The French And Indian War - 877 Words

Many events happened during the period of time from 1763 through 1775 that changed American’s mindset as the country grew. Both people and events during this time affected the nation of the United States enormously. This time period changed the United States for better in it’s development as a nation. Specific people like Thomas Paine and Samuel Adams tenaciously tried to change the course of history; wars, such as the French and Indian war altered the perception of the American people. These events and people were some of the many that facilitated the colonists’ defiance against the British. Altercations they encountered turned the people of the newly formed Americas against the British aiding in their quest for independence. During the time of 1763-1775, one of the occurrences that happened to affect the colonists’ perception of the British was the French and Indian War. The war itself was not the main reason the colonists’ had trouble with the British, but the time after the war was the actual cause of eventual trouble. During the war, the British fought with France around the Ohio valley for the control of land. The Ohio valley was very important to both of the empires, because of the land value and the strategic location it held in the years to come. Both had their struggles especially with the Native Americans that called this area their home. Most of the Native Americans sided with either the British or the French because they thought that if they had sided withShow MoreRelatedThe French And Indian War1095 Words   |  5 PagesThe French and India war was a war that took place in today’s Pittsburgh. The war was both caused by the English and French. The English and the French b oth felt that they were entitled to land and each was to willing to fight and they were also, willing to go into war so they could prove that they owned the land. (odellreads.com) The French and India war started out as a dispute over land in the Ohio River Valley area, both the French and English settlers moved towards colonization of that areaRead MoreThe French And Indian War1195 Words   |  5 PagesSince the beginning of history, wars have been fought to gain territories, independence, or to fight against those who take away one’s rights. The French and Indian War was fought in North America over the Ohio Valley, however, it is much more than just a war to gain territory. This war opened doors to the colonists who decided that fighting for independence was something they were in need of doing. The French and Indian War was the portion of the Seven Year’s War that was fought in North AmericaRead MoreThe French And Indian War967 Words   |  4 Pages 2014 During the French and Indian War of 1754-1763, the French and the British were competing for land throughout the Ohio Valley, the Mississippi River, and the St. Lawrence River and for trading rights in North America. Both nations saw this territory as a necessity to increase its own power and wealth while simultaneously limiting the strength of its rival. Although, after the French and Indian War the British gained all of the French land in North America. Following the war the British governmentRead MoreThe French And Indian War895 Words   |  4 PagesMany wars were fought between the English and the French. The French and Indian War was an important factor in the writing of the Declaration of Independence. The war was very costly for the British. After the war ended the British thought of ways to gain money from the colonists to help replenish funds lost from the war. This usually was in the form of taxes. The colonists were not happy with the British government and made their fee lings and opinions known. The colonists wanted their freedom andRead MoreThe French And Indian War938 Words   |  4 PagesThe French and Indian War was a long and bloody war fought by both colonial and British soldiers. By the end of the war, both Britain and the colonies were changed, and so their relationships were changed as well - mostly in negative ways. After the war, political, ideological and economic relations between the colonies and Britain would never be the same. Many colonists realizing their lack of representation in Parliament, which created political tension; British taxation of the colonies createdRead MoreThe French And Indian War1556 Words   |  7 Pages The French and Indian War/Seven Years War began in response to the British unapologetically impinging on the French and the Indian territory. After the seven years of war, the French and British negotiated the Treaty of Paris. The Treaty of Paris effectively ended the French and Indian War/the Seven Years War. It was put into practice in 1763. The immediate results included the French loss of all territory in the Americas except some islands in the Gulf, the Spanish receiving all land west of theRead MoreThe French And Indian War1731 Words   |  7 PagesAmerican Revolution was fought from 1775-1783, the war happened because of the tension that was building between Great Britain and their thirteen colonies. From 1607 to 1763, Britain gave the thirteen colonies benign and salutary neglect. Even though the colonists lived under the Mercantilist doctrine, they were still allowed to prosper while under Great Britain’s authority. The French and Indian war changed their relationshi p.Great Britain going to war with France caused them to accumulate a lot ofRead MoreThe French And Indian War1337 Words   |  6 Pagesbeen many wars, some wars were fought for world domination and others were fought for independence. One war that fought for independence was the American Revolution. The American Revolution was fought between the colonists and the English with the French aiding the colonists. There are many causes for the American Revolution some of the causes are the French and Indian War, The Sugar and Stamp Act, The Boston Massacre, The Boston Tea Party, and the Intolerable Acts. The French and Indian War, also calledRead MoreThe French And Indian War1310 Words   |  6 Pagescommencement of the revolution. The discussion below critically exploits and explores various reasons that led to the start of the revolution. The French and Indian War The wars which happened between 1754 and 1763 had a high impact on the colonies that were initially proud to be part and parcel of Great Britain. However, as it was noted later after the war, most colonists got increasingly bothered by various Acts passed by the Britain Parliament such as the Currency Acts that were made between 1751Read MoreThe French And Indian War1183 Words   |  5 Pages1773 Britain defeated France in the French and Indian war.The colonists had secretly been bringing in tea into the area from dutch, the tea was cheaper and not taxed, this helped many families in America. It caused parliament to be short of money. In effort to replenish. Victory in the french and indian war was costly for the british. At war’s conclusion in 1763, king George 111 and his government looked to taxing the American colonies as a way of recouping their war cost, they thought that people want

A close reading of Beowulf and the contradictions made...

The epic poem Beowulf contains contradictions about the heroic character of the protagonist Beowulf. Two certain passages in Beowulf, one at the beginning of the text and one near the end, offer evidence of inconsistencies within Beowulf s character. We must ask one question of the poem s protagonist: Is he really the hero he claims to be? Certain aspects of Beowulf s integrity, mainly his lies about people s perceptions of him, contradict the conventional classification of a hero. The legend of Beowulf begins with King Hrothgar, who is in a dilemma because Grendel, an evil monster, has been unremittingly attacking Heorot for twelve years. Beowulf, a warrior and thane of the Geat King Hygelac, hears of this and decides that he must go†¦show more content†¦Evidence of the true sentiments toward Beowulf from his kin can be seen when the poet writes he had been poorly regarded for a long time, was taken by the Geats for less than he was worth: and their lord too had never much esteemed him in the mead-hall(2183-2186). This sentence explains that Beowulf was not held in such high esteem as he would have liked. His decision to go to Heorot is an attempt to assert his worth to his family and people because they firmly believed he lacked force, that the prince was a weakling [...](2187-88). Beowulf, who holds Hygelac in high regard, wants to defeat Grendel to make Hygelac proud. If Beowulf is a weakling, how is it that he was the only one able to fight and defeat the indestructible Grendel? Beowulf somehow knows that it is his destiny to defeat Grendel, which may be the true reason for abruptly deciding to travel to Heorot. For twelve years, no one in Heorot could stop Grendel. They tried time and again to kill him by using any kind of weaponry they could forge. How is it that a newly arrived foreigner defeat Grendel without any armor or weapons? It must be because God had helped the hero. This is apparent in Beowulf s many references to God: Whichever one death fells must deem it a just judgment by God (440-41) and the Geat placed complete trust in his strength of limb in the Lord s favor (669-670). The Oxford English dictionary defines a hero as a man distinguished by extraordinary valour andShow MoreRelatedThe Final Lines From Beowulf s Speech1804 Words   |  8 Pagesspeech when he asks Hrothgar for permission to fight Grendel (ll. 440-455). In these final lines Beowulf envisions the scene of Grendel’s victory. How does our translation use alliteration, assonance, and compound words to make vivid the nature of Grendel, the devastating effects of that possible victory, and the necessary acceptance of God’s will and the working of fate? S2 Answer #1 - Beowulf: Our translation almost seems to create key-words in the lines that contain alliteration and assonanceRead MoreAmerican Literature11652 Words   |  47 Pagestested by a seductive male Effect: ï‚ · ï‚ · ï‚ · ï‚ · patriotism grows instills pride creates common agreement about issues shows differences between Americans and Europeans Historical Context: ï‚ · ï‚ · tells readers how to interpret what they are reading to encourage Revolutionary War support instructive in values American Renaissance/Romanticism period of American Literature - 18001855 Content: ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · ï‚ · writing that can be interpreted 2 ways, on the surface for common folk or in depthRead MoreLiterary Devices in Pride and Prejudice8198 Words   |  33 Pagesideas, feelings, and emotions. The topicality of the theme is based on the growing interest on the study of the concept of stylistic devices of the English language. The novelty of the research is that the analyses of stylistic devices have been made on analyses of the novel â€Å"Pride and Prejudice†. It is necessary to tell, that the main aim of our work is analysis of lexical stylistic devices that are used in Jane Austen’s novel â€Å"Pride and Prejudice† as one of the peculiarities of the author’s

Selecting Employee Free Essays

Learn how to select and hire the best employees for your open positions. Selection and evaluation techniques are explored that help you pick among qualified candidates. Employee selection processes are critical to hiring a superior staff. We will write a custom essay sample on Selecting Employee or any similar topic only for you Order Now Learn to improve your employee selection methods. 10 Tips for Hiring the Right Employee Top Ten Tips for Selecting and Hiring the Right Employee Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment. Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals. This is not a comprehensive guide to hiring an employee. But, these are key steps to hiring the right employee. 1. Define the Job Before Hiring an Employee Hiring the right employee starts with a job analysis.  The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee. Job HiringEasy Search Posting: AyosDito Free Job Posting, No Sign Ups! www. AyosDito. ph Interview Strategy GuideGet a Free interview strategy for HR professionals. hr. mcleanco. om/interview-guide Employment ScreeningInternational Background Checks No hidden fees or minimum orders 2. Plan Your Employee Recruiting Strategy With the job description in hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee. The hiring manager is crucial to the planning. At this meeting, your recruiting strategy is planned and the execution begins. Teams that have worked together frequently in hiring an employee can often complete this step via email. 3. Use a Checklist for Hiring an Employee  This checklist for hiring an employee will help you systematize your process for hiring an employee. Whether it’s your first employee or one of many employees you are hiring, this checklist for hiring an employee helps you keep track of your recruiting efforts. The checklist for hiring an employee keeps your recruiting efforts on track and communicates progress to interested employees and the hiring manager. 4. Recruit the Right Candidates When Hiring an Employee You can develop relationships with potential candidates long before you need them when hiring an employee.  These ideas will also help you in recruiting a large pool of candidates when you have a current position available. The more qualified candidates you can develop when hiring an employee, the more likely you are to locate a qualified potential employee. Read on to discover the best ways to develop your talent pool when hiring an employee. 5. Review Credentials and Applications Carefully The work of reviewing resumes, cover letters, job applications, and job application letters starts with a well-written job description.  Your bulletted list of the most desired characteristics of the most qualified candidate was developed as part of the recruiting planning process. Screen all applicants against this list of qualifications, skills, experience, and characteristics. You’ll be spending your time with your most qualified candidates when hiring an employee. And, that is a good use of your time. 6. Prescreen Your Candidates The most important reason to prescreen candidates when hiring an employee is to save the interviewing and selection committee time.  While a candidate may look good on paper, a prescreening interview will tell you if their qualifications are truly a fit with your job. Additionally, in a prescreening interview, you can determine whether their salary expectations are congruent with your job. A skilled telephone interviewer will also obtain evidence about whether the candidate may fit within your culture – or not. 7. Ask the Right Job Interview Questions The job interview is a powerful factor in hiring an employee. The job interview is a key tool employers utilize in hiring.  The job interview questions asked are critical in magnifying the power of the job interview to help you in hiring the right employee. Interview questions that help you separate desirable candidates from average candidates are fundamental when hiring an employee. Job interview questions matter to employers. Here are sample job interview questions. 8. Check Backgrounds and References When Hiring an Employee Effective background checks are one of the most important steps when hiring an employee. You need to verify that all the presented, sterling credentials, skills, and experience are actually possessed by your candidate.  The background checks must include work references, especially former supervisors, educational credentials, employment references and actual jobs held, and criminal history. Other background checks when hiring an employee, such as credit history, must be specifically related to the job for which you are hiring an employee. 9. Extend a Job Offer The job offer letter is provided to the candidate you have selected for the position. Most frequently, the candidate and the organization have verbally negotiated the conditions of hire and the job offer letter confirms the verbal agreements about salary and benefits.  The more senior the position, however, the more likely the job offer will turn into a protracted negotiation about salary, benefits, employment termination, bonus potential, severance pay, stock options, and more. 10. Use Effective Employment Letters These sample employment letters will assist you to reject job candidates, make job offers, welcome employees, and more when hiring an employee. Use these sample employment letters to develop the employment letters you use in your organization when hiring an employee. New Employee Orientation: Employee Onboarding New employee orientation is the process you use for welcoming a new employee nto your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, the organization chart and anything else relevant to working in the new company. New employee orientation often includes an introduction to each department in the company and training on-the-job. New employee orientation frequently includes spending time doing the jobs in each department to understand the flow of the product or service through the organization. Tips for a Better New Employee Orientation When we orient new hourly (non-exempt) employees, we provide a standard HR couple of hours on policies, procedures, company history, goals, culture, punching in and work rules. We give a company tour and hourly employees then train and cross-train on the job. Managerial and salaried (exempt) employees participate in an orientation that is custom-designed for them. It includes the above information that is received by all employees. Additionally, their orientation may last one to two weeks and it enables them to meet the whole organization, their direct reports and more. They should leave this orientation with a clear picture of the organization, its challenges, its goals and their opportunity to assist with progress. It is challenging to make sure salaried employees have the chance to do the orientation while also beginning their new job. Neither can be put on hold. My current new director spent the morning helping to write an RFP for a potential customer rather than attending his scheduled meetings. This is okay, but I don’t want his orientation to get off track. It provides fundamental information he needs to succeed in this organization. From an HR perspective, this may not be ideal for making sure he gets the organization overview, but it is ideal for helping him integrate quickly into the working business of the company – and that’s the point. Right? The best orientation I have ever known was instituted at Edgewood Tool and Manufacturing. Every manager who hired a new employee was required to write a 120 day orientation for the new employee. It involved one action a day. Actions included meeting the Director of Quality, calling on a customer and having lunch with the CEO. You can bet that new employee was thoroughly welcomed and integrated into the organization after 120 different orientation events. Orientation and Training of New Employees New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. New Employee Welcome Letter-A welcome letter to a new employee who has accepted your job offer confirms the employe’s decision to accept the position. The welcome letter helps the new employee feel wanted and welcomed. Depending on the goal of your new employee welcome letter, these sample welcome letters will give you a template. See sample welcome letters for new employees. Onboarding-Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. Effective onboarding of new team members is one of the most important contributions any hiring manager or HR professional can make to long-term success. Onboarding done right drives new employee productivity, accelerates results, and significantly improves talent retention. Yet few organizations manage the pieces of onboarding well. Purposes of Orientation Employers have to realize that orientation isn’t just a nice gesture put on by the organization. It serves as an important element of the recruitment and retention process. Some key purposes are: * To Reduce Startup Costs: Proper orientation can help the employee get â€Å"up to speed† much more quickly, thereby reducing the costs associated with learning the job. To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behavior and conduct, so the employee doesn’t have to experience the stress of guessing. * To Reduce Employee Turnover: Employee turnover increases as employees feel they are not valued, or are put in positions where they can’t possibly do their jobs. Orientation shows that the organization values the employee, and helps provide the tools necessary for succeeding in the job. * To Save Time for the Supervisor: Simply put, the better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee. * To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction: It is important that employees learn as soon as possible what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging. The main reasons orientation programs fail: The program was not planned; the employee was unaware of the job requirements; the employee does not feel welcome. Employee orientation is important – orientation provides a lot of benefits, and you can use feedback to make your orientations even better. Use Training and Development to Motivate Staff Building Your Employee Training and Development Program Want to keep your staff motivated about learning new concepts? The quality and variety of the employee training you provide is key for motivation. Reasons for employee training range from new-hire training about your operation, to introducing a new concept to a workgroup to bringing in a new computer system. Whatever your reason for conducting an employee training session, you need to develop the employee training within the framework of a comprehensive, ongoing, and consistent employee training program. This quality employee training program is essential to keep your staff motivated about learning new concepts and your department profitable. Essential Components of Employee Training Programs A complete employee training program includes a formal new hire training program with an overview of the job expectations and performance skills needed to perform the job functions. A new hire training program provides a fundamental understanding of the position and how the position fits within the organizational structure. The more background knowledge the new associate has about how one workgroup interrelates with ancillary departments, the more the new associate will understand his or her impact on the organization. Another aspect of a comprehensive employee training program is continuing education. The most effective employee training programs make continuing education an ongoing responsibility of one person in the department. This is an important function that will keep all staff members current about policies, procedures and the technology used in the department. New Hire Training A solid new hire training program begins with the creation of an employee training manual, in either notebook format or online. This manual acts as a building block of practical and technical skills needed to prepare the new individual for his or her position. In order for the department to understand current policies and procedures, a manager must ensure the department manuals or online employee training are kept current. This includes any system enhancements and / or change in policy or procedure. In addition, keep the user in mind when designing training manuals or online training; keep the employee training material interesting for the learner. Use language that is not â€Å"corporate† and include images and multi-media. Much of this employee training and reference material belongs online these days in a company Intranet. But, if your organization is not ready to embrace the online world, keep the manuals up-to-date and interesting. When possible, in computer training, incorporate visual images of the computer screen (multi-media screen capture) to illustrate functions, examples, and how tos. On the Job Training Another form of new hire training includes having the new associate train directly next to an existing associate. Some call this On the Job Training (OJT) or side-by-side training. This type of employee training allows the new associate to see first hand the different facets of the position. Also, OJT allows the new hire the opportunity to develop a working relationship with an existing associate. This type of employee training reinforces concepts learned in the initial training and should be used to reinforce and apply those same learned concepts. Continuing Education in Employee Training A continuing education program for a department is just as important as the new hire training. When training a new associate, I have found that they will only retain approximately 40 percent of the information learned in the initial training session. Therefore, a continuous effort must be placed on reminding the staff about various procedures and concepts. This continuing education can be formal or informal. (The author’s preference is always with a more informal approach. ) The formal, or traditional approach, to employee training often includes a member of management sending a memo to each associate. The informal, and often more appealing approach to a visual learner, is to send a one-page information sheet to staff. This information sheet, called a training alert, should be informative and presented in a non-threatening manner. Therefore, if the policy or procedure changes, the informal approach would better prepare the department to receive this presentation. New Employee Training – Is It Worth The Investment Getting off on the right foot Many companies provide some sort of introductory training or orientation for most of their new employees. It may take the form of an older employee assigned to show the new employee â€Å"the ropes. † Or it may be left to the HR department or the individual’s new supervisor to show them where the coffee pot is and how to apply for time off. Many organizations, especially in government and academia, have created new employee training that is designed, exclusively or primarily, to provide mandated safety familiarization. Yet some companies in highly competitive industries recognize the value in New Employee Orientation (NEO) that goes much farther. They require several weeks or even months of training to familiarize every new employee with the company, its products, its culture and policies, even its competition. There is a measurable cost to that training, but is it worth it? Let’s look at some of the issues. Some Background Facts The technology in the workplace is changing very rapidly and companies that can’t keep up will drop out of competition. A survey by the Ontario (Canada) Skills Development Office found 63% of the respondents planned to â€Å"introduce new technology into the workplace that would require staff training. A third of the respondents included â€Å"improving employee job performance† and â€Å"keeping the best employees† as desired outcomes. The American Society for Training and Development (ASTD) reports that less than $1500 per employee was spent for training in 1996. The largest part of that (49 percent) was spent for technical and professional training. Only two percent was spent for New Employee Orientation and three percent on quality, competition and business practices training. How to cite Selecting Employee, Essay examples

Dominant Management Philosophy of Whirlpool Corporation free essay sample

I hereby present the analysis of the dominant management philosophy of Whirlpool Corporation for evaluating whether our company shall acquire Whirlpool. Whirlpool’s management is strongly committed to build strong brands and a growing loyal consumer base via its brand value creation strategy based on diversity, innovation, cost productivity and corporate social responsibility. Whirlpool knows the art of leveraging its wide array of strong brands to serve strategically different geographically widespread markets. Innovation is Whirlpool Corporations differentiating strategy giving it a significant competitive advantage. Every Whirlpool Brand aims at understanding the unique consumer needs and converting them into products and services, thus, creating unmatched customer loyalty resulting in high revenue growths and superior return to the global investors. Whirlpool’s revenue has grown by 7. 3 % it has returned $ 502 million to shareholders, during the year ended December 2007. Apart from strong brands, Whirlpool has a well diversified customer, product and employee base. We will write a custom essay sample on Dominant Management Philosophy of Whirlpool Corporation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A wide range of products allows the company to cater to a large and diverse range of consumers all across the globe, thus, providing it with diversified range of revenue streams. It strategically explores new markets and then uses its strong brands value creation strategies to enter those markets where product penetration level is still low. For example, India with a population of 1. billion and an expected home appliances market size of $ 4 billion clicked as a high growth market. Whirlpool has already captured 25% of Indian market. It has well defined code of ethics covering 14 aspects of business and the same is well-embedded throughout the organization. Whirlpool is listed 18th on World 100 Best Corporate Citizens by Business ethics magazine and among the Top 25 Most Respected U. S. Companies by the Reputation Institute. This demonstrates strong consumer trust, which can be leveraged to fuel higher turnover.