Sin of Adultery in Hawthornes The Scarlett Letter Essay -- essays res

The Scarlet Letter, a novel written by Nathaniel Hawthorne, shows the adverse consequences caused by adultery between Reverend Arthur Dimmesdale and Hester Prynne. Dimmesdale and Hester committed the supreme sin of the Puritan society they belong. They must both deal with the effects of the scarlet letter. Pearl, the daughter of the two lovers, continuously punishes Hester for what she has done. Dimmesdale can only see Hester and Pearl when others will not find out or see. Hester finds a way to support herself and daughter, and at the same time, puts a mark on the possessions of some who are a part of society. The sin of adultery created repercussions that were shared and individually experienced by Reverend Dimmesdale and Hester Prynne. The scarlet letter is worn by Hester as a repercussion of her adulterous sin to make known her crime of passion throughout the whole story. Hester has the choice to leave town and would no longer have to wear the scarlet letter. ?On the outskirts of the town, within the verge of the peninsula, but not in close vicinity to any other habitation, there was a small thatched cottage? (71). The cottage is Hester?s home. Hester feels by staying, she is not letting society control her and acknowledging what she has done. Hester?s action of staying in town shows her strong, self-determined spirit. Hester refuses to deny the sin because it defines who she is. Hester decides to live alone as a repercussion of the sin she committed When Hester makes the decision to not go away she has to find a way to support herself. Knowing the town will not help her, Hester turns to needlework to help support herself and daughter, Pearl. The things she makes are very beautiful and delicately done. The families that held... ...e type of what has seared his inmost heart! Stand any here that question God's judgment on a sinner! Behold! Behold, a dreadful witness of it!? (232-233) Everyone now knew and just as soon as he revealed the sin, the sin killed him while up on the scaffold. When Hester and Dimmesdale had an affair, they never knew how much it would affect the rest of their lives, thus their one sin defined their very existence. Hester proves to be a very strong and able person through all the triumphs she faces. She remains a great mother even when Pearl reminds her of what she has done. Dimmesdale continues to see Hester and Pearl, but only when no one else will find out. Dimmesdale can not handle the guilt he keeps inside for seven years and it brings him to his death. Hester and Dimmesdale both commit the sin of adultery, but the sin empowers Hester and kills Dimmesdale.

Pay for Performance

Pay for Performance Park University Overview Incentive pay, also known as â€Å"pay for performance† is generally given for specific performance results rather than simply for time worked. While incentives are not the answer to all personnel challenges, they can do much to increase worker performance. (Billikopf) Performance pay has various names: merit pay, pay for performance, knowledge-and-skill- based pay, or individual or group incentive pay. Delisio) Pay for performance systems have further been proven to have two advantages for organizations: attracting more high-quality employees and motivating employees to exert more effort at their jobs. (Gordon, Kaswin) This paper will show the positive benefits of performance pay as well as some steps to implement the pay for performance program. Productivity Implications Companies that have switched from salaries to individual incentives have increased productivity dramatically—some by as much as 44 percent.Linking pay to p erformance not only motivates but also helps to recruit and retain the most talented employees. New graduates seek to join organizations that make use of performance-related rewards, and they have long-term loyalty to these organizations. The use of performance pay has also grown in popularity, as 67 percent of companies offer some form of performance pay to employees below the executive level. Likewise, the practice of compensating managers below the senior executive level with stock options and other forms of long-term incentives has risen dramatically.This is because performance-sensitive pay aligns the interest of all levels of employees with the interests of shareholders. (Gordon, Kaswin) Implementing a pay for performance system has been shown to resolve organizational problems because it aligns the preferences of firms and employees. In addition, creating a pay for performance system serves as a sorting mechanism to identify and attract the most capable employees. Gordon, Kas win) The economic downturn has accentuated the need to contain compensation costs by holding down fixed-based salary expenses. To maintain competitive pay plans, an increasing number of companies are giving more employees across different job functions the opportunity to earn variable, performance-driven incentives for achieving individual and organizational goals. (Gordon, Kaswin) Pay for Performance Objectives Developing a pay for performance philosophy and strategy is easier when we understand what such an approach is intended to achieve.If effectively constructed, pay for performance compensation plans should help a company fulfill the following objectives: * Recruit and retain the highest quality employees * Communicate and reinforce the values, goals and objectives of the company * Engage employees in the organization's success * Reward contributors for successful achievements (The VisionLink Advisory Group) Line of Sight Ultimately, the combination of rewards strategies that a company institutes should help to raw a correlation in the mind of the employees between interdependent elements: * Vision – where is this company going? * Strategy – how is it going to get there? * Roles and Expectations – what role does each key person have in that strategy and what is expected of him or her in that role? * Rewards – how will each employee be financially rewarded for the achievement of the expectations associated with his or her role    Pay for performance is the mechanism that is used to create this â€Å"line of sight† between related elements of company culture and purpose.In the final analysis, compensation needs to reinforce the behaviors that are desired within the strategy framework of the company in a way that is compelling enough to produce the desired performance. (The VisionLink Advisory Group) In adopting a rewards philosophy for how people will be remunerated for their contributions within an organization, a comp any has to determine what the right balance should be between short and long-term compensation and guaranteed versus performance compensation.Pivotal in that philosophy development is how and to what extent pay will be tied to specific types of performance. This issue will not be treated the same in every organization. However, every business should be able to identify certain performance objectives it wants its workforce to fulfill and the financial outcome that will be achieved if that result is attained. Such a projection can be translated into an increased shareholder value figure. (The VisionLink Advisory Group)Features of Effective Plans Top Management Support Supervisors must understand the incentive pay process in order to support and administer it. Oftentimes, a lack of understanding causes managers to ignore or adapt the process as they see fit. Moreover, if supervisors are not trained on how to measure performance, the process will not be standardized across the company. (Gordon, Kaswin) Having buy-in from key stakeholders is crucial for the success of an incentive pay system.For example, if top management does not support such a program, lower-level managers will place little importance on effectively administering the program. Hence, a lack of top management support often leads to a lack of accountability. (Gordon, Kaswin) Communication Consistent and methodical communication is necessary when implementing an incentive pay plan. It will ensure employees understand what is expected of them while decreasing the likelihood of morale problems that result from misinterpretations of how incentives are awarded. Gordon, Kaswin) Performance Management Oftentimes, a flawed performance management system is the main reason an incentive pay system in not successful. When designing a performance management process that will be linked with pay, it is imperative that both employees and managers know what the individual goals are, how they will be measured, and ho w they will be compensated when achieved. Managers must also be careful to ensure that there is adequate differentiation between high and low performers. If mediocre employees are given an average merit increase, hey will perceive that their performance is adequate. Conversely, if excellent performers only receive a little more in incentive pay than average performers, they will perceive that the company does not value their performance. (Gordon, Kaswin) Appropriate Rewards The amount of incentive a company should offer to an individual depends on current income, amount of effort needed to invest, likelihood of obtaining the reward, acceptance of risk, equity of reward and contribution, and industry standards.A minimum for incentive pay is considered to be 5 to 15 percent of an individual’s base pay. (Gordon, Kaswin) Considerations before Implementing a Plan The best compensation plans take into account several key considerations. Before instituting a pay for performance syst em, companies should define which employees should be eligible for the program. Furthermore, it is important for companies to determine the role of equity in a total rewards framework from the perspectives of the employee and employer, as well as in terms of cost.Steps should be taken to (1) review the current objectives and purpose of the equity plan; (2) identify alternative rewards; (3) develop a communication plan for how the effectiveness of the program will be measured; (4) gather employees’ perspectives via surveys, focus groups, or internal research; (5) gather external market information; (6) determine the costs; (7) develop recommendations for design change; and (8) create the communication plan. The communication strategy for the program should encompass the value employees place on various rewards and how the changes will be perceived by employees.It should then monitor and manage employees’ reactions to the changes in their compensation structure. (Gordon, Kaswin) Objectives of a Broad-Based Incentive Plan When creating an incentive plan, the organization has to determine and clearly define the goals for the program. The objectives should be aligned with the business strategy. These goals should be utilized to shape the incentive plan as well as the expectations and objectives of individual employees. A main reason why incentive plans fail is because they are introduced as an inflexible process.The incentive plan should be first implemented on a small group of employees in order to determine the flaws and rectify them before implementing them across the enterprise. Once the plan is implemented, it should be regularly adapted. (Gordon, Kaswin) If companies want a pay for performance system, the firm should define the desired performance and establish methods of measuring it first. Then, connect goals for individuals, for business units, and for the company. Meanwhile, track everyone’s progress and periodically give back the dat a to raise everyone’s awareness of the program.Sixty-two percent of compensation professionals report that their organizations did not attempt to measure the return on investment of their compensation program. (Gordon, Kaswin) Conclusion Research indicates that broad-based incentive plans can be utilized as a means to encourage both employee performance and productivity. When implementing an incentive plan, several considerations are needed to ensure the plan is successful. However, it is important to note that incentive plans cannot ensure employee productivity by themselves. They must be coupled with effective human resources practices in order to ensure a successful work environment.These include determining the appropriate rewards, instituting comprehensive performance management systems, widespread and effective communication, as well as buy-in from top management to support the compensation plan. Over the past decade and increasingly in the past year, performance pay ha s become the standard as companies reward strong performance and lower overhead costs. This trend is expected to continue in the coming years. (Gordon, Kaswin) Like most things in business, compensation is something that requires evaluation, study, assessment, strategy, modeling and integration.Achieving a pay for performance culture does not happen without paying attention to the behaviors, activities, rewards and motivations that have to be linked and reinforced through a well-engineered and effectively executed process. And if that process does not tie rewards to shareholder financial objectives, employ the proper mix of compensation elements, result in meaningful dollars, embrace performance that employees can impact and are effectively communicated and reinforced, then the results it produces will likely fall short. (The VisionLink Advisory Group) Pay for performance systems need ngoing attention to keep them functioning properly. Organizational goals will change; performance g oals and measures will become obsolete; performance may improve or decline; managers may make errors in evaluating performance or allocating rewards. For all these reasons and more, agencies need to monitor the operation and effectiveness of their pay for performance systems and modify them accordingly. Only by giving the pay systems and related organizational requirements the ongoing attention that they warrant will agencies be able to obtain optimal results from their pay for performance systems. U. S. Merit Systems Protection Board) Works Cited Billikopf, Gregoria. (2001) Incentive Pay (Pay for Performance). The Regents of the University of California, retrieved from http://www. cnr. berkeley. edu/ucce50/ag-labor/7labor/08. htm The VisionLink Advisory Group, The Five Essentials of Pay for Performance, retrieved from http://www. vladvisors. com/images/PDF/VisionLink_Five-Essentials-Pay-For-Performance. pdf Gordon, A. A. , Kaswin, J. L. , Effective Employee Incentive Plans: Feature s and Implementation  Processes, Cornell HR Review, 2010, retrieved from http://cornellhrreview. rg/2010/05/31/effective-employee-incentive-plans-features-and-implementation-processes/ U. S. Merit Systems Protection Board, (2006) Designing an Effective Pay for Performance Compensation System. Retrieved from http://www. mspb. gov/netsearch/viewdocs. aspx? docnumber=224104;version=224323;application=ACROBAT Delisio, E. R. , Pay for Performance: What Are the Issues? , retrieved from http://www. educationworld. com/a_issues/issues/issues374a. shtml

Investigatory Project Essay

1. Get an idea. All of the following steps will base on your idea. Make sure it doesn’t break any rule or else you might get disqualified. You can search for it if you don’t have any idea. 2. Form a title. Usually titles are in a form of a question. This are examples. The question can start in how, does and many other. Does temperature affect the growth of molds? Does salt affect the density of water? 3. Research your idea. You have to know your idea more. You can do this by reading, surfing the Internet or discussing it. Knowing your idea more will help you construct your work. 4. Form a hypothesis. Hypothesis will be your prediction in the idea that you choose. You don’t need to research for this. You just have to guess. Make sure it is accurate and clear. 5. Plan your experiment. Your experiment will confirm your hypothesis. Make sure the experiment will answers or really confirms the hypothesis. 6. Plan your materials. You will need on your experiment. Make sure they are easy to buy and cheap. As much as possible, plan materials that is already in your house. 7. Test your experiment. Use the steps that you have planed. If all else fails try a different step or a different material. If you really want to win the science fair, this will be a big step for you. 8. Observe the result. Sometimes it is in a form of a graph but it depends on your work. You can write it in a journal so you can review it. 9. Have a conclusion. Now that you have confirmed your hypothesis, it’s time to write a conclusion. You can answer the question in your title. You may also tell if your hypothesis is correct or not. Again, make sure it is accurate and clear. Most of us have conducted an investigatory science project without even knowing it—or at least without knowing that’s what it was called. Most science experiments performed, from elementary to high school students and all the way up to professional scientists, are investigatory projects. What’s an Investigatory Project Exactly? An investigatory project is basically any science experiment where you start with an issue or problem and conduct research or an investigation to decide what you think the outcome will be. After you’ve created your hypothesis or  proposal, you can conduct a controlled experiment using the scientific method to arrive at a conclusion. What’s the Scientific Method? Remember, however, that a successful investigatory science project does not necessarily have to result in the intended outcome. The purpose of these projects is to think critically, and if the solution doesn’t work out, that doesn’t mean your project will fail. What Kind of Investigatory Projects Are There? In order to conduct a great investigatory experiment, you have to ask an interesting question and be able to conduct an experiment that can hopefully answer that question. The harder and more intriguing the initial question is, the better the resulting investigation and experiment will be. I’ve listed a few examples below of some of the best investigatory experiments out there, so hopefully you’ll have no problem coming up with an idea. Project #1: Making Soap Out of Guava Basic hygiene should be available to everyone, but what about people who live in areas without easy access to grocery stores or pharmacies? This is a great question that makes you think about scientific alternatives to store-bought soap. Below is an example project that creates soap from guava leaf extract and sodium hydroxide, but there’s no shortage of materials you can use to replace the guava, like coconut oil or a fat like lard, butter or even the grease from your kitchen. Doing an investigatory project considers as a major achievement of any students in Science. Through scientific investigation, they learn how to apply the acquired knowledge, scientific concepts, theories, principles and laws of nature. They can use their higher-order process or thinking skills in conducting a research. Let us provide you a brief description of the parts of the Science Investigatory Project Report below. Title The Title should be clear and precise. It has an objective or purpose. It should not be written too long or too short. By just reading the title, you can determine what the investigative study is all about. Abstract The Abstract should be one or two paragraphs only. It includes your research problems, the method or procedure that you used and the findings or conclusion of the study. Chapter I 1. Introduction and Its Background The Introduction is about one page only wherein it includes the background of the study and its rationale. It usually leads into the research problem. 2. Statement of the Problem The Statement of the Problem has two categories namely: the general problem and specific problems. Usually, one general problem and three specific problems which derived from the general problem. The research problems should be specific, reliable,valid, measurable, objectively stated. It can be a question form or in a declarative statement. 3. Formulation of the Hypothesis The Formulation of the Hypothesis has two types namely: the null hypothesis and affirmative hypothesis. Hypotheses is a scientific guess which intends subject for thorough investigation. It is recommended to use null hypothesis in your research project. 4. Significant of the Study The Significant of the Study indicates how important is your investigatory project for the people, environment and community as a whole. It is really relevant in the changing world or global impact into the field of technology. 5. Scope and Delimitation of the Study The Scope and Delimitation of the Study covers the range of your research. It includes the period of research, the materials and equipment to be used, the subject of the study or the sample of the study, the procedure and the statistical treatment to be used. 6. Definition of Terms The Definition of Terms has two types: the Dictionary-derived definitions and the Operational definitions which derived from how these terms were used in your research. Chapter II Review of Related Literature and Studies Related Literature The Related Literature are statements taken from science books, journals, magazines, newspapers and any documents from authorized scientists, Science experts or well-known Science agencies. These statements can support your study through their concepts, theories, principles and laws. Footnoting is important on this part. Related Studies The Related Studies are those researches which may be local and foreign studies who can attribute to your research or can support your investigation scientifically. Footnoting is also important on this part. Chapter III Methodology has several parts namely: the subject of the study, the procedure and the statistical treatment 1. The Subject of the Study The Subject of the Study includes your population and the sample. It applies the sampling techniques to obtain a good sample of the study. Your sample should be valid and reliable. 2. The Procedure The Procedure is the step by step and systematic process of doing your research. It includes the materials with right amount of measurements, the appropriate equipment to be used in doing the scientific investigation. It consists of several trials with control variables, independent variables and dependent variables. Gathering of data is essential in any kind of research. It is recommended to use control and experimental set-ups to arrive at valid conclusion. 3. The Statistical Treatment The Statistical Treatment comes in various ways. It can be mean, median, mode, percentage, Chi-square, standard deviation, T-test, Pearson r, Spearman rank or Anova I or Anova II. It is recommended to use T-test in any experimental research. Chapter IV Presentation, Analysis and Interpretation of Data 1. Presentation of Data, Analysis and Interpretation of Data The data gathered should be presented in order to be analyzed. It may be presented in two forms namely: through table or graph. You may use both of them if you want to clearly figure out your data. A table has labels with quantity, description and units of measurement. Graph has several types namely the  line graph, bar graph, pie graph and pictograph. Choose what type of graph that you prefer to use. Analyze the data that had been gathered, presented in table or graph scientifically. You interpret the data according to what had been quantified and measured. The numerical data should be interpreted clearly in simple and descriptive statements. 2. Results Results show the findings or outcomes of your investigation. The result must be based according to the interpreted data. Chapter V Summary, Conclusion and Recommendation 1. Summary The Summary briefly summarizes your research from Chapter I to Chapter IV which includes the research problems, methodology and findings. It consists of one or two paragraphs only. 2. Conclusion The Conclusion is the direct statement based on findings or results. It should answer your hypothesis and research problems. 3. Recommendation The Recommendation is given based on your conclusion. You may give few recommendations which you think can help the fellow Science students, researchers, consumers or the entire community where people live in.

The Strengths and Weaknesses o essays

The Strengths and Weaknesses o essays Machine politics had numerous strengths among which were the high levels of political participation it encouraged. It also satisfied important social needs that official government institutions could not fulfill due to the decentralized structure of government provided for by the Constitution. Effective party bosses were able organize and centralize fragmented power in order to satisfy the needs of different groups in their community. It humanized and personalized assistance to the needy by directly appealing to individual concerns instead of to broader public interests. It replaced what was perceived by immigrants to be the cold, bureaucratic dispensation of limited aid following upon detailed investigations of legal claims to aid of the client... with the more personal techniques employed by the precinct captain who asks no questions, exacts no compliance with legal rules of eligibility and does not snoop into private affairs.(Urban Politics A Reader, 104) Politicians of the machine were seen as just one of us and the machine politics became a system of patronage and personal ties. This was the case especially for immigrants, who faced discrimination and had limited opportunities for upward mobility. Machines provided immigrants as well as deprived classes with alternative paths for social mobility when these groups encountered the relative absence of opportunity for achieving these types of success. Machine politics also benefited business both those that engaged legitimate and illegal endeavors by providing them with services that business required to grow and prosper but could not attain through conventional and/or morally acceptable means.(104) However, machine politics also has its drawbacks. It tended to be exclusionary as the machine would only represent certain ethnic groups and not others. For example, Stephen Erie described the limited effectiveness of machines abi...

5 Great Careers That Wont Ruin Your Social Life

5 Great Careers That Wont Ruin Your Social Life everyone wants a bit of work-life balance, right? studies show that employees who are able to disconnect from their job and maintain time for themselves are typically more satisfied and productive when they’re at work. so if you’re currently in a job where you feel like things are unbalanced, what are your options? glassdoor has compiled a list of the most work-life-balance-friendly jobs.the top five:1. data scientistdata scientists are very 21st century creatures: they take data from a variety of raw sources and look for patterns, trends, conclusions, etc. it’s a pretty specialized field, with a strong background in analytics, statistics, math, and computer science usually required. once you have the training, though, the pay is high ($114,808) and the number of openings is growing all the time as companies want real-time analytics. data scientists already in the field rated their job as â€Å"very satisfying† in glassdoor’s survey.2. seo managerif you’ve ever noticed the ranking of search results when you google something, you’ve seen the handiwork of an seo manager. these professionals analyze web traffic data and try to architect new ways to push their content to the forefront of people’s web searches. the median salary is $45,720, and this is another tech career that will be growing and evolving for the foreseeable future. current seo managers were in the satisfied to very satisfied range with their work-life balance.3. talent acquisition specialista company is only as good as the people it hires, and that makes talent acquisition a top priority. finding and recruiting top candidates falls to the talent acquisition specialist, who can go out and meet a company’s staffing needs using expertise and extensive outreach to find just the right people. with a median salary of $63,504 and a â€Å"satisfied† rating on the survey, who better to help others find work-life balance than a professiona l who’s found it in their own work?4. social media managerbeing a company’s brand ambassador seems like it would be a round-the-clock job. (am i the only one who imagines someone huddled over twitter in the wee hours of the morning?) however, this is not the case- social media managers fall into the range of satisfied to very satisfied with work-life balance, possibly due to the portability of their work (social media can go wherever you go, after all). the median salary for social media managers is $40,000.5. substitute teacherif you’re interested in a career in education but don’t think that a full-time teaching schedule is for you, becoming a substitute teacher might give you the balanced schedule you need. the salary isn’t as high as some others at the top of the list ($24,380), but the job received high marks on the â€Å"satisfied† spectrum for the flexibility involved.

Age Discrimination in the Workplace Essay Example | Topics and Well Written Essays - 1500 words

Age Discrimination in the Workplace - Essay Example In their article, Butler &Berrett (2012) argue that the American working force is progressively getting older and working for more years and the baby boomer generation is currently defying the age long tradition of working for about 30 years before going into retirement. These individuals are now preferring to continue with working well past their retirement age. According to Butler &Berrett (2012), data presented by the U.S. Census Bureau indicates that there are currently over 142.6 million people in employment and that are aged 40 years and over. These individuals are seen to account for 46% of the U.S. population. In addition to this, the paper highlights the plight that is normally faced by the older generation in the workplace as a result of frequent discrimination and then goes on to propose a practical approach that potentially be used by human resource personnel and educators so as to ensure that all the various employee related decisions are seen to be handled.In their Agei sm in the workplace article that appeared in theSpring 2007 editions of the Generations Journal, Helen Dennis and Kathryn Thomas start off by affirming that ageism is currently seen to be firmly entrenched as part of the main social fabric in American life. They argue that the practice of ageism is widely pervasive as is clearly evident across some of the different sectors such as education, media, healthcare and advertising. Dennis & Thomas (2007) point out that the workplace is in essence a microcosm of society.

Making a Golf Ball More Aerodynamic Essay Example | Topics and Well Written Essays - 1500 words

Making a Golf Ball More Aerodynamic - Essay Example From the research it can be comprehended that it is highly anticipated that the results will answer the age-old question of how far a dimpled ball can go. There has been many studies completed with respect to improving the yardage of balls through the use of engineered golf clubs and improved golf greens; but, not much testing has been conducted in improving the ball’s internal mechanisms. The purpose of this study is to not only understand the inner workings of the golf ball and a breakdown of the materials used in the balls of today, but, also to further understand the aerodynamics of how the ball travels in the air and water. Through the conducting of these tests, it may be revealed that not only to improve the balls outer skin would improve the desired result of increased yardage, but, it may be found that there are lighter materials that could be used that provides the height, speed, weight and distance that many golfers need to improve their sport. Through the informatio n and data provided it is anticipated that perhaps a new generation of golf ball may be a viable option for the golfing industry and provide the insight into how materials may be a potential shift in how golf balls are manufactured. A 3D model of the location of the sensors will be produced and once this data has been successfully gathered through the use of several different testing methodologies, an analysis will then detail the results.