Lars and the Real Girls Essay

In the film Lars and the real girl by Craig Gillespie, an important character developed is Lars. Lars lives in a tight knit community based in a small American town. Lars has a fear of human contact which results in him suffering form a delusional disorder where he falls I love with, Bianca, a life sized ‘real’ doll. Through his relationship with Bianca he is provided with unconditional love and lack of criticism he desires. This inurn helps him gain confidence he requires to engage in his community and begin to relate to those around him. Gillespie shows the development Lars undergoes through the techniques setting, costume and dialogue. In the opening-establishing scene we are introduced to images of barren landscapes, harsh white lighting and a thick layer of snow that covers anything vibrant. The ‘cold’, ‘still’ environment provokes a disconsolate mood, which parallels to our first introduction of Lars. We are introduced to Lars through a frosted girded window. The window is symbolic to Lars’s initial mental state, as he appears emotionally frozen. The squares grids on the window enforce a restriction between him and the audience. The dark lighting behind him contrast with the white painted grids on the window, making him look imprisoned this reinforces the literal barriers he puts up from the rest of the community. His facial expression is monotonous which harmonizes with the setting. The barriers put between the audience and Lars is a way Gillespie. Costume is another technique Gillespie uses to establish Lars personality.in the opening scene Lars is introduced wearing excessive layers of winter jumpers, long trousers, and chunky scarfs. This reinforces the visual barriers Lars puts up due to his fear of literal and emotional human contact. The clothing is all natural tones, the absence of color adds to the ominous feeling Gillespie uses minimal dialogue to portray Lars’s character as socially recluse. Limited dialogue helps the viewer to understand Lars is introverted because he is afraid to socially interact with other people. The lack of dialogue also helps us appreciate the dialogue he does say, â€Å"I thought the snow was over. Knowing that it has been carefully selected by the director to contribute or develop and important idea. Often Lars character substitutes words by awkwardly squinting his eyes shut. This happens when Lars is uncomfortable in the social situation. The audience is manipulated to feel sympathetic towards him. Its important that this sympathetic connection is made early on, so the audience is engaged in his development. Upon the arrival of Bianca, we see a false thaw in the weather. As Lars introduce Bianca to Karin (Lars’s sister in law) and Gus(Lars’s brother) the false thaw signifies Lars begging to open himself up to Karin and Gus through the arrival of Bianca. The deceptive thaw, a few patches grass and a glimmer of sunlight, symbolizes Lars emotional retrieval. Through the unconditional love and lack of criticism he desires Bianca provides him, Lars begins to interact with the community having Bianca close by as a protective armor. However it is only false thaw, as Bianca is only plastic and will never be able to provide him with true fulfillment. However the way the community plays along with Bianca gives lars the chance to find his own identity in his own time and in his own way. As an audience we see the immense healing power a community can have if the come together to support an individual. Costume further shows Lars development, as Lars shows love interest for Margo (Lars colleague). This shows a huge transition in his character as it shows he has gained the confidence to obtain a mature healthy relationship with a real person. Costume enhances this conversion, as he isn’t wearing as many layers, showing he is more comfortable around her. By eliminating the armor like clothing, we see he is emotionally ready to let people close to him. Lars is also starting to wear colors, pink in particular, which is the color we associate Margo with because she always dresses in it. This shows the positive influence Margo has on Lars. Wearing warm colors like pink purposely triggers positive connotations to the viewer, which makes his development more obvious and contrasts with the ominous mood at the beginning. Through therapy session Lars confesses finally ready to let Bianca go because he has developed into a mature man who has a place in society and no longer needs Bianca to provide him with a armor like strong front when socially interacting. He realizes his love for Bianca will never be able to provide him with true fulfillment. He announces the death of Bianca to Karin and Gus and the community hold a funeral in respect of Bianca but also to morn the attachment the made with her through Lars. The compassion on love of the community at Bianca’s funeral shows Lars he is not alone, and has the support of those around him. Dialogue Shows us his full development when he says to Margo after the funeral, â€Å"do you want to go for a walk?† this is the first time Lars is initiating human interaction. In the film Lars and the real girl by Craig Gillespie, costume, setting and dialogue help to develop the protagonist Lars. We originally see Lars is introverted, withdrawn and a social recluse, but through the unconditional love and lack of criticism provided by Bianca, a life sized ‘real’ doll, we see him grow into a mature man who has found his place in society. The support the community shows, offers Lars the encouragement needed to develop healthier relationships with real people. Gillespie challenges the audience to accept those around us who may not fit in. He makes it our job to not give up on people, even when they have given up on themselves. As an audience we come to appreciate the healing power that one community can have.

Putting An End To Worship Wars Essay

There are many different kinds of worship styles because there are different kinds of people with different kinds of personalities. America is made up of different races and religion therefore we worship God differently. God created mankind in His image and His likeness to worship Him in spirit and truth. We must Worship God according to the principles of Scriptures so that He is magnified, glorified and exalted. It does not matter that we express our worship differently. What does matter is that we worship God with all our hearts and inner being. We as the church, the body of Christ must learn to except the difference in worship, if the worship is legitimate and stop trying to force our way of worship on other members of the body of Christ. America is the only nation that has different worship styles in the churches. The change in worship is because of culture changes such as the Internet, computerized television screens, and the Interstate freeway. American no longer chooses a church by denomination or church doctrine but by worship service and gift gravitation. Research revealed that churches were growing because of renewal, revival, and excitement not from outreach programs. The excitement of worship produced growth. Worship service are different because of cultural difference, different spiritual gifts and because the commands and principles of Scripture are applied differently. Worship wars have split churches, caused Pastors to be replaced, caused members to leave, and caused drops in church growth. The Evangelistic church exists to accomplish evangelism, which is communicating the gospel in the power of the Holy Spirit. The Bible Expositional Church exists to equip believers for the work of the ministry through the systematic expositional preaching and teaching of Scriptures. The Renewal Church exists to worship God the Pastor is often the worship leader. Worship is the focus of the service and exhortation is the spiritual gift. The Body Life Church purpose and mission is the context of fellowship. The focus is on the cell group and corporate gatherings of believers therefore; their strength is small group ministries. The Liturgical Church exist to serve God with praise and worship and to service other in the name of God. Its strength is their involvement in society causing leaders to emerge. The Congregational Church is a church of balance. They have no single spiritual gift and are described as a single cell churches. Their strength is balance in ministry. These six paradigms mean that Christians worship differently because we are different. We have different spiritual gifts, different callings, different personalities, different background and different doctrine. In the future of worship there will be more of a thirst for God, thirst for worship, and worship will be more spontaneous. The Holy Spirit will inspire, and release whole hearted worship in people of all expressions. Worship will become more of a celebration causing the atmospheric presence of God to be felt in worship. The Impact and Implementation of this Book in My Own Life The knowledge that I received from this book has help me to understand the different worship styles. I have a greater respect for them because I understand that they are worshipping God in their own way. It also help me to understand why I worship the way I do. I am what we call a radical worshipper. I love Worshipping God and I love when others people worship God. I can fit anyway as long as I can worship God.

Negative Human Resource Practice: Telecommunication in Bangladesh

Letter of Transmittal March 25, 2012 Tarana Aziza Khan Lecturer (BBA Department) Northern University Bangladesh Subject: Submission of a report – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. Dear Madame, Here is an assignment on – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. This assignment was assigned to us for the purpose of finding the negative practices in human resource of telecommunication sectors. This report concentrates on the telecommunication sector in Bangladesh’s Perspectives.We tried to gather a collection of information to make our report specific. Through, the procedure of preparing the report we developed a clear understanding of total scenario of the negative practices in HR, of telecommunication sectors in Bangladesh. We tried our level best to make this report as reflective as possible. We appreciate to provide any information or classification if necessary. This assignment w as a great learning experience in present organizational environment. Each aspect is considered and studied as required and as per direction of our course instructor.We would like to thank for assigning us such a responsibility and helping us on different aspects of the assignment. Yours Sincerely, Ariful AlamBBA26090370004Section: 8A| Kamrul HasanBBA26090370025Section: 8A| | | Ariful MalekBBA26090370023Section: 8A| | | Anisha FahrinBBA26090370009Section: 8A| Shipra BhattacharjeeBBA26090370008Section: 8A| Table of contents Sl. No. | Contents| Page no. | 1. | Acknowledgement| 04| 2. | Abstract| 05| 3. | Introduction| 06| 4. | About Grameenphone| 07| 5. | About Banglalink| 08| 6. Graphical and statistical analysis (question by question)| 09-28| 7. | Review of the HR situation and recommendation| 29-30| 8. | Comments| 31| 9. | Conclusion| 32| 10. | Appendix| 33| Acknowledgement The submission of this report of â€Å"Negative HR Practice in Telecommunication Sector of Bangladesh† is a great opportunity for us. The success of this assignment depends on the contributions of number of people especially who have shared their thoughtful guidance, contribution, suggestions and experience to improve this report.This assignment has created a great deal of interest in us. We must thank a few people who help and encouraged us to grow our interest. First of all we would like to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and care. Without her guidance and suggestions we couldn’t have completed this assignment properly. She has instructed us how to prepare a report correctly. Also thanks to Grameenphone and Banglalink Telecom for being patient enough to co-operate with us and completing out the surveys successfully.We obviously would like to give a special thanks to the Almighty for giving us such patience and power for completing this assignment smoothly. Lastly we can say that, we have enjoyed in preparing this assignment an d presented it for kind judgment. Abstract Purpose of this assignment is to analysis the HR situation in telecommunication companies of Bangladesh, from the Survey done with Grameenphone Ltd. , and Banglalink Telecom Ltd. We made human resource questionnaires and got Grameenphone and Banglalink employees to fill them up, and analyzed the statistic with graphs and textually.Because it’s impossible for us to survey all 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from both the companies combined. Introduction Our project paper is all about â€Å"Negative Human Resource Practice in Telecommunication Sectors of Bangladesh†. For a long period, Grameenphone and Banglalink are ruling the Bangladeshi telecommunication market. Because, there was a great deal of opportunity is gradually increasing. For all the competitions upcoming there is a great negative impact on this sector.Thus, there are a lot of challenges and oppor tunities today for managers to use HR management. In our project paper we have analyzed the survey reports and statistics, and reviewed them comparatively with the negative HR practices. All the data are collected from the companies, meeting the employees face to face or over personal linkage and the primary data are collected from the interviewed survey. Our sample size is 33 individuals (both male, female entry/mid level worker and managers). We designed our questioner in a contemporary way.Almost 90% primary data has collected from the face to face interview with the respondent. Only a 10% data has been collected through the internet. Before Grameenphone’s inception, the phone was for a selected urbanized few. The cell phone was a luxury: a flouting accessory for the select elite. The mass could not contemplate mobile telephony as being part of their lives. Grameenphone started its journey with the Village Phone program: a pioneering initiative to empower rural women of Ba ngladesh. The name Grameenphone translates to â€Å"Rural phone†.Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover 98% of the country’s people with network Since its inception Grameenphone has built the largest cellular network in the country with over 13,000 base stations in more than 7000 locations. Presently, nearly 99 percent of the country's population is within the coverage area of the Grameenphone network.Grameenphone has always been a pioneer in introducing new products and services in the local market. GP was the first company to introduce GSM technology in Bangladesh when it launched its services in March 1997. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value- added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services.The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 2. 6 million EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of December 2011. Orascom Telecom Bangladesh Limited (â€Å"Banglalink†) is fully owned by Orascom Telecom Holding S. A.E, Egypt, (â€Å"OTH†); the ultimate parent company of the group is Vimpelcom, the 6th largest mobile phone operator in the world. Banglalink was acquired by OTH in 2004, and after a complete overhaul and the deployment of a new GSM Network, its telecommunication services were re-launched unde r the brand name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its impact was felt immediately: overnight mobile telephony became an affordable option for customers across a wide range of market segments.Banglalink’s success was based on a simple mission: â€Å"bringing mobile telephony to the masses† which was the cornerstone of its strategy. Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. The mobile phone has become the symbol for the positive change in Bangladesh. This positive change that is quite correctly attributed to Banglalink has become the corporate positioning of Banglalink and is translated in their slogan â€Å"making a difference† or â€Å"din bodol†. Making a difference† not only in the telecom industry, but also through its products and services, to the lives of its customers. This c orporate stance of â€Å"making a difference† has been reflected in everything Banglalink does. Banglalink attained 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two years which is by December 2007, Banglalink overtook Aktel to become the second largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market share of 27. 3%. Growth over the last years have been fuelled with innovative products and services targeting different market segments, aggressive improvement of network quality and dedicated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally connected customers with Banglalink. Graphical Analysis Options| Tally| Count| Stressed| IIII III| 8| Relaxed| IIII IIII III| 13| Okay| IIII IIII II| 12| Analytical Synopsis: In the question of how the employees ar e feeling, you can see most of them selected either they are relaxed or okay. 0% + 36% = 76% having the positive respond, we can infer that the work in telecommunication sector isn’t that much stressful, while about 24% of the employees are stressed on a daily basis. Options| Tally| Count| Work| IIII IIII| 10| Personal| IIII IIII| 9| Others| IIII IIII IIII| 14| Analytical Synopsis: In the question of how the employees’ stress level rises, you can see them selecting every option almost equally. However, the stress level rising from their professional life is only 30% from the sample of employees surveyed.Which leads the other 43% + 27% = 70% having the positive respond about their work, we can again infer that the work in telecommunication sector isn’t stressful to the majority. Options| Tally| Count| There is| IIII IIII IIII IIII IIII IIII III| 33| There isn’t| | 0| Somewhat| | 0| Analytical Synopsis: In the question of if there is enough employees for ev ery work in their respective organizations, we can see that there is flawless victory in telecommunication sector for the recruitment count, having recruited enough employee for all the works they would need to be done.A hundred percent of the people that we surveyed have said they are being totally supported by their organizations by distributing their works properly among employees. Options| Tally| Count| Excellent| IIII IIII II| 12| Average| IIII IIII IIII I| 16| Flawed| III| 3| There isn’t any| II| 2| Analytical Synopsis: In the respondents’ feedbacks, majority (49%) of them having selected the communication among all the employees are average; and the 36% of them has rated the communication as excellent, while rest of the minority have rated the communication system of the organization in a negative way.Thus, we can infer from the majority having rated the communication system positively, it’s spot on. The minority probably have lack of interpersonal commun ication skills, causing them not to be able to interact or fit in with others. Options| Tally| Count| Yes| IIII IIII IIII IIII IIII III| 28| No| IIII| 5| Analytical Synopsis: In the question of how the organizations are supporting the employees with the technological support, we can see that there is dominant victory in telecommunication sector for the tech support, being based on full on digital works.About 85 percent of the people that we surveyed have said they are being totally supported technologically by their organizations. The other 15% are likely to be generally frustrated, and blaming it on the organization. Options| Tally| Count| Really high| IIII IIII I| 11| Fair| IIII IIII IIII| 14| No pressure| IIII III| 8| Analytical Synopsis: In the question of how the organizations are pressuring them to reach their monthly target or goal, majority of them have responded with the answer â€Å"Fair†, which means they are satisfied with the amount of pressure given by their res pective organization.However, having a close win over the second highest selection â€Å"Really high† rate of pressure could either be good or a bad thing. It might be good because the organizations are working to make their employee more, generating more productivity out of them. On the opposite end, another close call for â€Å"No pressure† at all is also a win-lose situation. Win, because the employees will be relaxed, and less fatigued, but at the same time, the hard working employees will get de-motivated as their better works aren’t being appraised as good as they deserve.Options| Tally| Count| Yes| IIII| 5| No| IIII IIII IIII I| 16| Unsure| IIII IIII II| 12| Analytical Synopsis: This question basically determines how much the employees know about authority’s way of thinking about the human resource policy. About 36 percent of the employees are not confident about authority’s mindset about human resource, whereas the rest 64 percent have conf idently answered the question with direct yes and no, having the majority in â€Å"yes†, we’ll take it that authority is quite confident about their HR policy being flawless.Options| Tally| Count| Fair| IIII IIII III| 13| Average| IIII IIII IIII II| 17| Flawed| III| 3| Analytical Synopsis: The majority of the employees (52 percent) have responded to it saying that they think the HR Policy is average, and another 39 percent have responded saying it is fair, both on positive account. So they’re most likely happy with the policy the way it is. The rest of the employees think the HR policy is flawed, but for their minority, it’s not a big deal. Options| Tally| Count| No, there isn’t| IIII IIII II| 12| There is| IIII I| 6|Unsure| IIII IIII IIII| 15| Analytical Synopsis: As about 46 percent of the surveyed employees have said there was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and res t 36 percent are unsure of it. There’s a chance for biasness if there’s more people in the critical zone (who think there’s biasness and people who are unsure), than people that are saying there isn’t any biasness. Options| Tally| Count| There is| IIII IIII IIII III| 18| There isn’t| IIII| 5| Somewhat| IIII IIII| 10|Analytical Synopsis: Majority of the surveyed people have let it be known that there’s equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying there isn’t any equity among employees. Considering minority level on the negative respondents, it’s probable that the minority could be wrong in some extent. Options| Tally| Count| Excellent| IIII IIII IIII| 14| Average| IIII IIII III| 13| Flawed| I| 1| There isn’t any| IIII| 5| Analytical Synopsis: Training is an important process for development of an employee.So we decided to ask them their opinion abou t the effectiveness of the training process that they had gone through. Majority have responded positively saying the training is Excellent (43%), or Average (39%), and about 15 percent haven’t gone through training yet, and the rest about 3 percent, they think that the training system might be flawed. Options| Tally| Count| Majorly| IIII IIII IIII| 15| Somewhat| IIII IIII| 9| Indifferent| IIII IIII| 9| Analytical Synopsis: This question basically determines how many employees are satisfied with their performance appraisal method.About half the employees of the organizations are happy with their performance appraisal method, and the other half feels the need of better improvising. Options| Tally| Count| Fair| IIII IIII IIII IIII | 20| Biased| IIII II| 7| Flawed| III| 3| Unsure| III| 3| Analytical Synopsis: Just as the selection method question, in this question we have tried to get their opinion about how good their promotion strategy is. 61 percent of them have answered posi tively, 9 percent were unsure, another 9 percent think the method is flawed and needs change, and about 21 percent thinks there’s definitely some biasness corrupting the process.So we can infer, there might actually be some biasness in the promotion strategy, which may not be too widespread though. Options| Tally| Count| Over the top| IIII II| 7| Pretty much| IIII IIII IIII| 14| Indifferent| IIII III| 8| It’s not| IIII| 4| Analytical Synopsis: This question determines the employees’ satisfaction level with their compensation, benefits and their switching tendency. According to the statistics data and results we can infer that around 43 percent of people are happy with their compensations and benefits and another 21 percent are more than happy with their compensations as they hink they’re getting treated better than any company would treat them. Out of the rest, there’s another 24 percent who feel the need to be treated better and are kind of in a c onfused state, where the last 12 percent wouldn’t miss a chance to switch to some other organization because they are really unhappy with their compensations. Options| Tally| Count| No| IIII III| 8| Reasonable| IIII IIII I| 11| Extreme| IIII I| 6| Unsure| IIII III | 8| Analytical Synopsis: The majority (34%) of respondents have said the favoritism tendency among same level employees is in a reasonable extent, while 24% have said there was no favoritism tendency.Also, another 24% is unsure about the idea of favoritism in their respective organizations, whereas 18 percent of surveyed people have said there to be an extreme level of favoritism tendency, which could just be some hoax. Options| Tally| Count| Great| IIII IIII I| 11| Average| IIII IIII III| 13| Indifferent| III| 3| Not much| IIII I| 6| Analytical Synopsis: Most of the surveyed respondents (33+40=73%) have replied in positive way saying there’s great / average opportunity to learn or grow in their organization s, whereas the other 27 percent would like to disagree saying there may not be as much opportunity out there for them.It could be that those employees are just bored at work because of having to do the same kind of work over and over again. Options| Tally| Count| Over the top| IIII | 5| Pretty much| IIII IIII IIII IIII II| 22| Indifferent| IIII | 5| It doesn’t| I| 1| Analytical Synopsis: Majority (67+15=82%) having responded in a positive way, arranges this scenario that the job is completely secured up to their expectation, even 15% among them thinks that it’s even better than their expectation. Another 15 percent of people think that their job security could be better, and are not really much impressed with their job security.Rest 3 percent responded plain negatively. Options| Tally| Count| Over the top| IIII IIII IIII I| 16| Pretty much| IIII IIII IIII| 15| It’s not| II| 2| Analytical Synopsis: From the statistic, we can tell the HR Departments of Telecommuni cation sector doesn’t hold back employees from having the chance to relax and let the stress wear off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left out, maybe for some biasness or whatsoever. Options| Tally| Count| Always| IIII IIII IIII II| 17| Sometimes| IIII IIII| 10|Rarely| IIII I| 6| Not at all| | 0| Analytical Synopsis: Since there’s 0 percent rate of â€Å"not at all† being reached out to when necessary, there is definitely a lot of support from the authority to their subordinates there, and there’s only 18% of employees have said the authority hears them out, it could possibly be for the reason of too much stuff on going for them, having to plan and implement bigger things. Majority being 52 percent, always having good communication with the authority and 30 percent only reaches them when they have issues in their hands. Options| Tally| Count|People th at added extra comments| IIII IIII I| 11| People that didn’t add extra comments| IIII IIII IIII IIII II| 22| Analytical Synopsis: As one third of the statistical population made comments, mostly positive and a few about problems and suggestions, we might infer that the one third of the population are intellectual, and the majority two third of the statistical population not saying anything to the comment, could either mean that they’re most the time dedicated to their work, or the organization’s HR Policy isn’t giving them enough freedom to speak out, for which reason they are too timid to speak out.Review of the report and recommendations From the above graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication related organizations. The dimensional analysis puts up the following picture up in my mind. Employees are more relaxed than stressed every day, and the source of the stress is hardly work life, which is a success for HR department. Even with that, HR department may take a lot of stress reducing procedures to help ease the stress level and keep the employees keen on their work.The organizations also have good recruitment system, gathering enough skilled recruits to cover all the work as per organizational needs. There might be a little biasness in the selection process and promotion strategy, but it isn’t as bad as in other sectors, as it’s not affecting other employees’ mindset, also because even the worst recruit is skilled there. There’s also enough technical support because the organization wants their employees not to face any kind of frustration not being supported by any way.Authority is very confident about the HR policy being decent, while most of the employees are even aware of it. There’s good employee-to-employee, employee-to-authority, authority-to-employee communication, and most of them have strong interpersonal r elationship, and even the acquaintances are friendly there, having affect on the motivation level, uprising it by a sky high level. There’s pretty much a good level on equity among the employees, there could be exception in some cases but still the rate would be very low.The organization sometimes might push the employee too much to achieve their monthly targets, but most the time the pressure level is reasonable for saying. The training process is quite good and effective but a few employees aren’t taken on any training program, whereas the employees are somewhat happy with their performance appraisal method. The compensation received is pretty much more than good for the employees, even with this highly priced lifestyle in Dhaka.Favoritism tendency is also in reasonable extent, which is not a big problem as all of them are getting the same chance to learn and grow from working in the organization. The employees are very happy with their job security also. Human Resou rce Department might be too tight on them sometimes when they’re speaking out, for that they fear to speak out about the organization most the times. I think the HR department and the organization could use some improvement to make the employee satisfaction level even higher to make the most out of them. Recruits shouldn’t be selected at all in bias conditions. * Promotion strategy needs improvising. * Hear out the employees more often. * Arrange more training for employees to make sure none’s left out. * Increase the compensation of underrated employees. * Less pressure on employees, as pressure might cause stress, which isn’t good. * Appraise performance in more ways. * Take more steps to reduce stress. * Let not the employees fear you, causing them to sit shut still. * Allow employees to speak out. I would rate the telecommunication sector as followings:HR Policy| | Recruitment Policy| | Selection Process| | Communication| | Chance to grow and lear n| | Compensation and benefit| | Job Security| | Freedom| | Support| | Overall| | Comment From the data, we can say that most of the employees are pretty much satisfied with their HR policies and they are happy to work with the organization in both Grameenphone and Banglalink. Yes, they would need some improvement, but who doesn’t? There’s always room for improvement no matter how good you are.In other words, the telecommunication sector has one of the best human resource management system comparative to other sectors of Bangladesh. Conclusion In the end, we can say that negative practice in HR in telecommunication is in very low rate, keeping their employees satisfied with adequate compensation and facilities that they expect. If this situation keeps up, we expect the best for the telecommunication business in the future. Appendix * Grameenphone Ltd. * Banglalink Telecom Ltd. * The Internet * Personal References

Company accounting Statistics Project Example | Topics and Well Written Essays - 2000 words

Company accounting - Statistics Project Example In Adjustment data, it is given that the A Ltd company purchased inventory from B and C Ltd companies which means that this is the inter-company transaction and should be eliminated from the opening inventory of A Ltd company. A Ltd company's ending inventory is $950, B Ltd company's ending inventory is $720 and C Ltd company's ending inventory is $780. In Adjustment data, it is given that the A Ltd company purchased inventory from B and C Ltd companies which means that this is the inter-company transaction and should be eliminated from the ending inventory of A Ltd company. .. In Adjustment data, it is given that the A Ltd company purchased inventory from B and C Ltd companies which means that this is the inter-company transaction and should be eliminated from the opening inventory of A Ltd company. The Amount of opening inventory mentioned in the Income Statement is derived as follows: A Ltd Company's opening inventory = Actual inventory - Inventory purchased from B Ltd- Inventory purchased from B Ltd. = $880 - $180 -$280 A Ltd Company's opening inventory = $420 B Ltd Company's opening inventory = $640 + $180 = $820 C Ltd Company's opening inventory = $790 + $280 = $1070 Total Opening Inventory = $2310 3. Inventory (31.1.2008) A Ltd company's ending inventory is $950, B Ltd company's ending inventory is $720 and C Ltd company's ending inventory is $780. In Adjustment data, it is given that the A Ltd company purchased inventory from B and C Ltd companies which means that this is the inter-company transaction and should be eliminated from the ending inventory of A Ltd company. The Amount of opening inventory mentioned in the Income Statement is derived as follows: A Ltd Company's ending inventory = Actual inventory - Inventory purchased from B Ltd- Inventory purchased from B Ltd. = $950 - $190 -$340 A Ltd Company's ending inventory = $420 B Ltd Company's ending inventory = $720 + $190 = $910 C Ltd Company's ending inventory = $780 + $340 = $1120 Total Ending Inventory = $2450

Karl Marx's Ideas About Religion Essay Example | Topics and Well Written Essays - 1500 words

Karl Marx's Ideas About Religion - Essay Example The writings of Karl Marx are still recognized today as the foundation of socialist thought. In his 1948 Communist Manifesto, he decried the imbalance of the power between the people and the economic ‘powers that be’ which included the religious establishment. Marx’s views on religion emanated, as do most persons, from his experiences early on in life. This discussion presents an overview of Marx’s childhood and early adult influences which served to shape his religious ideology, describes then critiques this philosophy. Marx was born in Germany in 1818 to Jewish parents and raised in a middle-class environment. His father, though a devout Jew, was forced to either become baptized as a member of the Protestant religion or lose his job as a respected lawyer. German’s long-standing mistrust and hatred of the Jews began long before the Nazi regime took control in the 1930’s. In 1835, Marx entered the University of Bonn where he met his future wife, Jenny von Westphalen whose father, socialite Baron von Westphalen, piqued Marx’s interest in romantic literature.

Jhumpa Lahiri And Local Colors Essay Example | Topics and Well Written Essays - 1250 words

Jhumpa Lahiri And Local Colors - Essay Example Her collection of short stories, The Interpreter of Maladies, won the 2000 Pulitzer Prize for Fiction. It drew criticism especially from the Indians because they said that India was not painted in a more positive light. However, it still managed to become a bestseller. Lahiri writes nonfiction, sometimes published in The New Yorker, like Cooking Lessons, which talks about the importance of food in her relationship with her mother. Her writing style is actually simple. She uses simple words and plain language. Her characters are usually Indian-American, or Indians, by default. The setting is mostly America in which her characters have to navigate their native values into their new adopted home. Sometimes, one might think that her work is autobiographical, which is true because she says, she draws from her experiences. Of course, she also draws from the experiences of her friends and family, and this makes her literature more accessible and familiar to her readers. Her work is a good r eference to find the nuances of immigrant life, especially the Indian-American life. Her literature is also heavy on the use of local color. Of course, since her work is largely regionalistic, it can’t be helped if she uses local color to demonstrate the customs or other cultural artifacts native to her own land. It is both romantic and realistic; Romantic in a sense that it invokes nostalgia and sentimentality but also romantic since it involves realism, as in the realistic struggles of some folks in the stories. Local color stories tend to focus more on the details of the character and setting rather than the individual character itself. They can sometimes be stereotyped rather than be identified as a special character in the story. The characters are important because they are the ones who demonstrate the culture and the other cultural artifacts that the author is writing about. They also give away the values and the customs, as well as their adherence to tradition and tha t is directly related to the regional context of the author. The setting is also important. Unlike the character, details of the setting can be heavily detailed as to provide the necessary mood in the story. Sometimes, the setting is not the motherland, especially if they are talking about disconnect. Although Lahiri’s stories are fiction, she uses the first person point of view. This lends the story a personal touch. The narrator in her stories acts as a tour guide in the world that she paints. This first person point of view is quite refreshing because the readers feel extra special because they think that they are entering a secret world with the author. This makes Lahiri’s works exceptional. Another thing that makes Lahiri’s works exceptional is the fact that she uses food, language and religion as tools that mark her ethnic identity. These â€Å"little† details provide the necessary atmosphere in order for the story to be successful in portraying the local colors. In the story When Mr. Pirzada Came To Dine, Lahiri’s persona takes as a character of the narrator, who happens to be a little girl named Lilia. At one point of her life, a certain Mr. Pirzada from Dacca came to their house regularly for dinners. This was the time when Pakistan and India were fighting around 1965 (Indian-Pakistani War). Mr. Pirzada came to their house for the food, because he was not at all well-off as an immigrant, and of course, as someone from their own race/culture, even if they are Indians and Mr. Pirzada is a Pakistani, they welcomed him because they understood his plight as an

GPS Term Paper Example | Topics and Well Written Essays - 1500 words

GPS - Term Paper Example The technology is owned by the United States that offers users through navigation, positioning as well as timing services. This system is composed of three segments that are control segment, the space segment and the user segment. The United Sates Air Force maintains, develops as well as operates the space and control segments (Bajaj, Ranaweera, & Agrawal, 2002). This paper presents a detailed overview of global positioning system. This paper will outline the history, advantages and disadvantages of the global positioning system. Initially GPS system was designated the navigation system with timing and ranging (or NAVSTAR) global positioning system. Additionally, US Department of defense initiated this project to offer round-the-clock and all-weather navigation abilities intended for sea, military ground as well as air forces. In addition, with the development of global positioning system it has become an integral asset in several civilian applications as well as industries around the world, comprising recreational utilization (for example aircraft, boating, hiking), business vehicle fleet tracking, as well as surveying. However, the general development of global positioning system was initiated by LORAN and the Decca Navigator developed ultimately in 1940s, as well as employed throughout World War II. Additionally, to attain precision requirements, GPS employs rules and regulations of general relativity to make right the satellites atomic clocks. In addition, by seeing these parallel developments in the GPS technology, in 1960s it was recognized that a superior system could be developed by producing the most excellent technologies from 621B, Timation, Transit and SECOR in a multi-service program. Thus, a meeting of approximately 12 military officers held at the Pentagon in 1973. In which they decided to create a DNSS (defense navigation satellite system). Thus, after one year of that meeting the DNSS

Managing coastal environments Essay Example | Topics and Well Written Essays - 1000 words

Managing coastal environments - Essay Example In 1950-1970s, one of the methods used to achieve protection is the establishment of hard rock protections. Although the said method is aimed to minimize the effects of coastal erosion, it caused negative effects such as the increase of the power of the energy waves that can hit the land. This can be attributed to the magnification of wave action that intensified the momentum of the waves. The accumulation of knowledge on the basis of research and data gathering, the advancement of new methods led to the continuous improvement of methods to lessen the effects of coastal erosion. There are different strategies that can be cited that were applied and empirically observed in different localities and countries. One of the examples of methods applied is located in Townsville, North Queensland. The case of the said locality is having natural erosion in the coast in relation to the two tropical cyclones that affected the area for two consecutive years. The protections that had been established had not been enough to sustain the effects of the erosion. This had effects in the tourism of the area since the recreational beaches, which are the main source of livelihood, became seriously eroded. For that matter, actions had been taken by the local council and the authorities to be able to restore facilities to prepare for the vacation season. Included on the proposed action plan is the establishment of new facilities for the tourists, restoration of the beach and construction of four rock headlands to slow the waves and trap sediments. Through the state legislations and redevelopment proposals, the main sources of funding are the state disaster fund and the council supplementary fund. Another case is the Tweed River in New South Wales which is human induced erosion. Actions were taken to be able to keep the river mouth clear on the basis of the susceptibility to erosion. The training

Internet Banking Coursework Example | Topics and Well Written Essays - 9500 words

Internet Banking - Coursework Example Modern day customers demand more from the banking services, as they want new levels of flexibility and convenience than what traditional banks offer. In spite of the fact that Internet Banking is the need of the time, there is immediate necessity to solve some of the key problems, which is necessary to make it widely acceptable. This research proposal discusses the main factors that affect the adoption of Internet Banking, by applying the theories relevant to the concept and relying on the findings of the Survey, which is done by the customers of HSBC Uxbridge Branch. E-commerce has revolutionised the way the businesses are conducted nowadays. New business models are replacing the outdated ones and the organizations are restructuring their business processes according to the needs of the customers. Just like any other sector, new customer relationship strategies are being formulated in the banks as this industry has also accepted the new technology - Internet Banking. According to Hickman, 85% of the largest banks in United States of America offer Internet Banking services in its basic forms, like, statements, access to accounts, stop payments, transfers, along with clear items. Most of these banks are also beginning their complete Internet banking services, comprising services on online loans, bill payment and brokerage. Research supports the fact that both banks and customers can benefit from Internet banking. However, there are a number of factors that need to be taken into consideration, the bank's perceptions of Internet banking and the cust omers' perceptions of internet banking being the principal ones. Along with benefitting the customers and the banks, internet banking or E banking is beneficial for the small and medium businesses as well. (Nath R., Schrick P. and Parzinger M., 2001, A) Benefits of Online Banking to its Customers Customers are benefitted in a number of ways from internet banking. The first and foremost benefit is convenience. The customers can operate 24 hours a day and seven days a week. (Benefits for Customers, n.d.) Cost Savings - Cyberspace is relatively cheaper to operate than the bricks and mortar structure and this benefit is often passed to the customers. Internet banking offers customers cost savings and financial benefits for online transaction of services. It also reduces the transfer fees of transaction is dome through e-banking. Access to