Motif of conscience and principle in AP - Free Essay Example

Introduction Conscience is the moral sense of right or wrong in a human being. It is perceived as the guide to someones behavior. It is the conscience of an individual that raises alarm when the person is doing wrong or right and helps the person to adjust accordingly. A principle on the other hand is a firm belief or rule that governs the attitude and behavior of an individual. Principles of a human being determine the character of the person. Conscience and principle are related in that the conscience of a person always reminds him or her of their principles. John Updikes AP has vividly demonstrated these two motifs. Sam visualizes that sticking to the morally right principles does not always lead to positive results as most people would expect. AP is narrated in the point of view of Sammy who tries to be a hero only to realize that heroes seldom get far in the modern world. Sammy is a cashier at AP and while at work identifies three beautiful ladies but their dress is a mess according to Sam and he is uneasy with them. He suspects one of them to be their leader whom due to romantic interest names Queenie. Sammys character of being opinionated doesnt allow him to hide his disdain for his older co-workers and he is not ashamed of his interest t o Queenie. Sammy can be described as an individual who is bored with life in the town of Massachusetts where he grew up and he longs to break free from the trappings of the society. Sammys voice is also explicitly humorous. When he first sees the girls, he cannot remember whether he has rung up the box of HiHo crackers under his hand. I ring it up again and the customer starts giving me hell. Shes one of these cash-register watchers, a witch about fifty with rouge on her cheekbones and no eyebrows, and I know it made her day to trip me up. Shes been watching cash registers for fifty years and probably never seen a mistake before. Sammys character greatly shows one who sticks to his principles. He is highly driven by conscience and this lands him between a rock and a hard place. In the beginning, he is humorous, sarcastic and has high self-esteem but in the end, he is disappointed, hopeless and stigmatized. Lengel reminds the girls that AP is not the beach and this hits Sammy l ike a blow though humorously. Back in the office all characters in Sammys language become animals. Lengel scuttles crablike into his office when he sees the girls the first time. All other customers group like sheep and pigs in a chute when they see chaos at the front register. The three girls according to him seem to buzz; the Queenie like queen bee and the other two buzz like drones around the queen. Sammys sweet voice, his humor and his categorical descriptions of the supermarket setting undercut the implicitly sentimental situation of the story. Lengels principles lead him to question the girls about their dress and they have a heated argument of the word ?decent. For instance, the word reverberates with socioeconomic import. Sammy boldly stands to defend the girls yet he had earlier shown that his attitude towards the dress code of the girls is similar to his. He put across that it is one thing to have a girl in bathing suit down the beach. Updikes AP has greatly achieved the motif of principles in how Sammy before seeing the girls is humorous, sarcastic and held in high self-esteem. When Sammy first sees the girls is uneasy because of the bath suits the girl are wearing. His conscience tells him that the kind of dress code they are in is not fit for the environment they are in. He cares how the other customers are going to think about the upbringing and character of these girls. Deep in his heart, he expects that everyone comprehends his principles and that they have similar principles and should therefore not make the mistake of coming to AP in bath suits. Lengel is another outstanding character who portrays sticking to his principles. Lengel the manager is privileged to encounter the girls as they are entering the AP and thanks to his moral principles that drive him to questioning the girls and he tells them that they are not at the beach. Although Sammy tries to defend the girls seriously, Lengel is not at all seemingly going to agree that it is rightful to come to AP in such a dress code. Sammy in an operation to hinder bathing-suit policies not only in AP grocers but also everywhere quits his job. This shows how he is stuck to his moral principles and how he is faithful to them. Everyone expects that he is going to be a hero and he himself believes in the same. Contra to his expectations, Sammy quits the job and joins the society that the girls are in. Being in the same society with these girls automatically would not promote his stand against no-bathing-suit but rather influence him in supporting the same and this causes the story to end in a gloomy mood for Sammy the protagonist. The three girls dressed in bathing-suit-clads walk to the grocery store confidently without fear since they have principles which do not allow them to notice they might be making. They have no shoes put on and their conscience does not deny them to walk to any public place. This alludes the immoral principles that have enslaved them. The girls seem to do anything they think is right according to them without considering their societal relationship. Their conscience isnt seemingly alerting them and this explains their character. They must have noticed they are sexually provoking but dont seem to care. Conscience on the other hand seems to be guiding most characters in the John Updikes AP. Sammy the main protagonist in the story greatly shows his emotions. Sammys conscience helps him visualize the poor dress code of the three girls. He would even start admiring the girls owing to the girls attractive nature and dress code. Sammy is eventually seen to quit his job to defend and uphold his principles. This decision is informed by Sammys conscience. Lenger the manager of the AP grocer on seeing the three girls in poor dress code does not conceal his emotions and his conscience causes him to utter his mind. He tells the girls off that the AP grocer is not a beach. Thanks to his conscience despite Sammys defense to the girls, Lenger is firm since he is cock sure that his conscience cant mislead him. It takes much confidence to tell the girls that they are dressed inappropriately but Lengers conscience does not allow him to bear the embarrassment and let the ladies make away with that. The three girls are other characters whose motif of conscience has been portrayed highly. The girls act like they have been deprived of their motif of conscience. It is common sense that it is not right to go to a public place half naked or without shoes. Not even a single society would tolerate that but the girls shamelessly go to an AP grocer in their bathing clad and they do not seem to care. The author uses these characters to show that not all peoples conscience is active in life. Anybody would have expected the girls to have changed before they left home informed by their conscience. Sammys decision of quitting job is informed by his conscience. He has an aim to curb the habit of indecent dress in public places and he thinks that quitting his job will help cease this habit little does he know that his efforts are in vain since he is going to the same society with the girls and would end up supporting them owing to the fact that he has interest in one of the girls whom he nicknamed Queenie. His conscience is right because if Lenger, his manager considers him and negotiates to return him to his job, he would be curbing the habit but the story ends in a cold mood where Sammy is sadly glaring at his boss without a glimpse of hope to get his job. Sammy taking off his apron and bow tie is another occasion where the motif of conscience is evident. Sammy takes off his apron and bow tie to show that he is quitting job. He is different from other workers who fail to report to work or boycott work activities or even influence others to a strike. His decision is not only dignified but also vividly shows his aggravated emotions. He has arrived at the decision after being guided by his conscience. From the beginning of the story, almost all the characters are principled. Starting from the main protagonist Sammy who in many incidences has a lot of things he does compelled by his principles can be referred to as the chief principled character. Despite the attractive nature of the girls, Sammy does not misbehave or reveal any evil thoughts with the girls. This shows his dignified and moral principles that he strictly adheres to. When Sammy quits job, Lengel tells him that he would feel the same disappointment even after quitting job. This is meant to intimidate him and discourage him from quitting the job but since Sammy is a man of principles, he remains firm and does not turn back. This alludes that Sammy is unshakeable as he comfortably quits the job which is enough prove that a person should stick to his principles come rain come sunshine. Conclusion Conscience and principle are key motifs used by the author to build his characters commencing with the main protagonist Sammy who is unshakeable. By quitting his job, he demonstrates believe and trust in his conscience. Lenger the AP grocer manager is another key character who is bold enough to tell off very attractive ladies due to their provocative dress code. This is least expected as mens weakness for half-naked ladies is so strong a desire to bear. He tells them that the AP grocer is not a beach and hence there is need to dress decently to show respect to other customers.

Junior Managers Program - Free Essay Example

Sample details Pages: 5 Words: 1372 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Essay any type Did you like this example? Junior Managers Program The Junior Managers Program (JMP) is the most-prestigious program run by Bosch for mid-level managers. It is aimed at nurturing MBAs from the Top 20 B-Schools who are likely to be tomorrowà ¢Ã¢â€š ¬Ã¢â€ž ¢s Bosch executives for accelerated international careers. Challenging projects, responsibilities, a global network as well as intensive on- and off- the job training help the associates prepare for senior management responsibilities early in their career. Don’t waste time! Our writers will create an original "Junior Managers Program" essay for you Create order This 24-month rotational program, modelled after a training program in Germany, has produced many top executives over the past 30 years. à ¢Ã¢â€š ¬Ã…“The JMP is an excellent program for those people who have a strong learning orientation and like new challenges, Bosch being the huge MNC that it is, never fails to keep raising the bar for employees who want to keep growing and learning. Technical Managers Training Technical Managers Training is especially targeted at associates hired from top ranking engineering colleges. It aims to strike right balance of theoretical and practical subject matter ensuring optimum à ¢Ã¢â€š ¬Ã‹Å"real world application for various workshop needs. At Bosch, it is believed that a technician who has the ability to diagnose problems quickly and accurately increases the efficiency of the workshop, gives greater customer satisfaction and in turn results in greater profit. Fitting the right person to the right job is the key to success here. Growth o pportunities and the constant learning that such initiatives have to offer have helped Bosch Limited build a reputation for talent management, helping it attract the best candidates on campus apart from retaining and nurturing them. This culture prompts associates to deliver beyond expectations, by working and contributing to the best of their ability. Bosch Vocational Centre By bridging the gap in the technical talent space, Bosch Limited has managed to succeed where others fail. The need for skilled manpower has given rise to the need for vocational training. To cater to this need, Bosch Limited has a full-fledged training centre to bridge this gap and develop a reservoir of skilled personnel required to produce quality products on sophisticated machines. Apprentices straight out of matriculation are recruited and trained at this state-of- the-art vocational centre famously referred to as the Bosch Vocational Centre. On an average Bosch in India hires around 150 graduate apprentices a year. These apprentices are given ample amount of training along with a stipend. At the end of the course they are mostly absorbed on the payrolls of the company. By hiring them young, Bosch is able to mould them and infuse in them the Bosch culture as well as the habit of delivering and maintaining high quality standards. At its training centres in Bangalore, Nashik, Naganathpura and Jaipur, Bosch provides hands on training experience. These apprentices are guided by industry experts in the latest curriculum as per industry needs. Young engineering graduates receive exposure to training programs that are in line with the requirements of the industry. At these facilities, training is also provided to existing associates and business partners on the latest in technology and Bosch standards of production. Talent Retention BMS An organization that focuses on nurturing talent also runs the risk of losing it. Every time associates retire, the company loses valua ble expertise. Bosch wants to utilize the experience of retired executives and offer them the option of a à ¢Ã¢â€š ¬Ã…“second career.à ¢Ã¢â€š ¬Ã‚  Bosch Management Services makes use of the skills of retired associates aged between 60 and 75. These resources are paid a consultancy fee, which is lower than what is paid to external consultants. This gives the company the benefits of getting access to a ready and trained talent pool at short notice. The knowledge bank that this initiative gives Bosch access to is phenomenal since each of the consultants have three to four decades of work experience at Bosch and know the company thoroughly. This helps smoothen workload management and allows ex-employees to cope better with aging and retirement. Total Rewards Bosch has scaling system from 1-5 which rates performance 1 being given for best performance and 5 for below average performance. The ratings given to people is relative within a team. That is, a rating of 2 is given to not more than 2 people in the same team. The bonuses are attached to this rating and the employees are rewarded according to their salary band. The employees also get a percentage of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s profit when the company performs really well. Fair Compensation At Bosch they conduct regularly a market study to understand better, the salaries offered in the market. Salaries are compared against salaries in the industry and individual performance is evaluated each year to offer fair and competitive salaries to all employees. Our Employee Suggestion Scheme Bosch welcomes employee ideas. Suggestions that deliver results, such as optimized processes, waste elimination, improved product quality or relating to health safety and environment, are rewarded with bonuses of up to Rs. 60,000. The success we have demonstrated in gathering associatesà ¢Ã¢â€š ¬Ã¢â€ž ¢ ideas and putting them into practice has helped us reduce costs in a large number of areas over the years. Support for Miscellaneous Tasks: at the workplace We want to support our associates also in their extra-work duties. Thatà ¢Ã¢â€š ¬Ã¢â€ž ¢s why in some sites we offer dedicated services such as laundry, home appliances repair, or tailoring at attractive low prices. Moreover, through this service our associates donà ¢Ã¢â€š ¬Ã¢â€ž ¢t have to care anymore about duties such as payments of bills, policies and fines, courier, booking movie tickets or even shopping for basic groceries. Our benefits programs are flexible, competitive and comprehensive. They are structured so that you can make the choices that make sense to you and your family at that point in time. Our comprehensive coverage includes deputation with family, medical coverage, and different sorts of life insurances that will benefit your family, along with all the other standard compensations and benefits. The difference is that we care. Talent Retention: Reference: https://www.hrmagazine.co.uk/hr/i nterviews/1014824/interview-andrew-castle-hr-director-bosch#sthash.0lcqCmRr.dpuf Business Verticals of Robert Bosch: Mobility Solutions Consumer Goods Industrial Technology Energy and Building Technology The company that we studied was Bosch India Pvt Ltd., which has the following structure: The HR vertical in Bosch has the following functions: Communication Knowledge Management Organisational Development Manpower Inventory Training and Development Performance Management Employee Potential Development Recruiting: One of the main functions in HR being recruiting, is done through the following process. First, they set their long term strategies (say for 3-5 years) They forecast the manpower needed to achieve the strategy Then they check the actual numbers and compare it with the forecast These numbers are distributed based on lower, middle and upper management The staffing need is then accounted for the headcount fluctuation, backfill, additional needs from MA projects etc. Finally, the total number of people required for every level is ascertained Then they go through a recruiting process which is typical recruiting process conducted for engineers which starts with an aptitude test and then a technical test followed by an interview to test the candidateà ¢Ã¢â€š ¬Ã¢â€ž ¢s technical and inter-personal skills. This is a campus recruitment process; the process of recruiting middle and higher-level management will be different though. For middle level management, there are different methods in which the candidates are selected that are discussed in another section. One interesting fact about Bosch is that they very rarely recruit for a higher-level management post; under unavoidable circumstances. This is because, Bosch believes in long term association with the employees and those who are in the higher posts are generally the ones who got promoted. Bosch also believes that these employees are the ones that understand the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s position better and can take better decisions. The career ladder in Bosch looks like this: Manager of Self Manager of Others Manager of mangers Function Manager Business Manager Group Manager Enterprise Manager Bosch emphasizes on potential than on performance. The definition of à ¢Ã¢â€š ¬Ã…“potentialà ¢Ã¢â€š ¬Ã‚  in the Bosch group is: à ¢Ã¢â€š ¬Ã…“Development potential is the ability of the manager to successfully cope with tasks which have not yet been assigned to him/herà ¢Ã¢â€š ¬Ã‚  They believe that a clear definition of potential is necessary to align the understanding between silos in the organization. Performance is contextual and it is indicative of potential. High performance doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t translate to leadership potential.

The World of Odysseus Essay - 2126 Words

The World of Odysseus was written by Sir Moses I. Finley, and it is an in depth analysis of the Iliad and the Odyssey. The period in history that helped to produce these two phenomenal works is veiled with uncertainty due to the fact that an actual written history doesnt exist. Homer put his history of the period together from the traditional custom of oral poetic story telling that originated from the late Dark Age and early Archaic Period. The first three chapters of Finleys text provide the reader with an understanding of the Greek world so the information presented in the fourth and fifth chapters is easier to understand. The first chapter introduces the world of the Greeks, their exposure to writing, the importance of Homer,†¦show more content†¦Finley ends his first chapter by noting that he believes that Greek history commenced with the world of Odysseus and like all history had an extensive story behind it. In the second chapter Finley explains why he believes the world of Odysseus was not the Mycenaean Age or the world in which Homer lived, but the intervening period-- the Dark Age. Finley also describes the adjustments the Iliad and Odyssey received from the archaic period of ancient Greece on. Finleys second chapter deals with Greek heroes and the bards that told of them throughout Greeces age of heroes. Bards were illiterate, so for them to pass on traditional stories about Greek heroic figures, they had to commit entire poems like the Iliad and the Odyssey to memory. This chapter begins with discussion of the story of the different ages of man was developed and how it began with four phases, but later, when Hesiod worked with the tale, it gained another phase. The Greeks applied metal names to the different ages in order to create a written history. The time of heroes is discussed in more detail in this chapter. Homer was given credit for having been an expert on the subject . 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Gambling¬machines And Automation Of Desire â€Myassignmenthelp.Com

Question: Discuss About The Gambling Machines And Automation Of Desire? Answer: Introduction Aristocrat Leisure Limited and Fortescue Metals Group are two very different entities. While Aristocrat Leisure Limited is a company that manufactures gambling and gaming machines, Fortescue Metals Group is involved in the mining of metals. In this essay we shall discuss their similarities and differences with the aim to gain insight into their working, visions, missions and social responsibilities amongst other things. Below mentioned are the various criteria and characteristics that define these companies, along with a SMART analysis to the respective criterion. SMART stands for Specific, Measurable, Achievable, Realistic and Timely and is a test or a tool that can be used to analyse the current situation in any organization while at the same time increasing its chances of achieving its goals. Also, the below mentioned statements shall be analysed as to whether they are believable or simply add value to the company. Mission and Vision Following are the vision or mission statements of the two companies- Aristocrat Leisure Limited- To create the worlds greatest gaming experience every day(Blakeney, 2012) is the mission of this company. The company believes that to render people with the worlds best gaming experience, one need to have more than just talented people and using advanced technologies. They give utmost importance to integrity, respect, courage and passion. According to the companys beliefs, these characteristics are what define them. SMART Analysis- The above mentioned statement is very specific as the company knows that they want to provide their users with the best possible gaming experience ever. The measurability of the statement is relative in the sense that the company want to be the best. There are no comparable numbers that can be measured. The goal is definitely achievable. To provide the best services in any field, the company has to strive for perfection. The goal is also realistic. The statement doesnt mention anything related to the completion of their goals within a fixed period of time. The companys goals are believable. In addition to this, they do also add value to the company. Costumers, when they see that a company is providing quality services and experience, tend to become permanent clients and have faith in the company. This adds to the brand value of the company. Fortescue Metals Group- the Companys vision is that of being the safest, lowest cost and most profitable iron ore producer(Romney Steinbart, 2012) in the world. They give immense importance to the safety of their workers. SMART Analysis- The companys mission is specific as they want to produce iron ore at the most profit in the lowest cost. The statement is similar to that of Aristocrat Leisure Limited in the sense that there are no quantifiable numbers mentioned. Their vision is achievable. It is possible to produce iron ore at the lowest input cost and earn maximum possible profits. Their vision is realistic. There is again a similarity in the visions of both the companies as there is no mention of time-related issues. Another similarity emerges in the vision and missions of both the companies. All of the goals or objectives of Fortescue Metals Group are believable as well as add value to the companys goodwill and reputation. Values Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees(Lencioni, 2008). Following are the values of both the companies- Aristocrat Leisure Limited- the core values that this company is built on is passion, courage and respect. They work to incorporate these values into their organization every day and encourage others to do the same. Fortescue Metals Group- Safety and family are at the core of our culture and values(Romney Steinbart, 2012). Their core values include- safety of all the workers in their company, empowerment of every individual, caring for one and all, frugality, enthusiasm, courage and humility. SMART Analysis- Both the companys core values are specific. While ALL lays emphasis on passion and courage to provide an amazing, one of its kind gaming experience, FMG on the other hand, focuses on the safety of its employees and caring for one another. The difference in the values of the companies arises due to the fact that both the companies are different from one another to their core. The companies vision do not provide any measurable data and rely on words such as best, lowest or most profitable to describes their goals. Both the companys visions are achievable. The companys visions are also very realistic. Aristocrat spends something like $120 million a year on research and development(Annoynomous., 2013). This is a lot of money. If the company utilizes its funds properly, it can definitely achieve its goals and objectives in actuality(Crane, 2008). There is no mention of time related goals or objectives in both the companys statements of core values. The core values of a company are its foundation. This is what the company is built on and what it stands for. The core value is what some would call is the soul of the brand and the inner spirit when building a brand(Xiangyin Li, 2015). Both the companys core values focus on qualities such as passion, courage and humility, all of which are believable. When a company is associated with positive characteristics, it adds to its value. Such is also the case of the above companies. Corporate Social Responsibility Often abbreviated as CSR, the Corporate Social Responsibility of a company refers to the action of taking responsibility for its actions by the company, be it related to acting towards the benefit of society or a companys moral obligation to not indulge n activities that can prove to be harmful to the environment or the ecosystem. Following are both the companys CSR. Aristocrat Leisure Limited- the Companys website does not mention much about the companys CSR towards the environment. However, there is mention of the company being involved in a number of charities and fund raising events. Fortescue Metals Group- The FMG takes Corporate Social Responsibility very seriously; they are involved in a number of activities which give back to the environment as well as their community. A few of these activities include- being responsible for the impact the companys manufacturing has on the environment, giving educational grants to those in need and recruiting aboriginal people in their company. SMART Analysis- Both the companys CSR are specific to what they do. While ALL is more involved in doing charities and fundraising, FMG believes in giving back to the community in other ways. Social responsibility or sustainability is hard to measure. All of the actions of sustainability as well as social responsibilities of both the companies are achievable. The companies have been involved in giving back to the community and the environment in their own ways. Both the companys websites provide data to prove their achievements and how they have contributed their share to the betterment of the society and environment. The above mentioned activities have been completed within a given time as the companies thrive to do more and give back as much as possible Stakeholder analysis Although a rich body of literature surrounds stakeholder theory, a systematic process for identifying health stakeholders in practice does not exist(Schiller Winters, 2013). Stakeholders in a company are people who are directly involved in the working of the organization and have a concern or interest in its business. Following are the similarities and differences in the 2 companys stakeholders- While ALL stakeholders includes is chairman, managing directors, CEO and non executive directors, the stakeholders of FMG include a long list of investors in addition to the above. Stakeholders include those who have some kind of claim on the services of the organization(Lee, 2014). Conclusion As mentioned above, Aristocrat Leisure Limited and Fortescue Metals Group are two different that are involved in completely different businesses. However, there are many things that they have in common as well as some which they dont. A companys vision or missions are core entities that form the rest of its operating structure. A SMART analysis can help in determining the status of a companys visions and missions, and assess whether these are realistic and achievable in a given amount of time. This can help a company to understand its limitations and strengths and act accordingly. From the above mentioned, one can understand the role a company plays in giving back to the environment and community in more than one way. It is a companys social responsibility to act in a way that is beneficial to one and all. Also, the stakeholders in a company are the most important contributors and people who are involved in tis working. References Annoynomous., 2013. Gamblingmachines and the Automation of Desire. PLATFORM:Journal of Media and Communication, pp.3451. Blakeney, M., 2012. Intellectual Property Enforcement: A Commentary on the. - Page 151. 2nd ed. New York: Cengage. Available at: https://aristocrat.com/about [accessed 19 September 2017]. Crane, A., 2008. The Oxford Handbook of Corporate Social Responsibility. New York: Cengage. Lee, K., 2014. Who are the stakeholders? The Journal of Technology Studies, pp.2-8. Lencioni, P.M., 2008. Make Your Values Mean Something. Harvard Business Review. Romney, M. Steinbart, P., 2012. Accounting Information Systems Australasian Edition - Page 371. 3rd ed. London: Springer Publications. Available at: https://www.fmgl.com.au/about-fortescue/our-culture [accessed 17 September 2017]. Schiller, C. Winters, M., 2013. A framework for stakeholder identification in concept mapping and health research: a novel process and its application to older adult mobility and the built environment. British Columbia: BMC Public Health. Xiangyin Li, C.S., 2015. A Study on the Core Values of the Brand. Journal of Service Science and Management, pp.868-73.