The World Is a Beautiful Place, B Lawrence Ferlinghetti

Lawrence Ferlinghetti wrote his poem, â€Å"The World Is a Beautiful Place†¦,† in 1955. It was a time of war and suffering, especially due to the imminent Vietnam War and Civil Rights Movement beginning in 1955. In this poem, Lawrence Ferlinghetti reveals the world’s disguised beauty with his distinctive poetic patterns, rhythm, irony and unique style to illustrate the connotative perception of the world and how the world and life itself can truly be beautiful no matter how long it takes for one to come to such conclusion. Lawrence Ferlinghetti’s poem, â€Å"The World Is a Beautiful Place†¦,† is written in a ping-pong pattern. To the reader’s eyes, this poetic form can be confusing and stressful to interpret, or understand, the poet’s†¦show more content†¦Then, finally, the author depicts the bright side of our world, its revealed beauty after previous sufferings and lost dreams, as people begin â€Å"smelling flowersà ¢â‚¬  and â€Å"living it up.† Surprising and unexpectedly, Ferlinghetti stops the world’s, and life’s, beauty with the word â€Å"but.† It seems as if in the midst of all happiness there will always be a â€Å"but† that take a turn for our hopes and dreams. By reading through the lines, the reader will see that Ferlinghetti is not really depicting the world’s beauty, yet he is ironically depicting the search for its beauty. For most, the world’s beauty is hidden, thus one may not vision such a beautiful world through all its suffering, dying, and people starving. For some, it may take a lifetime to finally reveal our world’s beauty. However, Ferlinghetti uses irony by conveying that after the lifetime it would take to find our world’s beauty and happiness, it would be too late to enjoy it because we die, or are soon will die; this could be referenced to Carpe diem, since Ferlinghetti conveys the idea that one should seize their prime and take advantage of this beautiful world that is available to us before our time is up. This would be compatible with the old belief that those in their prime are the wise ones. People are not wise simply because they are old, it is because they have experienced the world and life itself, and have acquired the valuableShow MoreRelatedThe Beat Generation Essay1538 Words   |  7 Pagesrivaled only by the likes of Allen Ginsberg and William S. Burrough. But what exactly is the Beat Generation? What does it mean? Who of note was involved? When did it take place? The â€Å"Beat Generation† is a play on words, implying that the participants had been beaten down. The Beat Generation at its core is a collection of post-World War II authors who started to gain notoriety around the 1950’s (Schwartz, Richard A). The Beat Generation can also be classified as a literary and political movement, starting

Autism Spectrum Disorders And Attention Deficit /...

For my fact sheet, I have picked third grade Social Studies. My two categories are Autism Spectrum Disorders and Attention Deficit/Hyperactivity Disorder. Characteristics for students ASD include but are not limited to, not making eye contact, overall difficulty communicating with teachers and peers,and make honest, but inappropriate observations. Their speech may be abnormal, as in they may speak really low or with a high pitch. They repeat words or phrases several times and may use short uncompleted sentences. Behavioral wise, students with ASD can be obsessed with objects, may perseverate on one activity, difficulty transferring skills from one area to another, gross motor and fine motor skills are developmentally behind their peers.†¦show more content†¦Give the ASD student fewer choices. Instead of having five choices of what color paper, give them two or three choices. While as teachers we like to use idioms, such as turn your listening ears on, an ASD student will be left confused. It s best to avoid using them. The same for sarcasm. Repeating instructions and checking with the student to make sure they understood is vital. Providing visual schedules for how long an ASD student has before going moving on another task can help motivate them to get through tasks that don’t interest them, so they can move onto tasks that do interest them. In a third-grade social studies class, teaching a student or students with ASD can be tricky. A simple tool is available. Using a folder with grade level terms and allow the student to play matching and sorting games. For an example, having a matching game over the major rivers and mountains. For high functioning ASD students, placing them in small groups with socially competent peers and then providing the groups with visuals of what they will be learning or doing that day can help. Another strategy that teachers already used for their students is graphic organizers. For social studies, a graphic organizer may include separating individuals such as Paul Revere and Frederick Douglas. They can include dates, pictures, and what the individual is known for. Since ASD students can be

Role of the HR Professional Free Essays

No matter the breadth or the depth of an organization, it will always have the inherent need for human resources. It is safe to say that without manpower, no organization in the world would exist. Recognizing not only the need for people, but more importantly, the need for skilled, efficient and loyal employees has been a key turning point in defining the role of the HR professional. We will write a custom essay sample on Role of the HR Professional or any similar topic only for you Order Now As the â€Å"people people† or organizations, today†s HR professionals work in a wide variety of capacities as mediators, mentors, job analysts, and career planners – to name a few. However, perhaps some of the most important and challenging functions of HR professionals are directly related to the recruitment, selection, training, and appraisal of the organization†s employees (or potential employees as the case may be). It is up to HR manager or management team to create processes and methodologies in recruiting, training, and appraising its staff in such a way that it is congruent with the values, vision and culture of the organization. This can be an enormous challenge – especially in today†s business world where companies are constantly acquiring and merging together forming whole new identities at an exponential rate. In dealing with the ambiguity of the corporate world HR professionals realize that it is not singular performance of each and every HR function that will assure the best human resources for their organizations, it is the alignment and integration of all of the HR functions that create an environment that empowers and encourages employee growth, competency, and loyalty. There are two main components of the staffing function, which are the recruitment and selection of potential employees. Recruitment, which involves all actions in attracting applicants from both inside and outside the organization, is one of the most pivotal roles of the HR professional. The bottom line in the recruiting effort is to attract the most qualified applicants for the needed positions by communicating the qualifications needed in order to fulfill the position. With a constant cycle of mergers and acquisitions occurring around the globe involving some of the world†s most monolithic organizations, the role of recruiter has changed vastly over the past few years. Because organizations are finding themselves more and more saturated with talented and highly competent employees, they are looking to fulfill vacant positions within the organization. This is also a very logical approach because existing employees are already well oriented with the policies and culture of the organization and do not need to undergo the orientation that an â€Å"external hire† would require. In contrast, recruiters have also had to become much more creative and ultimately aggressive in recruiting potential applicants externally. With the introduction of the World Wide Web and the increase in competitiveness among universities, colleges and other post-secondary institutions, graduates are entering the business world with more knowledge, skills and insight than ever before, making them desirable assets to many organizations. With the increase in popularity of job fairs, co-op programs and web-based career centers, recruiters are now equipped with the resources they need to seek out and entice the most qualified of applicants. At the same time, graduates and other people seeking employment have become empowered to seek out their most desirable positions, and are challenging recruiters with a much more proactive and aggressive approach themselves. Once the recruiter has aptly performed the function of attracting qualified applicants, they then assume the role of â€Å"selector†. In this capacity, it is up to the HR professional to select the best possible applicants to fill the positions that are needed. Usually the selection process involves the consideration of three types of information: 1. Education, Work Experience and Background History 2. KSAO†s – Ability, Performance, Personality, Honesty/Integrity 3. Medical Condition or similar considerations – physical and psychological health The selection process also usually involves, the initial sharing of information, filling out and application, initial interview, the administration of any tests, a final interview (or secondary interview with potential colleagues), reference checks, and then the final selection is made. Although the selection process varies in different organizations, the underlying framework is usually the same. Throughout the entire recruiting and selection processes, the HR professional must also use their intuition and consider the applicant using less â€Å"tangible† measurement methods, such as observing their mannerisms, understanding the applicants† personal values and beliefs and what their extra-curricular interests are. Although an applicant is judged more on his or her qualifications and skills, as a â€Å"selector†, it is important for the HR professional to select someone whose values and beliefs are congruent with the company and who they feel would best â€Å"fit† within the culture of the organization. If an HR professional is able to use their intuition and â€Å"people skills† effectively in attracting and selecting applicants, they are ultimately integrating and aligning their â€Å"staffing† role with their successive role as a trainer, which follows once a successful applicant has been selected. The health of any organization depends on the development of its people. If indeed the greatest asset is its human resources, then it is even more vital that the organization allow for its HR professionals to invest time and energy into this vital planning function. As was stated earlier, the success of the HR professional in being an effective recruiter and selector is key in ultimately determining their success as a trainer, and the employees† success in becoming well-oriented with the philosophy, policies, procedures, and culture of the organization. When planning how best to train new and existing employees, HR professionals should always be sure to address both immediate and long-range goals, behaviours and skills. However, more often than not, just like anyone else, HR people cannot always assume or pretend to know what would best work for everyone, so it is critical that before planning out the training process, they must conduct a thorough needs assessment. This can be done through many ways such as the administration of questionnaires and surveys to determine employee needs and expectations, observation of job functions and the organization as a whole, and other methods of qualitative information gathering. Once a training plan has been established, the entire process by which people learn what is expected of them in their new roles in the organization is socialization. This process, not unlike many other HR processes, has multiple stages such as: Entry/Anticipatory Socialization, Socialization/Accommodation, and Mutual Acceptance. It is important for HR professionals to recognize and encourage the full development of the new employee through all of these stages. Throughout the orientation and training of new (or old) employees, it is also important for an HR professional to conduct a training and development assessment. A thorough assessment would include an analysis of the training needs as well as the development needs over the next few years. Training needs should be based on immediate needs for changes in behaviour, where as the long-range development goals should be based on the acquisition of knowledge and skills to be used now and in the future. Positioning employee training to focus on short and long term development helps HR professionals to look â€Å"down the road† and address how they can help their employees meet challenges, create change and ensure the overall health of the organization. In using this futuristic approach, an imperative strategic alignment is built to integrate employee training and development, with that of employee performance management. Once employees have gone through all of the processes or socialization and have become well-oriented with how the organization functions on all levels, it is at this time that the HR professional takes on yet another role as that of performance measurer and manager. There are two primary reasons for performance management: 1. Administrative: includes promotional consideration, dismissal consideration, compensation, benchmarking and the ability to manage performance at all levels 2. Developmental: includes the ability to provide feedback, assessing training needs, encouraging external and internal motivation, and analysis current job design Historically, the only people directly involved in the appraisal of an employee†s performance were the employee and their immediate supervisor. However, as the practice of HR evolves, so have many of its functions, especially in the area performance appraisal. Today, more and more organizations are adopting the practice of â€Å"360 degree feedback† in evaluating their employees† performances. This method involves not only the boss and the employee, but also the employee†s peers, subordinates, and clients. ‘This relatively new practice facilitates a much more well-rounded and thorough evaluation of the employees performance and has been proven to be much more useful in assessing the employees developmental needs and areas for improvement. However, like any major practice, the â€Å"360 degree feedback† method is not without it complications. Allowing this type of participation in performance appraisal can cause such problems as: the â€Å"Halo Effect†, central tendency, overt leniency or strictness, and biased appraisals. In recognizing these common appraisal problems, it can be said that the ends still justify the means in this case. As long as appraisals are designed to be relevant to the job, sensitive, reliable, fair, and practical, employees receive a much better picture of how they are doing in their jobs and where they can improve. It is my opinion that the strategic integration of the HR functions that have been discussed in this paper such as staffing, training, and performance management are not aligned in the sense of a linear relationship. In my mind, they are linked cyclically, with each function being a continuation of the previous function. For example, once a performance appraisal has been conducted, it is at this time that a training needs assessment is also conducted, allowing all parties involved to gain a better understanding of the areas in which improvement is needed. In turn, this would be where the HR professional would take on the role of trainer and facilitate the further development of the employee. It can also be seen that performance appraisals are also very helpful within the recruitment and selection role in aiding the HR professional to gain a better understanding of the qualifications and behaviours that are essential in seeking out potential candidates and choosing the best one for the job. Writing this paper and taking closer look at these specific HR functions has helped me to gain a better understanding of the many roles that the HR professional has to assume at any given time. It has also given me a greater appreciation for the underlying connectivity between all of the HR functions and how strongly they are linked. How to cite Role of the HR Professional, Essay examples

Ambition and Playing Lacrosse Essay Example For Students

Ambition and Playing Lacrosse Essay Ever since seventh grade, lacrosse has been my life. Currently, I am playing lacrosse on Missouri Valley’s Lacrosse team. Playing lacrosse in college is very rewarding but it didnt come easily. When I was a freshman in high school, lacrosse was just fun and games for me. Once I reached my sophomore year of lacrosse, I realized I might have the right skill level to continue to play in college. From that day on I decided to begin to take lacrosse more seriously. I began to have my lacrosse stick in my hands every single day. I trained constantly all year long, especially the offseason. Activities such as wall ball, one on ones with friends, and scrimmages kept me at the top of my game for the season. Finally, all my hard work paid off when I received a great opportunity from the coach at Missouri Valley College. It was a huge scholarship to come play lacrosse at a little school in a little town. Ambition is my most valued trait because it enhanced my vision towards how I was going to get into college. My ambition towards lacrosse allowed me to achieve great things on the field such as winning a state championship for our team’s high school. This ambition also led me to numerous off the field successes, mainly being in education. All the drive I showed has changed my future forever, and is giving me the chance to better myself in the classroom. If a kid does not have a job, it usually means that that child is lazy and too dependent on others. Thankfully, I am the complete opposite of those things. As soon as I was of age, I always kept a job. Surprisingly, the job that taught me the most was when I worked at Jewel Osco. After my first day, I realized that this was not a very good place to work at. Most of the staff were grumpy old women who wanted everything done THEIR way. Unfortunately, most of THEIR way’s were different so I was forced to redo difficult task many times. Also, Jewel was notorious for taking â€Å"Union Fee’s† from everyones paychecks. I never wanted to be in the Union, so why were they taking my money? Every couple of weeks, Jewel would deliver a devastating blow of $50-$70 to my paycheck. Despite my many troubles, I powered through. My affluent source of ambition drove me to get past all the controversies, and kept reminding me about how things could be much worse. Little did I know, my next job would be a lot worse. Being from Chicago, I have experienced some extreme winter weather conditions. My ambition, of course, led me to the decision to take advantage of the dangerous roads and make some money. I was hired by a company that shoveled, plowed, and salted the streets and parking lots of Geneva, Illinois. This was the most grueling and tiring work I have ever done. Every time it snowed we would instantly have to go shovel. Many times, It would begin to snow at times like 3am. My senior year, in particular, experienced severe winter conditions. I remember a couple times waking up at 3am and shoveling for ten hours. Although exhausting, it was very rewarding. I was paid immensely for my long hours, so I was always happy at the end of the day. This trait that I possess has gotten me through hard work to reap the benefits from it. My lacrosse and work life have been guided in the right direction because of how important the trait ambition truly is. Every day I made the best of my daily routine of lacrosse and work due to the drive within me provided by my ambition. Ambition can be the key to success or failure in everyones daily life. If the ambition to be someone greater exists, anyone can achieve their goals.