Hip Hop And Rap :: essays research papers

The most widely accepted definition of rap music is spoken words with a rhythm of bass, drums, and keyboard sounds. The words are spoken over the music and the accents and emphasis on words is important. Hip Hop is defined as the accompanying background music but is often used as a synonym to rap music. In this paper I will show how rap got its start and evolved into the culture we know today as hip hop. Influences on rap music started as early as the 1940’s when Rhythm & Blues and Jazz included many of the elements that make up rap music. Rap music became its own genre of music in the 1970’s when DJ’s from New York, such as DJ Lovebug, DJ Cool Herc and DJ Hollywood, began manipulating, and scratching, records to make rhythms, beats, and other sounds. As this took place the rapper would speak over the music using rhymes. The rapper would use emphasis and accents with their lyrics. In 1979 the Sugar Hill Gang marketed the first rap single with their hit â€Å"Rapper’s Delight†. This forced the world to acknowledge that rap was a force in the music industry. In 1982, with the release of the single â€Å"The Message† by Grandmaster Flash and the Furious Five, rap music took on a new purpose. The song stated the hardships of living in the â€Å"ghetto† of New York as is shown in the chorus of the song. â€Å"Don’t push me, cause I’m close to the edge, I’m trying not to loose my head, It’s like a jungle sometimes, It makes me wonder, How I keep from going under.† In 1986 sampling was developed. Rap artists would use beats, rhythms, background music, and sometimes exact lyrics from previously recorded songs and incorporate them into their recordings. They often used a machine, known as a sampler, to replicate the existing sounds and tracks. Sampling led to problems, however. Musicians whose music was used in other songs saw no profit from the sampling. This led to many lawsuits. Also, fans felt betrayed that the rappers didn’t come up with their own music as they had in the earlier days of rap. Considered the â€Å"Fathers of Hip Hop†, Run DMC pioneered rap music in the 1980’s. The group consisted of three men. Joseph Simmons (Run), Darrly McDaniels (DMC), and Jason Mizell (Jam Master Jay) made up the most influential rap group of all time.

Human Resource Information Systems Essay

1. â€Å"Suggest how HR professionals can use online recruiting to more effectively support recruitment activities while reducing organizational costs.† Retaining and acquiring talent with high qualities is crucial to an organization’s success. â€Å"As the economy and job market heats up, so has the market for corporate recruiting and recruiting service and consultants† (Bersin, 2013). Therefore, the labor force becomes more competitive and available skills become more diverse, HR professionals need to be more selective when choosing the right candidate. Poor decisions made by recruiters can result into negative effects for the company. Another thing that can impact an organization as well as an employee’s morale is high training and development cost. For this reason alone, many companies have turned to e-Recruiting. â€Å"Online recruiting involves less human interaction, reaches a much broader audience, files records electronically, and provides select ion tools electronically† (Friend, 2014). Companies can conduct everything online while spending less money sending all employees to a training session or meeting off-site. Just by conducting meetings, training, etc. online saves the company a lot of money. For example, new hires really make up the majority of the cost because they need to be trained in every aspect of the job they are taking on. Also, training occurs with other employees besides new hires when a new product or service surfaces within the company. All employees need to learn about the new products or services in order to promote them to their clients. Online recruiting comes in handy since it’s a real money saver by having employees do everything online via internet instead of meeting each time for different things. Online recruiting is not only cost effective but it’s quick and easy to do. HR professionals can posts job postings anywhere there is an internet  connection and receive responses just as quickly. Online recruiting can become very convenient. 2. â€Å"Recommend four (4) strategies to mitigate the unintended consequences associated with e-Recruiting.† Four strategies to mitigate the unintended consequences associated with e-Recruiting include: Ensuring consistent high customer satisfaction online and maintaining consistent high service When e-recruiting, recruit and select applicants who appear to have out-going personalities that fit within the organizational culture This can be determined from likes/dislikes Express that training and incentives will be provided in order to encourage loyalty, motivation, and focus on doing whatever it may be to meet the needs of the customer, and create Create a consistent set of HR practices that work together to create a culture of customer service. A strategy is not always planned and HR professionals usually have to adopt this strategic plan. Maintaining excellent service and high customer satisfaction is a good look for the company. Also, it’s a great strategy to have to meet all the needs of the customers to ensure their returned business and for them to spread the good comments about the company to their family, friends, and co-workers. The last strategy to mitigate the unintended consequences is for HR to get their practices to work together for the good of the company. HR needs to put a process in place that will be successful and beneficial to the employees and the company. 3. â€Å"Propose one (1) approach in which online recruitment can help ensure the employee’s psychological contracts are fulfilled.† According to Kavanagh, Thite, & Johnson (2012), psychological contract fulfillment, employee satisfaction, and retention rates are three other important goals of the recruitment process. The employees’ beliefs about the obligations and promises between them and their companies are what the psychological contract refers to. It’s going to be important to explore the extent to which online recruitment can help ensure that employees’ psychological contracts are fulfilled. Information that is collected and distributed during the recruitment process shapes the expectancy that leads to psychological contract fulfillment, which directly affects employee satisfaction and retention rates. The numerous expectations that shape the psychological contract include the work role, such as job performance; social relations, such as co-w orker and customer interactions; economic  rewards (raises, monetary incentives), and company culture. According to Heneman and Judge (2006), one approach to use to ensure psychological contracts are filled is a realistic recruitment message. 4. â€Å"Suggest three (3) strategies you would use to attract high-quality candidates and members of diverse groups using an e-Recruitment approach.† One strategy to use to attract candidates would be through social media. Examples of social media would be Facebook, Twitter, Instagram, and even email such as Hotmail, Yahoo, and Google, etc. Today’s world is very technical savvy and most people now use the internet for everything, these medias would be perfect for announcing job vacancies and announcements. For example, when I used to work for State Farm I made a Facebook page for the company and promoted different products and services that we offered. Another strategy I would use is at the end of applicants completing their work history, etc. before submitting to the job, a series of detailed questions would be asked that relates to specific job in which they are applying for such as years of experience performing that particular job, and skill competencies, etc., this would eliminate applicants that don’t have the necessary experience and skills and alleviate unwanted applications. One last strategy I would use to determine diverse groups is have the applicant fill out an optional survey informing of their race, gender, etc. The survey if completed or not would not have an impact on whether or not the applicant is interviewed and the applicant would also be informed of this as well. This would only be for survey purpose that will allow the organization to see if and how many people from diverse backgrounds are applying. 5. â€Å"Take a stand on whether or not the attributes of a Website (attractiveness, quality, and ease of use) would affect your motivation to apply for a job at that company. Justify your position with specific examples from two (2) business Websites that you are familiar with.† In my opinion, I find that when applying for positions the company’s attractive quality and ease of use website is very important. This lets me know that the company takes pride in their name and what to make an impression on the candidates that are applying. Even though they are the ones that are hiring, they need employees to work as well as a candidate needs a job. The first impression is a lasting impression, and if I’m impressed with the Website then chances are I’m going to be impressed with the company and would want to work for them. Two websites that I’m  familiar with are www.indeed.com and www.careerbuilder.com. I used these two websites frequently because they always have up to date posts on their websites every day and have a variety of positions available. Both sites are colorful, and allow you to type in key words related to the job of interest along with the city and state. Next, it will display jobs related to the key words that are entered. The jobs that are displayed list the job title, company name, and a brief description of the job that includes the range in job salary, for some. Both search engines are easy to navigate, the content of the information is relevant to what I’m looking for. Also, usability is a plus, because they both allow you to receive job alerts, creat user accounts, and answer frequently asked questions. 6. â€Å"Propose four (4) security controls you would put into place to prevent unauthorized access to data and unauthorized disclosure of data when using e-Recruiting systems.† One security control I would use is each applicant would have to set up their own personal username and access code. This should ease the mind of the applicant, because this is information that only the applicant would use and have access to. Next, I would design a security control that is time sensitive and require the user to sign back in if the computer is idled for a certain amount of it the user spends too much time in one area without moving on to the next area. Third, I would use an online security system that would prevent hackers and unauthorized access to applicant’s information. â€Å"The last security control that I might put in place would be some type of software where you have to answer personal related questions about your past that only that specific person would know† (Zeidner, 2007). For example, a multiple choice question might pop up and ask which of the following are related to you and the employee that is trying to gain access would have to answer the question correctly. According to Kavanagh et al, I would develop privacy protection policies that (1) restrict access to data, (2) restrict disclosure of data, and (3) ensure that only job-relevant data are collected for decision-making purposes. Everyone has to be careful nowadays, because hacking into computers is just as easy as breaking into a house nowadays. References Bersin, J. (2013, May 23). Corporate Recruiting Explodes: A New Breed of Service Provders. Retrieved from Forbes: http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitment-transformed-new-breed-of-service-providers/ Friend, L. (2014). Advantages of Online Recruiting. Retrieved from Chron: http://smallbusiness.chron.com/advantages-online-recruiting-3093.html Heneman, H.G., & Judge, T. A. (2006). Staffing Organizations (5th ed). Boston: McGraw Hill (nd). Introduction to Online Recruitment. HRM: Guide Human Resource Management. Retrieved from: http://www.hrmguide.co.uk/recruitment/introduction_to_online_recruitement.htm Kavanagh, M. J., Thite, M., & Johnson, R. D. (2012). Human Resource Information Systems (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc. Zeidner, R. (2007, December 1). HR Magazine: Making Online Recruiting More Secure. Retrieved from SHRM: http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/1207hrtech.aspx

Warrior Ethos in The Tale of Sohrab and The Epic of Gilgamesh - Free Essay Example

Sample details Pages: 3 Words: 1027 Downloads: 1 Date added: 2019/07/29 Category History Essay Level High school Tags: Gilgamesh Essay Did you like this example? In the tragedy of Sohrab and Rostam and epics of Gilgamesh, heroes Rostam and Gilgamesh have a passion to deal with the death of the most loved ones in their lives. Rostam loses his son, Sohrab, whom he murdered in the battlefield whereas Gilgamesh loses his colleague, Enkidu in the epic. Gilgamesh is the king of Uruk, he is a one-third man and two-thirds god, very strong and wise. Don’t waste time! Our writers will create an original "Warrior Ethos in The Tale of Sohrab and The Epic of Gilgamesh" essay for you Create order Even though Gilgamesh is godly, he starts his kingship as a brutal tyrant. He completes his magnificent building projects in the city by oppressing people through hard labor, he also rapes any woman who impresses his imagination. People pray the gods in order to be delivered from such menace. The gods hear their cries creates a wild animal and Enkidu to challenge Gilgamesh. Enkidu lives with animals and grazes on their pasture and drinks water at their watering places, and even suckles their breasts. A hunter spots Enkidu and sends a prostitute to tame him in the wilderness. The people consider women in making wild men such as Enkidu domesticated and bring them in the civilized world. Therefore, Harlot teaches Enkidu everything he needs to be a man. Finally, he gets introduced into human life and becomes a night watchman in the city of Uruk. Enkidu is disturbed by what he hears about the Gilgameshs treatment to wedding brides. He decides to challenge Gilgamesh at the wedding. Gilgamesh forces his way to brides chamber, Enkidu steps on the doorway and intercept Gilgamesh entrance into the chamber. They fight for a long time Gilgamesh emerging the winner of the battle. Enkidu acknowledges Gilgameshs superiority and they become allies hence start having adventures together. They decide to go to cedar forest to steal trees beside it beingnevertheless forbidden for mortals. They come across a forest giant which is devoted to guarding the forest, Enlil. They fight the monster and with the help of Shamash, god of the sun they kill the giant, Humbaba. The men cut down the trees and use them to fashion humongous gate for the forest and the rest of the trees design a raft which they float on it back to Uruk. At Uruk the goddess of love, Ishtar, approaches Gilgamesh because lust has overcome her, unfortunately, Gilgamesh rejects her because of the previous mistreatment of his lovers. Ishtar becomes furious and asks her father, Anu, to request the skys god to send Heavens Bull to strike Gilgamesh. The bull comes down from the sky bringing seven years of devastation in Uruk. Enkidu and Gilgamesh wrestle the bull and slays it. After winning the battle, the gods of the sky have a council meeting and agree that one of the two allies must suffer punishment for their transgression. Consequently, Enkidu is chosen to face death. He shares his dreams of the underworld with Gilgamesh and after ten days he dies. His death heartbreaks Gilgamesh for his entire life. As a result, he continuously mourns for Enkidu along with seeking prospect about his own death. He further exchanges his kingly robes for wild animal skin as a sign of grieving Enkidu. In the Sohrab and Rostam tragedy, the scene starts when the army of Persians and Tartars are encamped along Oxus River waiting to witness a great fight between them. Sohrab, a youthful hero in Tartars army, early morning he leaves his bed and makes his solidarity way to Persian-Wisa. Commander of the Tartar army wishes to have an uncommon favor from the commander. He wants to challenge the leader from the Persians army with intention of seeking his father, Rostum, who he has never seen. Sohrab is discontented and restless to have the opportunity to engage in the duel. The battle day comes and the armies are on the ground ready to fight. Tartars and Persians armies are waiting for instructions from their respective commanders, Peran-Wisa comes in front of armies and says, instead of war there will be a duel, whereby, the last man standing in the duel will have a victory from the respective army. Gudurz, an official in the Persian camp hears that statement and urges Rostum to engage in the duel since he is the oldest and mightiest warrior in the camp. Rostum turns down the request because he considers himself old to face young warrior, Sohrab. Instead, he suggests that king Kae Kau should fight. Gudurz criticizes Rostums words and responds with statements which triggers Rostum spirit hence paving his way to the battlefield. Sohrab and Rostum make their way on the battlefield, they wrestle against each other although Sohrab is suspicious that he may be fighting against his father, Rostum lacks the same perception Sohrab had when combating. In the combat Rostum fatally stubs Sohrab. While Sohrab is laying down, he recalls the love of his father is the one which has brought him in the battle. Rostum finally realizes that he was fighting against his son when he sees his bracelet on Sohrab arm, which he had given Tahmina a long time ago to put to their child after their marriage. Tahmina hoped that the bracelet could protect him during the war. In conclusion, the ethics of war and harmony in Gilgamesh epic and Shahnameh portrays humbleness in supreme beings. Gilgamesh epic, the giant restraints from own greediness and arrogance and inflicting misery on others he portrays his humbleness and sorrow when he exchanges his kingly garments for wild animals skin as a reason of mourning Enkidu. On tragedy of Sohrab and Rostam, the Sohrabs father- Rostam cries bitterly after realizing that he had killed his son. The psychosomatic reactions of war and sorrow dont take part in the real world; hence such reactions should be acquiesced to reasoning and violence repression to keep in check. Works cited Colarusso, John, and Tamirlan Salbiev, eds. Tales of the Narts: Ancient Myths and Legends of the Ossetians. Princeton University Press, 2016. Cross, Cameron. If Death is Just, what is Injustice? Illicit Rage in Rostam and Sohrab and The Knights Tale. Iranian Studies 48.3 (2015): 395-422. George, Andrew, ed. The epic of Gilgamesh: the Babylonian epic poem and other texts in Akkadian and Sumerian. Penguin, 2002.

Vieillir - French Verb Conjugations

Ethnic Discrimination The Chicano Population - 1515 Words

Ethnic Awareness Essay Cultural Awareness CRIM103 23 Mar 2013 Danielle Walters / Ivy Tech Community College James Reed Ethnic Discrimination The ethnic group that I have decided to study and do my report on is Hispanic Americans, more specifically the Chicano population. Chicanos are Americans of Mexican origin, and the largest ethnic group in the United States. (McNamara Burns, 2009) I have decided on Chicanos because I feel that they are discriminated against quite a bit more than any other ethnic group today. There are more than twelve million Chicanos with a long history in the United States, dating back to the early days of European exploration. (McNamara Burns, 2009) â€Å"In 1821 Mexico obtained its independence from Spain but domination from the United States began less than a generation later. After the conclusion of the Mexican-American war in 1948, treaties were signed that gave Texas, California, most of Arizona and New Mexico to the United States for fifteen million dollars. In exchange, the United States granted citizenship to about 75 million Mexicans.† (McNamara Burns, 2009) The movie Stand and Deliver, released in 1988 tells a true story of Garfield High School in East Los Angeles about a South American teacher, Mr. Escalante, who strives to make a difference in the lives of a group of young Chicanos. The students faced many struggles such as discrimination, home struggles, poverty, and gang violence. TheShow MoreRelatedStatus Of The Historiography Of Chicano Education899 Words   |  4 PagesIn the article â€Å"Status of the Historiography of Chicano Education: A Preliminary Analysis† Guadalupe San Miguel Jr mentions Several factors that have altered and molded Chicanos throughout time. The cultural imbalance, geographical and society changes caused Chicanos to feel unfit for the Anglo-Society. This prevented Chicanos students from attending school and developing English literacy. For instance, the article mentions how schools located in California and Texas excluded Mexicans from attendingRead MoreAssimilation: the Latino Experience Essay1924 Words   |  8 Pagescurrently compose of 15% of the U.S population (Delgado and Stefancic 3). Unfortunately, Latinos have been accused of taking American benefits, jobs, and have wrongfully been depicted as a result of not assimilating to American culture. Latinos are often accused of resisting assimilation, but what has failed to be acknowledged is that there are obstacles set in place that are preventing Latinos from completely assimilating. Among those greatest obstacles there is discrimination. Institutional as well as individualRead MoreAnalysis Of The Book Crossing The Wire 1366 Words   |  6 Pagespeople need to treat them fairly and enforce laws against discrimination. In the book, Crossing the Wire, Hobbs displays what a Mexican has to go through when they are crossing the border to the United States for a good cause. Hispanics have been discriminated ever since the Mexicans gained independence in 1821 from Spain. In recent years African Americans have been receiving the most attention in America because of so much racial discrimination, but they are not the only big race being discriminatedRead MoreEssay about The Treaty of Guadalupe Hidalgo1484 Words   |  6 Pagesmainstream society. The website Chicano Park illustrates how Mexican Americans have used art as a collective voice. The documentary Chicano! focuses on how the people found their voice. In the film we see that the social movements of the 1960’s allowed Mexican Americans to raise their voice against the discrimination they had lived with for over a century. In the 1960’s Chicanismo became the collective identity formed by Mexican Americans. The film Chicano! recaptures the growth of a movementRead MoreThe Civil Rights Act And Voting Rights1665 Words   |  7 Pagesthe land of oppression to progression, yet we still wear our scars and our heads up high. Struggles to expand the breadth of political and civil rights in the United States have been critical to fostering greater inclusion and equality for racial/ethnic minorities in America. Various reforms such as the Civil Rights Act and Voting Rights Acts were implemented during the civil rights era as they helped promote greater inclusion and equity to, but not limited to, African Americans and Mexican-AmericansRead MoreRacial Discrimination Is A Big Social Issue Today1084 Words   |  5 Pages Racial discrimination is a big social issue today, especially with the president elect, Donald Trump in office. According to Timothy Mcgettigan in the article, â€Å"Donald Trump and White Racism† declares, â€Å" the 2016 presidential election has become a national referendum on racism †Ã¢â‚¬â€¹. Throughout his campaign, he has made it clear, his disgust towards immigrants, Hispanic communities and minorities. Trump has stereotyped hispanics by using food stamps, crime, unpaid taxes and living songerly. It hasRead MoreLegal And Social Justice For Hispanics And Women1635 Words   |  7 Pagesin the 1960`s. Latinos had the Chicano movement while women had the second wave of a feminist movement, with similarities and differences in their goals, means, and results. Although Latinos focused on reforming education and work conditions and women wanted to reform their image in society, both educated the public through organizations and used protests to gain limited success o f better job opportunity though are still viewed as inferior to white men. The Chicano movement and the Feminist movementRead MoreImmigration Of Latin Americans : Immigration Essay1364 Words   |  6 PagesCongress changed immigration law in ways that allowed much more intake from Asia and Latin America than earlier. Before 1965, the intake was mostly from Europe. Since then, over half has come from Latin America—28 % just from Mexico. The share of population composed of non-Hispanic whites plunged from 84 % in 1965 to only 62 % in 2015 while Hispanics soared from 4 to 18 %. (Mead, L.M., 2016) In 2002, the United States was home to 32.5 million foreign-born individuals. (Gany, Herrera, Avallone, ChangraniRead More The Chicano and The Black Power Movements Essay3046 Words   |  13 PagesThe 1960’s comprised of many different movements that sought the same goal of achieving equality, equality in means of: political, economical, and social equality. Two similar movements emerged during this era that shared the same ideologies: the Chicano and the Black Power Movement. Both shared a similar ideology that outlined their movement, which was the call for self-determination. The similar experiences that they had undergone such as the maltreatment and the abuse of power that enacted wasRead More The Struggles of Mexicans in Mexican-American History Essay2031 Words   |  9 Pagesby Zaragosa Vargas as well as in the video documentary, Chicano!. The sequence of events which date back to the precolonial Spanish days and take place in Mexico’s history eventually provo ke the national movement that called for social justice and equality, especially after the signing of the Treaty of Guadalupe Hidalgo. Then came the question of group and individual identity. Those of Mexican heritage were broken up into the groups Chicanos, which were the ‘Americanized’ Mexicans or the Mexicans

Cultural Awareness in an Asymmetric Environment Free Essays

I believe all experienced military leaders, both noncommissioned and commissioned, realize the importance of knowing every facet of the enemy and their environment. Throughout history, we have studied, witnessed and experienced great examples of the use of cultural knowledge during combat operations. Lieutenant Colonel T. We will write a custom essay sample on Cultural Awareness in an Asymmetric Environment or any similar topic only for you Order Now E. Lawrence (of Arabia) of the British Army documented his experiences while living among the Arabic people. He learned about their society and culture in order to improve his military expertise (McFate, 2004). With constantly changing interests, influences and enemy TTPs in today’s asymmetric environment, Soldiers on all levels are often focused on new strategies, equipment and tactics and unintentionally lose focus on the importance of cultural awareness. In today’s contemporary operation environment, cultural understanding and knowledge is a key element to successful counterinsurgency operations. This paper will stress the need for intensifying cultural awareness training in preparation for today’s asymmetric warfare and will emphasize the effectiveness of this principle of war. Cultural Awareness in an Asymmetric Environment Any WWII or Korean War Veteran can probably tell you how the phrase â€Å"combat operations† had a completely different connotation back in their day. Where conflicts of the past may have been focused on manpower, fire superiority and maneuver, today we are focused on variables like sociological demographics, politics and economy. Currently, U. S. forces are engaged in asymmetric warfare where the insurgents are adapting their strategies to avoid the direct fight and attempting to exploit the weaknesses of U. S. forces. The insurgents have the upper-hand; they know the customs, geography, influences and people and are able to maneuver unnoticed. To combat this, we have adjusted our training by implementing cultural familiarization in pre-mobilization training and inserting COIN doctrine into many leadership courses. However I argue that Soldiers on all levels, but especially the junior leaders and tacticians who are often engaged in the midst of the local populace, do not fully understand the value and second/third order effects of properly implementing this principle of warfare. Today, more than ever, we need to focus our training on cultural awareness and employ this knowledge to reverse the trend of the insurgency exploiting our cultural ignorance. Argument Just as a college football coach studies the footage of their opponent’s previous games; we need to study the norms, interests, relationships and socio-political patterns of our operating environment. In the last decade, we have taken measures to emphasize this principle of war but most significantly the publication of FM 3-24 has developed doctrine to defeat counterinsurgents with lessons learned in combat. It teaches the importance of cultural awareness in an asymmetric environment and stresses to avoid imposing our ideology of what we think is normal upon a foreign society (2006, p. 1-15). Today’s COE demands a more robust pre-mobilization training package on the culture, language, geography and anthropology. Training for this principle of warfare has been trivialized to higher-level familiarization of COIN doctrine and lower-level â€Å"check-the-block† pre-mobilization training. We need comprehensive training that involves every Soldier and incorporates advanced studies with scenario based exercises. Sergeant Elkhamri, a U. S. Army translator that spent 18 month with a Special Forces unit in Iraq, explained that the way to increase the Iraqi support in our fight against terrorism is to â€Å"improve the quality and increase the quantity† of pre-mobilization cultural awareness training. He further emphasizes how the we cannot expect deploying Soldiers to get a full understanding of Iraqi culture in a two hour PowerPoint class (2007, p. 110). The Philippine Insurrection The Philippine Insurrection is one of the strongest examples of how the lack of cultural respect and understanding can render significantly negative effects on military operations. From the American stand point, the Philippine Insurrection should have been a quick and easy conflict. Originally, the U. S. deployed with 20,000 troops in order to quickly quell the insurrection. After the realization that the resistance was not going to collapse quickly, troop strength doubled, tripled and finally peaked at 74,000 by the end of the conflict (Wikipedia, 2009) . In short, this stemmed from the U. S. underestimating the importance of cultural understanding by disregarding the Filiopino culture. The U. S. also demostrated that it was their duty to rescue the Filipino people by imposing American democracy upon them. This mindset, which was evident among U. S. military leadership in the Philippines, is sometimes apparent to this day. The Philippine Insurrection is one of the lowest points in U. S. military history. The Filipinos were often described by American military and media as uncivilized, fiendish savages. The U. S. ilitary strategy was executed with no consideration towards the local populace. American Soldiers tortured, mutilated and even decapitated Filipino troops. There were reports of U. S. Soldiers shooting surrendering Filipino troops and burning entire villages to the ground (Wikipedia, 2009). Picture these atrocities happening in America to Americans by a foreign military force. I would bet that we would have an enormous insurgent force of enraged Americans. Human nature dictates that the Philippine people would react the same way, and they did. The insurgency grew as word spread of the atrocities. Agoncillo described how the Filipino troops would exceed American brutality on some prisoners of war. He told stories how ears and noses were cut off and salt applied to the wounds; other reports described captured U. S. Soldiers being buried alive (Wikipedia, 1990). This cause and effect cycle was mutually destructive; in the end, both sides were blatantly breaking the Laws of War. John White was one American that understood the effectiveness of cultural understanding. He was a former American soldier that served as an officer in the Philippine Constabulary and led foreign indigenous troops in combat. His experiences served as a perfect example of the positive effects achieved by applying cultural understanding. In 1928 he wrote a book describing how he built a unified and highly effective combat unit of indigenous people that were both Muslim and Christian. These specialized squads would hunt down the insurgents into their own domain and defeat them in battle. Some of the keys to his success were emphasizing common soldier skills, trusting the integrity of his troops, treating his subordinates and their cultures with respect and adapting proven army methods to the native culture. He became fluent in Spanish and lived among his soldiers and the native people (2009, Dimarco). White was hugely successful in overcoming the insurgency by understanding their culture and adapting his knowledge of combat operations and tactics to fit his operating environment. Operation Iraqi Freedom The roots of the problems we face in Iraq stemmed from the strategic level. McFate, explained how some policy makers misunderstood the tribal nature of the Iraqi culture and assumed that the government would remain stable even after Saddam’s regime was overthrown. Consequentially, without any governmental structure the tribes assumed control and once the Ba’thists lost their power, the tribal network became the backbone of the insurgency. The Iraqi tribal insurgency was born from American cultural ignorance (McFate, 2004, p. 44). Cultural misunderstanding continued to be our weakness with the misinterpretation of certain symbols and gestures. American forces often associated the black flag as the opposite of surrender but among the Shia population it is a religious symbol. Consequently, many Shia who flew the black were shot unnecessarily for displaying their religious beliefs. Another example is how the American signal for stop was often misinterpreted since this gesture means welcome in Iraq; as you can imagine, this resulted in tragedy as well (2004, p. 44). In 2006, Elkhamri witnessed numerous appointments of powerful political figures solely based family-ties and political affiliations. He met Iraqi Commanders who were promoted from lieutenant to lieutenant colonel exclusively for political reasons. Naturally, these shady antics did not go over well with the local populace. With a better under ¬standing of the social-political framework, leaders could prevent these situations and earn the trust and respect of the community (2007, p. 111). Inversely, understanding the culture and society of your COE can positively impact military operations. By recognizing that pre-existing social structures were key to political stabilization, British Brigadier Andrew Kennett implemented historical lessons learned by adjusting to local cultures and understanding the inner workings of the tribal hierarchy. He learned that the most important element of the Iraqi society is the tribe and their supporters and observed the tribal relationship between currency and loyalty. Knowing this, he appointed tribal leaders to the local councils and gave them money to distribute. By doing this, he empower the sheiks and gained favor with the local tribes (McFate, 2007, p. 45). General Odierno understood how the structure of any insurgency always mirrors the structure of the indigenous society; with this notion he tasked two junior intelligence analysts to construct a chart in order to locate Saddam. By identifying, depicting and tracking key figures’ nterrelationships, social status, and last-known locations, this intelligence led the 4th ID troops directly to Saddam Hussein (McFate, 2007, p. 45). This turning point in the war stemmed from the leadership’s knowledge of the Iraqi society and culture. Counter Argument There are some that believe cultural understanding is over rated and over emphasized. In some military subcultures, hardened emotions and apathy towards your enemies’ culture and interests correlates to strength, courage and fearlessness. Some argue that the Warrior Ethos contradicts with cultural understanding and COIN doctrine. Many years ago, my friend SSG Delagarza jokingly said, â€Å"My definition of hearts and minds is two in the heart, one in the mind† and yes, we all laughed because that was part of being in that subculture. There are situations where this hardened mindset is essential to mission success, but just as we need to select the right weaponry for each planned target, we need to select the proper approach for each military operation and situation. Selecting the proper weaponry and the proper approach is a key decision that is based on thorough analysis of every aspect of your enemy and AO. Cultural knowledge of your enemy goes hand in hand with the strategy and tactics used to defeat them. A former commander and one of the hardest Rangers I ever met used to always tell us, â€Å"You got to be hard AND smart. † It was a simple little phrase that we usually ignored but it’s always stuck with me. Now that I have grown as an NCO and leader, I realize what he was saying. There are times to use your brawn by showing overwhelming aggression and firepower but there are also times to use your intellect by employing the most efficient methods to handle a situation. As a young first sergeant I learned the hard way. There were times my hard charging methods of demanding battalion staff NCOs to â€Å"do their job and fix the problem† may have worked, but in due course I realized that I was destroying critical relationships and losing all rapport with supporting elements. The secondary effects were evident by the lack willing support from these same staff sections for months to follow. Ironically, the trickle-down effect eventually affected the ones I was so adamantly fighting for, my Soldiers. Conclusion I believe the U. S. will always overcome any military adversary with our verwhelming land, sea and air superiority, advanced intelligence, technology, weaponry and training but at what cost? In today’s asymmetric environment, direct action may not always be the best option. The finesse of properly executed cultural diplomacy may be an effective force multiplier. There is a significant need to train every Soldier on effectively implementing cultural understanding, especially at the lowest level. With an advanced understanding of our COE’s culture, society, geography and anthropology we could achieve success swiftly, efficiently and most importantly with considerably less casualties. References https://en.wikipedia.org/wiki/Philippine%E2%80%93American_War http://louisdimarco.com/Occupations/Reviewbulletsandbolos.pdf How to cite Cultural Awareness in an Asymmetric Environment, Essay examples

Recruitment And Selection Function Of Human Resource Management

Question: Discuss about the Recruitment And Selection Function Of Human Resource Management. Answer: Introduction Recruitment and selection function of human resource management is extremely important as it helps in finding the right candidate for a job(Armstrong, 2011). It is difficult to find candidates for high skilled jobs because supply of skilled workforce is less than its demand. This issue can be resolved by directly contacting skilled candidates(Brown, 2011). Directly contacting candidates or head hunting is a special form of recruitment where an individual is directly contacted by an organisation for recruitment purpose. Recruitment Plan Recruitment plan helps in making proper recruitment strategies (Dhamija, 2012). Following is a recruitment plan for hiring wind turbine engineer to lead an energy project. Recruitment Plan Recruitment Objectives- Attracting candidates with high level of expertise and skills in project management, communication, legal systems and leadership abilities. Filling the skill deficit in the organisation by hiring a suitable candidate for the requirement of wind turbine engineer through directly contacting candidates. Recruitment Budget- $10000 Job Description Title: Senior Wind Turbine Engineer Location - Tasmania Reporting to- CEO Job purpose summary Leading the project Supervising construction Negotiating with Government planners Managing labour issues Salary- $350 000 per annum plus housing, a car and relocation allowance of $25 000. Hiring strategy Directly contacting candidates to take part in the recruitment process Shortlisting of companies from which the head hunting is to be done Procuring details and contact numbers of employees of various companies suiting the job description Hosting of expert centric conferences and seminars to generate a database of suitable candidates who are working for other companies. Use of social media to contact candidates Contacting the candidates and offering them a chance to take part in the recruitment process Fixing an appointment for interview if possible. Finalization of the candidates based on interview Table 1: Source: Made by Author (2017) Based on (Kurtzberg Naquin, 2011) The above recruitment plan will help Aurecon in hiring skilled candidates for the job. Person Specification Person specification enlists all the skills and other attributes which are needed for a specific job (Gummadi, 2015). Following is the person specification for wind turbine engineer Person Specification Job Role Senior Wind Turbine Engineer Education Qualification- Wind Turbine Engineering from a reputed and recognised national or international institution. Required Skills Good interpersonal and Communication skills Leadership abilities Analytical skills Decision making abilities Team management skills Negotiation skills Conflict management skills Knowledge Requirement The candidate should have knowledge in the field of constructing energy infrastructure. The candidate should be able to manage the project from inception to implementation stage. The candidate should be having good knowledge of legislations Experience Required Minimum 5 years of experience in managing a project Attributes Must be honest Must be dedicated and goal oriented Must be a team person Must be respectful towards subordinates, colleagues and seniors Must be organised Must appear professional in both attire and mannerism Age Specification- 30-45 Years Gender specification- Both Male and Female Table 2: Source: Made by Author (2017) Adapted from (Nikolaou, 2016) The above person specification will help in getting a clear idea about the type of candidate needed for the recruitment of an engineer for Aurecon. Ethical issues in recruitment and section of the successful candidate There are certain jobs in every organisation which are highly skill and expertise oriented(Wilson, 2012). Additionally, such jobs require lot of experience. Therefore, it is difficult to find suitable candidates for such jobs through traditional recruitment and selection strategies(Kusluvan, et al., 2010). Hence, many companies use Head hunting or directly contacting suitable candidates as a recruitment strategy. Head hunting is becoming extremely common in the area of high skills jobs(Brown, 2012). While recruiting an engineer for Aurecon, recruiters may face certain ethical issues while recruiting through the head hunting method(Punnett, 2015). Many thinkers of management believe that it is unethical to try and disintegrate the workforce of another company by offering a better pay package. However, some experts also believe that a firm has the right to try and find new and skilled candidates(Gummadi, 2015). Therefore, there is nothing wrong in directly contacting a candidate. However, repeated calls should not be made. Additionally, the candidate should not be contacted at the workplace. Sometimes recruiters tend to oversell a position by offering too high a pay package(Boxall, 2015). This is unethical in the sense that it amounts to luring a candidate. Recruiter should only speak about the offer he actually intends to make at the final selection stage. Another ethical issue facing the recruiter while recruiting for Aurecon is if the candidate refuses to accept the offer(Brown, 2012). Many recruiters keep on calling the candidates to convince them. However, this should not be done(Boxall, 2015). Therefore, while recruiting for wind turbine engineer, all these ethical issues should be keept in mind. Approaching the candidate for direct recruitment Direct candidate contact for recruitment or head hunting can only be successful if the recruiter approaches the candidate in the correct manner(Brown, 2011). Many head hunting attempts fail because the recruiters use a wrong approach. For the purpose of recruiting of turbine engineer at Aurecon, the recruitment process should be clear, concise and to the point(Brown, 2011). As these candidates are working for other companies, the recruitment agency should try to locate their personal contact number, email ids and social networking handles. The candidates should be contacted by phone or through social media networks like Linkedin or Twitter. Appropriate time to speak with them should be sought. The process should go further only if they are ready to speak and /or provide an appropriate time to speak(Dhamija, 2012). Whenever the candidate is ready to speak, the job position should be pitched at the candidate in a clear and concise manner(Boxall, 2015) If the candidate asks for further details an email should be sent and another follow up call should be made(Brown, 2012). The agency should try to determine the candidates interest and only after determining this, interview should be scheduled. Additionally, confidentiality of the candidate should be maintained. Therefore, the candidate shoals be approached in the most ethical and efficient way possible. Behavioural traits required in the candidate As per human resource management theory, certain important behavioural traits are required in the workforce(Armstrong, 2011). As the candidate for the job at Aurecon will be handling a project independently, certain leadership and team behavioural traits are required in the candidates. The candidate should have the ability to lead and take decisions(Bryman, 2013). He should be responsible and active in making important changes(Bryman, 2013). This will inculcate trust and respect in the workforce for the project engineer. The candidate should be friendly, interactive and approachable so that workforce can confide in him(Armstrong, 2011). He should behave in an unbiased way with regards to work and co-workers(Bach Edwards, 2012). Cooperation, coordination and enthusiasm are also important traits to be sought in a person who is supposed to lead a project. The potential candidate for project engineer should exhibit behavioural traits that increase team morale and productivity of the members of the project workforce(Brown, 2011). Candidate should be a positive thinker and should be able to involve all the team members in idea generation and decision making. These traits can be tested through behaviour and psychometric testing. Certain questions will be asked to the candidates and their answers will be judged to ascertain whether they have the needed traits(Karim, 2013) . Additionally, certain situation and roles will be given to them and their reaction and behaviour in these situations will be judged(Armstrong, 2011). Therefore, through effective understanding of the traits needed for the job, right candidate can be selected. Determining the candidate with the right fit Recruitment and selection is a long drawn process where resumes of various suitable candidates are sourced and interviews and tests are conducted to determine the right candidate for the job(Armstrong, 2011). To determine the right candidate who best fits the job of turbine engineer at Aurecon, process of filtering out the candidates should be used(Brown, 2011). At the onset the CVs which do not match the job description should be rejected. Only those candidates should be called for interview who best match the qualification and experience requirement. After the interview, those candidates should be filtered out who do not match the skills and abilities criteria(Brown, 2011). Further, only those candidates should be shortlisted who have the desired behavioural traits like leadership, interactive behaviour, friendliness etc. If after this process there is more than one candidate who matches the criteria, the firm should test their ability to take decision in a difficult situation so that the firm can get a person who can handle tough situation(Boxall, 2015). The recruiter should also try to identify unique skills like degree of enthusiasm and dedication level in order to arrive at a final selection decision. Therefore, best and the most suitable candidate should be selected after deep assessment of skills, abilities, traits and qualification of candidates. Conclusion Direct recruitment or head hunting is a need of the business for jobs with high skills specification. However, the head hunting should be done after planning the job requirements and ascertaining the required traits of the job. Additionally, all the ethical issues should also be taken into account before undertaking this activity. References Armstrong, M., 2011. Armstrong's Essential Human Resource Management Practice: A Guide to People Management. London: Kogan Page Publishers. Bach, S. Edwards, M., 2012. Managing Human Resources: Human Resource Management in TransitionStephen Bach, Martin Edwards. New Jersey: John Wiley Sons. Boxall, P., 2015. Strategy and Human Resource Management. Hampshire: Palgrave Macmillan. Brown, J., 2011. The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. London: Kogan Page Publishers. Brown, J. N., 2012. The Professional Recruiter's Handbook: Delivering Excellence in Recruitment Practice. London: Kogan Page Publishers. Bryman, A., 2013. Leadership and organizations. New York: Routledge. Dhamija, P., 2012. E-recruitment: a roadmap towards e-human resource management. Researchers World,, 3(3), p. 33. Gummadi, R., 2015. Recruitment and selection practices of it companies in andhra pradesh a study of select units. Hydrabad: Zenon Academic Publishing. Karim, M. R., 2013. Recruitment Selection: Psychometric and Social perspective model. Norderstedt: GRIN Verlag. Kurtzberg, T. R. Naquin, C. E., 2011. The Essentials of Job Negotiations: Proven Strategies for Getting What You Want. Westport: ABC-CLIO. Kusluvan, et al., 2010. The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), pp. 171-214. Nikolaou, I., 2016. Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. New York: Psychology Press. Punnett, B. J., 2015. International Perspectives on Organizational Behavior and Human Resource Management. NewYork: M.E. Sharpe. Wilson, J. P., 2012. International Human Resource Development: Learning, Education and Training for Individuals and Organizations. London: Kogan Page.