Literary Analysis of Stephen Kings the Stand Essay Example for Free

Literary Analysis of Stephen Kings the Stand Essay People behave strangely when more than ninety-nine percent of the population is dead. They behave even more strangely when they’re the prize of a cosmic struggle. In Stephen King’s fantasy/horror, The Stand, a plague created by the military decimates the modern world. The humans that survived the plague are now the commodity of the personifications of good and evil, the troops in an epically proportioned conflict. The book begins with the spread and origin of the plague and the toll it takes on civilization and the population. Its spread through the nation, and then throughout the world, brings chaos in martial law, with horrible atrocities being committed by many of those still alive and in power. Military brutality is rampant, and all human rights are being ignored or even deliberately violated; civilization and society are disintegrating in the face of mass death. Meanwhile, the survivors are struggling to endure the psychological burden of being alone and tending to the dead and dying. They begin to find each other, but are plagued by horrible nightmares, the embodiment of their worst fears come to haunt them in their dreamland. These begin to be counterbalanced by dreams of a benevolent old woman, and all of the living and still-functioning coalesce around these two figures. A society forms around each: one of death, in Las Vegas around Flagg, and one of life, in Boulder, Colorado, around Mother Abagail. As powers converge and events unfold, the future fate of humanity is decided. The Walkin’ Dude; the dark man; the man with no face; him; Randall Flagg. The purest embodiment of evil, not only is he privy to an occasional demonic countenance, he is even sometimes allegorically referenced to the Devil. He is depicted as sowing death and discord with his very presence, showing them to be integral parts of his nature: â€Å"when he grins, birds fall dead off telephone lines. The grass yellows up and dies where he spits. [. . . ]. His name is Legion. [. . . ]. He can call the wolves and live in the crows. He’s the king of nowhere† (939). The dark man is terror personified, and even those that are loyal to him feel a primeval fear and animal loathing of him. However, evil is a relative thing, and can only be named as such if there is a foil to it. In this case, it is Mother Abagail. She is the safety and comfort of a mother’s arms, the warmth and love of a good home: she is human in a way Flagg is not and therefore subject to the weakness of humanity. Wise and kind though she may be, she is understandably bitter about her fate to â€Å"go away with strangers from all the things you love best and die in a strange land with the work not yet finished† (607). Eventually, she offends God with the sin of Pride, and must go on a pilgrimage out into the desert (a very appropriate biblical parallel) to â€Å"get right with God† (940), a pursuit which, in the end, results in her demise. However, the divine wisdom she gained on this pilgrimage, she put to use in her ordering of the journey of the four to the West, resulting in the end of Flagg’s reign and freedom for the people of the aptly-named Free Zone. One-hundred-and-eight years old, Mother Abagail is both an icon of vitality and frailty: she represents the dual, paradoxical, and precarious nature of good present in both people and civilization as a whole. Mother Abagail’s final action was to send a quest: she began the group of people at her deathbed – namely Stu Redman, Glen Bateman, Ralph Brentner, and Larry Underwood – on a perilous journey West, to destroy Flagg. Of these four characters (though they are obviously the primary focus of the end part of the novel) Ralph is probably the least important, him and Glen being fairly minor characters that rarely if ever are given voice by King. Stu, however, is the leader of both this group and the entire Free Zone, and also the first major character we are introduced to and the story’s primary protagonist. Through his eyes, we see the progenitor of the disease weave his car into a gas station and open Pandora’s Box to the world, the struggle of a dying government to contain what is already far beyond its reach, and the eventual convergence of people and regrouping of society. He is the sturdy, masculine, and conventionally established image of new strength and hope arising from tragedy. Throughout the story, he serves as a voice of reason and calm diplomacy: he is a man who understands the world and people of it. Often, Stu is characterized as â€Å"[a] man who doesn’t talk much† (598) r â€Å"a man of few words† (402), and as being extremely perceptive and intelligent; he is quite skillful at inferring people’s thoughts through his distinctive silent observation. He is a stoic, strong character that embodies the spirit necessary to thrive and survive in this strange new world. Glen Bateman is a sociologist, an invaluable asset to the construction of a new society. Though in and of himself a rather minor main character, he plays a hugely important role throughout the novel as the vessel of Stephen King. When a point is to be made about the ramifications of the superflu or ensuing human behaviors, it is almost always done through Glen. Though often cynical (â€Å"[i]f you want to short-circuit the democratic process, just ask a sociologist†) (749), he provides analyses such as these: â€Å"Man may have been made in the image of God, but human society was made in the image of His opposite number and is always trying to get back home† (458) – ones that are incredibly valuable and insightful, and provide a unique but accurate viewpoint on the â€Å"big picture†. Glen provides an opportunity for King to force-feed readers the main ideas they may not have understood or picked up on for themselves. Larry is a tortured soul. A rising musician in the West, he gets involved with illegal drugs, loses the means to pay for them, and so flees to the East, joining his mother in New York. He is constantly haunted by the condemnations of a woman he slept with and deserted: â€Å"You ain’t no nice guy! † (106) and the words of a friend of his from back West: â€Å"[t]here’s something in you that’s like biting on tinfoil† (817). Without fail, these two phrases always accompany a Larry Underwood attack of conscience, most heavily when those he considers to be under his care meet an unfortunate fate. A defining moment for him occurs when the woman he has been traveling with dies of pill overdose, and he is left alone; he traverses the northeast U. S. on foot, too terrified by the thought of wrecking with nobody to help him to use the motorcycle he had been before. As he fights the terror and psychological torment of solitude, slowly unraveling, he meets others along the way, and begins to find the strength and good within himself to lead and help and heal. After he has grudgingly taken on and essentially begun to head a group of twenty or so people, Judge Farris, an extremely intelligent old man that is traveling with him, calls him â€Å"all the things the civics books tell us the good citizens should be: [. . . ]. They make the best leaders in a democracy because they are unlikely to fall in love with power† (728). Larry is the redemption that only comes through great suffering and turmoil. The Stand mostly takes place in a desolate, dead America of the 1990’s. It’s a place that is both promising in its opportunity and foreboding in its vast emptiness. As the resultant of a non-cataclysmic apocalypse, there is very little damage to the infrastructure of the nation: â€Å"All the machinery is just sitting there, waiting for someone to come along [. . . ] and start it up again† (406). Several characters note consistently the dangers inherent in having all the old tools lying around; the temptation to resurrect the old, destructive ways is greatly increased by the sheer ease with which it could be done. The empty, devoid-of-life landscape, coupled with the only temporarily dormant tools adds a new dimension of danger to the already unpleasant situation of those that survived the plague. King prefers to make his characters the masters of their own fates. Each is presented with his or her own choice, where, in that one and usually only instant, they are completely aware of the ramifications of their actions, which power they are aligning themselves with, and the consequences of doing so. Some manage to abstain from the allure of evil, while others succumb to it hopelessly: â€Å"For just a moment part of his mind cried Harold! Stop! so strongly that he was shaken to his heels [. . . ]. For that moment it seemed he could put the bitter drink away, pour it out of the cup, and refill it with whatever there was for him in this world. . . . ] but maybe it was already too late† (663). Typically, those that fall are those that are particularly sad or lonely or felt themselves to be outcasts in the now-dead world. The pain nurtures a destructive hate in their hearts, a pain that the dark man can speak to and win over. Evil is innately destructive, while good is natural ly an assembling force. King describes evil as only capable of destroying, and therefore only able to cannibalize itself; nothing constructed by one of evil will endure: things fall apart, the centre does not hold. Good being the complement to evil, it of course has a congruously opposite structure: though the edges may tatter and fray, the center is strong because it is based on the people and what they wish to uphold in their deepest selves. Stephen King’s Stand is an all-encompassing work: it contains elements of social and religious commentary, supernatural creatures, romance, murder, insanity, loneliness, family, etc. These elements comprise a work detailing the human experience, viewed through the distorted lens of group and individual psychological shock.

Recruitment and selection methods and procedures of IBM

Recruitment and selection methods and procedures of IBM Increased globalisation coupled with enhanced customer expectations makes it very difficult for a firm to grow and succeed. Firms need to constantly change the way they react and adapt to this ever changing global environment. Attracting and retaining high quality individuals can lead a firm to have a competitive edge. One of the ways in which a firm can achieve competitive advantage is by attracting and retaining high quality individuals (Newell as cited in Bach, 2005). Telephone call centres today are part of the ever changing global environment (Callaghan and Thompson, 2002). In recent years there has been increased migration of call centre operations to Asia especially India due to comparatively less expensive labour, infrastructure and technology (Taylor and Bain, 2005). According to Mirchandani (2004), in the year 2003, there were approximately 800 call centres set up in India which employed more than 2 million Indians. This fast growth has caused increased attention from policy makers, the media and academics (Kinnie et al, 2000). Most of the research relating to call centres has been confined to countries like the UK and the US with a lot of focus on subject areas like work relations, labour processes and emotional labour (Callaghan and Thompson, 2002; Budhwar et al, 2006). On the contrary, a very limited research has been undertaken in the field of recruitment and selection Not much research has been carried out on the recruitment and selection practices and procedures in the Indian call centre context. Purpose of the research This research aims at evaluating the recruitment and selection methods and procedures of IBM Daksh, a rapidly growing call centre in India, in a critical way. The aim of this research is to critically evaluate the recruitment and selection practice and procedures in IBM Daksh, which is one of the fastest growing call centres in India. Company background IBM Daksh, which is one of the amongst the largest call centres in India, was used for the purpose of the report. IBM Daksh offers business performance improvement rather than just cost-savings and is a step closer to Business Transformation Outsourcing (BTO) (IBM Daksh website). IBM Daksh focuses on improving business through performance along with cost-savings and is closely moving towards business transformation outsourcing. In April 2004, IBM Corporation acquired Daksh e-Services to form IBM Daksh. IBM Daksh today serves as a global hub to manage business processes for clients across the world. With 25 service delivery centres in India and the Philippines, IBM Daksh is an integral part of IBMs Business Process Outsourcing (BPO) delivery network around the world. Today, IBM Daksh employs more than 30,000 people and has won several major awards for employee satisfaction, delivery excellence, innovation, and diversity and inclusivity (IBM Daksh website). IBM daksh today, acts an international hub for managing business processes for customers all over the world. It serves as an integral part to IBMs business process outsourcing network with 25 service centres in india and the Philippines. Research objectives: The following are the research objectives: RESEARCH QUESTION 1 What are the recruitment methods used in IBM Daksh? RESEARCH QUESTION 2 What are the selection methods used in IBM Daksh? RESEARCH QUESTION 3 What are the positive and negative aspects of the recruitment and selection process in IBM Daksh? Report Structure The next section of the report will conduct a literature review which will examine various academic perspectives. The third section of the report is the methodology which explains the various methods used and gives a justification for the choice of methods. The third section of the report describes the methodology, detailing the different methods used and gives a justification for the choice of methods. CHAPTER 2 LITERATURE REVIEW This section examines the academic literature within the proposed research area. The aim of the literature review is to look at the various stages of the recruitment and selection cycle. Although all the sections within the literature review are interlinked it has been divided into sections and sub-sections to help guide the reader through the report. Section one will outline the significance of recruitment and selection. Section two will discuss the process of HR planning. Section three will examine the different stages in the systematic approach to recruitment and selection. Section four will explain how HRM contributes to recruitment and selection. Section 1 2.1 Significance of Recruitment and selection for businesses In most academic literature the terms Recruitment and Selection (RS) are used together, however it is necessary at the very onset to explain the difference between the two terms as recruitment and selection are entirely two different functions of HR as they are completely two different functions of HR (Taylor, 2005). According to dowling and schuler recruitment refers to Dowling and Schuler (1990), define recruitment as searching for and obtaining potential job candidates in sufficient numbers and quality that the organisation can select the most appropriate people to fill its job needs (cited in Beardwell and Holden, 2001:226). Whereas, Selection techniques are used to decide which of the applicants is best suited to fill in the vacancy in question (Taylor, 2005:166). The process of recruitment and selection is considered to be as one of the four fundamental functions of Human resource management; recruitment, training, compensation and employee relations (350). The process of recru itment and selection is considered to be amongst the four fundamental functions of human resource management; recruiting, training, compensation and employee relations. Hiring competent and proficient individuals is of utmost significance which, solely relies on the effectiveness of recruitment and selection procedures. Having the right people at the right time in the right place, willing and able to work effectively, at a cost that the organisation can afford, is something for which all managers strive for. The significance of this should not be over looked as incorrect RS decisions can lead an organisation to incur heavy losses in terms of productivity, clients, training and advertising related costs which sum up to almost 30% of an individuals first year earnings (Bach, 2005). The most important features of RS are that it should be effective, efficient and fair. Efficient relates to cost effective methods and sources (ACAS, 2010). It is necessary to decide the need for recruitment, the source and the media to be used and at what cost. The process of recruitment can lead to various expenses such as such as advertising, employee referral bonuses, a gency fees, staff travel, and relocation costs and recruiters salary. Thus, choosing a cost effective approach is dependent on factors specific to each organisation and the various kinds of vacancies (Marchington and Wilkinson, 2005).It should be effective in attracting a good number of quality of candidates (ACAS, 2010). Fair means ensuring that the decisions made during the process is based on merit alone (ACAS, 2010). In order to reduce the risks of discrimination lawsuits, organizations should make use of fair and legal procedures (tme). Also, it is essential to consider Legal issues when recruiting, particularly in the design and wording of adverts and in online channels (hrmaw).These three criteria are crucial for organisational success. Section 3 2.3 Systematic approach to Recruitment and Selection There seems to be a general agreement within the literature that the most popular approach to recruitment and selection is the systematic approach (Pilbeam and Corbridge, 2002; CIPD, 2009). According to Roberts (1997), a systematic approach to recruitment helps to streamline selection and help decrease cost. It also helps to better organisational performance and foster good employee relations (Pilbeam and Corbridge, 2002). In recent years, organizations are realizing that the failure to recruit employees systematically can impact their success (tme). Adopting a more systematic approach to recruitment and selection helps reduce bias and errors (Bach, 2005). The systematic approach is built on the concept that a system has inputs (candidates), processing units (RS methods) and outputs (effective employees or unsuccessful candidates). This system is subject to external influences such as labour market conditions, competitor activity and legal obligations (ibid, 2002). Within the system each stage affects and is co-dependent upon the others. For instance, a sophisticated selection tool is useless if the recruitment methods fail to supply a sufficient quality and quantity of applicants (ibid, 2002). The literature review will discuss the systems approach (Table 1.1) described by Pilbeam and Corbridge (2002) to provide a framework for the RS process. This approach is supported by various other research perspectives. Table 1.1 The recruitment and selection sub-systems Sub-systems Purpose Activities Attraction Attracting suitable candidates Pre-recruitment activity establishing a case for recruitment; consideration of the labour market Use of recruitment methods Responding to enquiries. Reduction Eliminating unsuitable candidates Filtering, screening and short listing. Selection Assessing, choosing and appointing a suitable candidate. Use of selection methods and techniques Making the appointment offer and Acceptance Transition Converting the successful candidate to an effective employee Pre-engagement process Induction and appraisal. Source: Pilbeam and Corbridge, 2002 2.3. STAGE 1: ATTRACTION Establishing a case for recruitment According to Plumbley (1985) any vacancy which is created either through resignation, dismissal or increased workload presents management an opportunity and with a choice. The opportunity is freedom to consider whether the job is necessary (and, hence, a chance to re-allot the work). The choice is between recruitment and other courses of action (such as internal promotion or temporary transfer) (ibid, 1985 pp:15). Job analysis, Job descriptions and Person specifications The next stage after the case for recruitment is established is the process of job analysis, writing up job descriptions and person specifications. According to Robert (1997), job analysis is the basis for effective recruitment and selection. Job analysis is imperative because it provides the information required for two documents: job description and person specification. Job analysis also looks at how each job fits into the organisation, what its purpose is, and at the skills and personality traits required to carry it out. A number of distinct methods such as interviews, questionnaires, diaries and observation are employed for gathering job analysis data (Taylor, 2005). As stated earlier, from the job analysis the job description and person specification is written. Job descriptions relate to the tasks to be undertaken, whereas person specifications outline the human attributes seen as necessary to do the job. Most employers in large organisations make use of job descriptions and person specifications to draw potential candidates (Taylor, 2005). Person specification can be drawn up using two well known frameworks, Rodgers Seven Point Plan (1952) and Frasers Five-point plan (1966). These frameworks however, include some categories which are inappropriate and potentially discriminatory, for example, categories relating to disposition or interests (Pilbeam and Corbridge, 2002). Therefore, the recruitment teams in call centres must have a clear understanding of anti-discrimination laws and equality laws before publishing any job description or person specification. Pilbeam and Corbridge, (2002) emphasise the significance of skills, aptitude and knowledg e included in the person specifications and should specifically relate to job needs. Competency-based approach Competency framework is the alternative approach to the job analysis process. This approach has overcome a number of drawbacks of the job analysis/ person specification/ job description process. Competencies were defined by Boyzatis (1982) as an underlying characteristic of a person which results in effective and superior performance in a job (Taylor, 2005: 156-157). The most significant advantage of the competency framework is its focus on the behaviours of applicants. There is therefore no need to make inferences about personal qualities that might underpin behaviour (Newell and Shackleton, 2001:26 as cited in Marchington and Wilkinson, 2005:169). In addition, the competencies can be related to specific performance outcomes rather than being concerned with potentially inappropriate processes, such as disposition or interests outside work (ibid, 2005). According to an Industrial Relations Survey (IRS) study the most commonly used competencies are team orientation, communication, peo ple management, customer focus, results-orientation and problem-solving (Rankin and Epstein, 2001). In call centres there is emphasis on social competencies which are essential to ensure an effective interaction between the employee and the customer. `It is this interaction that is crucial to customer satisfaction` (Newell, 2005 as cited in Bach, 2005:116). For example, a detailed case study of recruitment in a call centre was conducted by Callaghan and Thompson (2002) who found that competencies such as communication, customer focus, building relationships and problem solving were important. Despite the many advantages of this approach, critiques suggest that it could lead to a form of cloning where all new recruits tend to behave similarly to those already in the posts; hence diversity is lost (Taylor, 2005). Recruitment methods After all the preparatory work is complete, in terms of planning, forecasting and job analysis the stage of recruitment can begin. It is imperative that organisations analyse the costs involved in selecting the methods of recruitment (tme). There are a range of recruitment methods from which call centres must choose, these can be used exclusively or in combination. They are listed in Table 2.The objective of a recruitment method is to attract an appropriate number of suitable candidates at the least cost (Pilbeam and Corbridge, 2002). Table 1.2 Recruitment methods Recruitment Method Examples Internal methods Internal promotion, internal transfers, job rotation schemes, rehiring former staff Print media National newspapers, local newspaper, trade and professional journal, magazines Education liaison Careers services, career fairs, college tutors External agencies Job centres, outplacement consultants, head-hunters, employment agencies, recruitment consultants Other media Direct mail, local radio, internet, cinema Professional contacts Conferences, trade union referrals, suppliers, industry contacts Other methods factory gate posters, past applicant records, open days, word of mouth, poaching Source: Taylor (2005: 170) Recruitment can be internal, which attempts to fill vacancies from the pool of existing workers or external, which recruits individuals from outside, the choice and timing of which varies between organisations. Many organisations today attempt internal recruitment because it is cost effective (Taylor, 2005). Other advantages include building on existing staffs skills and training and providing opportunities for promotion and development (ACAS, 2010)acas 2009. There are disadvantages, however, of relying on internal recruitment as it can be potentially unfair and discriminatory, since it tends to perpetuate the existing workforce. It also prevents the organisation from bringing in new talent, which can only come through external recruitment (Bach, 2005). When existing employees are encouraged and rewarded for introducing suitable recruits it is termed as employee referrals (CIPD, 2009). The advantage of this method is that the new recruits are likely to have a better understanding of the organisations culture and values as well as the nature of work as compared to the average recruit. Call centres encourage this method as it is cost efficient (Bach. 2005). However, it is important that employers do not rely on this scheme as it limits attracting a diverse workforce (CIPD, 2009). Many Call centres attempt external recruitment because internal sources are often not sufficient enough to supply a suitable pool of applications (Newell, 2005 as cited in Bach, 2005). Table 2 lists the different types of recruitment methods. When there is pressure to fill in vacancies very quickly, often methods like employment agencies, job centres, and local papers that advertise positions on a daily basis can be used (Taylor, 2005). The external agencies already have a pool of potential applicants registered with them so they can provide a quick recruitment turn around time (ACAS, 2010). Since many call centres have to fill in vacancies within days they often rely on employment agencies (Kinnie, et al., 2000) who take over a larger part of the recruitment process by advertising, they also sift initial applicants and provide employers with a short-list of candidates (Taylor, 2005). According to IRS (1997) corporate websites and local newspapers are used universally to attract applicants (used by 75% of organisations) (CIPD, 2009). Job advertisements are quick way of attracting a large pool of candidates. When placing a job advertisement, there are many factors which should be considered like the content, the layout (example size, position and typeface) and the timing (example dates). Table 3 provides a suggested content checklist against which the advertisement used in IBM Daksh can later be measured. Table 1.3: Suggested content for Recruitment advertisements Content Organisations name and logo The job title and brief description of the job (duties involved and main aspects of the person specification, and main aspects of the person specification and any qualifications required) Where the job is based The salary (either the amount or scale) any allowances and facilities An equal opportunities statement Application procedures, the closing date (and interview date) Where to get further details Source: Taylor (2005) Other ways of attracting applicants include building links with local colleges, working with job centre and holding open days (CIPD, 2009). When deciding which method to use, Taylor (2005) suggests that organisations should consider how precisely the approach adopted will reach its target audience. Recruitment of the right people is the most important role of the recruiters in call centres (Townsend, 2005). Therefore it is of utmost importance to invest time and effort right from the outset of the recruitment process. STAGE 2 REDUCTION The attraction of applicants is succeeded by efforts to narrow down the total number of applications received to a pool of candidates that can be managed effectively in the more detailed assessment stage of selection process (CIPD, 2009). This can be done indirectly through the characteristics of the recruitment activity, and directly through using the person specification criteria. The processes involved are filtering, screening and short listing, by an assessment of the application form or CV (Pilbeam and Corbridge, 2002). Application forms and Curriculum Vitas (CV) The application form and the CV are principle tools for the applicant in the selection process. Many organisations use application forms which allow information to be gathered in a standardised way (Searle, 2003). Some studies have shown it is used in 98 percent of selection projects (Roberts, 2005). With the growth of the internet many organisations now use online applications especially for jobs that receive large volumes of applicants (Searle, 2003). Most employers make use of both CVs and application forms (Taylor, 2005). From the perspective of the employer there are advantages and disadvantages to both approaches. A CV is an opportunity for candidates to sell themselves and can thus tailor their application in their own way, however this can be a disadvantage as well as candidates could over sell themselves to a potential employer. They may also include irrelevant information in the CVs (ibid, 2005). Application forms, on the other hand provide the organisation with only the information it requests and hence aids the short listing and interview process (Pilbeam and Corbridge, 2002). Application forms have become so much a part of the process that it is wholly expected by the candidates and taken for granted by the recruiters. According to Roberts (2005: 103) `It is probably one of the most maligned and misused recruitment tools`. Much of the information it requests is for administration purposes which can be collected at a later stage. The application form should focus only on the job and its related selection criteria (Pilbeam and Corbridge, 2002). According to Taylor (2005), the application form should be designed clearly, use concise language and have a good layout. If it is designed carefully and administered sensitively and sensibly it can become an extremely effective part of the overall selection process (Plumbley, 1985). Short listing This process reduces the number of candidates proceeding to the selection stage by assessing the application form or CV. Research indicates that this process is often subjective, inconsistent and lacking focus (Roberts, 1997). There are a number of simple principles to guide the construction of a final shortlist. First, assessments should be made against the criteria using the person specification or competency framework and each application can then be rated according to these standards or a scoring system can be used (CIPD, 2009). Second, a shortlist should be of a manageable size in relation to the resources of the organisation and the selection methods being employed (Pilbeam and Corbridge, 2002). Third, contingency arrangements should be made to compensate for candidates who withdraw due to the time spent on short listing (ibid, 2002). STAGE 3 SELECTION The RS process can be made more systematic however it will unavoidably remain subjective. A structured RS system with rigour and consistency in the application of selection methods is highly desirable, but the appointment decision remains a matter of human judgement (Pilbeam and Corbridge, 2002:139). The selection choice is dependent on factors such as type and level of job, abilities of the manager involved, time required, accuracy demanded and cost (Torrington, et al., 1991). The process should be fair to selected and unsuccessful candidates with a degree of flexibility to ensure its the most appropriate means of selecting a candidate in question (CIPD, 2009). Wrong decisions not only affect the various individuals associated with them (employers, applicants, agencies) but also result to frustration, repetive training and low morale prior to the termination of the newly hired employee. Small organisations are affected more by such decisions, while large scale organisations can reta in or relocate the inappropriate placement, such a luxury can be very expensive for small scale organisations (tme). This section reviews selection methods which relate to those used in IBM Daksh. Many of the methods such as work sampling, assessment centres and graphology are not used by IBM Daksh due to the nature of the work. Hence this section examines interviews and ability tests in detail. Sound selection decisions ensure the organisations that their financial investments in the employees will pay off (tme). It is important to mention that no single method, regardless of how well it is designed and administered, is capable of producing perfect selection decisions that predict with certainty which individuals will perform well in a particular role. Employers are therefore use a combination of various methods (Marchington and Wilkinson, 2005). Ability tests Ability tests or aptitude tests focus on numeric, verbal reasoning, abstract reasoning and logical reasoning (Taylor, 2005). The aim of tests is to increase the quality of selection decisions (Torrington et al, 1991). According to Plumbley (1985) tests can help measure some attributes which are difficult to measure in an interview and thus reduce subjective judgement and of possible human error in the selection process as a whole. According to ACAS (2009) candidates for telesales/call centre work will almost invariably be asked to undertake a practical test for verbal reasoning. Tests scores should be used to supplement the interview. It is critical that those who administer the tests should be qualified to interpret them hence training for administrators is necessary (Torrington et al, 1991). The interview The purpose of the interview is two-fold. One is to find out if the candidate is suitable for the job, and second is to give the candidate information about the job and the organisation. There is a general agreement within the literature that traditional selection interviews are poor predictors of future job performance (Torrington et. al, (1999); ACAS, 2010; Plumbley (1985). The term traditional refers to unstructured interviews in which the interviewer may ask different sets of questions to different candidates (Taylor, 2005: 210). Quick judgements are a common pitfall in the use of interviews (Roberts, 2005). According to Webster (1964, as cited in Torrington et al, 1991) interviewers often decide whether to accept or reject a candidate within four minutes, and then look for evidence to justify their decision. Literature recommends that the interviewer spends adequate time in listening to the candidates (ibid, 1991). Another pitfall is the concentration span of interviewers, which tends to drop in the course of the interview and hence it is recommended that note taking helps in continued concentration (Roberts, 2005). Despite the problems associated with interviews, it is one of the most widely used selection techniques, and the validity of face-to-face conversation is high (Torrington et al, 1991). Recent studies by the CIPD have shown that interviews are used in 90 percent of selection processes (Roberts, 2005). Literature advocates the use of structured interviews rather than unstructured. Research by Barclay (1999, as cited in Pilbeam and Corbridge, 2002) found that structured interviews have recently gained popularity. A structured interview is designed to determine all the relevant information and assess the competencies of the applicant. This method focuses on the match between job and candidate (acas, 2009) which helps better selection decisions and better consistency and fairness in the treatment of candidates (Taylor, 2005). Job offer and Rejection It is important to inform all the applicants of the outcome as soon as possible, whether successful or unsuccessful. If the decision is delayed (acas 2009) the candidates should be advised. Unsuccessful candidates should be given feedback on any aspects they could reasonably improve for future success (ACAS, 2010). For the successful candidates the job offer and acceptance formalises the relationship between the employer and employee. An offer of employment is normally a written document which should include all the features of employment, for example job, hours, start date, pay and benefits (Pilbeam and Corbridge, 2002). Torrington et al. (1991) suggests that it is essential to send the offer letter to the candidate as soon as possible, as the best candidates may have offers elsewhere. STAGE 4 TRANSITION Induction Induction is used in the workplace context to help employees adjust and acclimatise to their jobs and working environment (CIPD, 2010). According to CIPD (2010) a good induction should consist of the following elements: Orientation (physical) describing where the facilities are. Orientation (organisational) explaining how the employee fits into the team and how their role fits with the organisations strategy and goals. Health and safety information Explanation of the terms and conditions Details of the organisations history, culture and values. A clear outline of the job/role requirements. A good induction is an important element in contributing to the successful transition from an applicant to an employee (Pilbeam and Corbridge, 2002). It is essential to have a well-designed induction programme to create a good first impression and make the employees feel welcome. It also helps increase employee retention (Taylor, 2005; CIPD, 2010). Section 4 The importance of HRM in Recruitment and Selection The human resource department of an organisation plays a vital role in the process of recruitment and selection (Browning et al, 2009). The entire setting of human resource function in hiring candidates is interconnected with the recruitment and the human resources strategy. Human resource managers play a significant role in the recruitment and selection process. It is essential to identify the appropriate candidate requirements and ways to attract them (Bach, 2005). Traditionally, human resource managers were required to administer the entire process of recruitment. The managers were accountable for managing the advertising and monitoring of vacancies, but the human resource managers were not much influential in the overall recruitment process. However, as the need for human resources in organisations is increasing, certain changes in the human resource strategy were incorporated. Human resource managers are delegated the entire responsibility of managing organisational personnel an d in such circumstances the process of recruitment and selection takes the first place. It is the basic and major role of any human resource department to hire competent candidates for the organisation (Budhwar and Boyne, 2004). Human resource activities are directly related to the productivity. Extensive recruitment and selection strategies can lead to an increase in the productivity. Moreover investments in the area of Human Resources are in align with the fiscal progress of the organisation such as training and development, Recruitment and selection (hrmrs). Generally human resource managers consider issues related to HR as significant to organizational success. It is necessary to include line managers in the decision making process with regards to human resources. However, the use of such practices differs from organisation to organisation (hrmrs). it has been found that the integration of HR into the firms strategies, is significantly related to outputs of turnover, productivity and financial performance (hrmrs). CHAPTER 3 METHODOLOGY This section describes the various methods that will be used in this report and will attempt to give a justification for the choice of methods. 3.1 Research Philosophy Research philosophy relates to the development of

Business Plan for Restaurant in India

Business Plan for Restaurant in India THAKURS HAVELI is the name of my restaurant which is located at sector-34 in Chandigarh. This is a single unit, large size restaurant that serve or provide a healthy contemporary style food. . The location will be on 34 sec just outside the Chandigarh University and very close to a dense population of the target market. Location which is selected is first on rental basis. After that there is agreement of lease. After when the lease is signed there will be the 3 year of free rent for construction and in that particular course of time start up fund must be raised. After that work is complete Havel restaurant can open and then project can begin. Basically, restaurant infrastructure is a four-storey `building. The ground floor is a fast food junction where you will find Chinese, South-Indian, and American fast food, the first floor is for having lunch and dinner where you can seat with your family and enjoy wide variety of food, the second floor is for Beverages where you will find soft drinks, ice-creams and chocolates with the enjoyment of some games for kids and young ones and the third floor is for people who would like to have hard drinks such as whisky, rum, beer etc. Here you will find food of about 65 countries, new games to play and whiskies at it best. EXECUTIVE SUMMARY As the name of our business is self explanatory that we are one of the best in the business of restaurant not only in Chandigarh but also in India. We have cook of world class that means we select cook from one of the best institution of hotel management so that our customers do not get upset after coming to our restaurant. Here, we provide food of about 65 nations i.e. nearly 1000 dishes either vegetarian or non-vegetarian and as we said earlier we having a bar at the top floor having all types of whiskies, rums, beer etc. COMPANY OWNERSHIP The owner of the company is Ujjwal Galleria, who will handle day-to-day operations of the plan and will work to ensure that this business venture is a success. He will be started this restaurant in 2011, at that time it consists of only single floor but in only 5years he will be grown his restaurant in such a way that able to compete with Indias one of the best restaurants. OBJECTIVES The primary objective of ours is to satisfy customers by our products and services. Therefore we offer a range of packages and services specifically tailored to the needs of each customer. KEYS TO SUCCESS Service our clients needs promptly and efficiently. Maintain excellent working relationships with our staffs such as Managers, Cook and other staffs. Maintain a professional image at all times. CURRENT SITUATION Now days, people are a bit foodies and want to try new and food of other nations too. This is reason why the restaurants becoming so popular in India. Another reason is that people of especially metropolitan cities have a very busy life especially the bachelors who are living away from their home and doing job on cites prefers to eat in restaurants than in their home. This is because they have very busy schedule and they got exhausted after doing job from morning to evening, thus prefers to eat in the restaurants. This scenario is also very common in families as most the family members are busy in their scheduled work in week days and as they got time they used to go to in restaurants to have dinner for a break. Due to this there were many restaurants are being opened in the cities and as a result of which there is so much competition among the restaurants. But despite all such competitions our Thakur Restaurant is able to lead this market in Chandigarh. The all credit is given to Mr. Ujjwal Guleria who made all this possible. INDUSTRY ANALYSIS Several new and innovative technique of cooking is a part of the factor responsible for the growth of restaurants in India. Since the government of India has a policy of liberalization of India today is also a base on the market. According to the survey of the growth of restaurant industry in India is about 5.5%. Many people are also engaged in catering. According to recent survey that was created at the end of 2012, total restaurant in all parts of the world will offer employment to 34.7million people. The fact is the growth of the hospitality industry in India will directly lead to more fast food, because in todays world, young people prefer fast food, not just a fact that the growth of the restaurant is increasing every day. International restaurant opens branches in different parts of the city through the concept of free market and the process of liberization, creating foreign investment. Future of the restaurant is very bright in India. With an increase in the growth in demand from the industry also increased. DESCRIPTION OF THE PROJECT Our restaurant is a single unit, medium size and multiple restaurants that serve or provide a healthy contemporary style food. The restaurant will be located at 34 sec in Chandigarh. Our Mission I give my first preference toward to goal of the firm. I tried my best to achieve this goal. Development and Status This restaurant (Ujjwal Restaurant) was incorporated in October 2005. Mr. Ujjwal Galleria is the first responsibility is to the financial well being of the restaurant. The high level of understanding, attitude and self respect between our staff member and to the customer. The location is only 34 seconds outside Chandigarh University and near large populations of the target market. Location was chosen for the first time on rental basis. Then there is a lease. Once, when the lease is signed there will be three years free rent for the building and in particular, that over time you start the fund should be increased. After it is completed, Thakur restaurant can be opened and then the project can begin. Future Plan If my business is successfully meeting its projection with in 2 year .then after that I would like to created or start for a second location and start making a plan for next unit. Our 7 year goal is to have 5 restaurants in different part of India having a profit of between 10000000 to 20000000. OPERATIONAL AND PRODUCTION PLANS The following operational and production strategies that taken in the Thakur Restaurants. They are: Facilities and Offices This type of plan, I would say for equipment and office, where it is located. The restaurant covers 10,000 square meters, which is around in 34sec Punjab University Chandigarh. New equipment was used and the dining room has been decorated to attract customers. Employee Training and Education In this plan I never make any compromises. Training of all employees should be required. Employees are trained not only work, but also whole concept. There is a cook who wanted to give all the detailed information and also informed of the latest information in fording the industry. Food Production Food production is also an important point in production plan. I will make most food on the premises basis. Kitchen will be very clean and totally furnished. High standard equipment would be used. System Control In this a large amount of money spent in research the quality and integrity of our food. A person is hire who do all this type of research related to quality of food. All this food cost and stock are controlled by the management which is totally computerized basis. PRODUCTION PLAN The following are the Production plan of our restaurant. They are: Our restaurant will offer a large variety of food (Indian, Italian, and Spanish). It also includes a medium scale coffee shop inside it and having a bar at the top floor. Restaurant is divided into three parts Want open a fast food for those who want to eat fast food can sit in this section. Want open for meal (breakfast, lunch, and dinner) those who want to eat this kind of food can sit in this section only. Want open coffee shop and bar or just a room for discussion where people sit and talk with his friend or any one without disturbing other. MARKETING PLAN Our marketing plan is to establish a well-regarded brand name linked to a meaningful positioning. We will have to invest heavily in market to create a distinctive brand image projecting innovation, quality and value. We also measure awareness and response so we can adjust our market efforts if required. Market Need While preparing a market plan we should know the market need. That which type of market we want or need. There are two type of market need that ant to fill. They are: First one is that to make a market that produce good quality food, having cleanliness environment, with a cheap or low rate. Second one it that to take very few time for preparing the order. In modern life we face many problems in the restaurant. The first is that the food is fat and the other is that they take too much time preparing. So keep all this in view I would like a market offering good quality food in less time allows. I would like to add a coffee shop inside the restaurant to open. This is used for all but especially for those who just want coffee after dinner or lunch. Demographics This is used to tell that our business marketing plan focus on the following category: Student = this include the student of schools and different university situated near by age is from 18 to 20. Town worker = this include the worker or person working in a firm. Thus is the largest group. Age is from 35 to 55 Tourist = this is the person who just come with their family for enjoying. This makes good market for us. Age is from 40 to 69. Advertising After that I would like to spend on advertising. As this is only the medium by which we can make our sale or increase sale. If my business running significantly over our sale then it is not require to spent huge amount of fund in advertising. HUMAN RESOURCE PLAN Ujjwal Restaurant is a unique Human Resources Management restaurant that enables the process of acquiring talent, aligning them with organizations goals and leading the transformation, to help your organization take that leap in performance. From automating routine tasks, to generating strategic reports, to giving access to employee related information through self-service, Ujjwal Restaurant does it all. Our key Modules include Performance Management, Training Development, and recruitment, HR Workgroup and Report/Analytics, Payroll, Self-Service. As far human resources plan concerns it is just about how you manages your employees, thus, the management of employees in our business is as follows: In our restaurant, there are nearly 200 employees, including lower to higher level. As we have one Head Manager who manages all the employees in the restaurant so his salary is a bit higher than the any other employee. We have head in each of the branch of the restaurant such as in cooking department, fast food department, and beverage and games department and bar department. We select employees such as cook, managers, bar server etc. who are passed out from good institution and have at least 2 to 3 years of work experience. ASSESSMENT OF RISK The purpose of risk assessment is to identify hazards that could cause harm to the risks that may result from these dangers and take appropriate measures to eliminate or control risks. Significant findings of the risk assessment should be recorded if five or more persons. Risk assessment of cumulative event distribution and can be made when information was received from the contractor, other companies and freelancers working on the site. It will also need to see the site or sites of specific identified risks to visit. The followings are the main risks in the business if the restaurants: There are many competitors in north region such as McDonald, prà ªt fast food, residency, virtual this are the competitor in northern region. McDonald is the one the best competitor for our business. It is having a more than 6 franchisee in the northern region. They spend huge amount on advertising. They take the help of all medium such as radio, television, news paper. They also offering some discount after you make the bill of 400. The reason of risk is fluctuation in the share market. FINANCIAL PLAN Financial planning is a process of formulating objectives, evaluation of assets and resources, assessment of future financial needs and plan to revise the monetary targets. Many elements may be involved in financial planning including investments, asset allocation and risk management. Taxes, insurance and real estate are usually included. There is some important point which I kept in mind while making a financial plan. They are as follows: Growth rate will be moderate, and in smooth running. Sale would like to increase at a flow of 6% per year. 3. Company like to invest in financial plan and not in the. Company (expect it be necessary) Cost of good. Marketing Fees Marketing fees is generally for purchasing the material for production and convert them into finished product. This is also important one we should reserve some amount of fund for purchasing of raw material. Fixed and Variable Expense This fixed and variable expense is also required in our financial plan. As this expense is only determine by when we survey many restaurant after that we taking actual number from this restaurant which we survey. As by this we can know our fixed and variable expense.

Absolute Knowledge: Analysis vs Intuition :: Philosophy

Absolute Knowledge: Analysis vs Intuition Is absolute knowledge gained through the process of analysis or intuition? In â€Å"Introduction to Metaphysics† of The Creative Mind, Henri Bergson makes a thorough distinction between analysis and his idea of intuition. As the basis of immediate, metaphysical knowledge, intuition applies to the interior experience of an object. Such experience entails true empiricism. Bergson explains his method of intuition and absolute knowledge through various terms, including duration, traditional rationalism and empiricism, and time. These terms shall be evaluated as they reveal the pertinence between true empiricism and true metaphysics. As a philosopher of immediacy, Bergson favors intuition over analysis as a mode to knowledge. Relative, mediate, and incomplete knowledge is the result of analysis. It involves viewpoints of an entire object which require a division of it into parts. These parts must then be labeled with symbols and then synthesized, mediated or recomposed into an inaccurate whole in an attempt to gain a complete, perfect understanding of the thing. The experience one has during analysis is thus, an exterior one which leads only to a partial grasp of the object. This grasp is relative as it depends upon the individual’s viewpoints. On the other hand, Bergson’s idea of intuition is a means to immediate, absolute knowledge. This knowledge is perfect, without limits, and inexpressible through symbols, or even language. It is a result of an interior experience, which Bergson claims, involves â€Å"sympathy† towards the object. As intuition entails â€Å"sympathy,† analysis entails a â€Å"desire to embrace the object† (161 The Creative Mind). In an attempt to illustrate the distinction between intuition and analysis, let us propose that the object is a choreographed dance. If I analyze it, I may observe the dancers or make a chart of the dance steps, and memorize the rhythm. I may compare various dancers or relate some steps to other steps in a series. In general, I understand the structure of the dance, but nothing more; my analysis does not lead me to coincide with the act itself, and it results in an eventual limit to my knowledge of the dance, which cannot be expanded. Howe ver, when I become a dancer, I coincide with the act. I utilize introspection and experience its entirety.

commentary Dred Scott Essay -- essays research papers

This commentary will focus on the impact of the Dred Scott decision in America. Dred Scott was born a slave in Virginia to the family of Peter Blow originally. The family moved to St. Louis and sold Scott to Dr. John Emerson, a military surgeon stationed at Jefferson Barracks. Scott traveled with Dr. Emerson to different areas such as Illinois and Wisconsin territories, where slavery was prohibited. This is because of the Missouri Compromise, this compromise was created to end expansion of slavery and permitted Missouri to entered as a slave state and Illinois was entered as a free state. Because Scott had traveled to free territory, he felt that he was a free man and sued to be free. The first case is against Emerson’s wife and is dismissed based on a technical issue, the second case Scott wins the right to be free, however the case is appealed to Wisconsin Supreme Court who disagrees with the lower court and Scott remains a slave. Scott lawyers filed suit in the U.S. Federa l Court and this time it’s against Mrs. Emerson’s brother whom took over the estate due to her remarriage, his name was John F.A. Sanford. The United States Supreme Court first hears the case in 1854 and then again in 1856. The case gains public and political attention. It affected the presidential election in which it would cause a candidate to agree or disagree with the high court. Congress begin debates on its power to control slavery specific territories, eventually they left it up to the high court ...

Cam Therapeutics Modalities Paper

CAM Therapeutics Modalities Paper Shakita A Hunter SCI/201 October 31, 2011 Macharia Waruingi CAM Therapeutics Modalities Paper Individuals have taken the option to take better care of themselves by taking steps to improve their health. The complementary and alternative medicine, otherwise known as CAM, is a group made up of practices, products, medical and healthcare systems with diverse backgrounds. The different practices of CAM are grouped in different categories associated with â€Å"natural products, mind and body medicine, and manipulative and body-based practices†(NCCAM,2011). The purpose of this essay is to defined alternative medicine, complementary medicine and integrative medicine. It will describe how conventional medicine plays a role in these three types of medicine. In addition, the essay will further discuss the philosophy of CAM; how it relates to conventional Western medicine as well as describes the five domains of therapies. Finally, the essay will describe one CAM treatment modality within the five domains if therapies and how it meets the definition of alternative, complementary, or integrative therapy. When discussing complementary medicine, it is referred to as standard care. It is proven to be safe and effective. â€Å"Complementary medicine includes techniques such as acupuncture, herbal medicine, massage, support groups, and yoga†(NCCAM,2011). This type of medicine can affect an individual’s physical being, spiritual being, emotional being, and social being. It can help a person’s immune system become more healthier and it can also have the ability to fight off a disease. Outside of the realm of conventional medicine, there is another form of medicine that is called alternative medicine. With alternative medicine, individuals are require to do a bit more work. Alternative medicine includes a broad range of practices. Some healing therapies are based on Ancient Chinese beliefs, like acupuncture and the use of certain herbal compounds. Others focus on Hindu, or Ayurvedic, therapies including diet changes, the practice of yoga, and emphasizing the connection of mind, body, and spirit†( Ellis-Christensen,2011). With alternative m edicine, the negative side effects almost do not exist. People may want to go to a Wal-mart or pharmacy to purchase herbs, vitamins, or other supplements and can get them at a reasonable price. Many of these herbs, supplements and produce are the basis of much of alternative medicine which is overlooked for the most part in terms of their health benefits. One form of natural, alternative medicine that is frequently used by many comes in the convenient form of tea. The herbal teas Echinacea and Chamomile naturally help support the body’s immune system. Whether for sore muscles, the stomach flu, or a cold, herbal teas can suppress the illness until the symptoms have passed and wellness has been restored. Integrative medicine is a combination of conventional Western medicine with complementary and alternative medicine or treatments. The various techniques that can be utilized from both complementary and alternative treatments are all in the effort to treat the person in whole. For any integrative medicine program, the goal for the physician is to truly bring together â€Å" allopathic medicine with mind-body-spirit modalities with the ultimate goal of helping patients or individuals adapt to traditional medical treatments. The modalities directly affects the body’s physiological healing process while gently awakening the mind-body-spirit connection needed to enhance the healing process†(Beaumont Health Systems, 2011). Within the complementary and alternative medical practices are healthcare practices that are part of conventional practices. â€Å"NCCAM groups CAM practices within five major domains, acknowledging that other groupings are possible: native medical systems, (2) mind-body interventions, (3) biologically based treatments, (4) manipulative and body-based methods, and (5) energy therapies†(NCCAM,2011). Alternative medical systems are practiced through various cultures in the world. The Asian medical systems use traditional techniques such as acupuncture, oriental massage, herbal medicine, and other energy therapy to promote healing. As mentioned before, Ayurveda is a traditional medicine of India. Homeopathy is a traditional medicine developed in Germany as well as naturop athy. All traditional medicines are considered to be a part of the complete alternative medical system. * Mind-body interventions have a variety of healing techniques that are designed to make the mind’s capacity easier to process bodily functions and symptoms. These techniques include art therapy, dance, hypnosis, music, and prayer. * With biologically based therapies, it involves the use of dietary supplements and special diet therapies. â€Å"Biological therapies include, for example, the use of laetrile and shark cartilage to treat cancer and bee pollen to treat autoimmune and inflammatory diseases†(NCCAM,2011). * Manipulative and body-based methods have treatments such as full body massage. Physicians in the field of osteopathy use body manipulation to reduce pain, promote health and well-being, and restores function. Overall, it helps the body to become more calm and relaxed. Lastly, energy therapies help the body heal from other energy sources, An example of an energy therapy is biofield and bioelectromagnetic-based therapy. These therapies are used as treatments for cancer, asthma as well as manage pain due to migraine headaches. Complementary and alternative medicines are used to promote health and prosperity. It is the way of life. All cultures have their own way of treating illness but at the end of the day, it would leave a person healthier mentally, emotionally, spiritually, and physically. References Beaumont Health Systems. (2011). Integrative Medicine. Retrieved from http://www. beaumont. edu/integrative-medicine Ellis-Christensen, T. (09/29/2011). What is Alternative Medicine? Retrieved from http://www. wisegeek. com/what-is-alternative-medicine. htm National Center for Alternative and Complementary Medicine. (July 2011). What Is Complementary and Alternative Medicine? Retrieved from http://nccam. nih. gov/health/whatiscam/ National Center for Complementary and Alternative Medicine. (2011). MAJOR DOMAINS OF COMPLEMENTAR Y AND ALTERNATIVE MEDICINE. Retrieved from http://nccam. nih. gov/about/plans/fiveyear/fiveyear. pdf

Hitchcock Film Comparison

Although they all are their own independent films, there are undoubtedly several similarities between many of Alfred Hitchcock’s workings. Despite that they all may have different plot, the differences between the films are not very significant. There are three different types of Hitchcockian films that were watched in class; a psychological thriller (i. e. : Rope, Rear Window), the unexpected action filled plot (i. e. North By Northwest, The Man Who Knew Too Much), and the mix of the two (i. e. : Thirty Nine Steps, Family Plot). The majority of Hitchcock’s action films consist of an unexpecting citizen who ends up on the run for his life and meets an attractive blonde along the way that he becomes romantically involved in. The other type of plot is a more slow paced psychological thriller that takes place in a very confined area. Of course there are chases, illegal activities done by the â€Å"bad guys†, and complications with the romantic pair that keep the first type of film moving at a quick pace, and in the psychological thrillers there is generally a simplistic background given towards the beginning of the film while there is a monumental action that takes place that is followed by a slow but steady plot that builds up to it’s climax at the end of the film. From Rope to Family Plot the Hitchcockian directory style persists throughout the duration of the film grasping the attention ever so tightly of the audience and keeping them uncertain of what is to come until it actually arrives. After becoming a well renown director in the United Kingdom starting in 1921 with silent films and later moving up to â€Å"early talkies†, Alfred Hitchcock moved to Hollywood and became a United States citizen in 1956 in order to further his career. Even after becoming an American citizen, Hitchcock kept a â€Å"British subject† in his work whether or not it was intentional. With an active career that lasted over half of a century, Hitchcock wrote twenty-two titles, stared in thirty-six films, and directed sixty-six films. Because of all of his unique techniques and styles that allowed him to manipulate his audiences into feeling anything from anxiety, fear, empathy, and so on, Hitchcock made quite the name for himself and thus gained the nickname â€Å"The Master of Suspense† while his unique directorial style became known as â€Å"Hitchcockian†. Hitchcock is now considered one of Britain’s greatest directors of all time and came in first in a 2007 poll of film critics in Britain’s Daily Telegraph which referred to him as â€Å"Unquestionably the greatest filmmaker to emerge from these island, Hitchcock did more than any director to shape modern cinema, which would be utterly different without him. His flair was for narrative, cruelly withholding crucial information (from his characters and us) and engaging the emotions of the audience like no one else. † Despite how well his work is thought of and remembered, Hitchcock’s career actually came to a painstakingly slow halt after the release of Family Plot. After over six decades of directing Hitchcock became unmotivated to direct due to how poorly people received his film Family Plot. Despite his despair, towards the end of his life, Hitchcock had been working on a script for another movie, The Short Night, a projected spy thriller, however it was never filmed due to his lack of motivation, his failing health, and his concern involving his wife’s health. Much after his death, the script was published in a book concerning the final years of Alfred Hitchcock. When thinking back to any one of Hitchcock’s films, many seem to light up and immediately begin discussing which one of them was their favorites, why, and once they find out that someone that they’re talking to hasn’t seen it, they begin to ever so anxiously describe it’s plot and just what makes it as good as it is. Whether or not Hitchcock’s films were as amazing as many consider them, there are undoubtedly many similarities between all of them. However, just because there may be some similarities, this doesn’t make any one of the films bad, it simply makes them similar. Many viewers seemed to like the consistency of being able to go out to the movie theater and watch whatever Hitchcock’s new film may have been without any concern of it being bad; without even being told about the plot, and simply knowing that it will be a quality film undoubtedly worked in Hitch’s favor. Going out and seeing any one of Hitchcock’s movies became like a game in a sense; everyone went in with certain expectations and things that they were both looking for and hoping for. Many found joy in trying to spot Alfred himself somewhere in the film towards the beginning of it whether it be amongst a crowd, walking away from the camera, or whatever it may be. In many ways being a fan of Alfred Hitchcock and seeing his films became more so of a social thing than anything; it gave people something to do and then later talk about with their friends and family. Whether or not this was Hitchcock’s intention, it worked and earned him the respect that he has to this day. As previously stated, one of the reasons that many liked the Hitchcockian films was because of their consistency, however from a critic’s standpoint decades after the hype of Hitchcock, this gives some room for negative assessments of his career and films as a whole. Just because some may have liked the consistency from film to film, certainly doesn’t mean that everyone does, others may consider it repetitive or even predictable if they’ve seen some of his other work. For example, although many of Hitchcock’s films are considered to be quality films, when compared to his others, those same films may be less appreciated because their uniqueness is taken away due to their numerous similarities. North By Northwest is undoubtedly an amazing film that is filled with suspense, love, action, and hope for our hero, many would consider The Man Who Knew Too Much to be predictably similar. In both cases an innocent middle aged white U. S. itizen finds himself in the middle of a dangerous, complex, and legally taboo situation through no fault of his own. Both films are very similar in the roller-coaster of emotions that they put the audience through and leave them with the same feelings and emotions by the end of the film. The same is true for Rope and Rear Window however instead of an action packed romantic feature film, the audience is brought through the more dark and scary course of events that follow one or two main characters. With the psychological thrillers there is much more of a realistic and closer to home feeling rather than with the action films. The same is true for Psycho, so much so that most of those who watched it were left terrified, disturbed, and with an erie feeling about hotels for some time after. Just like Rope and Rear Window, Psycho takes place primarily in one location and is paced slowly but with a deep and dark plot that strikes fear and concern into the hearts of most who watch it. Despite the fact that most of his films fall into one of the two previously mentioned categories, there is of course the shade of grey in Hitchcock’s other films; they are the ones that have more of a mix of action and romance but also consist of psychological torment and suspense. There will always be comparisons between certain things, especially so if there is something as similar as the same director to begin with, however there are always exceptions and middle grounds that end up surprising those who think that they know exactly what to expect.