The True Story About How to Write Essay about Myself That the Experts Dont Want You to Hear

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An Ideal Performance Evaluation System Commerce Essay Free Essays

string(131) " those wary of confrontations and reverberations, may be tempted to dole out excessively many inactive, centrist evaluations \( e\." â€Å" Most folks scoff at the thought that there might be a perfect system for making employee public presentation assessment. They think that since their organisation is â€Å" alone, † so their system for analysing employee public presentation must be alone, excessively. How foolish. We will write a custom essay sample on An Ideal Performance Evaluation System Commerce Essay or any similar topic only for you Order Now Do n’t jeer – there is an ideal method for the appraisal procedure. In administrations that take employee public presentation assessment earnestly and utilize the procedure good, the system maps as an ongoing procedure – non simply an one-year event. † – Dick Grote 1. Among Performance Appraisal experts, there is a important sum of understanding that there is an ideal rhythm that, if followed, will by and large bring forth superior consequences 1. The distinguishable stages or the figure of stairss of this rhythm, nevertheless, varies across the literature available. While Dick Grote identifies four distinct phases2, Stephen P Robbins 3 lineations six different stairss. Back place in India, direction expert, Subba Rao 4 divides the rhythm into nine stairss. Before showing an ideal public presentation rating system, it is of import to reexamine the assorted methods or techniques that have been developed along with the development of appraisal systems. A few of the of import 1s are outlined in the succeeding paragraphs. Methods and Techniques for Appraisal 2. Graphic Rating Scales. This is the simplest and most popular method for measuring public presentation and offers a high grade of structure.5. It compares single public presentation to an absolute criterion, with each employee trait or characteristic rated on a bipolar graduated table that normally has several points runing from â€Å" hapless † to â€Å" first-class † ( or some similar agreement ) . The supervisor rates each subsidiary by circling or look intoing the mark that best describes his or her public presentation for each trait. The assigned values for the traits are so totalled. The traits assessed on these graduated tables include employee properties such as cooperation, communications ability, enterprise, promptness and proficient ( work accomplishments ) competency. The nature and range of the traits selected for inclusion is limited merely by the imaginativeness of the graduated table ‘s interior decorator, or by the administration ‘s demand to cognize. The one major proviso in choosing traits is that they should be in some manner relevant to the appraisee ‘s occupation. The traits selected by some administrations have been unwise and have resulted in legal action on the evidences of discrimination.6 3. Advantages. The following are the advantages of following this system: – ( a ) Graphic Rater Scales are structured and standardised. This allows evaluations to be easy compared and contrasted – even for full work forces. Each employee is subjected to the same basic assessment procedure and evaluation standards, with the same scope of responses. This encourages equality in intervention for all appraisees and imposes standard steps of public presentation across all parts of the organization.7 ( B ) Rating scale methods are besides really simple to utilize and understand. The construct of the evaluation graduated table makes obvious sense ; both valuators and appraisees have an intuitive grasp for the simple and efficient logic of the bipolar graduated table. The consequence is widespread credence and popularity for this attack. 4. Disadvantages. The major drawbacks of the evaluation graduated table have been discussed below: – ( a ) Trait Relevance. The traits selected may non be relevant in the same grade across all occupations of the appraisees. For illustration, the trait â€Å" instructional ability † might non be really of import in a occupation that is tightly defined and stiffly structured. In such instances, a low assessment evaluation for the same may non intend that an employee lacks the ability. Rather, it may reflect the fact that an employee has few chances to utilize and expose that peculiar trait. ( B ) Systemic Disadvantage. Rating graduated tables, and the traits selected, by and large attempt to supply an overall appraisal standards or criterion for the apraisees. There is an premise that all the possible indexs of public presentation are included, and all false and irrelevant indexs are excluded. This is an premise really hard to turn out in pattern. It is possible that an employee ‘s public presentation may depend on factors that have non been included in the selected traits. Such employees may stop up with evaluations that do non genuinely or reasonably reflect their attempt or value to the organisation. Employees in this category are systemically disadvantaged by the evaluation graduated table method. ( degree Celsius ) Perceptual Errors. This includes assorted well-known jobs of selective perceptual experience ( such as the horns and halos consequence ) every bit good as jobs of sensed significance. Selective perceptual experience is the human inclination to do private and extremely subjective appraisals of what a individual is â€Å" truly similar † , and so seek grounds to back up that position ( while disregarding or understating grounds that might belie it ) . 8 In other words, we see in others what we want to see in them. An illustration is the supervisor who believes that an employee is inherently good ( halo consequence ) and so ignores grounds that might propose otherwise. On the other manus, a supervisor may hold formed the feeling that an employee is bad ( horns consequence ) . The supervisor becomes unreasonably rough in their appraisal of the employee and ever ready to knock and sabotage them. ( vitamin D ) Perceived Meaning. Problems of sensed significance occur when valuators do non portion the same sentiment about the significance of the selected traits and the linguistic communication used on the evaluation graduated tables. For illustration, to one valuator, an employee may show the trait of inaugural by describing work jobs to a supervisor. To another valuator, this might propose an inordinate dependance on supervisory aid – and therefore a deficiency of enterprise. ( vitamin E ) Rating Mistakes. The job here is non so much mistakes in perceptual experience as mistakes in valuator opinion and motivation. Unlike perceptual mistakes, these mistakes may be ( at times ) deliberate. The most common evaluation mistake is cardinal inclination. Busy valuators, or those wary of confrontations and reverberations, may be tempted to dole out excessively many inactive, centrist evaluations ( e. You read "An Ideal Performance Evaluation System Commerce Essay" in category "Essay examples"g. â€Å" satisfactory † or â€Å" equal † ) , irrespective of the existent public presentation of a subsidiary. Thus the spread of evaluations tends to clop overly around the center of the graduated table. This job is worsened in administrations where the assessment procedure does non bask strong direction support, or where the valuators do non experience confident with the undertaking of assessment. 5. Ranking Method. Ranking employees from best to pip on a trait or traits is another option. Since it is normally easier to separate between the worst and best employees, an alternation ranking method is most popular. First, list all subsidiaries to be rated, and so traverse out the names of any non known good plenty to rank. Then, on a signifier indicate the employee who is the highest on the characteristic being measured and besides the 1 who is the lowest. Then take the following highest and the following lowest, jumping between highest and lowest until all employees have been ranked. 9 6. Paired Comparison Method. In this method all possible braces of employees are formed.10 The judge indicates which single in each brace is a better performing artist. An employee ‘s rank is determined by the figure of times he or she is chosen as the better performing artist in a brace. The individual chosen most frequently is ranked foremost. Use of this method requires the comparing of many braces even when the entire figure of employees is non really big. This method helps to do the superior method more precise, though it is more complicated than consecutive ranking. 7. Checklist Methods. The checklist is a simple evaluation technique in which the supervisor is given a list of statements or words and asked to look into statements stand foring the features and public presentation of each employee. There are three types of checklist methods viz. , simple checklist, weighted, and forced pick method. ( a ) Simple Checklist. The checklist consists of a big figure of statements9 like â€Å" is he punctual † or â€Å" is his behavior gracious † etc. The rater cheques to bespeak if the behavior of an employee is positive or negative to each statement. Employee public presentation is rated on the footing of figure of positive cheques. The negative cheques are non considered. A trouble may originate because the words or statements may hold different significances to different raters. ( B ) Weighted Checklists. This involves burdening different points in the checklist, to bespeak that some are more of import than others. The public presentation evaluations are multiplied by the weights of the statements and the coefficients are added up. The leaden public presentation mark is compared with the overall appraisal criterions to happen out the overall public presentation of the person. However, it is expensive to plan, and clip consuming. Though this method is appraising every bit good as developmental, it has the basic job of the judge non cognizing the points which contribute most to successful public presentation. 8. Critical Incident Method. With this method the supervisor keeps a log of positive and negative illustrations ( critical incidents ) of a subsidiary ‘s work related behaviors. Every six months or so, supervisor and low-level meet to discourse the latter ‘s public presentation, utilizing the incidents as illustrations. This method has several advantages. It provides illustrations of good and hapless public presentation the supervisor can utilize to explicate the individual ‘s evaluation. It makes the supervisor think about the subsidiary ‘s assessment all during the twelvemonth ( so the evaluation does non merely reflect the employee ‘s most recent public presentation ) . The list provides illustrations of what specifically the subsidiary can make to extinguish lacks. The downside is that without some numerical evaluation, this method is non excessively utile for comparing employees or for salary determinations. Besides it is clip devouring for the judg es, and it may be difficult to quantify or construction the incidents into a concluding narrative rating. 9. Try or Free Form Appraisal. This method requires the trough to compose a short essay depicting each employee ‘s public presentation during the evaluation period. This format emphasises rating of overall public presentation, based on strengths/weaknesses of employee public presentation, instead than specific occupation dimensions. The downside is the clip involved, there is no common criterion, and the essay composing accomplishments may be unequal with different judges. 10. Group Appraisals. Under this an employee is appraised by a group of valuators, dwelling of the immediate supervisor, other supervisors who have close contact with the employees work, directors or caputs of section and advisers. The group appraises the public presentation based on comparing with set criterions, finds out divergences, discusses grounds thereof and suggests ways to better public presentation. This method is widely used for intents of publicity, demotion and retrenchment assessment. 11. Assessment Centre. This method was foremost developed by the German ground forces in1930. This is non a technique of public presentation assessment by itself but is a system, where appraisal of several persons is done by assorted experts, utilizing assorted techniques. Persons from assorted sections are brought together to pass two or three yearss working on an person or group assignment similar to the 1s they would be managing when promoted. Perceivers rank the public presentation of each participant in order to deserve. All assesses get an equal chance to demo their endowments and capablenesss and secure publicities based on virtue. The Centre besides enables persons working in low position sections to vie with people from good known sections and heighten their publicity opportunities. 12. Management by Aims. MBO requires the director to put specific mensurable ends with each employee and so sporadically discourse the latter ‘s advancement toward these ends. The term MBO by and large refers to a comprehensive and formal administration broad end scene and appraisal plan consisting of six stairss: ( a ) Set the administration ‘s end. ( B ) Set departmental ends. ( degree Celsius ) Discuss departmental ends ( vitamin D ) Define expected consequences and set single ends ( vitamin E ) Performance reappraisal. ( degree Fahrenheit ) Provide feedback. 13. There are three jobs with MBO: ( a ) Puting ill-defined ends ( B ) It is clip devouring ( degree Celsius ) Puting aims with the subsidiary turns into a jerk of war with the direction forcing for higher aims and the subsidiary forcing for lower 1s. The Ideal Performance Appraisal Cycle 14. Advisers who help administrations make effectual public presentation assessments, academicians who study the public presentation assessment procedure, human resource directors, and organizational development practicians with companies that have successfully developed their ain public presentation assessment systems come to the same decision: public presentation assessment does n’t get down with the signifier, it starts with the occupation – planning what needs to be done and calculating out how it will be accomplished. 11 15. An organizational scheme is a requirement for developing an overall public presentation direction system. Before any appraisal of an person ‘s public presentation can be made, the administration ‘s way must be clarified and communicated. Until the end of the administration has non been decided, it would be bootless to make up one’s mind the ends for single units or the worker ‘s public presentation appraisal criterions. Authoritative MBO ( Management by aims ) theory, the nucleus doctrine behind most successful assessment systems, begins with the demand that the administration formulate long term ends and strategic programs. These programs lead to overall organizational aims and the procedure continues downward to derivative aims for single units and subdivisions, boulder clay every member of the administration has specific and mensurable aims in consonant rhyme with the ends of the administration. Once an understanding is reached between the supervisor a nd the subsidiary on the occupation particulars, the following measure is to realize it, followed by the assessment, sooner by both the valuator and the appraisee. The reappraisal of the public presentation is done in a face to confront meeting. Thereafter the procedure begins afresh. Thus the ideal public presentation assessment rhythm can be divided into four stages: – 16. The Evaluation Process. The rating procedure involves: – ( a ) Performance Planning. An administration must hold its mission clearly defined prior to set abouting the public presentation assessment procedure. If the org does non hold a specific way, powerful attempts on the portion of its members wo n’t supply consequences. At the clip that a occupation is designed and a occupation description formulated, public presentation criterions should besides be developed for the place. These criterions and aims should be clear and adequate to be understood and measured. Obscure phrases should non be used to specify the criterions. 12 ( B ) Communicate Performance Expectations to Employees. The valuator and the appraisee meet to be after for the approaching twelvemonth. In the treatment, they come to an understanding about five major countries: – ( I ) The cardinal answerabilities of the subsidiary ‘s occupation i.e. the major countries within which he is responsible for acquiring consequences. ( two ) The specific objectives the subsidiary will accomplish within each answerability country ( three ) The criterions that will be used to measure how good the subsidiary has achieved each aim. ( four ) The public presentation factors, competences etc that will be critical in finding how the consequences will be achieved ( how he will carry on the occupation ) . ( V ) The elements of the development program the low-level shall finish during the twelvemonth. 17. This treatment generates an improved employee public presentation as he knows precisely what is expected of them. Furthermore, the valuator can now keep the appraisee accountable. 18. Employee Performance Execution. Over the class of the twelvemonth, employee public presentation should be focused on accomplishing the ends, aims and cardinal duties of the occupation. The superior provides aid and feedback to the person so as to increase the chance of success and creates conditions that motivate and besides decide any jobs that may originate. 19. The valuator and the appraisee meet sporadically to reexamine advancement toward the programs and ends discussed in the employee public presentation planning meeting. The appraisee must seek out a feedback and the needed counsel for the hereafter. Besides elements of the program that have become disused are abandoned by common understanding and new aims to react to altering conditions are established. 20. Employee Performance Assessment. At the clip for the formal employee public presentation assessment, the valuator reflects on how good the subsidiary has performed over the class of the twelvemonth, assembles the assorted signifiers and paperwork that the organisation provides to do this appraisal, and fills them out. The Appraiser and appraisee independently measure the grade to which the different elements of the one-year program were achieved. The valuator completes an appraisal of the subsidiary ‘s public presentation and typically has it reviewed and approved by senior direction before discoursing it with the subsidiary. In an ideal system, the subsidiary besides completes a self appraisal, roll uping informations, if necessary, from equals, subsidiaries, and others. The subsidiary may subject the ego assessment to the valuator to be used as a portion of his overall appraisal. 21. Employee Performance Review. The valuator and the low-level meet, to reexamine their assessments. They discuss the consequences that were achieved and the public presentation factors that contributed to their achievement. The treatment includes: Consequences achieved ( what was done ) . Performance or behavioral effectivity ( how it was done ) . Overall public presentation appraisal. Development. At the terminal of the reappraisal meeting they set a day of the month to run into once more to keep an employee public presentation planning treatment for the approaching 12 months, get downing the procedure anew. 22. This public presentation assessment procedure non merely transforms employee public presentation direction from an one-year event to an ongoing rhythm, it besides tightly links the public presentation of each member with the mission and values of the administration as a whole. The existent value of the system is in concentrating everyone ‘s attending on what is truly of import i.e. the accomplishment of the administration ‘s strategic ends through presentation of the administration ‘s vision and values in each employee ‘s daily behavior. 23. In the best-run and most efficient administrations, employee public presentation assessment is a critical and vigorous direction tool. No other direction procedure has every bit much influence on persons ‘ callings and work lives. Employee public presentation assessment can concentrate each individual ‘s attending on the company ‘s mission, vision and values. Besides ideally, the procedure can reply the two cardinal inquiries that every individual individual in the organisation wants the replies to: What do you anticipate of me? And how am I making? ________________________________ 1. Richard C Grote â€Å" Complete usher to appraisal systems † 2. Dick Grote â€Å" htpp//ezine articles.com/expert: † 3. Stephen P Robbins â€Å" Management of Human Resources † 4. Subba Rao â€Å" Personnel/human Resource Management † 5. Archer North â€Å" Performance assessment systems ; www.pasystems.com † 6. Ibid p8 7. Ibid p8 8. Ibid p10 9. Subba Rao â€Å" Personnel/human Resource direction † 10. Fisher, Schoenfeldt, Shaw â€Å" Human resource direction † . 11 Richard C Grote â€Å" Complete usher to appraisal systems † 12. Archer North â€Å" Performance assessment systems ; www.pasystems.com † How to cite An Ideal Performance Evaluation System Commerce Essay, Essay examples

Shakespear free essay sample

Why does Shakespeare continue to be included on the teaching lists for schools worldwide? Shakespearean language has shaped the way the generations after him speak and use their language. The large vocabulary shows people how to use their language better. Many phrases that we use today come from Shakespeare and his writings, they give richness to our language. If school students didnt study Shakespearean works, then they would be lost for future generations, people wouldnt now where our language originated and how it has changed since.It shows that the proper way of speaking English isnt clumsy; its actually rich and vibrant. Why, in NEWS is Shakespeare a compulsory text? Because. .. How many productions of Shakespeare are currently being performed in NEWS and Australia? 13 in Australia and 7 are being played in NEWS. Why do filmmakers continue to re-Lange Shakespeare for film? Filmmakers continue to re-Lange Shakespeare for film because people have always been able to relate to the stories. We will write a custom essay sample on Shakespear or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Shakespearean writings may seem a bit far-fetched at times, but when you look at them closer they are everyday happenings, even In the modern world. People become attached to Shakespearean characters and in a sense, become involved in the plays-just by watching them. Filmmakers re-imagine them because they know that people get involved and love Shakespearean plays, what better way to make money then to re-leaning them! What elements of Shakespeare make his plays relevant of irrelevant for a modern audience?Although many people in the modern audience cant relate to Shakespearean plays, they have at least felt the feelings that the characters are experiencing. Feelings such as Jealousy and hatred and even love are the ones that a modern audience can relate to. The plays may be Irrelevant for a modern audience, If not modernized In some way as the language Is difficult for people In modern day society to understand. This would create loss of concentration while viewing a play and would take away the whole point of the person watching it.

5 Questions to Consider When Writing for Children

5 Questions to Consider When Writing for Children 5 Questions to Consider When Writing for Children 5 Questions to Consider When Writing for Children By Mark Nichol â€Å"I want to write a book for children† gets you about as far as saying, â€Å"I want to write fiction† or â€Å"I want to write nonfiction.† It’s a start, but only that. There are many forms and genres and age groups to consider, and though you can certainly move fluidly among them, what you’re going to write right now needs more focus. As you develop your ideas for a children’s book, be sure to answer these questions: 1. What do you want to write about? Is your book going to be autobiographical or semiautobiographical? Is it about a natural phenomenon, or a historical event, or a social issue? It is about a cultural or artistic topic? Write a sentence no longer than any of the ones in this paragraph that summarizes what the book is about. Or step back even further and try a tagline like the snappy phrase on a movie poster or a book’s back cover that encapsulates the theme. (The tagline for one story I’ve been working on is simply â€Å"Believe.† Another theme is â€Å"Friends don’t hesitate.†) 2. What form will the story take? Is the book nonfiction, explaining a scientific concept or exploring an issue from the past or present? Or is it going to be a fictional account of a scientific discovery or a story that takes place during a significant historical event or cultural movement? Either form may serve the subject matter well, but you must decide which one this project will take before you develop the narrative. 3. What’s the target demographic? â€Å"Children’s books† is a huge category. Are you writing for beginning readers, elementary school students, preteens, or adolescents? Will children of one gender or another be more likely to read your book? Is it directed toward a certain ethnic group (but written in such a way that others don’t feel excluded)? Research reading levels and match your book’s vocabulary to the intended age range. Decide who the ideal reader is, and check your work frequently to make sure you’re focusing on that child. If you repeatedly veer off, don’t try to force yourself to get back on target when it’s obviously not the right fit. Change the target. 4. What’s my word count? For very young children, picture books (generally 28 pages in a 32-page book with up to a few sentences on each page) are the norm. You should be able to tell your story or account in as little as a few dozen words for preschoolers to up to several hundred for seven- or eight-year-olds. Chapter books novels for readers this age or slightly older, might have up to a thousand words or so. Preteens can handle up to 40,000 words or so, and young teenagers about twice that; books for older adolescents, like those for adults, are often 100,000 words or more. 5. How do I want readers to feel? Basically, comfort young readers, and challenge older ones. For preadolescents of any age, nonfiction should not frighten children with stark facts about environmental crisis, for example, and fiction should not expose them to unhappy or uncomfortable circumstances. The violence and turmoil of the kind found in fairy tales and myths is acceptable, but real-life mayhem is off limits. Teenagers, on the other hand, are coming to grips with reality and can more or less handle more adult-themed materials as long as it’s not explicit or bleak. Psychological issues, familial and societal friction, and other mature themes are appropriate when handled evenhandedly. Even books for adolescents, however, should have upbeat conclusions. (Comeuppance for villains or reprobates is fine, but sympathetic characters, while they should be given obstacles and ordeals to overcome and can experience physical and psychological pain, should emerge from the story intact.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Fiction Writing category, check our popular posts, or choose a related post below:Homograph ExamplesAwoken or Awakened?Adverbs and Hyphens

Life Is Beautiful (1997) - Movie Review

Life Is Beautiful (1997) - Movie Review When I first heard about the Italian movie Life Is Beautiful (La Vita e Bella), I was shocked to discover that it was a comedy about the Holocaust. The articles that appeared in the papers bespoke of many that found even the concept of the Holocaust portrayed as a comedy to be offensive. Others believed that it belittled the experiences of the Holocaust by inferring that the horrors could be ignored by a simple game. I, too, thought, how could a comedy about the Holocaust possibly be done well? What a fine line the director (Roberto Benigni) was walking when portraying such a horrendous subject as a comedy. Yet I also remembered my feelings to the two volumes of Maus by Art Spiegelman - a story of the Holocaust portrayed in comic-strip format. It was months before I dared read it, and only then because it was assigned reading in one of my college classes. Once I started reading, I couldnt put them down. I thought they were wonderful. I felt the format, surprisingly, added to the books power, rather than distracting from it. So, remembering this experience, I went to see Life Is Beautiful. Act 1: Love Although I had been wary of its format before the movie began, and I even fidgeted in my seat, wondering if I was too far from the screen to read the sub-titles, it took only minutes from the films beginning for me to be smiling as we met Guido (played by Roberto Benigni - also the writer and director). With a brilliant mixture of comedy and romance, Guido used flirtatious random encounters (with a few not so random ones) to meet and woo the school teacher Dora (played by Nicoletta Braschi - Benignis real-life wife), whom he calls Princess (Principessa in Italian). My favorite part of the movie is a masterful, yet hilarious, sequence of events involving a key, time, and a hat - youll understand what I mean when you see the film (I dont want to give too much away before you see it). Guido successfully charms Dora, even though she had been engaged to a fascist official, and gallantly retrieves her while riding on a green painted horse (the green paint on his uncles horse was the first act of anti-Semitism that is shown in the film and really the first time you learn that Guido is Jewish). During Act I, the movie-goer almost forgets he came to see a movie about the Holocaust. All that changes in Act 2. Act 2: The Holocaust The first act successfully creates the characters of Guido and Dora; the second act delves us into the problems of the times. Now Guido and Dora have a young son, Joshua (played by Giorgio Cantarini) who is bright, loved, and doesnt like to take baths. Even when Joshua points out a sign in a window that says Jews are not allowed, Guido makes up a story to protect his son from such discrimination. Soon the life of this warm and funny family is interrupted by deportation. While Dora is away, Guido and Joshua are taken and placed in cattle cars - even here, Guido tries to hide the truth from Joshua. But the truth is plain to the audience - you cry because you know what is really happening and yet smile through your tears at the obvious effort Guido is making to hide his own fears and calm his young son. Dora, who had not been picked up for deportation, chooses to board the train anyway in order to be with her family. When the train unloads at a camp, Guido and Joshua are separated from Dora. It is at this camp that Guido convinces Joshua they are to play a game. The game consists of 1,000 points and the winner gets a real military tank. The rules are made up as time goes on. The only one that is fooled is Joshua, not the audience, nor Guido. The effort and love that emanated from Guido are the messages relayed by the movie - not that the game would save your life. The conditions were real, and though the brutality was not shown as directly as in Schindlers List, it was still very much there. My Opinion In conclusion, I must say that I think Roberto Benigni (the writer, director, and actor) created a masterpiece that touches your heart - not only do your cheeks hurt from smiling/laughing, but your eyes burn from the tears. As Benigni himself stated, ...I am a comedian and my way is not to show directly. Just to evoke. This to me was wonderful, the balance to comedy with the tragedy.* Academy Awards On March 21, 1999, Life Is Beautiful won Academy Awards for . . . Best Actor (Roberto Benigni)Best Foreign Language FilmOriginal Dramatic Score (Nicola Piovani) * Roberto Benigni as quoted in Michael Okwu, Life Is Beautiful Through Roberto Benignis Eyes, CNN 23 Oct. 1998 (http://cnn.com/SHOWBIZ/Movies/9810/23/life.is.beautiful/index.html).

Letter Essay Example | Topics and Well Written Essays - 250 words - 18

Letter - Essay Example As for my country, I would like to come up with the best health care plan in the world where every citizen is entitled to free medical healthcare. With a healthy nation, the currency will increase in value thus, improving the economic level. For me to reach the presidency, people in my Arabian community would have had a greater share of me. This is only possible if I am their Governor. Following the discussions I had with a number of governors in Saudi Arabia, my people have been deprived their rights for a very long time. A time for change has come and with his guidance, I will sail through. During my years in college, I had started a community based group called â€Å"The Young Flames† which encourages young people to spearhead for real change and fight injustice. We have been able to reclaim over a hundred youths who had sunk into drug abuse and with this we thank ourselves. After college, I want to improve our group for it to become a national movement in future and am certain of this. My political science course has been the most enjoyable and with it, change is going to be

Writing a Rabbi Sermon Research Paper Example | Topics and Well Written Essays - 750 words

Writing a Rabbi Sermon - Research Paper Example The word Hanukkah signifies re-dedication and celebrates the Jews fight for religious sovereignty. Hanukkah is the celebration of Lights for the Jews, and it goes back to more than two thousand years before the start of Christianity. The Jews light the Menorah to commemorate the time when the Maccabees regained back the control of the Holy Temple from their captors. The conquerors had done nasty things to taint the Temple, including bringing gods; the Maccabees re-established the cleanliness and the service of the house of G-d. The Maccabees had only one small flask of the special olive oil in their possession which they used for lighting the large golden Menorah. Unbelievably, the little bottle was used for eight days. Three different blessings are recited before lighting on the first night of Chanukah; the modern day Rabbis can also recite the blessings in their families. The three blessings are: The Chanukah menorah is put on after nightfall; it implies that every Jewish role is to light the darkness of the world. It can be hard for rabbis to identify with godliness in their daily lives, but Chanukah reminds everyone that the light of understanding can shine brightly. The Chanukah light can be lit in the doorway or front window in order for it to be seen by people passing on the street. It teaches all believers that it is not sufficient to bring light into their private domain; they must spread the light of Torah to other people as well, to the degree that their influence can go. For every night of Chanukah, participants added light to the menorah, till the lamps shone on the last night. It symbolizes that in issues concerning holiness; every person should always be increasing. Each additional flame must signify added strength in solidifying our dedication to the significances and customs of the Jewish way of life. Every day must be used to rededicate our lives to a noble course that signifies our faith. As Chanukah is a holiday of re-dedication, we