India ) Ltd, to change over its bing pension strategy, from a defined benefit program to a defined part program. As a consequence the group post-tax net incomes rose 39.46 per centum to 2.37 billion rupees during the nine month period, compared with the same period last twelvemonth. Analyzing Supply Organizations can engage forces from internal and external beginnings. The skill stock lists method is one of the techniques used to maintain path of internal supply. Skill stock lists are manual or computerized systems that keep records of employee experience, instruction and particular accomplishments. A prognosis of the supply of employees projected to fall in the organisation from outside beginnings, given current enlisting activities, is besides necessary. For illustration, Standard Chartered, during the recession, Human Resource analysing the excess in employees, and holding to be cut to co-occur with the new endurance schemes of the company started to take abrasion attack. Attrition is the procedure whereby the bing employees leave their occupations for assorted grounds or gets downsized. Those occupations will be kept vacant or unfilled. Abrasion or hiring freezings or prohibition on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a excess work force in the organisation. But if the abrasion rate is uninterrupted and high so it is high clip the concerned governments in the organisation have self-contemplation and take remedial actions. High Attrition is a mark of bad repute for the organisation as a on the job topographic point. Under the analysing supply in footings of Human Resource planning procedure Commercial Bank operates on a different avenue. If future excess is estimated, Commercial Bank has to be after for redisposition, redundancy etc. If excess is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the shortage of employees is estimated. Commercial Bank besides makes programs for preparation or reorientation before redisposition of employees. Redeployment takes topographic point in the signifier of transportations. If the shortage is non estimated in any job/department and excess is estimated for the full organisation, Commercial Bank so, starts audience with the trade brotherhoods and programs for redundancy or retrenchment. Reconciliation and Planning The concluding measure in human resource planning is developing action programs based on the gathered informations, analysis and available options. The cardinal issue is that the programs should be acceptable to both top direction and employees. Plans should be prioritized and their cardinal participants and barriers to success identified. Some of these programs include employee use program, appraisal program, preparation and direction development program and human resource supply program. A good illustration of this would be to travel back to the times where recession hit, and Standard chartered had done extended research on employee use program, and more significantly the retrenchment to maintain them afloat. The HR identified cardinal directors and set into action a redundancy program which was as followed: Standard Chartered redundancy program This program covered type and figure of employees, clip of and topographic point of retrenchment, type of aid to be extended to retrenched employees in the signifier of compensation, aid in acquiring new occupation, precedence in make fulling future vacancies. Redeployment, Redundancy/Retrenchment Plans: 1. Outplacement: Outplacement plans besides intended to supply calling counsel for displaced employees. This plans covers retraining the prospective displaced employees who can be redeployed elsewhere in the organisation, assisting in sketch authorship, interview techniques, occupation searching. 2. Layoffs: Layoffs can be impermanent or lasting. Impermanent layoffs are due to the inanition in concern, machinery breakage, power failure etc. Workers are called back every bit shortly as work sketchs to the normal place. Permanent layoff is due to settlement of the company. Proper human resource planning go forthing the work force at proper degree can assist to cut down this consequence. 3. Leave of Absence without Pay: This technique helps SC to cut the labour cost and the employee to prosecute his ego involvements. This technique besides helps the company to program for extinguishing the unneeded occupation in a phased mode. This construct serves or a productive method to assist employees fix for future alterations. Work Sharing: Some countries of SC offer employees the chance to portion occupations or two employees working one-half clip each. This technique solves the job of retrenchment in the short tally. This is in trend in advanced states but non acceptable to workers brotherhoods particularly within the Asiatic part. Reduced Working Hourss: Under this technique, each worker, works less hours, and receives less wage, so that two occupations are saved. Again this is non prevailing in the Asiatic part and other developing states. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption ‘Golden Handshake ‘ in order to work out the job of overstaffing in Public sector. This technique solves the job of inordinate supply of future stock list over the demand for the human resources. In short it is popularly called as VRS. Evaluation of the Recruitment A ; Selection Procedure of Both Standard Chartered Bank and Commercial Bank. Recruitment: The purpose of the enlisting is to guarantee that the Organization ‘s demand for employees is met by pulling possible employees ( recruits ) in a cost effectual and timely mode. Choice: Employee Selection is the procedure of seting right work forces on right occupation. It is a process of fiting organisational demands with the accomplishments and makings of people. Effective choice can be done merely when there is effectual fiting. By choosing best campaigner for the needed occupation, the organisation will acquire choice public presentation of employees. Standard Chartered Bank Recruitment procedure of Standard Chartered Bank The bank ‘s Management Development Scheme takes topographic point in Colombo, where they recruit direction trainees. Never the less, Standard Chartered Bank has provided the chance for those campaigners who are interested in this strategy to use to their local metropoliss. Per twelvemonth about 40 direction associates are been recruited. The purpose of the direction is to enroll alumnuss and station alumnuss with different backgrounds and experiences yet, the best and the brightest endowment in market. Whom do they enroll? Young and gifted alumnuss or graduate students, who are willing to get down their calling in the fiscal service industry Career-oriented individual Consistent academic performing artist throughout his/her instruction Innovative, ambitious, energetic and concern oriented individual Recruitment standards Standard Chartered Bank recruits the most gifted persons from the external market to supplement their internal grapevine of endowment. Their Human Resources section provides counsel on the usage of psychometric trials and has robust enlisting standards to guarantee that all campaigners are treated reasonably, every bit and with regard. It has a planetary Graduate Recruitment Program ; where in the part of 150 alumnuss are recruited each twelvemonth on a direction trainee plan across all concerns, maps and states. Analysis for Standard Chartered Banks enlisting Human Resource Recruitment is defined as any pattern or activity carried on by the organisation with the primary intent of placing and pulling possible employees. The end of an organisational enlisting plan is to guarantee that the organisation has a figure of moderately qualified appliers ( who would happen the occupation acceptable ) to take from when a vacancy occurs. Selection Process of Standard Chartered Bank Employee choices at Standard Chartered Bank are based on cognition, accomplishments and endowment. The bank is committed to supply the equal chances to all employees irrespective of gender, race, age, disablement, nationality, cultural beginning or stuff position. Never the less, Standard Chartered Bank besides identifies what alone strengths each single brings, to the functions they carry out and the development of these strengths. Standard Chartered Bank largely uses face-to-face interviews as their choice method. Therefore, when suited appliers are been chosen through the enlisting procedure the bank set assignments for interviews with them. Afterwards, upon reaching, have each interviewee fill out a occupation application signifier and give them a transcript of the place ‘s written occupation description. After interviews are completed, human resource director of Standard Chartered Bank selects two or three campaigners that tantrums for the vacant occupation and hold them come in for a follow-up interview. This is where the direction discuses about wage, benefits etc. Thereafter, the concluding employee choice takes topographic point based upon these second-level interviews and makes an offer to the Human Resource Manager ‘s first pick. Analysis for Standard Charted Banks choice Any organisation that intends to vie through people must take the uttermost attention with how it chooses organisational members. Personnel choice is the procedure by which companies decide who will or will non be allowed into their organisation. Several generic criterions should be met in any choice procedure, which are dependability, cogency, public-service corporation, and legality. Standard Chartered selects employees based on cognition, accomplishments and endowment. They are committed to supplying equality of chance to all employees, irrespective of gender, race, nationality, age, disablement, cultural beginning, or matrimonial position. Commercial Bank Recruitment Process of Commercial Bank The human resources staff at Commercial Bank first makes certain recruitment programs are set based on concern ends and analysing of history. Then looks at the occupation a demand and list the accomplishments, cognition, experience and ability needed. Chiefly the enlisting activities of the bank are carried out at least four times per twelvemonth. Shown below are some figures, which have been taken from a past twelvemonth. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under position. Commercial Bank has besides come up with new enlisting chances due to the enlargement of the bank. Therefore, to make full these vacancies Commercial Bank follows the internal and external enlisting methods. Whereas, it should be noted that when there is a vacancy the bank first attempts to make full the infinite with an bing employee by following the internal enlisting method. If the demands can non be met by the internal method so they move into the external enlisting. In add-on, it is clear that the bank follows both ways to choose the best campaigner. The internal process This method is used to make full a vacancy of Commercial Bank, utilizing an bing employee with the right demands and makings. Therefore, if there is any vacancy the direction of the bank will publicize it in the internal newssheet, which is handed over to all the employees doing more infinite for chances. Within one hebdomad ‘s clip if the bank finds a suited individual from the company itself to make full the vacant place, most likely they are given the occupation. Commercial Bank faces many advantages due to the internal enlisting method. They are as show below, Cost effectiveness – the bank should put money upon enlisting, choice and preparation A ; development when picking an employee externally. This can cut off by the internal method of enlisting. Gives more motive to all the employees and leads to publicities. Increase committedness to the company by the employees. The external process Commercial Bank depends on external labour market, when they do non happen bing employees who has the required cognition, experience or accomplishments for the vacant chance. The human resource section of the bank will be informed by the direction of the several sections, which has occupation vacancies and will be provided with the description of the occupation and other information. The occupation description contains the undermentioned information, Job rubric Title of immediate supervisors ‘ occupation Purpose of the occupation Number of subsidiaries Duties of the occupation Limits of authorization Career of the occupation Ad is a important measure when it comes to enrolling and pulling the best campaigners. By placing the societal and rational accomplishments, the Human Resource section will fix the advertizements. When it comes to publicizing vacancies Commercial Bank chiefly uses the newspaper advertisement method and their web site. Commercial Bank uses the undermentioned rules for effectual advertisement, Explains the inside informations about the company Advertises under the company name Provides sufficient inside informations about the vacant place Points out personal demands States the chief footings and conditions of employment States whom the application should be directed After the applications are been handed out, the human resource section will split the applications as required into relevant classs. Thereafter, the divided application signifiers will be given to the relevant sections with the vacancies. The recruitment process takes rather a long clip since the human resource section has entangle in a burden of work and should set a batch of attempt. Summary of the enlisting procedure of Commercial Bank The human resource section receives request for enlisting of employees from several sections of the bank Job analysis The human resource director gathers information. The enlisting method ( internal or external ) is been decided by the direction A list is prepared with the needed makings, accomplishments and cognition Preparation of occupation notices Roll uping the received applications Reducing and picking the appropriate campaigners Evaluation of external A ; internal methods of enlisting Both the organisations that have been discussed above utilizations both internal and external enlisting methods. Yet, it should be noticed that for an organisation it is more cost effectual to utilize the internal method. It is clear that a company has to set aside a certain sum when it comes to the procedures of enrolling choosing and developing A ; development. Therefore, if the company can happen an bing employee with the right demands to make full up a vacancy, the cost will be less as for the above procedures would non hold to be practiced. However, the internal method can besides keep a disadvantage. By enrolling, a campaigner externally may convey more cognition, accomplishments and diverseness to the organisation. In certain cases, the internal method would non be eligible to make so. Therefore, by external enlisting the organisation will be able to happen the best campaigners for the vacant occupation than from the internal method. Hereby, it is clear that both internal and external methods are valuable for an organisation in the enlisting procedure. Selection Process of Commercial Bank Commercial Banks direction explores both internal and external beginnings for replacing demands. Internal enlisting is where the bank is supplied with the work force within the company itself. This can be an action of either reassigning or publicity. There are many unvarying ways Commercial Bank uses their internal enlisting method. Mostly the bank uses the stock lists, which is besides known as a computerized database that is contained with the basic information of all the employees. The stock list carries the information about each employee ‘s accomplishments, cognition, public presentation and other relevant features. Commercial Banks choice procedure is an effort to happen the qualified and best campaigners for vacant occupations in the organisation. Therefore, one time the enlisting procedure is taken topographic point the direction of the bank finds the best fitting people to make full the available infinites through the choice procedure. For this, several different methods such as choice trials, preliminary showings and comprehensive interviews are held at Commercial Bank. Choice Techniques Choice can be defined as the procedure of taking the most suited campaigners from those who apply for the occupation or the pool of appliers. For this intent, organisations use assorted choice techniques such as, Interviews Presentations Psychometric Trials Aptitude Trials Psychological Trials The dependability of these choice techniques depends on the extent or the grade to which the choice technique measures the same point systematically. It should be noted that these choice techniques can either be written or in the signifier of interviews. However, in all state of affairss, for the rating to be accurate and to choose the best campaigner same inquiries should be put frontward. Further, the cogency of information gathered about the campaigners through assorted choice techniques would depend on certain factors. These factors are, The relationship between the choice technique and the appropriate standard What the choice technique steps and the quality of the technique The choice technique must be relevant to the occupation Interviews An interview could be defined as ; a choice process designed to foretell the future occupation public presentation on the footing of appliers ‘ unwritten response to unwritten enquiries. These interviews could be either conducted by an single individual or a panel. Interviews can be categorized based on their construction or the degree of standardisation, i.e. Unstructured, Semi – Structured and Structured. Unstructured Interviews: Unstructured interviews involve a process where different inquiries would be asked from different appliers. They are unplanned, non – directed, uncontrolled and flexible. Open ended inquiries would be asked in such interviews. Semi – Structured Interviews: Semi – Structured Interviews are normally pre – scheduled, have some degree of flexibleness and the major countries which are analyzed would be controlled. Structured Interviews: Structured Interviews are besides known as Guided Interviews. They are pre – planned, standardized and pre – formatted. There is no flexibleness in such interviews. The inquiries asked would non be unfastened ended inquiries. Beyond this there are four types of common choice interviews which are used for the choice procedure. These interviews are, Situation Interviews: Situational Interviews would analyse the conjectural public presentation of a campaigner. This would be done through state of affairs oriented oppugning based on the occupation. These interviews would be conducted by specialised people. Job Related Interviews: Job Related Interviews are normally conducted by Human Resource Managers. In this type of interview the interviewee ‘s behaviour during old occupations would be analyzed. Psychological Interviews: Psychological Interviews exist to buttockss personality traits of interviewees. Competency Interviews: Competence Interviews are an enlargement of Psychological Interviews. These interviews analyze the competences of an interviewee. Competences such as interpersonal accomplishments, leading and other such countries would be analyzed. Advantages and Disadvantages of Interviews Presentations Presentations could be used for the choice procedure depending on the manner how presentations will associate to the occupation description and the normal on the job patterns expected of the station. In presentations it would be really of import to hold decided standards against which each campaigner will be marked. This standard may include points which would be assessed at an interview excessively, for illustration through a presentation the campaigners communication accomplishments could be assessed where as this could be done through an interview every bit good. Besides, the campaigner ‘s ability to nowadayss facts to an audience could be assessed utilizing a presentation but this could be done at an interview through the use of a panel of interviewers as good. However, a presentation could be used to analyse how a campaigner would be able to show his thoughts to a wider audience than which will be present at an interview. Presentations could besides be utile to understand how rapidly a campaigner will be able to understand and construe a subject given to him. Beyond this, presentation could be a really good method to mensurate the degree of ego assurance a campaigner has. Since presentations would by and large devour a batch of clip it could be said to be a major disadvantage of presentations and besides since a presentation would be sing a peculiar given subject it will be given to restrict the countries in which an person ‘s cognition could be analyzed. Whereas, interviews would be less clip consuming and a broad country of the campaigner ‘s cognition could be analyzed through unwritten inquiring. Further, unlike interviews, since presentations could be used merely for a occupation which would necessitate presentations skills this would non be a really suited method for the choice procedure. Psychometric Trials Psychometric Trials would supply information sing how a campaigner would act towards his directors, equals and subsidiaries ; fundamentally relationship edifice accomplishments. These trials would lend about 10 % towards the concluding determination and would normally necessitate confirmation from the campaigner itself. This could be considered as a disadvantage as certain information could be forged. Further, for these trials to be carried out decently trained assessors are required. By sing the degree of part towards the concluding determination it is clear that this type of trial entirely would non be sufficient for the choice procedure and therefore this would hold to be used in combination with some other choice techniques such as interviews. Hence it is possible to get at the decision that interviews could be more dependable than such trials and is a better choice technique with regard to psychometric trials. Other Trials There are assorted trials which could be used to asses a campaigner ‘s capableness when information gathered through interviews and Curriculum Vitae go less dependable. However, one major drawback of such trials is that these trials do non supply any information sing the personality of the campaigner or sing his communicating accomplishments and besides these trials would merely mensurate facets such as cognition. Based on the above information it was possible to get at the decision that from among the above mentioned choice techniques, interviews would be the most appropriate method of choice for many state of affairss. This could be said on the footing that interviews cover up a wider scope of facets of a campaigner such as the cognition, communicating accomplishments, attitude, personality and etc. when compared to other methods. Further, unlike other techniques of choice such as psychometric trials, interviews could be used entirely without utilizing a combination of choice techniques. Therefore, interviews could be identified as one of the most suited choice techniques. However, it could be recommended that if in deepness information is required sing some peculiar country of a campaigner a combination of choice techniques could be used. Job Evaluation Job Evaluation could be defined as the procedure which is used to measure the comparative worth of different occupations on the footing of a consistent set of occupations and personal factors such as makings and accomplishments. The aim of Job Evaluation is to find the wage for a occupation in comparing to other occupations. There are chiefly three methods which are used for the Job Evaluation procedure. These methods are, Job Ranking – This method is one of the simplest methods which are used to measure a occupation. Jobs are compared to each other based on the overall worth of the occupation to the organisation. This is normally decided on accomplishment, attempt, duty and working conditions. Job Classification – Jobs are classified into an bing grade/category construction or hierarchy. Each degree in the grade/category construction has a description and associated occupation rubrics. Each occupation is assigned to the grade/category supplying the closest lucifer to the occupation. The categorization of a place is decided by comparing the whole occupation with the appropriate occupation rating criterion. Factor Comparison – A set of paying factors are identified to find the worth of the occupation. These factors could be accomplishments, duty, attempt and on the job conditions. The weight of the factors to the occupation will make up one’s mind the wage. However, even though there are assorted methods for Job Evaluation, such as those mentioned above, harmonizing to research each method is about every bit accurate and dependable as the other in ranking and pricing different occupations. These Job Evaluations form the footing for rewards and salary dialogues. Job Evaluation at Standard Chartered Bank A systematic and a scientific method of occupation rating have been followed at Standard chartered Bank. In fact, it has been possible to place that the method of occupation rating which is followed at Standard Chartered Bank is the factor comparing method. Even though this possibly one of the most hard methods of Job Evaluation it could be identified as a consistent and an appreciable method. Under this method of Job Evaluation, alternatively of ranking complete occupations each occupation would be ranked harmonizing to some factor such as accomplishment needed, cognize – how, answerability, etc. Using this method, payment and rewards would be decided sing weight – age of the factors required for the occupation. The Bank purposes at engaging specialised people and their recruiting standards are based on their cognition, expertness, past working experience and their exposure to the professional Fieldss. Employee rewards are set in conformity with the aforesaid enlisting standards and most of them are content with what they earn at Standard Chartered Bank Standard Chartered has some rules in measuring the occupation and these are some of their rules in occupation rating. All occupations in the organisation will be evaluated utilizing an in agreement occupation rating strategy. Job rating is concerned with occupations, non people. It is non the individual that is being evaluated. Jobs are assessed as if it were being carried out in a to the full competent and acceptable mode. Job Evaluation at Commercial Bank The demand for a place to be officially evaluated occurs as a consequence of important alterations or growing in the function or to the work required to be performed in a place. Commercial Bank uses the occupation categorization method to measure their employees. In this method, employees would be fundamentally separated in to assorted categories depending on their occupation and wage for that peculiar group would be in a about same scope. Applications for rating may be submitted to the Human Resource Department for this intent. The Job Evaluation application must be based on one or more of the undermentioned standards: Ongoing important alteration ( s ) to the range or map required of the place ; Change ( s ) to the place following a restructure of the immediate organisational country ; Change ( s ) to the place as a consequence of redesign or alteration ( s ) to other occupations that straight affect the maps and/or focal point of the place ; Change ( s ) to the place as a consequence of the restructure of another organisational country that straight affects the map and/or focal point of the place. Applications are non accepted on the footing of general dissatisfaction with the current place categorization or the volume of the work undertaken. The wage of an employee would be distinct base on chiefly the category to which an employee falls. Other than that Commercial Bank considers facets such as the accomplishments, preparation and development, practical working experience in similar Fieldss and besides instruction or cognition in relevant Fieldss. This would assist Commercial Bank to put their employees in a more suited category and besides to make up one’s mind on a fairer wage of which the employee would be satisfied. When sing the occupation rating procedure at Commercial Bank it is clear that the bank follows the occupation categorization method. When sing the other three methods of occupation rating this could be classified as the easiest method. Beyond this, it could be seen that the bank follows a more rigorous attack which would non let all employees who think that they have been below the belt compensated to use for a occupation rating. This could be considered a drawback as employees would be given to acquire disgruntled and leave the organisation. How to cite Evolution Of Human Resource Management Functions, Essay examples

Joe DEustachio Essays (468 words) - Home, Cleaning, Euthenics, Mop

Joe D'Eustachio Professor Lana October 9, 2017 English 101 How to Clean Your House One thing everyone hate s doing, but always must do in their life, is clean ing their house. It may seem dreadful, but it is rather simple. The steps you should take when cleaning are vacuuming, moping, and scrubbing. As much as people may despise it, these steps are vital when cleaning your house. Vacuuming can be very annoying sometimes. First off, a vacuum is a machine that is used for collecting dust and other small things off floors, tables, etc. Using a vacuum is important because it is without a doubt the easiest way to clean up all the small particles that lay in your house. The places you should vacuum in your house are the kitchen, bedrooms, bathrooms, and living rooms. Some bigger houses, other rooms to vacuum could be a den, a b asement, a garage, or an attic. It is important to get in between corners, and under chairs, cou ches, counters, and tables. Also, use the vacuum on any rugs or carpets in your house. While a vacuum cleans many small things off the floor, it does not clean everything. Getting a mop, a bucket, some water and soap, you typically should mop the floors in the kitchen and living rooms. First, get a bucket, fill it up with water and any kind of liquid soap, and mix it around with the mop. Then, when the mop is thoroughly wet, use it to wash the floor in any space in your house that has a hardwood or solid floor. It is pointless to mop rugs or carpets, as then the carpet would just be damp. The mop is typically used to clean dirt, skid marks from shoes, and usually other marks or spills that may be on your floor. In some rooms of the house, there are places where you need to get on your knees and scrub to clean. Typically, you should look to scrub in bathrooms, kitchens, and living rooms. You should look to scrub the counters, cabinets, tables, toilets, sinks, and even sometimes the floors f or tight spaces. Also, in all homes, you should scrub the corners of the room up near the ceiling, as cobwebs and dust tend to settle there. It is also good to scrub doors and windows if possible. Cleaning is an essential part of life. Some people, however, have no prob lem living in an unclean house. Using vacuums, mops, and a sponge or a rag for scrubbing are the best and most effective ways to clean your house. It is best to clean in bedrooms, kitchens, bathrooms, and living rooms. Other houses could have garages, basements, dens, or attics that could need cleaning.

Human Nature and War

Human Nature and War Human Nature and War All human history and its prehistory are riddled with wars. People always fought with each other and they still continue fighting. There is even a point of view - and it is reasonable - that the human species are children of war. In this regard, the following questions emerge: firstly, does war deepen some human needs psychological, social, etc. If not, then how can we explain war constant reproducibility and vitality? Secondly, can a man live without war? We finally got to the point where war threatens the very existence of humans as species. Is there a chance that the humanity will be able to eliminate this aspect of their life, like war, and armed violence more realistically and largely? If we answer this question negatively, does it mean that mankind is doomed to self-destruction? If we answer yes, and a person can live without war, then, what are the conditions and mechanisms to eliminate violence from human arena? Consequently, theoreticians, practitioners and educators questi on such issues since they become more and more urgent. A man always was, is, and probably will be aggressive. It seems clear and indisputable. There were opposing, sometimes mutually exclusive views on its causes, nature, drivers of creation and manifestation. Today, there are diverse theories of aggressive behavior. Among these theories, of course, we should mention the theories of Freud, Lorenz, Fromm, etc. All aggression theories should be classified into four main categories: 1) innate impulse, 2) external stimuli (frustration theory), 3) cognitive processes, and 4) social manifestation (Lorenz, 1937). This paper is focused on two approaches: the first and third ones. The first category is based on the fact that aggressiveness is seen as an innate instinctive form of behavior. In other words, aggression is manifested because it is genetically programmed. Consequently, any, even the most positive changes in social environment, cannot prevent its manifestation. The third group tak es into account such aspects of human experience as cognitive and emotional activities. Proponents of these theories assert control over aggression as control of behavior by a simple teaching of people who really think of the potential risks to adequately assess the threatening situation. So, according to two opposing sides (human nature theorists and cognitive theorists), violence and war can be either innate in a human being or it can be eliminated by different approaches and teachings. The inner essence of a person stems from an animal beginning which is forced to survive amongst other animals. It is well known that only the strong ones survive, when the weak ones die sooner. However, not only due to their physique muscle strength, speed legs, acute teeth, jaw strength or flexibility of the body they can survive, but due to physical force embodied in their internal energy, inner power, which determines an individual way of perceiving the environment (Axson, 1935). This is the power of aggression, an instinct of aggression. A human need to label everything what makes him (a man) to disclose this instinct, put in a specific content. Moreover, the fact that a person invests in this concept is determined solely by subjective motives, needs, experiences and, in the end, moral and ethical attitudes and values, worked out in the course of human evolution of species. Here is an apparent contradiction that is manifested in the fact that nature cannot be moral, good or bad , beautiful or not, etc. Nature is what it is. The fact that there is today existed yesterday and will exist tomorrow. Ethical categories are the product of man. And only people believe that something is beautiful and something is ugly. Depending on what kind of image perception of aggression occurs in humans, it is called to determine its appropriate moral and ethical categories and concepts. According to human nature theorists, men and animals are fundamentally the same in nature. However, it is a special animal with such characteristics, aimed at deceiving oneself and others that he is not an animal. What is so special? It seems that a human is the only animal that is able to create an ideal and strive for it. Still, in its quest to get closer to the ideal a human is ready to break anything due to his/her biological (animal) nature, transforming under the influence of the social nature which is still dominant. Basic instinct (force) in humans, despite their social evolution, remains to be the instinct of aggression, covered with a social blanket certain norms, attitudes, rules and values. Does not this explain a human desire for the creation of so-called cyborgs (cybernetic organisms), which fundamentally devoid man's inmost feelings, frustrations and feelings (Wilson, 1913)? Thus, people may solve the problem of whiners and moralists, taking the path of formation of a God-man (Ford et al., 1965). When a biological animal man transformed into a social animal man, his aggressiveness has also acquired the relevant social forms. No animal kills more than it needs, no animal kills for fun, and no animal is improving its ability and opportunity to kill. The only animal that has it all is a man. However, he is the one who is looking for and trying to find reasons and justification for his aggressive behavior, thinking of all the isms and acting solely on behalf of the majority (a family, a group, a tribe, a nation, and a world community). He is the one who kills his own kind in order to achieve his goals and intentions. In nature, this phenomenon is one of casuistic, as even the most rapacious and ferocious animal is content with its flight opponent. A man kills far more than he needs. While even bloodthirsty jackals and hyenas are content which what they get as remains from the royal lion table, knowing the measure of all things. A human being is the one who destroys and kills with no need. Finally, he is the one who kills for pleasure. Aggressiveness of a man is manifested in the form of an animal-biological level of a individual (a murder) or a team (a conflict, a war) and in the form of a socialized, appearing in the social-psychological and other human relations (harassment, pressure, restrictions, threats, neglect, and etc.). A man, as noted above, destroys and kills his own kind (of course, we mean not only a purely physical destruction), far more than he needs, but only as much as he needs to eliminate the bulk and subordination to implement his internal motivation and instincts. Aggressiveness of a man requires the application of an object; otherwise, it cannot occur, which may result in destructive manifestations of an individual (Eysenck Kahan, 2004). One of the points of view of modern psychology regards aggressiveness as a relatively stable personality trait. Sensitivity, being biologically determined, in a human environment is subjected to certain modifications and is defined as the degree of socialization and ethno cultural norms, requirements, and installations. However, regardless of how long a whale can be swimming in the deep sea, it is still cannot become a fish. So, in the end, it floats to the surface of the water to carry a life-saving breath of air. Similarly, despite the fact how socialized a person may become, a man cannot run away from his biological nature, given huge and sustained strength of aggression (Eissler, 2005). As a result, what are the internal forces of aggression? From theorists point of view, at the very beginning of the person`s formation such traits were based on the need to survive among the fittest and more powerful animals. Subsequently, solving these problems, aggression could not disappear as it was acquired as an environmentally sensible sign. It changed its vector and transformed into forces of envy and hatred, the mechanisms and motor of a modern man` aggression. These forces were posed to human images of the external world by themselves and were developed under the influence of the environment, as a man himself acts in accordance with these images. Depending on the severity and intensity of these forces, and under their influence, the perception of the environment (mostly, of course, social media) and all its intertwined elements lost resemblance to the reality. Each person does what dictates his personal perception of images, a refracted through from the above noted environm ent. These two forces (envy and hatred) can be called differently ambitions, self-centeredness, lust for power, but one can also add sadism, narcissism, etc. The essence still does not change. Despite the consistency of instintivist theories, the theory that presumes that aggression originates from causing, defined as not an instinctive motivational force that results from the deprivation of any significant body of things or conditions, and increasing as a result of this kind of deprivation becomes more and more widespread and gains recognition (Lorenz, 1937). Among these theories, the most widespread theory of aggression and frustration was proposed by Dollard J. et al. (1939). However, it should be noted that the theory of Dollard and collaborators have a precursor in the form of the McDougall`s concept (Bailey, 1974). Among the twelve basic instincts this author pointed out aggressiveness. He defined aggression as a predisposition to anger, resentment and violent elimination of any interference or obstacles that prevent the free exercise of any other trends (Bailey, 1974). The essence of Dollard and collaborators` study is simple and lies in the fact that frustration always leads to some form of aggression, and aggression is always the result of frustration. This theory is based on two assumptions: 1) aggression is always the result and consequence of frustration, 2) frustration always leads to aggression (Ford et al., 1965). However, subsequent studies have not confirmed these two postulates, and found that the relationship was not alw ays straight and simple. It can be argued that frustration may contribute to aggression. However, it does not always occur, and not so often. Mostly, frustration causes aggression, especially among those who have learned the habit of reacting to frustration with aggressive behavior. In terms of Miller (Bailey, 1974), it is correct that frustration generates different behaviors and aggression is the result of many factors, other than frustration. The other aspect is the theoretical work, which is a synthesis of the theories of learning and cognitive theories and behavior (including aggression). First of all, it presents the attractiveness of the expected consequences of actions. Cognitive models of aggression emphasize the emotional and cognitive processes in aggressive behavior. In particular, in terms of Berkowitz (Eisenberg, 2005), frustration or other aggressive stimuli (pain, discomfort, unpleasant odors, etc.) are subjected to cognitive processing and provoke aggressive reactions by forming a negative effect. That is why aggression arises insofar as forming a backlash. Zillman (Daniels, 1946) argued that the knowledge and arousal are closely interrelated, and they affect each other throughout the process of the experience, which brings suffering. He argued that the interpretation of the events can affect the degree of excitation. Cognitive theories are quite optimistic in terms of the ability to control aggression, beca use they assume that a person can learn to be less aggressive. However, on the other hand, the authors of these theories do not exclude the possibility of impulsive aggression which is not subjected to the consciousness and mind. In continuation to these two opposing theories, there is a practical side where people need to face aggression and violence every day, regardless of its origins. Soldiers of Consciousness is a documentary about people who participated in the war actions in Iraq (Soldiers of Conscience, 2012). It reveals a hideous truth about what people feel and how they react to different things. For now, a number of American universities are looking at the possibility of more powerful and safe treatment for one of the most difficult and, alas, common neuropsychiatric disorders - post-traumatic stress disorder which is common in returning soldiers. In fact, the basis of this disease lies in aggression and destruction which people need to cause. This disease is brought on by very high stress levels. What is more, the starting age seems to be not less rich in wars, especially when now one considers that a failed assassination attempt against one man is declared as sufficient grounds to launch a new wa r, the consequences of which no one can predict. With all that, people have begun to realize that a man who once took part in a fighting is its prisoner forever. For a former soldier it is very hard to stop being a soldier, even at the end of his life (Soldiers of Conscience, 2012). , One cannot stay in the environment of blood, death, and enemy until the end of his days. The worst moment falls for those who were forced to commit acts of war against any civilian population, for example, to shoot at unarmed civilians, who covered an enemy. So, the soldiers` choice is quite limited: either to destroy tens, perhaps hundreds of civilians with enemies hiding behind them, trying not to make them use chemical weapons, either to cause even larger disasters (Fuller et al., 1994). By the way, Dr. Cass found that before the last war in Iraq, the U.S. Marines were subjected to special desensitizing training, so that they could safely hear screams of a woman being raped in the next room and with out being involved (Soldiers of Conscience, 2012). According to Dr. Cass, it shaped the personality`s destruction. So, as in the case of the medicine of fear, the situation resembles the scales, where on one side there are people who suffer from post-traumatic disorders, on the other the danger of universal soldiers, murderers, devoid of moral restraints (Fuller, 1994). They know that in their pocket there is a pill which will solve all their conscience and painful memories` problems. The film Soldiers of Consciousness reveals that soldiers are taught to kill and be ruthless; their aggression is generated by the state (Woodrow, Stoessinger, 1913). Already in the 19-20th centuries, there were thinkers who raised the issue of the new philosophy, like Hegel, Nietzsche, and Freud and Lorenz (Lorenz, 1937). They searched not for a substantive cause of violence, but for functional one. Wars, as it seemed, were responsible for some deep social and psychological needs, so war as a phenomenon was difficult to diminish (Freaud, 1896). Lorenz underlined that aggression was spontaneous, and it was associated with the underlying needs, so any real actions to prevent or end a war will be ineffective (Lorenz, 1937). Aggression is eternal, like energy or matter. It takes many forms, and it comes in the form of a hidden agenda, in the form of painful fantasies of destruction and violence (Tinbergen et al., 1963). It affects the state, ethnic groups, generations and may suddenly wake up in a one year-old child. Aggression makes its inevitable cycle in nature: a chief is yelling at a subordinate, he plucks evil on his wife, she on a child, the child kicks a dog, and the dog rushes to the chief and bites him. So, the circle is a comic cartoon (Pinker et al., 1991). Energy approach was formulated by Sigmund Freud. He was impressed by the discovery of the law of conservation of energy which was then discussed in academic circles, and attached to everything that was possible. At the heart of his psychoanalytic doctrine lies that a person is an energy system in which the energy is either flowing freely or finds workarounds or is stored as the water in front of a dam. The purpose of all kinds of behavior is pleasure, that is, the reduction of stress, or the discharge of energy. The source of all motive powers lies in the unconscious subsystem, called Id. Energy necessary for human life is initially drawn from the sexual and aggressive drives of Eros and Thanatos, which form the Id. It seeks release (discharge) excitation of energy and tension (Baker et al., 1939). This facility operates in accordance with the principle of pleasure seeking pleasure and avoiding pain. That is, it makes no prohibitions or noise; it does not pay attention to reality an d can find satisfaction in both: a real action and fantasy. It wants what it wants when it wants. It is reasonable, regardless of logic, values, and morals. Interestingly,inthelatestgender(sex‑related)studiesconflictingsocialrepresentation of aggression in men and women were found. Women see aggression as a means for expressing anger and stress by releasing aggressive energy. Men, by contrast, refer to aggression as a tool for a variety of social and material rewards. Here is how Freud (2009) saw the relationship between the aggressive nature of man and culture: People are not noble, friendly creatures, eager to love, who protect themselves only when attacked; on the contrary, the fact is the strongly expressed desire for aggression is an essential part of human instincts. Culture directs this aggressive energy in a reasonable direction (military, sports), puts restrictions in the form of laws and moral norms. Then, one of two things occur either sublimation of that energy, that is, its conversion to higher aspirations, approved by a society (surgery, painting, etc.), or suppression, and constant monitoring of their behavior. The n there is civilization and its discontents (2009): excessive self-control doesnt make us quite happy, even if overall everything is satisfactory. In conclusion, it is obvious that the natural theory has more proofs and evidence which support the idea that a human being possesses animal traits and instincts, one of which is aggression. However, a human being went further: a human being is the only creature who kills regardless of what is needed; he kills for pleasure and fun. However, it is highly expected that violence is something that could be learned; thus, re-learned in a better way. Surely, in such a scenario people would have more chances to prevent and stop wars. Still, as it was depicted in Soldiers of Consciousness people can over use any technique, and teachings on violence are not exception. Nowadays some scientists implement techniques which help soldiers to get rid of moral norms and restraints. All in all, biological approach is the most evident one since it is supported by various studies and it proves that even a small child can show traits of violence and aggression. Therefore, a human inclination to wars and violence is inherent.

How Islam Can Help Smokers Quit

How Islam Can Help Smokers Quit One of the dangers of tobacco is that it is so addicting. It causes a physical response in your body when you try to give it up. Therefore, quitting is often difficult. However, some people may find that with the help of Allah and the personal commitment to improving yourself for the sake of Allah, and for your own health, it is possible. Niyyah - Make Your Intention It is first recommended to make the firm intention, from deep in your heart, to give up this evil habit. Trust in Allahs words: ...When you have taken a decision, put your trust in Allah. For Allah loves those who put their trust in Him. If Allah helps you, none can overcome you; if He forsakes you, who is it - after that - that can help you? In Allah, then, let believers put their trust (Quran 3:159-160). Change Your Habits Secondly, you must avoid situations where you are used to smoking and people who do so around you. For example, if you have certain friends who gather together to smoke, make a choice to stay away from that environment for the time being. At a vulnerable stage, it is too easy to relapse by having just one. Remember, tobacco causes a physical addiction and you must stay away completely. Find Alternatives Thirdly, drink a lot of water and keep yourself busy in other endeavors. Spend time in the mosque. Play sports. Pray. Spend time with your family and non-smoking friends. And remember the words of Allah: And those who strive hard in Our Cause, We will certainly guide them to Our Paths, for verily Allah is with those who do right† (Quran 29:69). If You Live With a Smoker If you live with or are friends with smokers, first of all, encourage them to quit, for the sake of Allah, their health, and their deen. Share with them the information here, and offer support through the difficult process of quitting. Remember that we will each face Allah alone, however, and we are responsible for our own choices. If they refuse to quit, you have the right to protect your own health and the health of your family. Do not allow it in the house. Do not allow it in enclosed quarters with your family. If the smoker is a parent or other elder, we should not neglect to take care of our health out of respect. The Quran is clear that we are not to obey our parents in things which are forbidden by Allah. Gently, but firmly, advise them of the reasons for your own choices.