China And The Implementation Of Pinyin - 1646 Words

Over Population in China and the implementation of Pinyin In response to massive over population in China, the Chinese over has taken drastic measures to reduce the nation’s population. The first step that was implemented was the one-child policy also known as; pinyin. Pinyin is the one child limitation on the majority of families that live in the People’s Republic of China. It is enacted under the official family planing policy. It limits the number of children marries urban couples to have to one. The exceptions only apply to those who are: ethic minorities, rural families who depend on children for farming and, parents without any siblings themselves. The Chinese government has given an official statement saying that roughly to 35 to 40 percent of the Chinese population falls under the one child rule. The higher ups in the government bureaucracy who mostly live in Macau and some parts of Hong Kong are not affected by this policy as well. The policy was brought up by the government in 1978 but, was officially enacted to first-born children in 1979. Like today, China was dealing with many social, economic, and environmental problems. Pinyin was a response to â€Å"alleviate† these problems. Chinese authorities claimed that pinyin has prevented around 250 to 300 million births from the time of its implementation in 1979 to the year 2010(SOURE CITATION). There is still controversy within and outside of china for use of this policy. Because of the manner that policy was carriedShow MoreRelatedProblems Faced by Google in China1977 Words   |  8 Pages MS-113 Topic of assignment: problem faced by Google in china Subject Teacher’s name: Mrs. Meenakshi singh Abstract US based Google the leading Internet search engine company in the world started providing its services in China in 2000. Though Google soon became the leading search engine in the Chinese market, it started losing its market share in couple of years. In China, the Internet content was heavily censored by the government and users searching onRead MoreLanguage Reformation in China1945 Words   |  8 PagesChina has a long history of language reformation, where the Chinese language becomes one of the most successful and radical amendments for the whole nation to adopt several changes along the way. In this essay, a discussion of major components in the language reform, specifically the Mandarin language, in China will be explored with the social, culture, and political issues that have influence the changes. A history and pattern of language used in China- starting from the days of language in theRead MoreChinese Food Culture5877 Words   |  24 Pages(the very existence of a large market for a given food item means that its production permits what economists call an economy of scale). Chinese Cooking will live on in New York City, in London, in Paris and in Sydney, even should the people of China - perhaps inspired by the scaled- down versions of Big Ben, the Eiffel Tower, the Sydney Opera House, the Leaning Tower of Pisa, etc. - ever discard it in favor of an amalgamation of various foreign cooking traditions. What makes Chinese cooking

Rome End of Paganism And Dawn of Christianity Essay

The city of Rome was and is one of the most well-known cities of the world. It has always lured in huge visitors for its attraction for the elaborate Pagan temples or for the eloquent Cathedrals of the Rome. Now the city is known for being the center of the catholic faith. The city is interesting in a way that, it has not always been a Catholic hotspot. The city was originally under the control of the Romans who worshiped Pagan Gods. The Romans believed that Rome was a holy city chosen by their Gods (Cowling). The switch from being a Pagan centered place to a Christian centered place was not as easy transition for the city. It took time and perseverance. As the Christian influence started to build up, the face of the Roman city started to†¦show more content†¦After each victory they would build a temple in thanksgiving to a God (Cowling). For example Temple of Capitoline Jupiter built by Tarquinius Priscus and Tarquinius Superbus (one started the and other completed) in hono r of the victory against Sabines (Platner 1929).. Then each emperor would build a forum to mark his leadership(Shape of the Rome August 15, 2013). This is was layout of the city when Christianity started to sprout out of the city. Since Christianity was not so popular at that time and also there was barely any place left in the initially city for a church to be built, the churches were built outside the city itself (Shape of the Rome August 15, 2013). The Roman people were aware of this new religion but they did not consider it was problem to their survival. Tides started to change quickly, many pagan followers started following this new religion. This then caught the attention of the rulers; particularly when these newly converted Christians denied acknowledging the emperor as God. This created distaste for the emperor towards Christianity (Cowling). During the Great Fire in 640 AD, Emperor Nero claimed the Christians as the reason for the fire (Roman empire in the first century 2006). He blamed the Christians neglection of the Roman God’s as the cause for the fire. This led to the era of persecution and a huge eruption of evangelization by the Christians. Christianity in Rome exponentially grew afterShow MoreRelated Pagan History Essay2518 Words   |  11 Pages Pagan History Paganism is a loose word for the large variety of polytheistic, shamanistic, and mystical non-monotheistic religions. Paganism exists in all cultures, from paleolithic to technological, but has historically waxed and waned. The ancient Egyptians are an example of a highly pagan society; so are the ancient Romans; and all paleolithic cultures from the Old Stone Age to the present have strong pagan elements. An example of a less pagan culture would be the West for the last thousandRead MoreEssay The Pagan Faith and Christian Holidays3419 Words   |  14 Pages Religions are like empires. Some religions are small and quickly get absorbed in others. Some are relatively new, such as Christianity. Some are very old, as Judaism is. They can begin in the most unlikely places and spread quickly through the countryside.    When religion is thought of as an empire, it easily shows growth and reformation in ideas. Christianity began only two thousand years ago, but has already grown to become one of the worlds major religions. It began in PalestineRead More The Anglo-Saxon poems, The Wanderer, The Seafarer, and The Wife’s Lament3469 Words   |  14 PagesWife’s Lament,† are three examples how literature is mimetic, for they capture the culture’s heroic beliefs of Fame and Fate, the culture’s societal structure, and religious struggle of the Old English time period: making the transition from paganism to Christianity. In order to understand how these poems mirror the Anglo-Saxons’ lives, one must know a little history about the culture. In the fifth century, the inhabitants of the island of Britain hired German mercenaries to defend them against theirRead MoreChristianity as a Unifying Influence in the History of Europe6059 Words   |  25 PagesChristianity as a Unifying Influence in the History of Europe Europe was a Christian creation, not only in essence but in minute detail The above statement can perhaps best sum up the relationship between Christianity and Europe throughout the ages. Christianity has been the strongest single influence in the history of Europe. Regardless of the century, no discussion would be complete without reference being made, at least in small part, to the Church. It is true that in recent centuries

Organizational Behaviour Motivation on Organizational Effectiveness

Question: Discuss about the Organizational Behaviour Motivation on Organizational Effectiveness. Answer: Introduction Employee motivation is an aspect through which the employees are motivated to work hard and achieve the organizational goals. The motivation of the employees is depended upon several factors which are explained in various motivational theories. There are several needs which are required to be satisfied for achieving the employee motivation. The essay will have an in-depth analysis of various motivational theories such as Hierarchy theory, two factor theory, equity theory, three needs theory, goal theory, and expectancy theory of motivation (Baker, 2011). The organizations are achieving huge success by having greater employee engagement and employee motivation such as up surge revenues, higher employee satisfaction, increased productivity, elevated retention rate, higher brand image and strong position in the market. There number of practices the organizations are introducing so that they can have the employee motivation. The various philosophers have developed the motivational theori es so that the increasing needs of the employees can be met effectively (Dartey-Baah and Amoako, 2011). All these theorists have their vital role in providing the organizations with numerous befits related to higher employee motivation and employee engagement. The essay will provide information regarding the association between motivation and employee engagement, various theories of motivation, comparing and evaluation of theories, practical application of theories and a concluding paragraph. Motivation and Employee Engagement Motivation is the primary key to success. This is a well set and well defined concept in the organization and motivational concepts and theories. The basic purpose of motivation is to boost the morale of the employees by providing them the best possible facilities and satisfying their needs and requirements. The higher the organizations pay concern over the development of the employees the greater is the motivational level. The employee engagement can be explained as the involvement or engagement of the workers of an organization in the actions and operations of the organization (Manzoor, 2012). From almost a decade the organizations are laying high focus upon the employee engagement concept. There are striving hard and implementing several policies and practices to provide the employees a safer and secure environment with extensive number of opportunities to have their personal development. There are number of benefits which are associated with employee engagement such as increased productivity, the highly engaged employees give their 100 percent to the organization and provide increased productivity in terms of quality and efficiency to the organization. The next benefit is higher retention rate, the engaged and satisfied employees always try to get success and associate with the organization for longer time frame which results into high and elevated retention rate of the employees. The other benefits are high level of innovation in the organization as employees also provide their view points and ideas in the development t of the organization (Zhang and Bartol, 2010). Increased revenues and profits and higher employee satisfaction are the primary three benefits of higher employee engagement. Motivation and employee engagement together are the two best approaches through which the organization achieve ladders of success. Both motivation and employee engagement are interconnected. The increased motivation results into higher level of employee engagement as the increased morale of the employee are connected with the organization in an improved and better way. It is necessary for the organizations to emphasis on both the factors i.e. to motivate the employees through various practices and incentives as well as to have higher employee engagement by indulging the employees in the functioning and decision making of the organization (Crawford, LePine and Rich, 2010). Evaluation, comparing and contrasting of the various motivational concepts and theories In all the motivational theories the basic and the primary objective is similar which is to motivate the individuals I n some or other way. There are different approaches explained in understanding the behaviour of the individuals and how they can have improved motivation in all the motivational theories. In evaluation of the theories it is found that there are few similarities among all of them. The similarities includes all the theories have a similar goal i.e to motivate the employees. Second, there always needed a long time for acquiring all the requirements needed for motivation and third, each motivational theory emphasis the employees to select that which goal or which specific need will motivate them. In comparison of Maslow need theory with the Herzberg theory it has been analyzed that the hygiene factors of the Herzberg theory are identical with the safety and physiological needs of Maslow theory. For instance, in need theory to reach safety hierarchy there is requirement t o earn money and so the financial incentive i.e. salary is a hygiene factor. There are few differences also in the Herzberg theory there is stated the factors which dissatisfy the employees whereas in all other theories the factors which motivate the employees are mentioned. So in a overall evaluation, comparing and contrasting kit can be said that all the theories have their vital importance in motivating the employees but with different and diverse approaches. There is a need of all the theories in organization varies from function to function. Role of motivational theories in increasing employee engagement For achieving success every organization is required to have motivated and engaged employees at their workplace. The motivation theories have a vital role in increasing the employee engagement as these ate the groundings over which the commitment and the involvement of the employees depend upon. There are basically six major motivational theories which improve and enhance the employee engagement which includes Hierarchy of Needs, Two factor theory, Equity theory, three needs theory, Goal setting theory and Expectancy theory (Khattak and Durani, 2011). The Hierarchy of needs theory safeguards and ensures that the lower level needs of the employees is satisfied. The theory is proposed by Abraham Maslow. It offers several opportunities to the employees for achieving their needs of all other higher levels. For motivating the employees through the need theory there are five different levels i.e. physical, safety, social, esteem and self-actualization. There are provided several benefits and incentives to the employees for accomplishing their needs of all the levels. The organizations that are able to satisfy the needs of the employee at the most highest level are high in achieving employee engagement and motivation (Kaur, 2013). In the two factor theory of motivation, the issues of the employees related to dissatisfaction and the motivation both are recognized as two different aspects. There takes place redesigning of the jobs and the work so that there can be increased motivation. This theory was framed by Frederick Herzberg. There are number of things which are used to increase the motivation of the employees such as by providing them growth opportunities, additional responsibilities, meaningful work or job role, recognition and achievements. There are separate rooms for addressing the thing which dissatisfied the employees such as inadequate working conditions, tough policies and practices (Armstrong and Taylor, 2014). In the Equity theory framed by John Adams, the employees are motivated basically with the fair and equitable systems in the organizations. The employees are treated with complete fairness with no inequality issues. The employees get motivated by comparing themselves with other employees so that they can evaluate whether they have been treated and paid on a fair and equity basis on it. As per the results of the evaluation they improve their performance and get motivated to work hard (Bell and Martin, 2012). In the three needs theory developed by David McClelland the employees are motivated through setting up of somewhat moderately difficult aims and goals so that they can have their efforts to achieve them. The organization provides continuous concrete feedbacks to the employees regarding their achievement of the set difficult goals. In this motivation theory McClelland explains that there are primarily three needs of the employees i.e. achievement, affiliation and power. And thus the first and primary efforts are laid over the achievement of the goals. Once the employees achieve their goals they get motivated to work hard and attain affiliation and power in the coming time period (Forbes, 2011). In the Goal setting theory, developed by George Odiorne, the primary focus of the organization is on the establishment of the measurable objectives and goals after having a consultation with the employees. The organization interconnects the goals of the employees with the objectives of the company so that there can be accomplishment of the shared and the mutual goals. The organization also provides regular and continuous feedback to the employees so that they can achieve the goals in a much fast way. The main factor which helps in motivating and increasing employee engagement is by making the employees participated in the setting up of the tough and challenging goals. After setting up of these goals the employees try to understand their role in achieving those goals and later on the progress and growth is determined (Shantz and Latham, 2011). In the Expectancy theory, framed by Victor Vroom the employees get motivated as the organization provide the employees number of opportunities to have success and growth. There is also offered amply reward success as well as a clear interconnection among the success and the associated rewards is defined and explained b y the organization to the employees so that they can understand the importance of success in terms of rewards. The employees get motivated as they made some sort of expectations from the organizations fir their continuous efforts. They expect value for the success they have attained and the rewards motivate the employees to keep going in the similar direction and continue with their achievements and hard work (Blue, 2011). All these motivational theories have a greater role in enhancing the engagement and involvement of the employees. This result into improve association among the employees and the organization as well as better productivity is received from the employees which results into organizational growth and success (Nickols, 2010). Practical application of the theories relative to improving employee engagement within the organization There are various incidents where the senior level management uses these motivational theories to achieve greater employee engagement as well as to motivate them. There are few practical implications of the motivational theories such as Chip Conley who is the Head of Hospitality at Airbnb and founder of the hotel chain, Joie de Vivre have taken use of the Hierarchy of Needs Motivational Theory for transforming the business and motivating the staff. He organized a retreat for the employees and there he asked a question from the housekeeping staff that if there someone came from Mars and see the housekeeping staff performing their work then from what particular name he will call you? There were few beautiful names that came such as The Peace of Mind Police, The Clutter Busters and The Serenity Sisters. The housekeeping staff realized that they are not performing an undervalued job rather they are performing much more than housekeeping. They develop a space for the travelers to relax an d feel safe who are far away from their homes. Thus improved and boost the motivation of the staff and they understand the importance of their work. Thus the need hierarchy theory worked (Panay, 2014). Another practical application through which there can be increased employee engagement is analyzed in a way that in any organization where employees had a failure in achieving the targets set or fails in attaining the desired results that there are various things which can affect the motivation of the employee in the future. There has been used three need theory to have an increased motivation of the employee. The three attributes which need to be focus upon is stability, Locus of control and controllability. The first attribute focuses upon stability which analyzes that how much stable the attribute was. There should always be lower stability of the attributions to have improved motivation in the future such as the employee was ill or was going through any other family problem. The second attribute is Locus of control, it should not be internal such as the employee was not capable of rather it should be external that he did not receive appropriate trainings. It will improve the resu lt and motivation in coming tine period. The third attribute is controllability; the employees must feel like that the factors which caused failure were uncontrollable so atht they can again give a try and achieve positive outcomes rather than having a negative approach (Panay, 2014). There are various others numerous practical incidents and applications which have the introduction of the motivational theories in the organization so that the employees can have improved involvement and engagement in their work and can be motivated. Conclusion Motivation is the primary factor in the organization for achieving success and future growth. The essay clearly describes that there are various motivational theories which have their involvement in the development of motivation in the employee as well as to help the organizations by providing various approaches to have increased motivation. There are various theories which have been explained in the essay (Rich, Lepine and Crawford, 2010).The evaluation and the comparison of the theories state that there is a similarity in all the theories that is the final goal is to motivate the employees by satisfying the needs of the employees. The essay also provides practical application of the theories which shows that the motivational theories are of vital significance in changing the thought process of the employees and boosting their morale in an optimistic way (Gruman and Saks, 2011). Thus from this it can be concluded that the organizations are required to have their increased focus upon the employee engagement and the motivation of the employees. The greater the motivation will be the better and the improved revenues, retention rate brand image and productivity of the organization will take place. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bakker, A.B., 2011. An evidence-based model of work engagement.Current Directions in Psychological Science,20(4), pp.265-269. Bell, R.L. and Martin, J.S., 2012. The relevance of scientific management and equity theory in everyday managerial communication situations.Journal of Management Policy and Practice,13(3). Blue, C.S., 2011. Motivation theories and human resources. Crawford, E.R., LePine, J.A. and Rich, B.L., 2010. Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test.Journal of Applied Psychology,95(5), p.834. Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective.European Journal of Business and Management,3(9), pp.1-8. Forbes, D.L., 2011. Toward a unified model of human motivation.Review of general psychology,15(2), p.85. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.Human Resource Management Review,21(2), pp.123-136. Kaur, A., 2013. Maslows Need Hierarchy Theory: Applications and Criticisms.Global Journal of Management and Business Studies,3(10), pp.1061-1064. Khattak, A.A. and Durani, A., 2011. MAXIMIZING EMPLOYEESPERFORMANCE.Abasyn University Journal of Social Sciences,4(2). Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Nickols, F., 2010. Six Major Theories of Motivation, Pp.1 Accessed on: 3rd January, 2016, Accessed from: https://www.nickols.us/SixTheories.pdf Panay, M., 2014. 5 Psychological Theories of Motivation to Increase Productivity, Accessed on: 3rd January, 2016, Accessed from: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/ Rich, B.L., Lepine, J.A. and Crawford, E.R., 2010. Job engagement: Antecedents and effects on job performance.Academy of management journal,53(3), pp.617-635. Shantz, A. and Latham, G., 2011. The effect of primed goals on employee performance: Implications for human resource management.Human Resource Management,50(2), pp.289-299. Zhang, X. and Bartol, K.M., 2010. Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), pp.107-128.

Review and Analysis of Recruitment - Selection and Induction Policy

Question: Critical Analysis of a policy and procedure framework for recruitment, selection and induction. a) Write a brief description of your organisation. Outline the nature of the business, its design and structure, the strategic and operational goals and the organisational climate. b) Identify opportunities to utilise specialists, e.g. recruitment agencies, remuneration specialists, vocational psychologist, staff who run security checks etc. c) Identify options for technology to improve the efficiency and effectiveness of the recruitment and selection process d) If any points i. to v. are not covered in the policy, then outline what needs to be included in revised recruitment, selection and induction policy and procedures. e) Use the Evaluation Checklist below, to critically analyse the organisations current Recruitment, Selection and Induction practices (attach this as Appendix 2 to your report). Answer: Brief Overview of the Organization Mattel Toys manufactures as well as sells high quality toys for children of 0 to 12 years. It is wholesales as well as retailer and operating in different parts of Australia. The organization was established in 1951 in Western Australia. Now, the company has shifted headquarter to Sydney. Additionally, it has expanded its operational activities in different parts of Eastern Australia and New South Wales. The major focus of the organization is to provide better quality toys to the children which will help in cognitive development of the children at the same time it will be fun to play with those toys. Offering differentiated product is the major aim of the organization. According to the positioning statement of the company, the organization has extensively focused upon manufacturing as well as selling of high quality toys for gaining huge market share and become market leader. Strategic and Operational Goals of Mattel Toys The strategic direction of Mattel Toys can be discussed by assessing the vision, mission as well as objectives of the organization. The organization has developed a strategic plan for the next five years in order to indicate the further movements and activities for achieving the objectives of the company. According to Gill (2006), vision statement of an organization assists in exploring the future direction of the company. The vision statement of Mattel Toys is to become the first preference for the children and parents through offering superior quality toy. The mission statement of Mattel Toys state the principle purpose of existence is to offer fun toys to the children as well as help in development of their cognitive skills though innovation. Additionally, it has been stated that the company wants to achieve market leadership. The goals of the company are set for achieving the vision of the company in long term. The goal of the company emphasizes on the need of the customers and d esigning products which will provide satisfaction to the customers. The company has identified the need of recruiting as well as retaining the workforce who is innovative as well as customer-centric. The employees of the organization are the major factor for contributing in the operational and expansion activities of the business. Human resource management is a major aspect for Mattel Toys and it has focused on establishment of effective policies for meeting the operational goals of the organization. Analysis of the Recruitment, Selection and Induction Policy Recruitment and Selection Policy Recruitment and selection is one of the important policies of Mattel Toys as it aims to become the first preference of the customers and market leader in Australia. Presently, Mattel Toys has an employee base of 800 in different locations. The recruitment and selection policy will be administrated by the General Manager, Human Resource. According to the policy statement of Mattel Toys, it is evident that the company focuses on designing the recruitment and selection activities in such a manner so that it conforms to the best practice standards (Bratton and Gold, 2000). Additionally, the organization emphasized on the compliance of the relevant regulatory and legislative framework. The major objective of the recruitment and selection policy of Mattel Toys is to communicate appropriate procedures for ensuring the human resource requirements are adequately catered for achieving the vision of the company. The commitment of the company to equal employment opportunity will ensure that the activities associated with the recruitment and selection activities do not encourage discrimination and ensures fair practice (Clayton and McKenna, 2002). Recruitment and Selection Procedure Recruitment First of all, the approval for recruitment is necessary. Respective managers requiring additional staff needs to fill Personnel Request Form and forward it to HR department along with job description. The HR department will fix salary for the new opening (Dessler, 2000). The HR executives, upon instruction from the HR manager will invite applications from the eligible candidates. In Mattel Toys, advertisements of vacancy are published in national daily. The advertisement can be broadcasted on air or in professional publication. Internal advertising will be published for receiving application from the existing employees. Additionally, the solicited as well as unsolicited applications kept in HR files can be considered. Outsourcing the workforce from an external agency is also a procedure of recruitment in Mattel toys (Gilmore and Williams, 2009). Therefore, the applications will be processed by the nominated Human Resource Executive. The department manager along with HR Officer will be responsible for screening the applications and short listing the name of candidates for interview. Selection The short listed applicants will be interviewed by the department manager and HR Officer. Behavioral interview, psychometric tests etc will be the part of selection procedure. Selection panel will be responsible for controlling the selection procedure (Dessler, 2000). The applicants will be treated in an unbiased manner and consistently. The questions regarding the principles of EEO and the OHS will be included in the interview questions. The documents and information of the applicants will be kept confidential as per the privacy policy of the company (Gilmore and Williams, 2009). The selected and disqualified candidates will be notified. Offers letters will be sent to the selected people and they need to sign it back in order to express their acceptance (Hancock, 2002). Induction Policy The newly appointed employees in Mattel Toys will undergo an induction procedure related to toy manufacturing as well as selling practices adopted by the organization. The induction procedure will focus on providing an overview of the company, organizational goals and its activities (Mathis and Jackson, 2003). Induction Procedure The induction program will be conducted for all employees for 4 days. An overview of the organizational history. Discussion of the organizational vision, mission and organizational goals. Allocation of an employee mentor (Mondy, Noe and Gowan, 2005). Providing training materials and guide for performing the job roles successfully. OHS related training and instructions will be provided in this phase. Connection between Recruitment, Selection and Induction Policy and Organizational Strategy The recruitment, selection and induction policy of Mattel Toys are correlated with the organizational goals and strategy. It focuses on recruiting as well as retaining the talents for the further growth of the organization. The recruitment policy and procedure significantly focuses on adoption of best practice for identifying a vacancy and communicating with the target audience. The selection process focuses on choosing best employee for the company who will be customer centric and innovative (Sadler, 2003). The induction policy was effective and focused on familiarizing with the organizational activities. Relevant Legislation Mattel Toys focus on complying with the legislative framework of Australia while undertaking the recruitment, selection and induction activities. The recruitment and selection procedure of Mattel Toys conform to the Public Service Act 1999. This law emphasizes on getting the best person who are available for that particular job. Additionally, Public Service Commissioners Directions 1999 are followed. Apart from these two acts, Mattel Toys consider Administrative Decisions Act 1977, Australian Human Rights Commission Act 1986, Fair Work Act 2009, Age Discrimination Act 2004, Freedom of Information Act 1982, Privacy Act 1988, Disability Discrimination Act 1992, Racial Discrimination Act 1975 and Sex Discrimination Act 1984 (Apsc.gov.au, 2015). Opportunities for Utilizing Specialists Mattel Toys can take aid from the external specialists for conducting the recruitment and selection process effectively in order to achieve its objectives. It has been found that the consultancy firms can be appointed for providing talent pool to the organization on the basis of specific requirement. Additionally, Mattel Toys can hire HR solution provider for carrying out the induction program effectively (Bratton and Gold, 2000). Technology Mattel Toys can launch a portal where it will post the vacancies and the eligible candidates will be able to apply for the job online. It will make the recruitment and selection process easier as well as convenient. Increasing database need to be managed effectively in order to undertake the recruitment and selection activities efficiently. Human Resource Information System will provide access to all relevant information to the concerned authority (Gilmore and Williams, 2009). Recommendation Reviewing and analyzing the recruitment, selection and induction procedure of Mattel Toys, it can be identified that the company has been managing the human resource activities effectively for achieving the organizational goals. However, it has scope to improve the current recruitment, selection and induction policy. The recruitment and selection process must include a phase where the applicants will be asked to send their feedback regarding the recruitment process. The applicants who will be selected in the interview round will be asked to provide reference for validation purpose. All the relevant documents of the candidate need to be verified before sending the offer letter. Additionally, an e-portal should be launched so that jobs can be directly posted on the site and the applicants can revert to it. Employee referral program can be initiated and upon selection of that candidate the employee who has referred him, will get a reference bonus. The salary structure must be negotiable for the right candidate. If these changes are implemented in the recruitment, selection and induction policy of Mattel Toys, the organizational performance will be improved. References Apsc.gov.au, (2015).Australian Public Service Commission - Recruitment and selection in the APS: The legislative framework. Bratton, J. and Gold, J. (2000).Human resource management. Mahwah, N.J.: Lawrence Erlbaum. Clayton, A. and McKenna, C. (2002). Effective Recruitment and Selection.LIM, 2(02). Dessler, G. (2000).Human resource management. Upper Saddle River, NJ: Prentice Hall. Gill, R. (2006).Theory and practice of leadership. London: SAGE Publications. Gilmore, S. and Williams, S. (2009).Human resource management. Oxford: Oxford University Press. Hancock, C. (2002). Effective Recruitment and Selection.LIM, 2(02). Mathis, R. and Jackson, J. (2003).Human resource management. Mason, Ohio: Thomson/South-western. Mondy, R., Noe, R. and Gowan, M. (2005).Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall. Sadler, P. (2003).Strategic management. Sterling, VA: Kogan Page. Appendix 1: Recruitment, Selection and Induction Policy of Mattel Toys Recruitment and Selection Policy of Mattel Toys Policy Statement The recruitment and selection of new employees at Mattel Toyswill at all times conform to best practice standards and comply with relevant legislative and regulatory requirements. This policy covers activities such as recruitment and selection methods, outsourcing, advertising, notification of selection outcomes and feedback to all candidates, and remuneration offers. Policy Objective The purpose of this policy and related procedures is to ensure that Mattel Toys is adequately and appropriately staffed by people who best meet the requirements for vacant positions. Commitment to Equal Employment Opportunity (EEO) ensures that all activities related to recruitment and selection is free of direct and indirect discrimination and harassment. Procedures Recruitment Approval for recruitment When the requirement to replace or appoint additional staff is identified, the manager to whom the position reports (Department Manager) must complete a Personnel Request Form and forward it to the Human Resources Department. A job description must be written or reviewed by the Manager in conjunction with HR to ensure that it is accurate and current. The HR Department will establish an appropriate salary level for new and revised positions. Commencement of recruitment activity On receipt of the appropriately authorised Personnel Request Form, the HR Department will initiate recruitment activity to fill the vacant position. HR Department representatives will liase with the Department Manager to determine the most appropriate sourcing of external applicants. Recruitment methods may include: advertising the vacant position in metropolitan or national newspapers radio advertising advertisements or advertorial input in trade or professional publications internal advertising Review of previously received applications (both solicited and unsolicited) held on MATTEL TOYS HR files. Advertising Advertisements for vacant positions should adhere to relevant legislative requirements. These advertisements should be placed in appropriate metropolitan newspapers with due regard for effectiveness of timing, placement and cost. The Department Manager should approve all advertising orders. Outsourcing In certain circumstances it may be advisable to consider outsourcing the recruitment of particular positions to an external recruitment agency. These circumstances may include: where the number of positions to be filled requires time and resources not available within Mattel Toys HR Department when a suitable candidate for a position cannot be found within a reasonable time using standard search methods for high-level positions, eg General Manager to CEO if the position(s) to be filled requires the recruiter to have a particular or specialist knowledge of the requirements of the vacant position not otherwise available within MATTEL TOYS, eg IT Design Specialist. if it can be demonstrated that an external agency may have access to quality candidates not otherwise available to MATTEL TOYS. if it can be demonstrated that outsourcing the recruitment for a position would be more efficient and cost effective, while still ensuring that process quality is maintained or improved. Mattel Toys will only use external recruitment agencies that guarantee EEO compliance. The HR Department will coordinate the use of all such agencies. Processing applications All applications will be forwarded to the HR Department. A nominated HR Officer will be responsible for handling an approved vacancy and liasing with the Department Manager and applicants. The HR Officer will assist the Department Manager by screening the applications and identifying a short list of suitable candidates for interview. Unsuccessful applicants will not be notified until after the first round of interviews has been successfully completed. These applicants are to be notified briefly, in writing, without justification of the decision regarding their application. Selection Selection processes Short-listed applicants will normally be required to participate in a selection process. Selection processes will be determined by the HR Officer in consultation with the Department Manager, and may include: behavioural interviews competency assessment, eg role-plays, case studies, written or verbal occupational tests psychometric testing (to be approved by the HR General Manager). Selection panel Wherever possible the Selection panel should consist of at least two people the Department Manager and the HR Officer. The HR Officer will brief the other members of the panel on selection techniques. At least one member of the Selection panel will have attended interview and selection skills training and/or EEO-awareness training. This person is responsible for controlling the selection process. Consistent treatment of applicants All applicants should be treated consistently, using the same specifications and job-related questions and assessment criteria. Interview questions Questions on EEO principles and occupational health and safety relevant to the position requirements will be included in all interviews for management and supervisory positions. Documentation Assessment of the applicants together with the Selection panels recommendations must be documented on the Selection Panel Summary Form and returned to the HR Department, where they will be handled in accordance with MATTEL TOYSs Privacy Policy. Reference checks Following selection processes and before a job offer is made, reference checks must be conducted on all recommended applicants by the HR Department. Notification of selection outcomes When notifying candidates of the outcome of an application, rejection letters should not be sent out until after the first round of interviews with candidates have been held. No feedback is to be given to unsuccessful candidates regarding the quality of their written application or interview performance, or the reasons for the decisions made by the Selection panel. Offers of employment will be made in writing when all selection procedures have been completed. The letter of offer will contain details of standard conditions of employment and any special conditions relating to the position. The applicant must return a signed copy of the letter of offer formally accepting the position. Salary offers in most cases will be determined by the HR Department and must clearly demonstrate equity in relation to positions at a similar level. Induction Policy of Mattel Toys Mattel Toys INDUCTION POLICY AND CHECKLIST POLICY STATEMENT GENERAL Mattel Toys believes that all new employees MUST be given timely induction training. This training is regarded as a vital part of staff recruitment and integration into the working environment. This policy, associated procedures and guidelines define the Mattel Toyss commitment to ensure that all staff are supported during the period of induction, to the benefit of the employee and Mattel Toys alike. AIM It is the aim of the Mattel Toys to ensure that staff induction is dealt with in an organised and consistent manner, to enable staff to be introduced into a new post and working environment quickly, so that they can contribute effectively as soon as possible. This induction policy, associated procedures and guidelines aim to set out general steps for managers and staff to follow during the induction process. It is expected that all managers and staff will adhere to this policy. The Mattel Toys expects that the implementation of good induction practice by managers/supervisors will: Enable new employees to settle into the Mattel Toys quickly and become productive and efficient members of staff within a short period of time. Ensure that new entrants are highly motivated and that this motivation is reinforced. Assist in reducing staff turnover, lateness, absenteeism and poor performance generally. Assist in developing a management style where the emphasis is on leadership. Ensure that employees operate in a safe working environment. Will reduce costs associated with repeated recruitment, training and lost production. THE MATTEL TOYSS COMMITMENT The Mattel Toys Human Resources Department / Head Office will: Issue guidelines to familiarise managers and staff with the induction process. Maintain and update the Induction Policy. Provide a checklist for managers and staff to follow during the induction period. Ensure there is effective monitoring of the induction process particularly in the first three months. Deal with any problems promptly providing an efficient service for both managers and staff. Review all policy, procedure and guideline documents on a regular basis. Provide relevant formal training courses necessary to assist the induction process. GUIDELINES FOR MANAGERS/SUPERVISORS GENERAL Starting a new job is a demanding and often stressful experience. Quite apart from the obvious challenge of tackling new tasks, there is also the need to become accustomed to a new organisation, a new environment and new colleagues. The purpose of induction is to support new employees during this difficult period and to help them become fully integrated into the Mattel Toys as quickly and as easily as possible. Induction has benefits for all involved in the process. Employees who settle quickly into the Mattel Toys will become productive and efficient at an early stage and in turn will experience feelings of worth and satisfaction. It is generally recognised that new employees are highly motivated and an effective induction process will ensure that this motivation is reinforced. BENEFITS OF INDUCTION The advantages of an effective and systematic induction process are as follows: To enable new employees to settle into the Mattel Toys quickly and become productive and efficient members of staff within a short period of time. To ensure that new entrants are highly motivated and that this motivation is reinforced. To assist in reducing staff turnover, lateness, absenteeism and poor performance generally. To assist in developing a management style where the emphasis is on leadership. To ensure that new employees operate in a safe working environment. To reduce costs associated with repeated recruitment, training and lost production INDUCTION CHECKLIST The Induction checklist is a very useful way of ensuring that information is imparted to new employees when they are likely to be most receptive. It avoids overloading employees with information during the first weeks whilst ensuring that all areas are covered. Managers/supervisors should ensure that these matters have been properly understood whilst the checklist is being completed, perhaps in the form of a weekly chat with the new entrant. Arrangements should also be made for the employee to visit any relevant departments with which they have regular contact in the course of their duties. At the end of the process the induction checklist should be signed by the relevant parties and placed in the member of staff's personnel file. FIRST DAY OF EMPLOYMENT Preparations should be made for the arrival of the new entrant well in advance, for example, arrangements should be made to provide desk, equipment and lockers etc. Most new employees tend to be concerned primarily with two matters: a) whether they can do the job and b) how they will get on with their new colleagues. It is therefore important to introduce them to their new workplace and colleagues at the earliest opportunity. An introductory talk will be appropriate at this time and can be combined with the provision of general information and exchanging any necessary documentation. This talk should be as brief as possible, because the employee is unlikely to be receptive to detailed information at this stage, and should be conducted by someone who is well prepared and has sufficient time available. Managers/supervisors should refer to the Induction Checklist and use it as a basis for discussion thus ensuring all documentation is complete. A tour of the workplace should be arranged for the new entrant allowing the Mattel Toys / Division to be viewed as a whole and the recruit to see where he/she fits into the organisation. The new entrant will want to get to know his/her colleagues and quickly become part of the team and time should be made for this process. Colleagues should be briefed on the new entrants arrival. If possible one of the new entrants colleagues should be nominated to ensure that he/she has every assistance in settling in quickly. INDUCTION PROGRAMMES Induction programmes must be geared to the individuals needs. Some of the more obvious new members of staff requiring special attention are as follows: School Leavers For most new employees, induction is concerned with getting accustomed to a new job. For school leavers, however, it is about adjusting to a whole new way of life - the world of work. Consequently, school leavers are likely to need more support than other groups. Wherever possible, induction and subsequent training should relate to knowledge and skills which go beyond the employees own particular job. School leavers will need guidance on wider issues, such as career planning, acquiring qualifications, coping with the routine and discipline of work and managing money. It would also be helpful for school leavers to be introduced to an approachable person to whom they could take any queries they might have. Graduates Graduates tend to have a high level knowledge but may not have the skills relevant to the job. They will want to feel that they are making a contribution from early on and to understand the organisation of the Mattel Toys and their role within it. Also they will want to have a clear picture of future career prospects and to gain broad experience with this in mind. The Trust should provide the graduate recruit with an adviser - such as a senior manager - who can organise the necessary breadth of experience and offer advice and support in relation to career progression. Managers Whilst many of the points in the checklist apply equally to all new managerial staff, in most cases individual induction programmes will be necessary. These should be drawn up in consultation with new managers, taking into account their backgrounds and experience and the nature of their new roles. Priority should be given to helping new managers establish and maintain relationships with management colleagues and opportunities should be provided for them to spend time in other relevant departments to facilitate this process. This will help managers quickly to gain an understanding of the Mattel Toyss philosophies, strategic plans and business plans. Ethnic Minorities In some cases, it may be necessary to design induction programmes with the special needs of ethnic minorities in mind. Language problems and attitudes amongst existing staff may be areas requiring particular attention. This is preparation that should be completed before any member of staff joins the Mattel Toys. The Mattel Toys will not tolerate racist or prejudiced behaviour in any form. Long-term Unemployed Previously long-term unemployed people who have been recruited may have been absent from the working environment for some time so it will be helpful to recap on some of the issues relating to school leavers. these should, of course, be adapted to suit older workers, who may need to build up confidence and the induction process can be used to update knowledge of basic office technology (photocopiers, fax machines, telephone systems, etc. as well as computers). Other Groups Other groups that may need particular consideration include disabled employees and women returning to work after having raised a family. These groups will also require the induction procedure as women returning to work may, like the long- term unemployed, be out of touch and lacking in confidence. Disabled employees may have all or a combination of induction needs, but these needs may be compounded by their disabilities. Part of the induction process for disabled employees will involve checking such things as wheelchair access to parts of the workplace, toilets and lifts etc. The necessary reasonable adjustments to the workplace required to accommodate the disabled individual should be completed prior to them commencing, and carried out in discussion with the individual or their adviser. COMPLETING THE INDUCTION PROCESS Induction can be said to end when the individual become fully integrated into the organisation. Of course, there is no set timescale within which this will happen and follow up is essential. Giving new employees the opportunity to ask questions several weeks into employment can be useful, and the induction checklist will provide this opportunity. In some areas, such as understanding wider aspects of the organisation, follow up after a number of months may be appropriate. MATTEL TOYS NAME INDUCTION PROGRAMME FOR NEW STAFF DEPARTMENT ...................................................................... NAME OF EMPLOYEE ........................................................ JOB TITLE ...................................................................... DATE COMMENCED ........................................................ This is a checklist of information for Induction which managers / supervisors should use with new staff as part of their induction programme within the first few days, and certainly within the first two weeks of employment. Health and Safety items should be identified immediately. The new employee should be asked to tick each subject as he/she has been informed about it, and sign the end of the form. The manager / supervisor then sends the form to the Personnel Department / Head Office for inclusion in the employees personnel file. Not all the following subjects are applicable to all departments. Should this be the case, record N/A. Please read the guidance notes below before completing this form. Guidance Notes Certain groups of staff have specific induction needs. the main groups are detailed below, with particular points to take account of, highlighted. ITEMS SPECIFIC TO THE FOLLOWING GROUPS OF STAFF Staff with Disabilities Disabilities include for example physical handicap, deafness, blindness, mental handicap. consider the following for discussion: Confirm the nature of the disability. Clarify if the employee has any special needs relating to disability. Check whether employee has any particular concerns regarding the workplace. Graduates and College/School Leavers These staff may have no previous work experience and will need careful integration into the department. Discuss the following: Role within the department. Reporting responsibilities. Allocation and prioritisation of work. Staff Returning to Work after a Period of Absence This includes staff who were previously unemployed, women returning after starting a family, or after any other prolonged period of non-employment. Discussion should include, for example: The difference between the employees previous working environment and this new one. Changes in skills required for this area of work. 3.Requirement for training to update skills. Managers and Professional Staff These staff need a broader induction to put their post in context. Structure and culture of department. Role in relation to Department / Mattel Toys as appropriate. Training course in supervisory and management skills, if required. ITEMS TO COVER WITH EACH NEW EMPLOYEE The Department Complete 1. Department function 2. Introduction to colleagues 3. New entrants own job 4. Supervision 5. General layout - entrances and exits 6. Telephone system, bleeps and intercom systems Conditions of Employment 1. Information on hours of work, including duty rotas, shift systems "on-call" breaks 2. Time recording, flexi-time 3. Bonus scheme, allowances 4. Probationary periods of employment 5. Mattel Toys Pension scheme and eligibility 6. Reporting in when sick including when on leave 7. Arrangements for requesting leave: annual leave, unpaid leave, compassionate leave 8. Issue of uniforms, and uniform policy, protective clothing, replacement, laundry arrangements Health and Safety, Security, Fire 1. Health and safety information relevant to the department 2. Issuing of fire instructions and procedure 3. Location of fire-fighting equipment 4. Accident reporting 5. First aid facilities/pre-employment health screening/role of Occupational Health / Mattel Toys Doctor 6. Loss of personal effects 7. Security of department/building 8. Arrangement for keys, passes, ID Badges etc. 9. Violence and aggressive behaviour 10. Management of monies/valuables 11. Major Incident procedures Conduct 1. Personal presentation 2. Disciplinary procedures 3. Courtesy to the customer and the public 4. Confidentiality 5. Noise Control 6. Acceptance of gifts 7. Statements to the Press 8. Local rules regarding smoking 9. Private use of telephones 10. Standards of Business Conduct Facilities 1. Cloakroom, lockers, lavatories 2. Canteen Education, Training, Promotion 1. Study leave 2. Means of advancement, promotion opportunities 3. Employee appraisal, review systems Employee Involvement and Communication 1. Employee or Trade Union representative 2. Communication arrangements 3. Information sources, e.g. notice boards, circulars etc. 4. Food and Health Policy 5. Handling Complaints Items Specific to Department 1. Pay 2. Notice of termination of employment 3. Sick certificates 4. Waste disposal 5. Control of infection 6. Lifting and handling OTHER RELEVANT ISSUES SPECIFIC TO DEPARTMENT I have been informed about and understand the above items. Signature:................................... Date:.............. I confirm that the above Induction Programme has been completed for the above member of staff. Signature of Head of Department/ Designated Officer:................................... Date:.............. Appendix 2: Evaluation Checklist - Evaluation of organisations Recruitment, selection and Induction practices Criteria Information, systems and processes reviewed Who was consulted What training and support is provided to relevant staff. Who provides this training? Findings (summary of gaps and opportunities for improvement). These will help to form the recommendations in your report. Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes Yes HR Manager Senior HR Officer Satisfactory Ensure that advertising of vacant positions complies with organisational policy and legal requirements Yes General Manager, Human Resource No Organization must introduce e-portal Ensure that selection proceduresare in accordance with organisational policy and legal requirements Yes General Manager, Human Resource No Satisfactory Ensure that processes for advising applicants of selection outcome are followed Yes General Manager, Human Resource No Reference validation is required. Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions Yes General Manager, Human Resource No Job offers are not provided promptly Check that induction processes are followed across the organisation Yes HR Manager Yes Senior HR Officer Satisfactory Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated Yes HR Manager Satisfactory Appendix 3: Implementation Plan

Machiavelli Essays (713 words) - Machiavellianism,

Machiavelli Machiavelli and the President Lately, the president of the United States Bill Clinton, has pursued some policies that have been very unpopular not only with the general public but the electorate as well. Besides the whole Monica ordeal he feels that these unpopular policies will effect the results of the next election. The presidential advisors have formulated countless plans but no plan has seemed to work. One idea would be to leave the unpopular policies as they are because of the president and advisors belief that they are the best for the country. Another option would be to just present the unpopular policies in a new way to maybe change public opinion on them. Still another would be to just ignore the policies and concentrate on the election. No matter what option , if any, should be chosen one must be thought up quick and it must not only address the problem but solve it and fast. Since I have recently learned about Machiavelli and his work titled The Prince I feel his opinions would help to influence some decisions for the president and his advisors. A first and very important view of Machiavelli would be his view of the prince and his advisors. "It is an infallible rule that a prince who is not wise himself cannot be well advised."(p.117) As it is up to the prince to be well advised it is also up to the president to be well advised as well. The president's advisors, as well as the president, are not sure what actions to take, which in Machiavelli's view would not be a good characteristic of a leader and as a result would not help gain friendship of the people. Good relationship with the people is one of his greatest points because without the people there is no leader. The leader, the president, must have the support of the people and if not he will not stay in power long. The president is not doing a good job of this because of his very unpopular policies. Machiavelli would never choose to just continue on the same path and peruse unpopular policies. "It is necessary for a prince to possess the friendship; otherwise he has no recourse in times of adversity."(p.65) In response to this he would abandon the unpopular policies and concentrate on winning the election, keeping the people happy. Not only should the leader concentrate on the present and the future but consider the past. " The prince ought to read history and study the actions of eminent men, examine the causes of their victories and defeat in order to imitate the former and avoid the latter."(p.82) History is bound to repeat itself if not watched very carefully. The leader must avoid repeating the blunders of the past and take note of the victories preceding him. Another view that would help the president out in his policies would be Machiavelli's view on boldness. The leader is far better of to be bold instead of cautious. If you expect for the worse and be prepared for bad times even if its not the best strategy you will be better off in the long run. "For if it happens that time and circumstances are favourable to one who acts with caution and prudence he will be successful, but if time and circumstances change he will be ruined, because he does not change his mode of procedure."(p. 121) The leader must at all times be prepared for the worst so he does not get caught off guard and make the people mad. If these views of Machiavelli seem straight forward or to direct maybe Leo Strauss or J.G.A. Pocock could explain these methods of leadership to the president. Pocock would elaborate on the subject of historical awareness. He could help the president understand that we have to look to our past to help better ourselves for the future. Strauss on the hand would compare Machiavelli to the greeks and thier writtings. He would go in depth though about how the greeks, Mr. T in particular, were kings in understatements while Machiavelli was very straightforward in his writtings. After presenting these views to the president I hope my knowledge of Machiavelli and his way of thinking could help influence the policies in place and maybe help the president win the up coming election. Maybe after my essay is read and I graduate Southwest Texas with a Political Science degree maybe I could get a job at the White House and someday take over his

How to Write a Critique Essay Sample

How to Write a Critique Essay SampleIf you are considering writing a critique of your own work, you will want to familiarize yourself with the format of the critique essay. After all, you may want to use it for another project.A critique is not just any essay. Instead, it is an objective analysis that helps to determine if you are ready to proceed with a project or not. The first step in getting ready for a critique is to set the objectives of the project. Determine what is in your mind when reviewing your work and what the desired end result should be.Then, you will need to identify areas of weakness that you have found and address them. Some people may have strengths and may be able to highlight these in their essays. Make sure that you only critique your work on your strengths. If you do not have strong points, you will not be able to identify them and will not be able to address them.In addition, the sample that you are going to critique must be relevant. You should find projects that have no relevance to your field or personal life at all. You may want to read some of the completed works that you have seen to help with this.Once you have done your first draft and it is ready to be reviewed, you should review it on paper, via the Internet, or hard copy. It is important to take the time to make sure that you are sure that it is exactly as you would like it to be. Then, if there are any problems with it, fix them before you send it to someone else.By using a critique, you will be able to see where you need to improve your work in order to be considered for further consideration. The chances of your workbeing accepted are much higher if you are able to demonstrate that you are capable of the work.A critique may also be used to separate you from other writers who are vying for a particular topic. For example, if you are trying to write a history of your hometown, you may want to look for critiques on the work of others who have written about your hometown. This can show you how to write a critique essay sample.In addition, having a sample of your own work does not guarantee acceptance. Nonetheless, you can use the sample to get the attention of your editor, so that you will have the better chance of being selected for the job.

Themes Used by Robert Frost Essays

Themes Used by Robert Frost Essays Themes Used by Robert Frost Paper Themes Used by Robert Frost Paper Essay Topic: The Poetry of Robert Frost He is a very quotable writer, which means his way of putting words together is very useful in everyday conversation. Frost was very good at taking small words and giving them and incredibly broad meaning. Robert Frost uses his work to express many types of themes but the most important seems to be his opinion on social and natural environments. Much of Robert Frosts work is focused on worldly events and his beliefs and opinions about them. One issue he is very passionate about is the debate of evolutionism versus creationism. From reading his poems, anyone can conclude that he supports the creationist side of the argument. An example of this is the poem Version. Frost says Like a dumb-dumb bullet/ Did in fact get splattered/ Like a ripe tomato/ Thats how matter mattered. (Frost 427). This statement refers to the Big Bang. The splattered ripe tomato us compared to the initial explosion. When reading this poem many people believe that this is Frosts version of how the world Initially started. Frost is best known for metaphors, paradoxes, and occasional humor In his riding, he is very capable of expressing his opinion on worldly problems in his writing. His fourteen line poem, The Flood shows his audience how he Is capable of doing this. Blood has been harder to dam back than water/ Just when we think we have it Impounded safe/ Behind new barrier walls (and let Is chafe! ) It breaks away in some new kind of slaughter. (Frost 254). This poem refers to Frosts belief on war. He believes war as a monstrous being that humans do not willingly release from Its barrier walls. But bloodless lets Itself loose In a Tidal wave/ That when It has swept y, leaves summits stained. (Frost 255). Frost has a distinctive way of placing the audience Into the story with him. HIS writings are usually set In the Northeast. Frost had a strong appeal for a conservative group of readers, who did not understand or appreciate modernism very well. Frosts poems all seem to have some type of meaning, whether It Is about nature or historic events. Anyone should have been capable of relating to his meanings In his poems. Frost did a great Job of expressing his opinions and beliefs. Frost was one f the great writers this world has come across. Frost, Robert and Althea, Edward. The Poetry of Robert Frost: The Collected Poems, Complete and Unabridged. Henry Holt and Co. 1969. Themes Used by Robert Frost By exegesiss Version. Frost says Like a dumb-dumb bullet/ Did in fact get splattered/ Like a ripe this poem many people believe that this is Frosts version of how the world initially Frost is best known for metaphors, paradoxes, and occasional humor in his writing. His fourteen line poem, The Flood shows his audience how he is capable of eave it impounded safe/ Behind new barrier walls (and let is chafe! / It breaks away He believes war as a monstrous being that humans do not willingly release from its barrier walls. But bloodless lets itself loose in a Tidal wave/ That when it has swept Frost has a distinctive way of placing the audience into the story with him. His writings are usually set in the Northeast. Frost had a strong appeal for a conservative Frosts poems all seem to have some type of meaning, whether it is about nature or historic events. Anyone should have been capable of relating to his meanings in