The Term Laws Of War Refers To The Rules Governing The Essays

The term "laws of war" refers to the rules governing the actual conduct of armed conflict. This idea that there actually exists rules that govern war is a difficult concept to understand. The simple act of war in and of itself seems to be in violation of an almost universal law prohibiting one human being from killing another. But during times of war murder of the enemy is allowed, which leads one to the question, "if murder is permissible then what possible "laws of war" could there be?" The answer to this question can be found in the Charter established at the International Military Tribunals at Nuremberg and Tokyo: Crimes against Humanity: namely, murder, extermination, enslavement, deportation, and other inhumane acts committed against any civilian population, before or during the war, or persecutions on political, racial or religious grounds in execution of or in connection with any crime within the jurisdiction of the Tribunal, whether or not in violation of the domestic law of the country where perpetrated. Leaders, organizers, instigators, and accomplices participating in the formulation or execution of a common plan or conspiracy to commit any of the foregoing crimes are responsible for all acts performed by any persons in execution of such plan.1 The above excerpt comes form the Charter of the Tribunal Article 6 section C, which makes it quite clear that in general the "laws of war" are there to protect innocent civilians before and during war. It seems to be a fair idea to have such rules governing armed conflict in order to protect the civilians in the general location of such a conflict. But, when the conflict is over, and if war crimes have been committed, how then are criminals of war brought to justice? The International Military Tribunals held after World War II in Nuremberg on 20 November 1945 and in Tokyo on 3 May 1946 are excellent examples of how such crimes of war are dealt with. (Roberts and Guelff 153-54) But, rather than elaborate on exact details of the Tribunals of Nuremberg and Tokyo a more important matter must be dealt with. What happens when alleged criminals of war are unable to be apprehended and justly tried? Are they forgotten about, or are they sought after such as other criminals are in order to serve justice? What happens if these alleged violators are found residing somewhere other than where their pursuers want to bring them to justice? How does one go about legally obtaining the custody of one such suspect? Some of the answers to these questions can be found in an analysis of how Israel went about obtaining the custody of individuals that it thought to be guilty of Nazi War Crimes. Not only will one find some of the answers to the previously stated questions, but also one will gain an understanding of one facet of international law and how it works. Two cases in specific will be dealt with here. First, the extradition of Adolf Eichmann from Argentina, and second, the extradition of John Demjanjuk from the United States of America. These cases demonstrate two very different ways that Israel went about obtaining the custody of these alleged criminals. The cases also expose the intricacy of International Law in matters of extradition. But, before we begin to examine each of these cases we must first establish Israel's right to judicial processing of alleged Nazi war criminals. To understand the complications involved in Israel placing suspected Nazi war criminals on trial, lets review the history of Israel's situation. During World War II the Nazis were persecuting Jews in their concentration camps. At this time the state of Israel did not exist. The ending of the war meant the ending of the persecution, and when the other countries discovered what the Nazis had done Military Tribunals quickly followed. Some of the accused war criminals were tried and sentenced, but others managed to escape judgement and thus became fugitives running from international law. Israel became a state, and thus, some of the Jews that survived the concentration camps moved to the state largely populated by people of Jewish ancestry. Israel felt a moral commitment because of its large Jewish population and set about searching for the fugitive Nazi war criminals. The situation just described is only a basic overview of what happened. The state of Israel views itself as the nation with the greatest moral jurisdiction for the trial of Nazi war criminals, and other states around the Globe agree with Israel's claim. (Lubet and Reed 1) Former Israeli Attorney General Gideon Hausner was interested in confirming Israel as the place for bringing

Staying Relevant Essay Example

Staying Relevant Essay Example Staying Relevant Essay Staying Relevant Essay The role of Information Technology In Creating Economic Sustainability Kip Garland, founder innovativeness Sustaining an organization, be it a business, a government, or other groupings of people, requires the ability to create new growth. When organizations stop growing they lose their relevancy. Economic studies show that sustaining growth in productive sectors Is Increasingly difficult. From 1950 to 2005 the average time that top company could sustain Its relevancy among the top 500 companies fell from 65 to 8 years. Among the top fifty firms in the world only 5% could sustain a growth rate of a mere 6% while they were leaders. Among the 95% who could not sustain growth, only 4% were able to sustain a growth rate of even 1% 2. Conclusion If you cannot find new ways of growing. You become Irrelevant. Sector Saturation Twentieth Century 3 If new forms of growth are the key to sustaining organizational relevancy, a closer look reveals a more complex problem. Similar to biological organisms. Economic growth is a non-linear. This means that growth is a complex function (more pacifically, changes in inputs are not proportional to outputs). The result is that traditional management practices are inutile, and many times harmful for creating new growth. Instead of fighting against these forces a firm grounding In the circumstances that affect these non-linear situations goes a long way towards the ability to create new growth. In fact dealing with the complexity of growth in many cases means going against deeply instilled management practices, like listening to your customers, developing better products, and robust financial management. One powerful approach to these complex circumstances Is to begin to examine the fundamental questions our organizations were set out to answer. In trying to come up with new answers to long-running questions we sometimes lose track of what the original question was, and what its relevance is to the future. As an example of this process, Whirlpool the company behind powerful brands like Brashest and Consul, had one-hundred years to perfect answers to the question of how to build better machines to help with household chores Like cooking and question, the creation of new growth required new questions and not Just new answers. Some of these new questions could turn out to be even more relevant to the future. How to deliver well-being to the home was one of these new questions. Answering this new question led to fundamentally different types of thinking and learning, which let to new forms of growth. It enabled the creation of different answers answers that would not have been addressed from the original question of how to improve refrigerators, ranges, and washing machines. In a series of innovation focus groups conducted by innovativeness consultants Kip Garland and Carol Raking at the 2007 IT Forum, Coos began conceptualizing the growth challenges facing their companies. Independent of their respective industries, these executives concluded that maintaining relevancy was the key to creating sustainability. They found the identification of new forms growth, while at the same time extending the relevance of current growth, is the key for an organizationally sustainability. In effect, the Coos were able to turn a complicated robber like sustainability into a growth opportunity. In groups of five or six, Coos began to use innovation tools as way to think differently about their internal beliefs and the ability to influence external change. These tools included ways to examine internal orthodoxies in order to understand our own role in limiting options for new growth. Coos then were then invited to participate in a simulation in which they began to better understand the difficult choices top firms place when then seek to create new growth. The conclusion of these focus groups was that innovation is one of the elements that an be used to create options for new forms of growth. In a business context new growth takes the form of innovative business models, where the existing premises and orthodoxies about the customer, the benefit, and how is this benefit created and delivered can be overturned in order to create new options. As to implications for the role of information technology in specific, Coos concluded that their role is changing from supporting to facilitating. This means that instead of merely supporting an existing business model, IT moves into a role of helping to create new business models. Further, in many cases IT actually moves into the fundamental role of being the new business model itself. When we virtually purchase music online instead of physically buying the product, IT moves from a facilitating role (how) to a benefit (what) role (access, convenience, speed, security, reliability, etc. ). This fundamental change from how to what, creates powerful choices for IT professionals. The ability to create more options at lower risks (time, money) means that the cycle times of growth curves will be increasingly short.

Development of Business Information Systems in Snappy Happy Catering Essay

Development of Business Information Systems in Snappy Happy Catering Ltd - Essay Example This essay states that in today’s highly competitive world where knowledge is power, the information system has become a major functional area of an organization together with finance, operations, marketing and human resources management. The information system is a major source of information and support needed to promote effective decision-making of managers. It is a major contributor to operational efficiency, employee productivity, morale, customer service and satisfaction. It is a vital ingredient in developing competitive products and services that creates a strategic advantage to the organization. In today’s networked world, an information system is a key component of resources, infrastructure and capabilities. In summary, it can be concluded that the information system has become a strategic tool to grow the business, to compete in the market and improve their position in the industry. Snappy Happy Catering Ltd, that was analyzed in the essay explores their poss ibilities with supply chain management system and a human resource information system in order to improve operational efficiency and to meet their business objectives. It is also conclued that in order to identify the suitable information systems for the Snappy Happy Catering Ltd company, the management team must organize several meetings aimed at selection of the systems. Typically, every round table discussions must have an agenda based on the steps, that were provided and be attended by all department heads. ... In today's highly competitive world where knowledge is power, information system has become a major functional area of an organisation together with finance, operations, marketing and human resources management. Information system is a major source of information and support needed to promote effective decision-making of managers. It is a major contributor to operational efficiency, employee productivity, morale, customer service and satisfaction. It is a vital ingredient in developing competitive products and services that creates a strategic advantage to the organisation. In today's networked world, information system is a key component of resources, infrastructure and capabilities. In summary, IS has become a strategic tool to grow the business; to compete in the market; and improve their position in the industry. (Iansiti & Favaloro, 2006) Task 2 Snappy Happy Catering Ltd Snappy Happy Catering Ltd may explore a supply chain management system and a human resource information system in order to improve operational efficiency and to meet their business objectives. In order to identify the suitable information systems for the company, the management team must organize several meetings aimed at selection of the systems. Typically, every round table discussions must have an agenda based on the steps provided and be attended by all department heads. There are three steps in the selection and management process. First step involves planning, identifying and justifying IS. Information systems are enablers of business processes, their planning must be aligned with the overall business plan of the organisation and the specific decisions or tasks they support. It must be justified through cost-benefit

Choose two case studies and answer the question, is investigative Essay

Choose two case studies and answer the question, is investigative journalism essential to democracy Why - Essay Example In particular, investigative journalism has led to the fall of various unethical leaderships and ousting of corrupt governments in various parts of the world. Chief among the key events that investigative journalism has unearthed include the Watergate scandal and Joseph McCarthy’s propaganda plot. In addition, corrupt governments in Latin America have been exposed through the efforts of investigative journalists. This led to ousting of President Fernando Collor de Mello of Brazil in 1992, President Abdala Bucaram of Ecuador in 1997, President Alberto Fujimori of Peru in 2000, and President Carlos Andres Perez of Venezuela in 1993. These are a few cases where investigative journalism has facilitated the widening of the democratic space while ensuring that the public interest is taken care of. In this essay, an analysis of the case of Joseph McCarthy’s propaganda and that of President Alberto Fujimori of Peru will be put into perspective. Investigative journalism has over the years has promoted the attainment of a democratic society. On one end, it has helped the society embrace governments and institutions. On the other hand, the journalists have investigated incidences where there are excesses of the democratic privilege. In such scenarios, democracy has been used abused and individuals used it for their selfish interests. The media has the responsibility of exposing any matter for the sake of the even though the issue implicates individuals in authority. Through such interventions, investigative journalists ensure that people get the opportunity to express their views based on valid information that has been obtained from credible sources. Media also provides a platform in which performance is monitored for government and institutions. In many cases, scandals revealed through investigative reports trigger judicial investigations while at the same time providing evidence of wrongdoing. In

Internal Environment of Tesco Literature review

Internal Environment of Tesco - Literature review Example Quite understandably, there is a bright side to the picture and as well as a darker side which goes hand in hand, however, when talked about the corporate world, markets and industries, the darker side is more dark to offset the brightness of so-called bright side of the picture. The golden days for the business were when they could operate with monopolies and lesser competition. Consumer awareness was virtually zero and thus their bargaining power was extremely low (Senge, pp. 189-196, 1991). Â  However, with this revolution of information technology, the marketplace has changed into something, which no one could have imagined in his or her wildest dreams, some decades back. Statistics reveal that out of the Fortune 100 companies of 1900, only four of those corporations have been surviving and the rest is history. Furthermore, only General Electric (GE) is the only company, which still exists out of the top 12 companies that appeared on the Dow Jones Index in 1900. Quite clearly, the marketplace is now a brutal and ruthless place, which has no place for companies that fail to adapt, change, innovate, learn, and compete. In fact, the marketplace today is a bloody red ocean since all that companies do today, is make their competitors lose so that they can win. Â  For most companies, the pie is not growing or expanding and the only way to increase your share of the pie is to decrease the share of their competitors. More importantly, the companies that have failed to adopt proactive, calculated, informed approaches and have tried to remain mere spectators, the environmental forces have not forgiven them for the same and they are history. That explains why Nokia, which started it business as lumber company that made equipment needed to cut down the forests diversified, adapted, changed, and innovated to become the biggest seller of mobile phones in the world.

Business based analysis of Nestle

Business based analysis of Nestle Nestle, the largest FMSG Company is working all over the world with more than 500 factories in 86 countries making up of most of the continents. Henri Nestle set up Nestle in Switzerland customers are provided with more than 500 products by Nestle. Nestle was entitled by Henri Nestle. The logo of the company consists of his family coat of arms, the nest with a mother bird protecting her young. The symbol of the company is associated with its care and attitude to lifelong nutrition. The Nestle nest bears the meaning of nourishment, security and sense of family that are important to life. Hr activities at Nestle Recruitment: The current report is that innumerable employees are engaged in Nestle,. Nestle hires most of the employees through a method. An opportunity of employment comes when some employees want to resign or there is an urgent need. But in case of these three situations the head of the department must have to obtain consent of the managing Director (MD). The Divisional Head fills up a Recruitment and Budgeted Form if the request is approved. Performance Appraisal: The corresponding manager or supervisor evaluate or Judge the Job performance of an employee by a method like performance appraisal, employee appraisal, and performance review or development discussion. The employees are given importance at their work place as the Nestle Company is absolutely dependent on the quality of its employees performance. The company pays incentives to its employees to encourage them to give better performance. Compensation Benefit: Compensation is a main thing of Nestle Real Rewards package, which forces the top performers to give their best. The philosophy of Nestle is to afford and keep up disciplined compensation programs that keep up a long term relationship with employees at the time of judging their performance. Nestle promise to offer compensation packages including base pay, short and long term incentives and benefits,. Nowadays they are competitive in market. P2. Objective of the Organization HRM The protection of its employees is Nestle first priority because employees are the asset of this company. To maintain the global corporate standard Nestle focuses on the need for safe working environments. Nestle has resolved to provide a safe working environment for all their employees, contractors and visitors and they are trying to implement Health and safety practices and programs at all working places objectives of the organization are We provide a safe work place to owe employees. We lessen risks of our employees and contractors and visitors and take care of their injury or illness. We meet all requirements like health, safety, legislative etc. We establish and monitor new purposes to decrease work related injury or illness. We develop an efficient injury management system which helps the affected employees return to work. We supply information, provide training to employees and contractors to make them aware of their roles and responsibilities in decreasing the risk of work place injury or illness. We are encouraged a safety and Health management from our suppliers and contractors. We discuss on Health and safety matters with employees and other stakeholders. Method of HRM at Nestle: The Nestle group in the area of interpersonal relations and its management style and the corporation values of those areas are stated by the Nestle. Their respect demands specific attitude that is worthy to be highlighted in the present policy. For taking any advice and decision Nestle depends on its employees. So Nestle has a Democratic Leadership Style. If the company is able to attract employees and develop its growth continually, they will easily achieve a long term success. This is a primary duty of all managers. The principle of the Nestle policy is to hire staff with personal attitude and professional skills because it will make them able to consolidate a long term relationship with the company. Hence the potential for professional advancement is an important standard for recruitment. So a clear communication of these principles and values are necessary for beginning the recruitment process. In Nestle people are dealt with respect and faith. There is not intolerance, harassment or discrimination in the management and this principle is applied and maintained at every stage and situation. Nestle management does not work in complexity and they are honest in behaving with customers and employees for excellent communication. The Nestle is improving continuously for their sincerity in work, dialogue and transparency. No effective delegation and improvement of knowledge are possible if all information is not conveyed to those who need to do their work properly. To communicate means not only to inform but to listen and to engage also in dialogue and all employees are given right to communicate with their superiors or co-workers. If there is any difference of opinion or any dispute between employee and the superiors the possibility must be offered for a fair hearing. The HR staff of Nestle will help to remove disharmony impartially and give them opportunity to express their opinion freely. P3. HRM Models The source approach to HRM gives importance on an employee to be resourceful who increases performance by using motivation, communication, leadership to increase commitment and loyalty. The soft model considers that if satisfaction is increased it will be the only way to go about in the management against various estimated methods possibly used in the hard model. Best Practices approach of HRM: The approach, inspired partly by Jeffrey Pfeffer (1998) is based on the idea of a set of best, universal HRM practices as per their situation that adopting them lead to superior organizational performances. Some of the best practices Pfeffer (1998) are employment security, selective hiring, self manager teams, High compensation contingent performances training to afford a skilled and motivated workforce, reduction of status differentials and sharing information. P4. THE OBJECTIVE OF HR/MANPOWER PLANNING: Manpower planning is done to balance and develop the organizations ability to meet its goal by developing Strategies that will contribute its optimum contribution of human resource. The line manager and staff manager take the responsibility of Manpower planning. The line management gives the estimate of manpower requirements and staff manager works on selection and recruitment related to line manager to whom man power is vital. Organizations HR Planning and development: What the employee requires can be understood by an effective mechanism called HR planning. HR planning can manage the changes in the organization like growing decrease in requirements of employees. HR planning implements new recruitment and hold skilled and efficient staff by understanding easily the needs of future Workforce Planning Workforce planning is a process which is designed to foretell what, when how much can bring about in talent management. It is an integrated and forward looking process. It provides action plans to the managers to work in a prescribed way. This process helps the managers to avoid or decrease problems of people to take advantage of talent opportunities and to develop the talent pipeline. It builds a competitive advantage over other firms. Goals of Workforce Planning: Workforce planning cuts down labor costs quickly and does not impact on productivity negatively. It makes the leaders and managers prepared for future openings. It fills up sudden vacancy immediately and keeps up a flexible contingent workforce. It moves talent proactively to increase the return on talent. It has target retention activities on talent. It has target retention activities on key talent. Man Power Planning: According to Steiner, manpower planning is a strategy for the acquisition, utilization, improvement and preservation of an enterprises human resources. It refers to setting up job specifications or the quantitative requirements of jobs determining the number of personnel required and improving sources of manpower. The diagnostic approach: Source: www.wikipedia.org This approach helps to understand why manpower problems cause. It is possible by using the combination of qualitative planning techniques and qualitative techniques. Manpower planning is mixed into the total process of management of the employment relationship by identifying the more complex factors. Organizational structure, job design and work practices can be damaged by the effect of the diagnostic approach. Links between strategy, structure and people can be made by Human Resource planning HRP Forms and develops the rationalized and diagnostic approaches to manpower planning. Training and development of Nestle: It must be admitted that the company culture has learning. All employees try to upgrade their skills and knowledge continuously. So employees are willing to learn to be recruited by Nestle. Training and development is done on-the-job. Every manager has a duty to guide and train employees for their progress. Formal training programs are arranged with purpose of improving pertinent skills and competencies. Besides, these programs perform individual development. As a result one cannot get reward by attending programs. Manager of Nestle measures progress which can be achieved by training programs. The purpose behind this is to motivate employees by providing attractive but realistic career that helps them develop their skills over a long-term period within the area of economic reality and a changing environment. The act of mentor is done by each manager for his employees. Formal assessment of Nestle is done once a year on a standard basis. It gives feedback on past performance and future potential. Other related aspects concerning a staff members performance are provided feedback. P5. Objective Evaluation of the Organization Human resource function has significance with the onset of global competition. Human resource managers and corporate planning managers think more strategically and step by step. How intense competition impacts upon employment stability can be addressed by them. Implementing cost savings policies regarding employment and thinking with executives on the process of supporting corporate activities are not the same things. To stop downside of global competition the human resource managers should be more active and recruit and keep up efficient workforce. Planning should be done from the very beginning to stop bloating of organization. Human resource managers should identify human resource strategies like flexible dynamic employees are attracted, selected and then trained and motivated to be more productive than the competition. Human resource managers are not administrators but strategic partners. None but they can act will to help top management particularly in a climate of economic uncertainty. Inspire of being Human Company Nestle has most of the above mentioned qualities seen in the managers of present time. The role of HR at Nestle is changing for certain factors. The HR managers at Nestle focus on following qualities along with professional skills and practical experience. The HR managers should develop and motivate employees by addressing the issues that help others to improve in their work and their ability. The managers should be curious and broadminded and interested in other culture and lifestyles including continuous learning and sharing knowledge and ideas freely with others. P6. Performance Management: The function of performance management is to ensure the fulfillment of goals in an effective and efficient manner. Moreover, it watches performance of organization and process of production, employees etc. Performance Management at Nestle: Line managers and HR assess formally once in a year and get feedback. Subordinate managers can interrogate for an unfair evaluation. The HR department has enlisted specific key performance indicators. Remuneration structure and promotion criteria consider individual performance. HR staff must help the management in elaborating training programs. Sufficient training programs are developed at the level of every working company that capitalizes on the availability of local regional or global resources of the group. Some training programs improve the language skills of the employees. These programs also try to consolidate corporate cohesion as well as to promote networking throughout the group. They develop and share best practices of the different management disciplines practiced in the group. E-learning programs are alternative to formal training programs. Competency profile mapping: Competencies are accumulated by totalizing success factors important for obtaining good results in a particular job or in a particular company at nestle. Success factors are made up of knowledge, skills and attributes that are stated in case of particular behaviors and are exhibited by efficient performers in those works. Attributes include personal characteristics, features, motives, values or ways of thinking affecting an individuals behavior. Competencies in organization can be divided into two categories- personal functioning competencies that include broad success factors untied to a specific work function or industry. These competencies often notice leadership or emotional intelligence behavior. Functional/Technical competencies involve specific success factors within a given work function at nestle. P7. Critical Analysis of HR PERFORMANCE The performance of an organization must be analyzed for the development. This analysis makes revaluation of existing strategy possible and easy to understand the faults so that organization can rectify them at once. Recruitment, training and development of employees caliber have been done with high standards. HR Management provides best working conditions with suitable growth opportunities. Employees must maintain rules and regulation of the country. HR Management keeps the record of the best performing employees and gives them opportunities for growth. This analysis proves the best performance standard of HR dept. in the present market. It is clear that Nestle emphasizes on personal achievement and the pay structure HR has planned for its employees and the company also mixes practices like Job Enrichment and Job enlargement, to motivate employees and to break the monotony of their Job tasks. An example of Job enlargement is the correspondent who acts both in sales and brand manageme nt department. Abraham Maslows Hierarchy of Needs: In the year 1950 people accepted the theories of motivation by Maslow. These theories state the process of satisfying peoples requirements in the workplace. The theory explains that dissatisfaction can be created by unsatisfied needs. The hierarchy generally appears to be a pyramid with each level consisting of a certain class of needs. According to Maslow bottom needs of the pyramid are basic needs which are concerned with existence their needs must be met before a persons moving to the next level. Physiological needs: Food, shelter and clothing are the three elementary things essential for man to live on this earth. Only the workplace can satisfy these needs. Safety needs: These needs are concerned with physical survival. Some security needs are high standards of health and safety in the workplace. Job security absence of bullying sufficient rest period pension and sick schemes these needs are fulfilled at Sainsburys. Love and belonging: The work together in a group means to give and receive affection and friendship. The working part of a team, social Facilities and working friendship can satisfy the needs in the workplace. The employees at Sainsburys work together and feel part of a team. Self Esteem: In the workplace all the members should respect each other and feel valued. They should have confidence and self respect. Businesses can offer rewards for achievement or promotion. Self Actualization: All people are offered training challenges and opportunities to develop each individual needs. They should achieve their full potential. Performance related pay (PRP) Performance related pay in an extra payment system added to the base pay. The employees get this payment according to the standard of their performance. Besides, this payment is given to a company after considering how it is performing in financial context. Some forms of PRP are strategic pay, flexible pay, and variable pay. Strategic pay is a pay design process starting with business strategy and organizational design. It disputes against an assumption that certain best practices must be mixed with a companys approach to pay. (Lawler 1995) Flexible pay is that kind of payment system where the pay of the employee is tied to the market situation. In this system the pay of an employee depends on customer satisfaction, customer retention and repeat revenue. The employees will be paid according to their skills and experience rather than job based. This will deploy employees to any projects where their particular skill is required. Variable pay is offered to the employees with financial incentives after they whom their favorable behavior to the business strategy of a company. Heery (1996) recommended importantly that the proportion of pay which is contingent on performance should go up as a proportion of total remuneration. Suggestion for Nestle Communication strategy: There must be an effective communication strategy in Nestle and the employees should be educated and trained about the changes occurring in the organization. Through open to use meetings and bulletins can help to do this. Effective Training and Development: Training and development play a huge role in the practices followed by Nestle. It is an inseparable part of the corporate strategies. In house, trainers conduct most of the training programs. External trainers are required for some specialized training programs., All the employee get the scope of going abroad for training and having an idea of global markets. Entrepreneurship strategy: Every employee should be an entrepreneur who can think ideas independently and realize them by using existing resources and support of the organization to build new kind of product and service. Recruit purposefully: The reason of the expected global shortage of workers is that the baby boomers are choosing to act for short time as their retirement savings have been decreased. If the market comes back fully there can be a mass exodus as the boomers leave the workforce. Company making severe staffing cuts and do not keep their HR people connected to potential hires will be caught severely short staffed. Now savvy companies can hire talented people who have been downsized by other organizations. High HR operation cost should be reduced. The decision making process could be enhanced by leverage of real time information for HR decisions.

The Eighteenth Emergency - Look closely at the words used by Byars by analysing the words used in the quotes. :: English Literature

The Eighteenth Emergency - Look closely at the words used by Byars by analysing the words used in the quotes. ‘The Eighteenth Emergency’ Target: Look closely at the words used by Byars by analysing the words used in the quotes. At the beginning of the novel ‘The Eighteenth Emergency’ Byars presents Mouse as being scared because Marv is after him. In the middle Byars describes encounters between Marv and Mouse in a way that creates tension. Later on in the novel Byars presents Mouse as beginning to change because he was only thumped in the mouth by Marv. At the end of the novel Mouse is shown to be bold and strong, and therefore Mouse is shown to change from being weak and minute in the world to being courageous and confident in himself. At the beginning of the novel Mouse is presented as being really scared and weak because Marv is after him. The text ‘Some boys are going to kill me’ shows that he is scared and exaggerating. Also ‘He started thinking again about Marv Hammerman’ is showing he is always thinking about him, which shows he is worried. ‘He came up in his mind the way monsters do in horror movies, big and powerful with the same cold, unreal eyes.’ This shows you what Mouse thinks Marv looks like, big and a person who doesn’t care how scruffy he is, despite his power to frighten people. Monsters in horror movies tend to be strong, scary characters. ‘Cold, unreal eyes’ suggests that Marv Hammerman has no feelings which is not normal and suggests he is animal-like. In the middle of the exciting story, Byars describes encounters between Marv Hammerman and Mouse in a way that we are made to feel sorry for Mouse even though it is his fault, also it creates tension. The sentence ‘Mouse thought his own face might have been made of thin rubber, it was changing expression so rapidly’ shows he doesn’t know what to do, and is just standing, waiting for Hammerman to hit him. Also, Byars is holding back information in the sentence as she is not telling us whether his expressions are of hatred or worrying. ‘Hammermans nostrils widened a little, and Mouse wondered if Hammerman could smell fear the way animals could.’ The words ‘nostrils widened’ and ‘smell fear’ suggests Mouse is relating Marv Hammerman to a savage beast, ready to pounce. Later in the novel Mouse is presented as a changed boy because he retaliated a little which stops Marv Hammerman from hitting him again. This suggests that Mouse had found courage. The phrase, ‘Mouse seemed bigger’ shows us that he is more noticeable by people