War Poem about Leaving Love :: essays research papers

Leaving Love My affection is begging me Instructing me not to leave her I can feel her misery somewhere inside myself as well She is on her knees asking Our power of profound devotion is solid, I feel horrible to leave her Be that as it may, I at that point withdrew, I gave her my heart At that point my excursion to the military I began In preparing now Planning for a war That will before long arrive In which my head will bow For my nation or more Throughout recent months working Preparing in long, hard meetings Of consistently, and consistently Endless fighters shout in melancholy They need to be back home. Furthermore, when I lay on those little, hard beds Somewhere down in the frigidity of the brutal, metal edge Furthermore, enclosed by only a slight, cotton sheet I lay and attempt to overlook my torment On my body and in my heart. Don?t Fall Back Holding the lines In profound, dim, cold channels Plague pervades all of us and the smell of the dead stings my nose when I take in a breath. As I destroy the others I end their lives for my own What's more, when I gaze upward over the channel to shoot once more All I see is pinpricks of light They take a gander at me with the information on a thousand stars Also, they gaze into my deepest soul, where it is dull They see my spirit contracting, similar to the melting away of the winter moon My heart can feel it as well It feels as if it is being wrapped up firmly Enclosed by the bloodstained snow around me Magnificence, which is an untruth, a lie of the gleaming light A light, which is genuinely dead A light whose shining shafts are blades wounding into my heart Cold fingers connect with my spirit The fingers of life and demise Sent by the moon With the cold fingers, those splendid shafts and the moon They each send an ever shimmering, luminous light to show dim examples in the day off Am I to live? I care not, as long as I have my one love Lost in Memory I am presently liberated from war Liberated from the passings That happen directly close to me Always sitting tight for catastrophe This fixation is depleting my life I am suffocating in my own distress and agony I take a gander at the stars in some cases For a considerable length of time, I watch them, I think back the war

Resurrection Of Jesus Christ Essay Example For Students

Restoration Of Jesus Christ Essay Restoration ofJesus ChristThe Resurrection ofJesus ChristNo other occasion in history has been the object of as much examination andcriticism as the revival of Jesus Christ.The restoration of Christ isthe premise whereupon all Christianity stands.If the revival neverhappened, at that point there would be no Christianity, as the Apostle Paul says in 1Corinthians 15:14, And if Christ has not been raised, our proclaiming is uselessand so is your faith.This is the reason rivals of the Christian confidence have triedto endeavor to ruin the Biblical record of the resurrection.Of the manytheories of the restoration, the Biblical record is the main historicallyreliable and conceivable clarification of the restoration. The verifiable dependability of the Bible is the primary issue that needsto be discussed.There are three models that the military student of history C. Sanders records as standards for narrative verifiable verification: thebibliographical test, inward proof test, and the outer proof test(McDowell 43).The bibliographical test is the assessment of content by thedocuments that have reached us.The dependability of the duplicates of the NewTestament is tried by the quantity of original copies (MSS) and the time intervalsbetween the time wherein the bit of writing was composed and our earliestcopy.There are in excess of 5,300 Greek compositions of the New Testament and10,000 Latin vulgate compositions, also the different interpretations. Absolutely there are around 24,000 complete MSS for the New Testament.The nextclosest report in regard to MSS is the Illiad by Homer, with 643manuscripts(McDowell 43). The printed unwavering quality at that point proceeds as for the time intervalbetween the first and the main known manuscript.The shorter the interval,the progressively dependable the content is.Homers Illiad was written in 900 BC and theearliest duplicate was found in 400 BC.This is contrasted with the New Testament thatwas composed from40-100 AD.The first known original copy of the New Testamentwas found in 125 AD.This quarter century hole is amazing as comparedto the Illiads multi year range (McDowell 45). This first test hasbasically demonstrated that the content which individuals currently possess isessentially the first content. The subsequent test is the inward proof test.The inside evidencetest demonstrates whether what was recorded is trustworthy and to what extent.Dr. Louis Gottschalk, previous teacher of history at the University of Chicago,states the capacity of the author to come clean is useful in determiningcredibility.The capacity to come clean is connected in two ways.They arethe witnesss closeness sequentially and topographically (McDowell 51-52).TheNew Testament accounts were composed by men who were eyewitnessesor related thestory from observer accounts.Chronologically, the Gospels were allwritten while individuals, other than Christians, who had been onlookers to thelife of Christ were as yet alive. Generally the non-Christianeyewitnesses were rivals of the faith.The coming about impact ofthis wouldbe the need for the followers to relate the life of Christ precisely dueto the way that any mistakes would have permitted adversaries to discreditChristianity directly from the earliest starting point (McDowell 52-53). The third test to demonstrate authentic unwavering quality is that of exteriorevidence. Gottschalk characterizes outer proof as similarity or understanding withother known chronicled or logical facts(McDowell 54).Other scholars zone incredible wellspring of outside evidence.The works of student of history Eusebius, andIraneous, Bishop of Lyons, have affirmed the compositions of the Apostle John. These men did their recorded composition somewhere in the range of 130 and 180 AD.They researchedscrolls from the hour of Christ.Archaeology alsoprovides outside proof. Prehistorian Joseph Free states, Archeology has affirmed innumerable passageswhich have been dismissed by pundits as unhistorical and opposing to knownfacts (McDowell 54).A magnificent case of this is found in Pauls letter tothe Romans.In this letter he makes reference to the city treasurer, Erastus. An asphalt crack was found during the unearthings of Corinth, in 1929, on itwas engraved the words: ERASTVS PRO:AED:P:STRAVIT (E rastus, caretaker ofpublicbuildings, laid this asphalt at his own expense.)(McDowell 110) Archeologist F.F. Bruce expresses that this man and t..he man Paul alludes to are onein the equivalent (McDowell 110).These three tests when applied to the Bible show itas the most truly solid content known to man, hence the occasions discovered uponthe pages of the Bible are genuine truly demonstrated occasions. .u05e3873320490b9b36101a9679078016 , .u05e3873320490b9b36101a9679078016 .postImageUrl , .u05e3873320490b9b36101a9679078016 .focused content territory { min-tallness: 80px; position: relative; } .u05e3873320490b9b36101a9679078016 , .u05e3873320490b9b36101a9679078016:hover , .u05e3873320490b9b36101a9679078016:visited , .u05e3873320490b9b36101a9679078016:active { border:0!important; } .u05e3873320490b9b36101a9679078016 .clearfix:after { content: ; show: table; clear: both; } .u05e3873320490b9b36101a9679078016 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; murkiness: 1; progress: haziness 250ms; webkit-change: obscurity 250ms; foundation shading: #95A5A6; } .u05e3873320490b9b36101a9679078016:active , .u05e3873320490b9b36101a9679078016:hover { darkness: 1; progress: mistiness 250ms; webkit-progress: murkiness 250ms; foundation shading: #2C3E50; } .u05e3873320490b9b36101a9679078016 .focused content region { width: 100%; position: r elative; } .u05e3873320490b9b36101a9679078016 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; content embellishment: underline; } .u05e3873320490b9b36101a9679078016 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u05e3873320490b9b36101a9679078016 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; fringe range: 3px; box-shadow: none; text dimension: 14px; text style weight: striking; line-stature: 26px; moz-outskirt span: 3px; content adjust: focus; content enrichment: none; content shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u05e3873320490b9b36101a9679078016:hover .ctaButton { foundation shading: #34495E!important; } .u05e38733 20490b9b36101a9679078016 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u05e3873320490b9b36101a9679078016-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u05e3873320490b9b36101a9679078016:after { content: ; show: square; clear: both; } READ: Parenting EssayIn light of these realities there are as yet numerous hypotheses other than that ofthe Biblical account.Three of them incorporate the Visionary hypothesis, the thefttheory, and an inappropriate tomb hypothesis. The main hypothesis is that of Strauss, that theappearances of Jesus after His demise on the cross were dreams produced by theimaginations of the followers (Ramsey 48).This might be the simplest of all thetheories to dishonor. As a matter of first importance it doesn't consider the inabilityof the followers to get a handle on this thought Christ was alive and to perceive Himfor what His identity was ( Ramsey 48).There were numerous skeptics even among those whowalked with Jesus for His three years of service. The most popular is the storyof Thomas, who didnt accept until he had contacted the injuries on Christs hands(Jn 20:25). There is additionally the way that Christ uncovered Himself to a gathering ofpeople rising to 500 (1 Cor. 15:6), it is over the top to accept that all ofthem had seen a similar visualization. The following significant hypothesis is one created by B.H. Streeter, who states thatthe tomb was unquestionably vacant, anyway the revival was not the reason, buttheft (Ramsey 50).Streeter imagines that the pupils had taken the body toprove the heavenly cases of Jesus (Wells 206).This hypothesis is likewise easilyreputed because of two significant realities: the Roman Guard and the boulder.First foranyone to take the group of Christ the criminals would need to get by the RomanGuard Unit.According to Josh McDowell, a magna cum laude of Talbot TheologicalSeminary, the Roman Guard of that day is viewed as one of the best fightingforces ever. A unit comprising of sixteen, eight at a time would guardthe tomb, and at regular intervals they would be soothed. The Guards were ladenwith the best defensive layer and weapons of the time. Their lone discipline was death,these men didn't bomb assignments (McDowell 227-229).According to Streeterthis unit more likely than not nodded off, which if c aught,would bring about death. Nextis the stone, it weighed among one and a half to two tons (McDowell 226). The moving of this rock would have been an extremely troublesome activity withoutwaking up the Roman Guard. The third hypothesis is that of Dr. Kirsop Lake who expresses that the womenwho had first observed the unfilled tomb had gone to an inappropriate tomb (Ramsey 51).Thistheory needs plain sound judgment and doesn't consider the messed up Romanseal. First these ladies had followed the tomb proprietor and the Roman Guard to thetomb, to see where Jesus was covered (Lk. 23:55). For these ladies to have gone tothe wrong tomb on that first Easter Sunday then the proprietor of the tomb, and theRoman Guard would have all gone to an inappropriate tomb.The broken Roman seal ishowever the what tops off an already good thing. This seal was proportionate to that ofpolice linestoday. The Roman seal was set on the tomb subsequent to being reviewed by a gatekeeper. The seal was a rope that extended over the rock that was put at thetomb entrance, and was fixed at either end with earth. At long last the dirt wasstamped with the official imprint o

Gay Marriage

Gay Marriage Gay Marriage Home›Research Posts›Gay Marriage Research PostsIn a study carried out on homosexual men, it was found they are twice likely than to have been ever diagnosed with cancer or even survived one. This is a clear indication that gay people might be facing very unique medical risks. It wasn’t the first time those researchers ever noticed differences in risks of health that are linked to orientation of sex. In many researches carried out it has come out clear that Gay men, perhaps are at higher risks of being infected with HIV while lesbians are more likely to be to get breast cancer than any other women.In a new study which was published in Cancer online on May 9, researchers had made examination on surveys that had involved about 122, 000 residents from California who were interviewed in the year 2001, 2003 and 2005. In addition to other things, the researchers were perhaps interested in mostly the sexual orientation of the participants and whether any of them has ever had a diagnosis in breast cancer. From the research, it was reported that about 8 percent of the gays who participated had ever had cancer, results which were almost double a rate experienced in the bisexual men or the heterosexuals surveyed. Lesbians never reported higher risks of Cancer compared to other women but survivors of cancer who were lesbians, reported to have had poor or fair health in comparison to women who were heterosexuals. However, the study never stated whether gays had a likelihood of developing cancers because it never included people who had died from any disease or anyone who could have been too ill to reply to questions.Men bear a minimal amount of breast tissues that are nonfunctioning, i.e. one that can never produce milk, which is normally concentrated directly at the back of the nipple located on the wall of the chest. As that of the women, breast cancer in men is still the uncontrolled growth occurring in the abnormal cells of the tissues of the breast. The breast tissues of both the young girls and the boys, consists of tube like structures referred to as ducts. Unlike in ladies, testosterone, the male hormone suppresses growing of tissues in the breast and stops the lobules from developing. Hence the breast of males is comprised of small ducts that are undeveloped and fat in small amounts and other connective tissues.Breast cancer in males is rare accounting most probably for about 1 percent of all diagnosed breast cancers. In an estimation carried out by American Cancer Society in 2010, 1970 cases of breast cancers in men were reported upon which only 390 deaths were reported. The major cases reported of male cancers are of those within the age of 60 to 70. Hence, the risk of a man developing cancer of the breasts is approximately 1/10 in every 1,000 men.The type of breast cancer common to men is the infiltrating ductal carcinoma i.e. the one which originates from the tubular structures of the breast and probably spreading beyon d the ducts that surround the tissues. Other common types in men are the inflammatory carcinoma, papillary carcinoma and medullary carcinoma named for their microscopic appearance in addition to their growth. 85 percent of cancers found in men bear the estrogen receptors bound on their cell membrane which allows molecules of estrogen to bind to the cells of cancer hence stimulating the multiplication of cells and their growth.It is unaware to most people that men can actually develop breast cancer because it is a perception among many that men don’t have breasts. In a study carried out in the United Kingdom, it was found that each year about 46,000 cases of breast cancers are diagnosed but among them 300 are men. The causes of the cancer in men are not known; however factors that might increase risks are increment of age with most men being over 60 years of age. Radiation exposures is also another cause especially during radiotherapy treatments, obesity is another which is more si gnificant with men 35 years and above. Of course, not forgetting genetic links, this is most prevalent in first degree relatives who at young age had cancer. But also, estrogen in high levels resulting to the damage of the liver accompanied by other conditions can also increase risks. Finally is a hereditary condition called Kleinfelter’s syndrome that also increases the risk of breast cancer.The commonly witnessed symptoms include, a lump in the nipple or in any other part of the breast, discharge from the nipples, drawn or tender nipple, swelling of the breast or its ulceration and often swelling of lymph nodes beneath the arm. Diagnosis involves examination of the breasts, an ultrasound or a mammogram and perhaps “needle aspiration cytology and/or core biopsy”.Though the prevalence of breast cancer in gays has not been that common, their involvement in fighting breast cancer has been put into question especially at the “summer conference of the National Lesbian and Gay He alth Association” where a group of gays had to discuss their involvement in breast cancer awareness. From the conference it came clear that gays are very supportive in raising money and volunteering in the fight against breast cancer. There have also been rare cases where gay movements donate proceeds towards plays that create awareness about breast cancer.Gay men aren’t at significant risks of breast cancer; however the illness is closer to them as it affects their mothers, sisters, friends and neighbors. After every two minutes, a woman is diagnosed with breast cancer and lesbians as a group are at a higher risk. In this regards, gays can help in fighting breast cancer and also in increasing awareness in various ways that include learning the disease symptoms, causes, diagnosis and treatment. More knowledge of the cancer and its prevention is a major step towards supporting the ladies closer to them.Another way of assisting the victims is by befriending them as they need our c lose relatives more than ever before. As they suffer it is not always the time to get busy with hobbies, work or even other things. Also in a bid to increase awareness, it is advisable to encourage the victims by example. The major factors that increase risks of the disease include obesity never have birthed a child, alcohol use or even smoking and by encouraging them to reduce the risk is and added advantage. Encouragement may be joining them to a gym, dieting with them, helping them to stop smoking or even reducing consumption of alcohol.Another way of coming in handy is helping the manage because most of them are in no shape especially when affected by the disease and they will need help to battle bureaucracies in the hospitals, thoughtless nurses, insensitive doctors or even any other issues that may arise in the cause of treatment. By accompanying them to the doctor’s appointments, you help them reduce the load and in addition it is advisable to handle prescription issues for them. Finally it is advisable to be their advocate by raising monies in participating in breast cancer walks or even rides which are carried on in various dates throughout the year. By participating in the events or mobilizing friends to engage in the same so will be an encouragement to them.Gays may have a higher risk of breast cancers as researchers have suggested that this is because of the discrimination they face in their everyday lives; hence turning to alcohol, smoking and other bodily abuse to “numb the pain”. Even as they result to such drug abuse they increase risks of having the disease. As a result the government authorities are encouraged to enhance the right of gays to avoid discrimination that leads to them living a life of drug abuse.Even as it may appear rare among gays, in the few that it occurs, there has been stigma and it becomes an intricate issue to deal with. There were reported issues of even gays refusing to attend treatment because they feared the doc tors who would have realized that they are gay. But with more rights to the gays as the laws change often, it has become evident that they are now exercising their rights except for a few regions where legislation is a bit strict.It is even a rare realization in some regions, gay breast cancer is normally perceived with superstition as a punishment of their deeds and little or no health concern is directed to the individuals of the same sex. In such cases awareness is needed and as a result avoiding the little death that are witnessed among men who get the breast cancer. In addition, this being a disease of women a man with the same disease is also perceived to have defied creation and as a result no concern is given to them.Finally, breast cancer isn’t that common in gays but they are required to create awareness of its occurrence among their counter parts i.e. the lesbians upon whom they form rights groups and awareness groups with.

Descriptive Essay Unforgettable Strangers - 1373 Words

Unforgettable Strangers I sat criss-cross on top a folding chair and beheld the keyboard in front of me. One at a time, I pressed each key in alphabetical order: first ascending, then descending. â€Å"A, B, C, D, E, F, G. G, F, E, D, C, B, A,† I spoke aloud as the tip of my index finger plunked down heavily on each key. With each new note, I said its letter name aloud and progressively grew faster until the notes jumbled together, and I was mumbling and tripping over my own hands. I had been practicing for at least an hour and my back ached from leaning over my grandmother’s keyboard for so long. Not to mention, my mouth was dry from repeating the letters over and over again. During the last couple of days, the series of letters A through G†¦show more content†¦After all, she would no doubt play the piece perfectly, and I had the feeling that I would be a much better page turner than a pianist. But alas, the time finally came for me to begin despite my best efforts to wish it away. I placed my hands on the starting position, and for a split second I looked into the crowd. In that moment I decided that I would not fail. While walking up the stage I thought I had heard the echoes of what felt like thousands of people wondering what I would do. What instrument would I play? Would I make a mistake? Would I be any good? Most people probably saw a short girl wearing a floppy pink dress and assumed I would be playing a basic rendition of â€Å"Twinkle Twinkle Little Star.† I didn’t blame them. I would have made the same assumption. The only difference was that I wasn’t part of the crowd. I was up on stage, and for the moment, I only had to please myself. I broke the silence with a soft, lingering note that slowly fell into a lulling melody. My left hand moved gently, yet steadily across the chords to built the rhythmic undertones of the piece. My right hand pranced across the notes of the melody, fleeting and sure. As my notes floated through the air, pictures of flowers and fluttering butterflies filled my vision. Rolling fields of golden grasses became so vivid, that I was transported out of the church and into my own imagination. Gradually, the notes grew richer and the tempo became more

Democracy In South Africa Presaged The Transformation Agenda Business Essay - Free Essay Example

Sample details Pages: 12 Words: 3632 Downloads: 2 Date added: 2017/06/26 Category Politics Essay Type Analytical essay Tags: Africa Essay Did you like this example? Democracy in South Africa presaged the transformation agenda essential to the building of a just and equitable post-apartheid state, and it is safe to say that the concept of transformation has become the central reference point that provides the momentum for the rebuilding of the South African state from its apartheid ruins (Jammine, 2009). To this end the South African government had passed various laws to stimulate the diversification of the labour force (Commission for Employment Equity Report, 2010). Likewise, the South African labour market has increasingly integrated previously disadvantaged groups at all levels of the organisation. Don’t waste time! Our writers will create an original "Democracy In South Africa Presaged The Transformation Agenda Business Essay" essay for you Create order From what Dà ¼weke (2004) calls new racism the process of recruiting and retaining a diverse workforce is arduous as a result of this historical competition between the diverse groups (Kerr-Phillips Thomas, 2009). Background The transformation agenda of South Africa coincided with increasing globalisation that also counts up to the challenge of diversity management. For instance, due to the increase in trade between South Africans and Chinese, it has become essential for South African organisations to understand Chinese business negotiation styles and behaviours as well as determinants of cross-cultural negotiations (Horwitz, Hemmant, Rademeyer, 2008). South African companies do not only have to contend with the many cultures across national boundaries but also within their organisations (Nkosi, 2007 Nyama, 2009) mainly as a strategy to gain a competitive advantage (Farrer, 2004). For mergers and acquisition (MA) this necessitates the importance of retaining a diverse and competent workforce (Horwitz, et al, 2008; Palmer Varner, 2007). Business Case for Retaining Workplace Diversity Integrating the previously disadvantaged groups at all levels of the company and managing South Africas highly diverse workforce is not always easy. Zulu and Parumasur (2009) observes that more and more black talent is job-hopping as a direct result of culture clash, stifling corporate cultures and hostile working environments. To be successful the human resources strategy to recruit and retain a diverse and competent workforce must carefully address these factors. Marginalising the majority from key sectors of the economy, organisational and management control is both unjust and unsustainable. For instance, women account for 52% of the population, yet only 7% of South African directors are female, 3% of chairpersons of boards are female, and 2% of CEOs are female (Commission for Employment Equity Report, 2010). Monolithic companies are losing out from the business and organisational qualities and the innovation of these women and other marginalised groups (Zulu Parumasur, 2 009; Davidson, 2009). Levin and Matis (2007:60) building a business case for the inclusion of women list the following reasons: women constitute the largest segment of the increasingly diverse US labour pool; Women are a highly educated group from which corporate America will need to recruit and develop future leadership; women have had a leading edge role in transforming the American workplace; the lessons companies learn from managing gender diversity will serve them well in developing initiatives to manage other forms of diversity; and women continue to be the primary buyers of consumer products. Moreover, a more diverse workforce is likely to take advantage of the fact that there seems to be significant differences in how different racial groups perceive product and service value and quality (Terblanche Boshoff, 2010:6). Despite more and more South African companies beginning to see the value of gender equality and social justice 16 years into the countrys democracy has d one nothing to change the status quo. White men still monopolise top management positions, and are recruited, trained and promoted more than any other group (Employment Equality Commission Report, 2010). Mergers and acquisitions are in a good position to transform into a more diverse workplace (Kilfoil Groenewald, 2005). Diversity and legislation To democratise the workplace the South African government came with legislation such as the Labour Relations Act 66 of 1995, the Employment Equity Act 55 of 1998 and the Promotion of Equality, Preferential Procurement Policy Framework Act 5 of 2000 and Prevention of Unfair Discrimination Act 4 of 2000 (Employment Equity Report, 2001). Though these laws are clear in their intentions to encourage diversity in the workplace, business is still lagging behind in diversity management, and employees do not believe that their companies have done enough to employ and promote previously disadvantaged groups as envisaged in labour legislation indicating a serious need for managers to walk the talk (Zulu Parumasur, 2009). Duweke (2004) believes the implementation of employment equity is the key to turn this situation around. The views of white and black emigrants on the implementation of employment equity are dichotomous. For blacks the process is too slow while for whites it is hurried (K err-Phillips Thomas, 2009). Problem Statement There seems to be no clear understanding of the process of retaining a diverse and competent workforce before and during an MA. Purpose of the Study The main objective of the study is to unpack the nature of retaining a competent and diverse workforce before and during and MA. Retaining a competent workforce encompasses the whole human resources strategy. The focus will be on recruitment, selection, development, talent management and employer branding as a strategy to retain a diverse yet competent workforce. To accomplish this, a model will be suggested to outline the process for the retention of the diverse yet skilled personnel. 1.3.5. Demarcation of the study Before delving into the model to retain a capable labour force within the MA, the next section will review the essential literature to slowly build a business case for the model. The main focus of the study, the retention model will/////// The essay will then make recommendations. This will be followed by the conclusion suggesting that/////// LITERATURE REVIEW Introduction An effective, competent and skilled workforce is pivotal for a companys success especially before and during an MA to retain the mergers competitive advantage. Nowadays such a workforce must be as diverse as possible not only to capture different types of markets but also to boost innovation (Roberge Van Dick, 2010). Diversity According to Fouche, De Jager and Crafford (2004:7) diversity is race, gender, age, language, physical characteristics, disability, sexual orientation, economic status, parental status, education, geographic origin, profession, lifestyle, religion, position in a company hierarchy, and any other differences Benefits of Workforce Diversity Typically the goal behind business strategy is to capture new technologies, increase market share, gain a competitive advantage, and ultimately optimise profits. Nyama (2009) reported that cultural diversity, as influenced by religion, race, gender, education, upbringing, and language, has a positive effect on the working relationship of various groups. Roberge and Van Dick (2010) note that the team members greater variety of perspectives improves creativity and innovation. Roberge and Van Dick (2010:300) further warn that diversity, if poorly managed, is likely to reduce intra-group cohesiveness leading to tensions and squabbles which, in turn, can lower employee satisfaction, citizenship behaviours and increase turnover. Che Rose, Kumar, Abdullah and Yeng Ling (2008:54) reveal that companies that know how to develop their cultures in an effective way most probably have the benefit of advancement in productivity and the quality of work life among the employees. Internationalisation and Global Diversity Global diversity in the workplace is a mix of people skills and cultures that enable a range of viewpoints to challenge traditional thinking (Palmer Varner, 2007). Though the composition of corporate boards of multinational giants has not kept up with the increased focus on global operations in the USA, they are beginning to value diversity (Palmer Varner, 2007). Diversity Management Diversity Management ensures that on the job processes and functions serve all the groups of employees effectively (Pitts, 2009). Pitts further argued that managing for diversity is managing for all differences, and regarding the MA Pitts (2009) suggests the effective management of the following seven aspects: Ensuring management accountability; examining organizational structure, culture and management systems; paying attention to representation; providing training; developing mentoring programmes; promoting internal advocacy groups; and emphasising shared values amongst employees. Multicultural understanding will be imperative for management to be able to deal with and oversee the work of the diverse employees from the merging companies. Discrimination must be avoided at all cost. Employee Development as a Retention Strategy For organisations embarking on a change process such as an MA, there is a need for a HR strategy that is aligned to the organisations business strategy with the intention of gaining a competitive advantage. To be effective the strategy must have measurable objectives that are specific, relevant, time bound and attainable (Henderson, 2008). According to Tsosa (2008) a business strategy is the commercial logic of the organisation defining the area of operational, rationale for such operations, the source of its competitive advantage and distinctive competences it is going to provide. Considerations Before the Merger The strategy even before the merger begins is embedded in a good communication strategy (Kilfoil Groenewald, 2005). Good communication (and lots of it) is the best way to prevent rumours, uncertainty and anxiety from becoming the most important source of information to employees. The time before the MA is the crucial stage for taking a close look at the cultures of the merging organisations to check differences in basic management styles and values which could prove problematic in the long run. MAs usually bring together not only diverse individuals but also diverse skills bases and competences needed by the new company (Kilfoil Groenewald, 2005). The HR strategy is an MA must, first, before the merger, look at the extent that the strategy aid in retaining personnel with the skills that are commensurate to help the organisation develop distinctive competencies in the market place. For an MA it is imperative to align the right kind of leadership and managers to emerging company s various teams in building the new culture even before they begin job evaluations, analysing and grading. Leadership theory suggests a positive relation between transformational/transactional leadership and other constructs such as organisational commitment, job involvement, job satisfaction and organisational citizenship behaviour. For instance, teams of transformational leaders tend to accept change as compared to laissez-faire and transactional (Mester, Visser, Roodt, Kellerman, 2003; Trott Windsor, 1999). Considerations During the Merger The next step, during the MA, is complex due to its attendant uncertainty and anxiety (Bosch, 2008; Kilfoil Groenewald, 2005). However, in this stage of implementation the human resources department needs to develop a coherent HR development strategy that is aligned with the new companys business strategy. The model (below) must outline learning interventions that will address employee developmental needs during a merger both within and outside the workplace. ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Secondment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Acting position ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job rotation ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Re deployment OFF THE JOB ON THE JOB FORMAL TUITION SELF PACED LEARNING SHORT PERIODS LONG PERIODS WITHIN PRESENT JOB OUTSIDE PRESENT JOB ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Professional membership ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Conference/seminars ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Personal growth experiences ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Degree/Diploma ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Post graduate studies ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Leadership/Management development Programmes ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Courses ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ In house short training programmes/ courses WITHOUT CHANGE TO JOB CONTENT WITH CHANGE TO JOB CONTENT ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Counseling ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Coaching ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Mentorship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ New approaches ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job enrichment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Special projects ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job role review THE BUSINESS STRATEGY ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Secondment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Acting position ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job rotation ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Re deployment OFF THE JOB ON THE JOB FORMAL TUITION SELF PACED LEARNING SHORT PERIODS LONG PERIODS WITHIN PRESENT JOB OUTSIDE PRESENT JOB ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Professional membership ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Conference/seminars ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Personal growth experiences ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Degree/Diploma ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Post graduate studies ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Leadership/Management development Programmes ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Courses ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ In house short training programmes/ courses WITHOUT CHANGE TO JOB CONTENT WITH CHANGE TO JOB CONTENT ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Counseling ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Coaching ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Mentorship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ New approaches ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job enrichment ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Special projects ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Job role review HUMAN RESOURCES DEVELOPMENT STRATEGY As it is imperative to deal with uncertainty and anxiety during the merging stage (Bosch, 2008) and the fact that MAs inevitably lead to changes in a number of processes (Kilfoil Groenewald, 2005) the development strategy must not only focus on competent staff but also ensure that all employees are accustomed to what the company stands for and understand the role they have to play in achieving the set business goals. To minimize the fear of the unknown including the concern of capacity and competence, a training plan must be in place. The plan will only be implemented once all the employees are in their new structure and roles. Employees will then be trained based on the skills audit identifying relevant skills gap to be filled. Micro-factors in SA companies and Skills Retention Using the Psychological Career Resources Inventory and the Organisational Commitment Scale Ferreira, Basson and Coetzee (/////////////) report a strong link between the psychological career resources and organisational commitment making it important to have a model that looks at both the individual and organisational factors in retaining diverse and competent skills. More and more organisations are beginning to see the importance of organisational career-development support in quality human resource management (Baruch Quick, 2007). In South Africa the retainment of competent skills is invariably influenced by many factors including the post-apartheid culture, multicultural and ethnic differences in workplaces dominated by Eurocentric and hierarchical conglomerates (Thomas Jain, 2004, Walumbwa, 2004). Kerr-Phillips and Thomas (2009) report that job insecurity, competitive remuneration, organisational culture, uncertainty around transformation are mentioned as key factors in competent employees decision to leaving companies. These micro factors are, according to Kerr-Phillips and Thomas (2009), by the fact that not all groups in an organisation share a vision for the competitiveness that can be achieved from diversity and that knowledge sharing among diverse employees is difficult. Employer value proposition (EVP) Organisational career-development support is increasingly being recognised as a critical aspect of quality human resource management (Baruch Quick, 2007) but an investment in human resource practices is key in engendering a positive organisational commitment ( Terblanche, Boshoff, 2010). Regarding what attracts employees Kerr-Phillips and Thomas (2009) mention four common themes: Quality and depth of company leadership development programmes, including personal growth and development opportunities High-performance workplace cultures that offer challenging and stimulating work opportunities Attractive company brand and a culture that actively promotes people development and is ethical in its business Approach Competitive remuneration packages. Many workers are now attracted to organisations that promises higher EVP manifested in loyalty (Terblanche, Boshoff, 2010), job satisfaction, commitment and career satisfaction (Martin, 2007). This is essential in attracti ng and retaining competent and highly sought after skills. THE MODEL FOR THE RETENSION OF A COMPETENT STAFF AND DIVERSE For a model to retain competent and diverse workers, the process must be driven by an HR department well-versed on diversity, diversity related legislation and dealing with highly-skilled employees (Panaccio, 2010). They must also be sensitive to cultural differences and able to think strategically and within a people-centred framework (Shena, Chandaa, DNettob Monga, 2009). Figure 1 Model for the retention of a diverse yet competent workforce Evident on the model is that Human Resources Management (HRM) is a set of unique performances, tasks and procedures that are aimed recruitment and selection, training and development as well as management and retention of an organisations human resources (Henderson, 2008). Recruitment and Selection Legislation, human rights and the competitive advantages organisations stand to gain from maintaining a workforce that reflects local communities necessitates recruitment processes that will capture the most diverse yet competent workforce (Palmer Varner, 2007; Farrer, 2004). Shena and others (2009) note the importance of training the staff involved in the selection process on the diversity related legislation, human rights and the importance of workforce diversity. Panaccio (2010) advocates the formation of a representative diversity committee to drive the process. This mature awareness of the cultural differences and the best ways to handle those differences and the attendant stereotypes is crucial in ensuring that all groups feel comfortable with the selection process and their attraction to the organisation is augmented. Lamenting that some companies are either unwittingly reflecting an image of homogeneity or poorly perceived, Panaccio (2010) sees the role of the diversity committee as advertising in networks used by the minority and actively encouraging them to submit applications. Organisations must remodel both internal and external recruitment processes to appeal to minorities. Internally, the organisation can create an internal database/skills inventory to identify under-represented groups for promotion, ensure selection panels are representative, as well as redesigning the referral system to ensure it is not discriminatory; while the externally the organisation must analyze and improve the image of the company; adjust external advertising campaigns towards the targeted communities; and developing links with targeted communities (Panaccio, 2010:59). Training and Development It is crucial to integrate the diverse groups during the MA (Kilfoil Groenewald, 2005). An orientation strategy to familiarise workers to the ethos, values and mission of the new organisation must be developed. The programme should adopt a zero-tolerance to discriminatory tendencies and include company policies regarding diversity (Panaccio, 2010), effective diversity awareness training (Cavaleros, Van Vuuren and Visser, 2002) and the human rights of employees (Shen et al, 2009). Implementing a mentoring system that goes beyond the glass ceiling responsible for the discrimination of female employees (Shen et, al, 2009:241) is imperative to facilitate the integration and development of all groups (Panaccio, 2010). Performance Appraisal Performance appraisal is crucial in salary increases in a lot of companies, and the trend is to take diversity issues into account when dealing with assessments (Shen et, al, 2009). Panaccio (2010) observes that the biases that may influence yearly performance assessments are the same as those at work during the selection interviews, and must be attended as such. Salary In South Africa payment discrepancies among races elicit strong emotions (Zulu Parumasur, 2009) and it is a main cause of job dissatisfaction and poor performance (Pitts, 2009). Management must be aware of this HR hot potato as it may reverse the gains made in retaining a competent and diverse workforce. The merger must address equity and fairness when determining employee payment systems. Caruth and Handloglen (2001:2007) explain that effective compensation programmes utilize direct and indirect financial rewards as well as psychological rewards to attract, retain and motivate employees. Determination of rewards for employees of the merger will be perceived as fair if training programmes are perceived by employees as designed to boost their growth. Taiwo (2007) mentioned on the job training that equips staff with relevant skills, induction training enabling employees to meet the desired expectations, as well as an alignment of off the job training and on the job training. Link ing this to rewards means management can use the reward system to recognise the efforts of individuals and ensure recognition is given consistently and transparently. Develop a framework of retaining a diverse workforce Have developed clear and specific objectives that are measurable and time bound, management must establish a comprehensive model through HRM to retain diversity without compromising competency. The framework must nurture multiculturalism and inclusivity. According to Shen and others (2009) the structure must be aligned to the relevant laws and policies over and above monitoring progress. The model (see figure 2) suggests that the framework should encompass the HR strategy from recruitment to the payment of workers. Attraction and retention factors of competent employees include effective management of performance and diversity, learning pathways, management style, stretch assignments, work/ life balance, recognition, non-monetary rewards, high job involvement, job security and stability, physical working conditions, flexible pay and employment practices, autonomy, personal development, award schemes, and a caring workplace (Dà ¼weke, 2004; Palmer Varner, 2007; Farrer, 2004). T hese findings are in line with Kerr-Phillips and Thomas (2009) report that job insecurity, competitive remuneration, organisational culture, uncertainty around transformation mentioned as key factors in employees decision to leaving. Implementation of HR diversity policies Every plan will be a stillborn unless there is a clear implementation strategy (Henderson, 2008). To translate all the wonderful ethos, policies and diversity objectives into action the organisation must put together a budget and human resources to carry out these plans. Kilfoil and Groenewald (2005) also ropes in an implementation strategy steeped in dealing with resistance, anxiety and uncertainty through adequate communication. MAs are likely to arouse such feelings that will have a negative impact on performance in the short and long term which is a dynamic turmoil that calls for strong leadership. Communication Before and during the integration process the merger must ensure a good communication strategy is in place to support the merger process. The key messages regarding recruitment, training, rewards and performance management systems must be clear to all involved and deal with perceived increased burden, loss of benefits and deal with resistance. The HR managers must ensure communication deals with the uncertainty, anxiety and resistance that ensue as a result of some employees feeling sidelined. As suggested by Kilfoil and Gronewald (2005) the communication strategy must, inter alia: Answer the question: Whats in it for me? Anticipate and address conflicts openly, flexibly and promptly. Focus less on things and more on processes. Avoid creating losers from the change; work for win-win. Offer choices wherever possible to combat anxiety. Mergers inevitably lead to change in the type of work and skills demanded to perform certain tasks (Kilfoil and Groenewald, 2005) . There will be additional workload to some workers and this will affect the way they perceive rewards. HR managers, through internal communications, must design messages that are sensitive to cultural diversity and recognise the extra effort put in by individuals to individual support for the change. Monitoring and Evaluation A merger has direct impact on performance in a short and medium term therefore can be considered both a phenomenological and significant life changing event for both the organisation and its employees. Thus how people will cope with and respond to merger has direct impact on the institutional performance in a short and medium term. Monitoring and evaluation measures must be in place to ensure all involved work for the common organizational goals. Goldman (2007) asserts that the role of leadership in monitoring and evaluating the change process during merger is critical. The leadership must be sensitive to the personnel critics of deficiencies in leadership as appose to the efficiencies. Goldman further states that the transformation period affects the organisational identity and architecture, operating procedures and processes, individual behaviour and interaction as well as personal beliefs and attitudes. This will have an influence on performance management as well as motivati on and must be monitored.

Night Creature Blue Moon Chapter 10 Free Essays

â€Å"Where the hell did you come from?† I snapped. My heart thundered and my hands shook. He’d scared me, not only by appearing out of nowhere, but by almost getting himself knocked out in my yard. We will write a custom essay sample on Night Creature: Blue Moon Chapter 10 or any similar topic only for you Order Now â€Å"Right now, or in general?† â€Å"What?† â€Å"I come from Minnesota originally. I just came out of those woods right now.† â€Å"The woods?† â€Å"You know those trees all bunched together?† He jerked a thumb over his shoulder. A comedian, exactly what I didn’t need. â€Å"You shouldn’t be out alone at night.† â€Å"I think I can handle myself.† He lifted the can of soda to his mouth and drained the rest in one long gulp. I found myself overly fascinated with the muscles flexing and releasing in his throat. The way he’d snatched that soda can out of thin air had been amazing. â€Å"How’d you do that?† I asked. He crushed the can in one hand. My heart went pitter-pat. â€Å"Do what?† I flicked a finger at the can. â€Å"Your reflexes seem downright superhuman.† â€Å"There’s a lot about me that’s superhuman.† He .smirked. â€Å"Wanna see?† The man flirted as easily as he breathed. But why was he flirting with me? â€Å"No thanks. What are you doing here?† â€Å"I got your message.† He reached into the pocket of his jeans and held up something between his thumb and forefinger. The moon had come out from behind the clouds, and I could see his face but not much else. Still. from the space between his fingers, I deduced he’d brought me the totem. â€Å"Come on up,† I offered. â€Å"I’ve got one cola left. We can share.† â€Å"Share? You read my mind.† â€Å"Relax, Slick, I’m talking soda here.† â€Å"Spoilsport.† I went back into the apartment smiling, but I forced myself to stop. It wouldn’t do either one of us any good if I encouraged him. He’d end up disappointed; I’d end up hurt. He was handsome, sexy, intelligent. I was average, socially inept, and†¦ average. I’d made it through school; he was nearly a doctor. The professor and the cop – it sounded like a bad romance novel. Those differences aside, I wasn’t even going to address the white/red issue, which didn’t bother me but might bother him – or at least his family. There were very few pure Ojibwe left. If he was even one of them, I doubted his parents would appreciate him diluting the gene pool. I snorted and leaned down to snag the last soda from the refrigerator. We hadn’t even progressed to first names and I had us diluting the gene pool. I’d better put on some brakes before I went headlong off the cliff. Shutting the door, I turned, and an involuntary yelp escaped me. Cadotte stood in my living room. â€Å"How – † I glanced at the window, which was still open. The breeze ruffled the curtains. â€Å"I mean, what – ?† He leaned against the wall and crossed his arms. Muscles flexed beneath smooth cinnamon skin. â€Å"You told me to come up.† â€Å"Ever think of using the door?† â€Å"Why, when the window is so much closer?† â€Å"How did you get up here?† â€Å"Rock face. It wasn’t hard.† He shoved away from the wall. â€Å"For anyone who’s done any climbing. You keep this locked, right?† He ran a fingertip along the glass. â€Å"Of course.† He’d climbed up the side of the building like Spider-man? I found that hard to believe, yet here he was. Distracted, I handed him the can and stepped onto the porch. I leaned out over the railing, measured the distance to the ground – too much – then moved over to the wall and peered closely. The apartment building was made of stone. There were footholds of a sort, but you couldn’t talk me into climbing the thing. Of course my rock-climbing experience was limited to county fairs and a single day at the academy during training. There aren’t a heck of a lot of mountains to climb in Wisconsin. Hell, there aren’t any. What we like to call hills are a joke if you’ve ever been to Colorado, Montana, or even Tennessee. Cadotte followed me outside. Suddenly the night was no longer cool and the balcony no longer big enough. He stood between me and the door. The only way out was down. Though tall, he was lithe. Not muscle-bound, but muscular. Could I take him if I had to? I wasn’t sure. The not knowing made my breath come harder and faster. I inched closer to the door, into his personal space. If he was polite, he’d move away. He stayed right where he was. So did I. â€Å"I told you to call me.† I offered my hand, palm up. â€Å"I’d have picked up the totem. You didn’t need to come out of your way.† He stared at my hand but made no move to put the totem into it. Where had the thing gone, anyway? My gaze lowered to his pockets. The totem was too small to make much of a bulge. I didn’t see it. But there were other, more interesting bulges in the vicinity. I stiffened and yanked my eyes up to his. He was smiling. Damn. He’d noticed. He seemed to notice everything. He moved closer. I stepped back and cursed myself for the weakness. But I couldn’t help it. His skin gave off an intense heat. I could smell him despite the pines and the flowers and the fresh plastic aroma of my chairs. That wild scent I’d noticed last night – not unappealing, but rather arousing. I hit the railing. I couldn’t go any farther. Thankfully Cadotte stopped, still too close, but at least he wasn’t touching me. I wasn’t sure what I’d do if he put those long-fingered, clever hands on me. â€Å"If I’d let you come to get the totem, then I’d never have seen your place. I doubt you’d have invited me here.† I frowned as a thought I should have had earlier, if I hadn’t been thinking about sex, shot through my brain. â€Å"How did you know where I live?† â€Å"It’s not hard to find out in a town like this.† True enough. â€Å"Besides.† He reached out and brushed one of those enticing fingers back and forth over the short ends of my hair. â€Å"I wanted to see you again.† The shudder that rippled through me at his touch halted immediately at his words. â€Å"What for?† He dropped his arm. I figured he’d step back, finally let me pass, then tell me he had unpaid parking tickets or a bogus warrant hanging over his head – they were always bogus – or some other legal problem that made him want to see me. You know, the usual. I was preparing my standard â€Å"sorry, can’t help you† speech when his descending hand cupped my hip. I had no time to say anything, because he yanked my body flush with his – he was a helluva lot stronger than he looked – and kissed me. Since my mouth had been half-open, ready to speak, his tongue slid right in. He didn’t waste time on niceties but went straight for the good stuff. I liked that in a man. The tip of his tongue did a hard slide up the center of mine, then teased at the end. He pulled me tighter against him, center to center, then rocked his hips forward. I nearly came right then. Deprivation will do that to a girl. Moaning, I tried to pull back, but not very hard. Especially when he did some fancy move with his other hand and my starched sheriff shirt popped open past my bra. Suddenly his mouth left mine and he lowered his head to my breasts. That clever tongue dipped into their center, in and out, as he echoed the motion with his hips. My body was on fire. My mind a complete mess. It wouldn’t take much to convince me to do it right here on the Formica table. I didn’t think we’d make it inside. My arms rose of their own accord, fingers tangling in his hair, so soft, so sleek. I ran my palm over his head, petting him, then urging him on. His mouth closed over my nipple, through the bra, and lightly he bit the tip. I arched, pressing my entire body into his, and that one small movement shoved me over the edge. From far, far away drifted a low, mournful howl. In the middle of the first orgasm I’d had in several years, the sound confused me. Coyote? Wolf? Human? Cadotte tensed, lifted his head, and stared past my shoulder into the night. The chill wind brushed my bare skin, iced the moisture left by his mouth. His body was still pressed to mine, but I no longer felt warm. He pulled his gaze from the trees with obvious effort. His face gentled and he buttoned my blouse up to my throat. I certainly wasn’t capable of doing it. He lowered his forehead to mine and whispered, â€Å"That.† â€Å"Huh?† Typical me, grace under fire. â€Å"You asked why I wanted to see you.† He kissed my eyebrow. Heat flooded through me, chasing away the chill. Since when had my eyebrow become an erogenous zone? Apparently today. â€Å"For that.† â€Å"You wanted to see me for that?† I repeated, not sure what that was. A kiss, a dry hump, a thwarted fuck on the balcony? â€Å"Yes. You have a problem with it?† At the moment I couldn’t find a single problem with the world, but I would. Such was my nature. I shook my head, unable to articulate much of anything. â€Å"Good. I’ve got to go.† He released me and headed for the front door. I must still have been dazed, or I’d have made a smart comment about jumping from the balcony. As it was, I followed him like a puppy, and when he pressed the totem into my hand, then folded my fingers around it, I merely held on tight and watched him leave. I never thought to ask him what he’d discovered about the markings. How to cite Night Creature: Blue Moon Chapter 10, Essay examples

The Kurdish Issue in Turkish Cinema free essay sample

In World history, the first movie was made by the â€Å"Lumiere Brothers†, it was just a view of a train entering the station in Paris. In November 1914, during the Ottoman Empire and Russian war, Russian soldiers erected a monument in Ayastafanos (Yesilkoy), Istanbul, and Ottoman army’s reserve officer Fuat Uzk? nay recorded that monument with his camera. This historical document is accepted as the â€Å"first Turkish movie. † Afterwards, shooting war or document films continued until the last years of the war -1917,1918-, they were related to the supreme commander or Sultans’ private and official lives. After the foundation of the ‘Turkish Republic’, all languages except Turkish were prohibited by force with the Maintenance of Order (Takrir-i Sukun). There would not be existence of other public except ‘Turks’. Futhermore, with the Zilan massacre (Sark Islahat Plan? ) which was signed by Mustafa Kemal, the Kurdish language was banned and if one talked Kurdish he/she would be punished. We will write a custom essay sample on The Kurdish Issue in Turkish Cinema or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page However, What was the role of art during this troublesome process? What kind of works were made in Turkish cinema? How were the ‘Kurds’ and the ‘Kurdish issue’ involved in Turkish cinema? We can divide the â€Å"Kurdish issue in Turkish cinema† into three sections: Kurds non-existence 1950s-1960s, uncertainty situation 1970s-1980s, development and solution process 1990s, 2000s. When all Turkish cinema is analyzed, it can be percieved that Kurds were always in Turkish cinema. Yet, the Kurds’ existence was not fair, peope just may feel them. Characters in the first Turkish movies were emphasized as Turkish heroes, handsome, and powerful. Muhsin Ertugrul is a very significant director and his movies may be accepted as the ‘real emergence of Turkish cinema. Besides Muhsin Ertugrul, Yasar Kemal is another important man who told about Kurds in Turkish cinema. Before him, Kurds were just in tales and stories. In transferring the Kurds from tales to cinema At? f Y? lmaz, Huseyin Peyda, Osman Sahin, Bekir Y? ld? z, Kemal Bilbasar and Ferid Edgu’s role is dramatically big. The Kurds and the ‘kurdish issue’ are involved in Turkish cinema a round ‘country’ movies. The first and most important example is Daglar? Bekleyen K? z (1955). This movie shows the Dersim, Tunceli mountains and it offers a solution prescription about the ‘Kurdish issue’. This solution is â€Å"drop your gun, denounce your friends, and surrender. †Mezar? m? Tastan Oyun (1951) and Kanl? Feryad (1951) are other examples of these movies. The rise of proletariat and the immigration of the Kurds are the main subjects of these movies. In the 1960s, in the movies Gurbet Kuslar? (1964) and Bitmeyen Yol (1965) the people’s identities are not stated yet. When we come to beginning of 1970s, Turkey’s problem was economy. If economy went well, then the Kurdish issue would already be solved. Kurds were still characters such as: Bedrana, Gulusan etc. nd they took a part in movies an underdevelopment, customs. With migration, Kurds went to urban areas, however they could not go beyond becoming a doormen, sycophant etc.. Y? lmaz Guney is also a very important actor and director in terms of Kurds and the Kurdish issue in Turkish cinema. Guney made many movies throughout his short life. Furthermore, most of his movies were related with the Kurdish i ssue. Yes, Guney was aware of the Kurdish issue, nevertheless, he could not transfer his ideas to movies properly. For instance, we can realise that in the movie Endise which was realised in 1971. The Kurdish issue and it’s solution were handled in that movie. Kurds are Kurds with their clothes and eating style, however, they still do not have national identities . In the Middle of the 1970s, cameras turned to Kurds’ traditional lives, their customs, and daily lives. Berdel, blood revenge, dowry payment, co-wife, smuggling were issues treated in these movies. After the 1970s, Kurds entered Turkish cinema as actors and producers. In the Turkish Republic’s dark era, the 1980s, Y? lmaz Guney, Zeki Oktan and Bilge Olgac were the Kurds inside Turkish cinema. The movie Yol (1981) is a turning point fort he Kurdish issue in Turkish cinema. Hakkari’de Bir Mevsim (1982) is another movie which tells the Kurds’ in country life. Sinan Cetin’s Bir Gunun Hikayesi (1980) is the most detailed movie which includes Kurds. In this movie Cetin told traditional Kurds’ lives, and he used Kurdish tunes. Meanwhile, Y? lmaz Guney went to jail and when he came back, he was interested in the Kurdish issue.. It should not be skipped that, Kurds loved cinema with Y? lmaz Guney. Turkey was changed from the begining of the 1990s in many aspects. As Aynur Dogan mentioned in Fatih Ak? n’s Istanbul documentary, â€Å"in the 1980s, alhough English, French, German music was legal Kurdish music was prohibited. However, after the 1990s, it became legal. † Kurdish people, started to have voice in the political arena, and in parallel some classic Kurdish epics were turned into movies. Siyabend u Xece (1991) and Mem u Zin (1991) are the first examples of Kurdish epic movies. Is? klar Sonmesin (1996) Reis Celik’s movie is the first movie which mentions the guerrilla in the Turkish cinema. This movie in a way is a war movie. Additionally, the Kurdish issue is mentioned in that movie and some dialogs in the movie are in Kurdish. Towards the end of the 1990s, the Kurdish issue was mentioned in the movies obviously. There were two significant directors: Yesim Ustaoglu and Handan Ipekci. Yesim Ustaoglu told about the Kurds and the Kurdish issue in Gunese Yolculuk (1998). The protagonist Mehmet is from Tire, Izmir, he has a dark skin, so everbody thinks that he is a Kurd. Handan Ipekci and Yesim Ustaoglu emphasized the Kurds and the Kurdish issue clearly in the beginnings of the 2000s. So, the Kurds and Kurdish issue movies started to be published. Another important movie â€Å"Buyuk Adam Kucuk Ask (2001)† which includes the solution of Kurdish issue, was published by Handan Ipekci. Thanks to AB Kat? l? m Ortakl? g? Belgesi, (Accession Partnership Document) Turkish citizens started to be able to broadcast on TV and radio in their mother tongue. And in 2004, TRT started to broadcast in Arabic, Circassian, Bosnian, and Kurdish languages.. Within the same year, Yavuz Turgul made Gonul Yaras? and showed Kurds implicitly. In addition, Hulya Kocyigit, Turkan Soray, Fatma Girik, Tar? Akan, Hakan Balamir, Sener Sen, Kemal Sunal, and Ilyas Salman are actors/actresses who represent the Kurds in the Turkish cinema history. There are many other Kurds and Kurdish issue movies which have been made up to today, however, we can not mention all of them here. To summarize, although their identities were not fair and certain until the 1990s’ end, Kurds and the Kurdish i ssue somehow existed in Turkish cinema. It is understood that some prohibitions and interferences restricted the individuals’ way of thinking and as a result of this the productions made by significant directors could not became so clear. This kind of movies will be expressed and emphasized until the Kurdish issue ends. However, the main concerns are: Could the Kurdish issue be solved? What is the solution of the Kurdish issue? Furthermore, could the Kurdish issue be solved via this kind of movies? Maybe, one day. Kaynakca Ak? n, F. (Yoneten). (2005). Crossing the Bridge: The Sound of Istanbul [Sinema Filmi]. Erdogan, N. (1992). Sinema Kitab?. Istanbul: Agac Yay? nc? l? k. Scalbert, C. (2005). Conflit L? nguistique Et Champ Litteraire Kurden En Tudquie. Paris. Scognamillo, G. (1990). Turk Sinema Tarihi Birinci Cilt, 1896 1959. Istanbul: Metis Yay? nlar?. Turgul, Y. (Yoneten). (2005). Gonul Yaras? [Sinema Filmi]. Yucel, M. (2008). Turk Sinemas? nda Kurtler. Istanbul: Agora Kitapl? g?. [ 1 ]. Nezih Erdogan, Sinema Kitab? , Istanbul, 1992 [ 2 ]. Muslum Yucel, Turk Sinemas? nda Kurtler, Istanbul, 2008 s. 24,25 [ 3 ]. Muslum Yucel, a. g. e. , s. 16 [ 4 ]. Look. Atesten Gomlek (1923) , Bir Millet Uyan? yor(1932) , Batakl? Dam? n K? z? Aysel (1932) [ 5 ]. Muslum Yucel, a. g. e. , s. 29 [ 6 ]. Muslum Yucel, a. g. e. , s. 07,108 [ 7 ]. Muslum Yucel, a. g. e. , s. 44 [ 8 ]. Muslum Yucel, a. g. e. , s. 35 [ 9 ]. Muslum Yucel, a. g. e. , s. 37 [ 10 ]. Muslum Yucel, a. g. e. , s. 135 [ 11 ]. Muslum Yucel, a. g. e. , s. 94 [ 12 ]. Muslum Yucel, a. g. e. , s. 37 [ 13 ]. Muslum Yucel, a. g. e. , s. 169 [ 14 ]. Fatih Ak? n, Crossing the Bridge: The Sound of Istanbul (2005) (movie) [ 15 ]. Muslum Yucel, a. g. e. , s. 34 [ 16 ]. Muslum Yucel, a. g. e. , s. 238,239 [ 17 ]. Muslum Yucel, a. g. e. , s. 81 [ 18 ]. Clemence Scalbert, Conflit L? nguistique Et Champ Litteraire Kurden En Tudquie, Paris, 2005, s. 78