Ap Lit Essay Samples 2015 at a Glance

Ap Lit Essay Samples 2015 at a Glance Things You Won't Like About Ap Lit Essay Samples 2015 and Things You Will Girls who engage in sports frequently have successful futures in regard to their careers and societal lives. The bottle ought to be transparent for teachers to ensure that students do not drink anything else. While attempting to know how to compose a persuasive essay step-by-step, students forget about another crucial activity. As you already see from the aforementioned persuasive essay samples, these varieties of papers can be quite different. Don't forget that any argumentative essay sample you'll discover on the internet will require a full rewriting in order to prevent plagiarism. While there isn't any one correct method to compose these essays, this page will show you some great practices to think about when learning how to compose a persuasive essay. Just adhere to the guidelines stated above, and you will be well on your way to writing a great persuasive ess ay. Which is exactly why we here offer you some persuasive essay samples that could assist you with your own. Writing an essay is a critical role in academe life. A persuasive essay has to be able to grab the interest of the folks reading it easily. Your persuasive essay will have a lot of paragraphs. Without a thesis, it's not possible that you present a productive argument. The simplest approach to compose a very good persuasive essay is to chose a topic you're confident in. The target of a persuasive essay is to convince your readers your viewpoint is the ideal viewpoint. Observe that the objective of a persuasive speech is just like the purpose for writing an argumentative or persuasive essay. You may trust us to supply expert assistance for many of your academic writing needs. Adoption is an alternate solution. It is a solution There are many childless couples who would be more than willing to provide a nice and stable home for an unwanted baby. Despite the fact that you pay for homework, we provide those options at no cost. Students should choose which position they need to take based upon the amount and caliber of the points they're in a position to come up with to support their position. There's, clearly, a limit on the variety of pages even our finest writers can produce with a pressing deadline, but generally, we figure out how to satisfy all the clients seeking urgent assistance. The significance of research in persuasive writing can't be overstated. The goal of brainstorming is to assist you in getting ideas. The issue, nevertheless, is that not all businesses can be relied upon in order to deliver quality essays on time so you need to be mindful in selecting one. The Ap Lit Essay Samples 2015 Stories A persuasive speech is provided with the aim of persuading the audience to feel a particular way, to take a specific action, or to support a particular view or cause. You should incorporate a distinct phrase for every one of your topics of assessment. Before writing down the facts and examples that you're likely to tackle, you ought to be well informed, first of all, about your topic. Most academic essay topics usually ask you to choose a side in an argument or maybe to defend a specific side against criticism. Such a paragraph might incorporate a succinct overview of the ideas to be discussed in body of the paper together with other information related to your paper's argument. The absolute most important role of the introductory paragraph, nevertheless, is to present a very clear statement of the paper's argument. In your introduction paragraph, it is sufficient to introduce the topic and offer meaningful background info. Examples might also be included in each one of the body paragraphs to additional support and clarify your principal points. The War Against Ap Lit Essay Samples 2015 Then you're interested in figuring out how to compose persuasive paper. As you continue to get ready for the AP English Literature free-response part of the exam, benefit from the many resources cited herein. Having evidence isn't enough. You need to understand how to compose an effective essay as it is a typical foundation for a student's grade. Trying to persuade your teacher may be quite exhausting. In such a circumstance, a student is needed to select a suitable topic to write about. There are lots of persuasive essay examples college students are able to make use of online. How the poem is in 2nd person also raises the intimacy of the poem. Selecting an excellent topic for your essay is among the most essential and frequently tricky parts for many students. Feel free to choose a topic which you will delight in writing about and not just one which you think will please your professor.

Understand the Things That Can Be Found in Criminal Investigation Research Paper Topics

Understand the Things That Can Be Found in Criminal Investigation Research Paper TopicsCriminology is an emerging field of investigation and study, which studies the criminal behavior. There are a variety of subjects covered in criminal investigation research. These include mental health and the implications of mental health disorders on crime, the psychology of crime, police statistics, forensic psychology, profiling, criminal investigative tactics, drug abuse and addiction, sex crimes, stalking, and domestic violence. There are numerous other subjects and sub-topics that can be found within this specialized area of study.In a number of settings, information and knowledge about how to conduct criminal investigation research are available in various ways. These include technical or academic publications. In the latter, information may also be obtained by means of recorded lectures, classes, seminars, and home study programs. On the other hand, in the former case, the educational esta blishments provide in-depth training and education about the subject matter. Also, they usually refer to the subject matter for existing staff members to familiarize themselves with the literature and give practical application to it in their daily work.In fact, there are several differences between criminology and the traditional academic field of criminology which are comprised of criminal law, law enforcement, economics, psychology, sociology, and others. Nonetheless, there are similar broad principles that link all the subjects. In addition, there are some slight differences that make a difference between the two disciplines.One of the most important things to remember when dealing with the subjects covered in investigation research papers is that it has nothing to do with any criminal investigations. For instance, if you were to read a report on violence against women, you would not be related to the task of finding a violent criminal, any more than you would be having knowledg e on the subject of domestic violence or sexual abuse. Rather, you would have a different type of knowledge and expertise that would be useful in the field of mental health. You would understand, for instance, if there are any statistics pertaining to this.Another thing to consider when looking into criminal investigation research is that, besides the knowledge, you would also have to understand the concepts that underlie these facts. Since there are so many different concepts that fall under the topic of investigation, there is a need to keep track of them all. In this case, you would have to find yourself a specialist, a professor, a researcher, and a staff member, and also make sure that you are learning from these individuals.When you think about the possibilities involved, criminal investigation research paper topics are quite endless. For instance, it would include all the other fields and disciplines covered in the academic community such as sociology, social psychology, crim inology, and others.The importance of knowing the ideas and principles that are contained in criminal investigation research paper topics cannot be understated. Having information and knowledge about these topics could even help a detective solve a case more efficiently.

Writing a College Application Essay - Past Tense and Present Tense

Writing a College Application Essay - Past Tense and Present TenseIf you are a student wondering how to use a college application essay to add a little spice to your personal statement, the question is easy. You want to write an essay that is filled with something interesting about yourself. But what exactly is this something interesting?The answer to that question is that it can be anything that has to do with you. Some students will simply be concerned with the subjects they are more familiar with such as sports, literature, or music. Others may be more interested in the topics that they personally have experienced or witnessed.For instance, a student who grew up in a troubled home may find that past tense writing on their essay to be the most interesting. Others may want to discuss their experiences from the classroom, with peers, or at work. The possibilities for personal experiences are almost limitless. When you are writing a college application essay, no matter what you choose to focus on, make sure that you remember to keep the focus on you.The next thing that you need to do when writing an essay on the past tense is to start filling in your essay with information. You need to consider how you learned something new about yourself. Have you learned something important in a class? Did you stumble upon something new in a book you read?You want to continue filling in the essay with your new found knowledge as the last part of the essay. Fill in the blank as you learn something that interests you. Don't make this your main focus of the essay.When writing your personal statement, think about what would interest someone who is reading it. A typical example of what to write would be something like, 'I enjoyed a variety of sports while growing up, such as football, baseball, and basketball. However, I am most interested in reading and learning about the history of those sports and learning about why people have been a part of those sports over the years.'As you can see, a college application essay can actually have both past tense and present tense. Whatever the case, make sure that you keep it as fun and interesting as possible.

Essay Sample For Brown H

Essay Sample For Brown HThe sample essay for Brown H can be very useful when studying for the exam. Although it is a lengthy essay, it is designed to demonstrate to the students that the principles of composition are followed throughout the essay. It is a detailed, detailed piece of work.It is recommended that students read through it on the actual day that they take the test. If a student already has an idea of how they want to compose their essay, it will be easier for them to rewrite it in preparation for the essay test.The sample essay for Brown H can be found online. These essays will be helpful in helping you to write the essay that you would like to write.One of the most common mistakes that students make while writing an essay is to be repetitive. This is not something that you should do, but just because it happens often does not mean it needs to stop happening. By writing the same ideas in your sample essay, you are showing how organized you are.After you have written your essay, you can then edit it and correct any errors that may be present. The perfect way to correct your essay is to print it out and revise it until you get rid of all the errors.Writing your sample essay for Brown H is easy when you have a great editor who has experience in this field. Your editor can help you put the best structure possible that will help you finish your essay in the shortest amount of time possible.If you take the time to learn the details of a sample essay for Brown H, you will find that you are much more prepared when it comes to writing your own essay. With this knowledge, you will be able to write an essay on your own.

Managing Employee Relations Essay Example

Managing Employee Relations Essay Section 1: Evaluate three major external constraints placed upon your Organisation’s approach to employee relations (1,018 words) Section 2: Analyse management’s approach to employee relations in your organisation making reference to appropriate academics models (1,023 words) Section 3: Evaluate whether the approaches identified in Section 2 above are the most effective for your organisation in the near future (3-5 years), justify any recommendations you make for a different approach (1,043 words) Introduction This report is in three sections. The first section outlines the external constraints that impact upon employee relations within the organisation. A brief summary of this organisation can be found within Appendix 1. The second section outlines management’s approach to employee relations and the final section evaluates the effectiveness of this approach. External Constraints on Employee Relations Three key external constraints on employee relations within the organisation are recognised trade unions, legislation and competition. These constraints have been chosen as they are all very different to each other and impact upon the organisation in very different ways. Trade Unions Trade unions are recognised within an organisation as representing of all, or a group of employees for the purpose of jointly determining the terms and conditions of employment (Salamon, 2001). There are three unions that are recognised by the organisation for the purposes of collective bargaining. These unions represent the 3 main groups of staff. Those on a local contract are not represented by a recognised union. We will write a custom essay sample on Managing Employee Relations specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Managing Employee Relations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Managing Employee Relations specifically for you FOR ONLY $16.38 $13.9/page Hire Writer These unions negotiate on a national basis to determine the national framework of pay and conditions of members. (Farnham, 2000) These negotiations are an external constraint to the university, as they determine amongst other things, the level of the annual pay award. The impact on employee relations of these negotiations depends upon whether the university wishes to adopt national recommendations or choose to negotiate locally on a variation. For example if the pay award could not be afforded by the organisation. Should funding be available, then relations between employee and employer will not be affected, however should the funding not be available for the size of the award agreed, then this can cause problems with employee relations and can lead to the unions going into dispute with the university. (Farnham, 2000) This can lead to industrial sanctions being taken by the union and its members. This occurs because it is believed that this is the only by imposing their unilateral power on the management that the unions can achieve their employee relations objectives. The form of industrial sanctions can include * Working to contract Going Slow * Strikes The impact of these industrial sanctions on the organisation would be that students do not get the lectures they require for their degrees or that assignments go unmarked or marks unrecorded. In the long-term this may impact upon reputation and have a long term effect on recruitment and marketing as well as impacting on relations between emplo yees, employers and unions. Legislation Legislation is an external constraint that affects organisations. It is concerned with * the relationship between employer and employee * the relationship between employer and union and the relationship between the union and its membership (Rose, 2001) One recent piece of legislation that has recently come into affect is that of the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002. This legislation, which came into force on 1st October 2002, required institutions to reduce significantly the use of these contracts. The Bett Report (The Report of the Independent Review of Higher Education Pay and Conditions – June 1999) recommended that institutions review carefully the reasons for such contracts in order to limit their use. The purpose of this legislation is: to protect employees on fixed-term contracts from being treated less favourably than comparable employees on indefinite contracts * to prevent the pot ential abuse of continuous use of fixed-term contracts by limiting the overall duration of a series of fixed term contracts to 4 continuous years after which the contract automatically becomes indefinite The organisation depends on a range of funding sources, all of them variable and insecure. It needs to make full use of modern and flexible work organisation and to adopt patterns of work that will fit challenges in the future. One group of staff that this affects particularly is sessional lecturers (hourly paid teaching staff). These staff are employed year on year to deliver an agreed number of teaching hours. This group of staff is used to give the university flexibility. Sessional lecturers have commonly been used to cover absences. The impact of this legislation is that sessional staff, who have been with the university for over 4 years, have been offered indefinite contracts, whereas staff that have durations of less than 4 years have not. The impact of this is to cause a poor relationship between employer and employee and as such the number of grievances are on the increase. Competition The extent to which the market influences employee relations and styles depends upon competitive pressure and customer pressure (Marchington amp; Parker, 1990; cited by Rose, 2001). Lack of competitive pressure can dictate terms to the customer because of the absence of alternative suppliers. The existence of competitive pressure may influence management styles as the organisation may have to make decisions affecting the workforce, including possible redundancies (Rose 2001). Customer pressure is dependent upon customer demand and customer profile. The more stable the demand by customer, and the more predictable the customer profile, the easier it is for managers to predict what is going to happen and therefore make the necessary changes to the workforce (Rose 2001). For many years The organisation has been the sole provider of business courses within the city. From September 2002, a competitor has emerged. This now means that the two organisations are now offering similar courses and thus competing for the same students. There are only a certain number of students wanting to go to study. Given this, it means that there will be a risk of fewer students going to the organisation to study their business courses. As Rose stated above, the competitive pressure is being increased on the university and this in turn will have an impact on employee relations. Fewer students on courses would mean less funding for the university. One option may include reducing the number of staff, or the number of hours each member of staff works. Analysis of Managements Approach to Employee Relations This section of the report will identify the current approach by management to employee relations within the organisation. Employee relations can be defined as â€Å"the study of the regulation of the employment relationship between employer and employee, both collectively and individually, and the determination of substantive and procedural issues at industrial, organisational and workplace levels† (Rose, 2001) Management style can be defined as â€Å"a distinctive set of guiding principles, written or otherwise, which set parameters to signposts for management action in the way employees are treated and particular events handled. Management style is therefore akin to business policy and its strategic derivatives. † (Purcell, 1987; cited by Salamon, 2000) Therefore it is management style that dictates the boundaries and direction of acceptable management action in its dealing with employees (Feltham, 2000). Pluralist Approach Management approach within the organisation has a pluralist perspective. A pluralist perspective believes that * there are rival sources of leadership and attachment within organisations * conflict can be functional if recognised and contained within the organisations procedures e. . ‘creative tensions’ * trade unions are legitimate, useful and an integral part of the organisation (Feltham, 2000) The staff within the organisation are made of 4 staff groups. Each of these staff groups have different terms and conditions and as such the organisation is in a ‘permanent state of dynamic tension’ (Salamon, 2000), this, together with perception of role, purpose a nd value (teaching versus non-teaching, faculty versus centre, school versus faculty) result in the conflict of interest between the various groups of staff. Within the organisation, there are 3 recognised unions; these unions represent the different groups of staff with the organisation. Local contract staff are not represented collectively by a union, it is up to individuals to join a union on an individual basis and as such do not have any collective bargaining rights with the organisation. Individual bargaining is in effect. The unions negotiate nationally the pay awards for their members and agree the best terms and conditions for their members The model defined by Dunlop (1958) and later modified by Woods (1975) identified the inputs that go into employee relations, including the actors, contexts and ideology that form the employee relations system. The processes which have been implemented and the outputs that exist are highlighted by the model. Internal and external conflicts are represented by the inputs, whereas conflict resolution is represented by the outputs. With reference to the organisation, the actors are the managers, the employees and the various legal bodies. The political, legal and economic contexts influence the various processes that happen within employee relations, such as conciliation, arbitration, negotiation and bargaining. Sources of conflict within the university could include new working practices (for example those introduced because of the use of new technology), rising absence levels, bullying and harassment. the organisation have very clear employment relations policies, including disciplinary, grievance and capability. These policies are written to promote good practice, to comply with legislation, and to provide a positive ethos. Soft Approach the organisation has a soft approach human resource management. The soft approach sees employees as valued assets and are proactive and capable of development, worthy of trust and collaboration, through participation and informed choice. (Legge, 1996) This is because the organisation has a strong emphasis on developing and multi-skilling its staff; it recognises unions and values them as assets of the organisation. Management expects employee commitment and gains this through strong leadership, communication and motivation. Rose 2000) the organisation is currently in the process of realigning its staffing profile, to meet the needs of the students, its customers. For example, the demand for one type of degree programmes is declining, whilst the demand for another is on the increase. To overcome this problem, the organisation would first consider the re-training of lecturers from one discipline to another, in preference to a harder solution such as redundancy. Descriptiv e-Functional Model Personnel management within the organisation can be described as following the ‘descriptive-functional’ model (Rose, 2001). This model defines personnel management in terms of the functions it actually serves, rather than what these functions should be. Torrington and Hall (1987) describe this as a series of activities which: enable working people and their employing organisations to agree about the nature of their working relationships and it also ensures the agreement is fulfilled. This model is most common in a pluralist organisation. Under this model, the personnel department is a mainly administrative based personnel department that is more reactive rather than pro-active. Consultative Style Purcell and Sissons (1983) identified five typical management styles; authoritarian, paternalistic, consultative, and constitutional and opportunist. The consultative style describes an organisation that operates through a mixture of formal and informal mechanisms in its employee relations, but both are based upon forward planning and pro-activity in managing people. Trade unions are considered to be partners and are central to communication process as well as representing employees’ opinions. the organisation fits into the consultative style where trade unions are used on a regular basis to assist with problem solving. Staff are consulted and asked for their opinions through the use of staff questionnaires and focus groups. In summary the organisation, as a pluralist organisation recognises trade unions as being a useful part of large organisations. Conflict is inevitable, but is functional within the context of the university, it is therefore necessary to structure and accept it. Sophisticated Modern Approach Fox (1974) identified six sub-categories of patterns of employee relations management. The style the best represents the organisation is that of ‘Sophisticated Modern’. Sophisticated Moderns are described as accepting a trade union presence, even though this may limit managements’ perceived freedom of decision making. There is a strong emphasis upon the development and operation of formal and informal procedures on order to handle and resolve conflicts of interests. (Rose 2001) Procedures are in place within the organisation for dealing with issues such as poor attendance, managing performance, capability or gross misconduct. These procedures are detailed in the employment handbook and require a series of meetings between managers, employees and personnel staff. Evaluation of the Effectiveness of Managements Approach to Employee Relations in the Near Future In order to evaluate managements approach to employee relations in the next 3 to 5 years, the challenges and factors that will affect employee relations need to be identified. These challenges can be summarised as financial pressures, implementation of a new HR Strategy (including job evaluation and a reward strategy) and EU and government regulations. Hard versus Soft Approach Funding from the government, within the sector is likely to follow the trend of gradual decline over the coming years. With less money, the soft approach (Legge, 1996) to employee resourcing becomes under pressure. the organisation would have to start looking at a hard approach, and to start treating its employees as expense of the organisation. The ‘hard’ model emphasises the importance of integrating human resource policies with the business strategy. (Rose, 2001) The hard approach sees human resources as passive and reactive rather than creative and proactive. (Storey, 1987; cited by Rose, 2001). This approach is used by organisations to become more competitive, to become a market leader. Management would put the business first and the employees second. In this situation, re-profiling of staff through retraining and natural wastage would not be able to continue in the current fashion. Management would need to consider downsizing issues such as effectiveness, value etc. (Staff are the highest cost within the organisation ? 65m, from a turnover of ? 110m) Other methods that management may look at, as a way of saving money, include not paying the cost of living award to staff and not paying overtime. All these methods heavily impact upon the employee relations within the organisation. The impact of this approach could be a loss in motivation by staff, an increase in staff turnover and an increase in the sickness levels. The hard approach may also be adopted to increase the organisation’s position competitively within the higher education sector, together with an improved marketing strategy, which would in turn improve student numbers, and thus increase funding. (Funding for universities is directly related to the number of students) Recommendation: That a harder approach to human resources be implemented, through integration of the human resource strategy with the business strategy. This will give the university competitive advantage, should the funding continue to decline. Pluralistic versus Unitary Approach The continuing involvement of EU and UK legislation in the areas of employee rights and allocation of financial resources requires the organisation to operate a pluralist approach to employee relations, in order to agree policies and processes with the unions. This is the process used to implement new legislation. Moving towards a unitary perspective would require the organisation to take on a paternalistic approach. However, the paternalistic approach requires the employer to take a ‘fatherly’ interest in its workforce. These organisations are described by Rose (2001) as neo-paternalistic. This is practised by organisations such as Marks and Spencers and tends to be the style of non-union companies which display a sense of caring, high growth, single status and profit sharing (Blyton and Turnbull, 1998 cited by Rose, 2001). the organisation has a heavily unionised workforce, a lack of profit and as such would not be able to fully adopt this paternalistic/unitary approach. However, the organisation should strive to build a more effective, â€Å"high performing† culture over the coming few years, by smoothing the differences between teaching and non-teaching staff, to see each others as equals, to make things better. Recommendation: That the organisation begins a move towards a more unitary approach by removing some of the differences that are apparent between the teaching and non-teaching community’s. the organisation currently has 3 unions representing various groups of staff. These unions currently represent the organisation staff independently of each other, negotiating separately for their own staff. This is a time consuming method and one way forward for the university is for these unions to form a single bargaining unit and to operate single table bargaining. Single-table bargaining is the process whereby there is one set of negotiations between unions and the employer, in a multi-union setting, covering both manual an non-manual workers. (Rose, 2001) Single-table bargaining allows for all unions to keep their recognition status. The single bargaining unit would consist of representatives from each union and could be used for information and consultation. Single-table bargaining would give management the following advantages:- * To make the bargaining process more efficient, remove potential sources of conflict within the organisation and to build trust and co-operation of between management and the unions * To support changes in working practices * To achieve consistency between different groups of staff (Salamon, 2000) This process would look at harmonisation of terms and conditions between the groups of staff, for example the hours per week, holidays and sick leave and would reflect what is happening nationally. However the problems that may be encountered if single table bargaining is bought in, include:- * Unions needing to have a common bargaining strategy, which would mean that, any differences that existed between them would have to be resolved. * The status differences that exist between groups of staff; academics and non-academics; manuals and non-manuals * Management not being able to reward specific groups of staff who are making above average contributions to the organisation As many of these issues are those that nationally are trying to be resolved, then single table bargaining seems a natural way forward at the organisation. Recommendation: That single table bargaining be considered at the organisation, to facilitate the process of harmonization of terms and conditions. Consultative Style There is pressure from the sector for all institutions to implement a job evaluation scheme. National negotiations between unions are also working towards a new pay modernisation framework. The outcomes of these negotiations will need to be implemented within the next 5 years. The effect of these changes on employee relations will depend upon the individual concerned. Some staff may gain an increase in pay, whilst others may have their pay frozen for a period of time. the organisation currently has a consultative style (Purcell amp; Sissons, 1983), whereby the unions are central to the communication process. This will need to continue, in order that these outcomes are implemented. Recommendation: That the consultative style of management be continued. Conclusion From this report it can be seen that managements approach to employee relations over the next 3 to 5 years may need to change in order to increase he competitive advantage of the organisation. These changes can only be implemented if management, staff and unions all work together for the benefit of the organisation. Bibliography Blyton, P. amp; Turnbull, P. (1998) The Dynamics of Employee Relations. London, Macmillan Fox, A. (1974) Beyond Contract: Work Power and Trust Relations. London, Faber and Faber Feltham, D. (2000) Employee Relations in Context, 2nd edition, CIPD Legge, K. (1995) Hu man Resource Management: Rhetorics and Realities, London, Macmillan Marchington, M. amp; Parker, P. (1990) Changing Patterns of Employee Relations. London, Harvester, Wheatsheaf Purcell, J. amp; Sisson, K. (1983) Strategies and Practice in the Management of Industrial Relations, Journal of Management Studies Purcell, J. (1987) Mapping Management Styles in Employment relations, Journal of Management Studies, 24(5) September Rose, E. (2001) Employment Relations, London, Financial Times Prentice-Hall Salamon, M. (2000) Industrial Relations, London, 4th edition, Financial Times Prentice-Hall Storey, J. 1987) Developments in the Management of Human Resource Management: an interim report, Warwick Papers in Industrial Relations, no 17. Coventry, University of Warwick Torrington, D. amp; Hall, L. (1987) Personnel Management: A New Approach, London, Prentice-Hall Tyson, S. (1987) The management of the personnel function, Journal of Management Studies, 24(5) Woods, S. J. , Wagner, A. , Armstr ong, E. G. A , Goodman, J. F. B. amp; Davis, J. E. (1975) The Industrial Relations System concept as a basis for theory in industrial relations, British Journal of Industrial Relations, vol 13, p295