APPRAISAL AND REWARD SYSTEM Essays - , Term Papers

Remi Ann T. Culaban BSBM1B APPRAISAL AND REWARD SYSTEM Performance Appraisal A formal, structured system for measuring and evaluating members of an organization. It is a process in an organization whereby each employee is evaluated to determine how he or she is performing. Why do we need appraisals? 1. Administrative Purpose To recognize good performance and identify poor performance to ultimately decide for promotions, retentions and termination. 2. Developmental Purpose To provide feedback; identify strength and weaknesses, determine transfers and assignments and establish individual training needs. The DATA collected from the appraisals can be used to evaluate the effectiveness of the company's training and developmental programs . Training Succession Training - identifying and developing new leaders who can replace old leaders Off-site Training - outside the company training that can result to staff development The P rocess of Performance Appraisal 1. Establishment of performance standards 2. Mutually set measurable goals 3. Measure actual performance 4. Compare actual performance with standards 5. Discuss the appraisal with the employee 6. If necessary, initiate corrective action Methods of Performance Appraisal There are three dierent approaches which can be used for appraising employees: 1. Absolute standards; 2. Relative standards; 3. Objectives 1. Absolute Standards Under this approach, the subjects of appraisal are not compared with other persons. This approach consists of the following methods: the essay appraisal, the critical incident appraisal, the checklist, the adjective rating scale, forced choice, and behaviorally anchored rating scales. Essay Appraisal A performance appraisal method whereby an appraiser writes a narrative about the employee. The employee's strengths and weaknesses are described and recommendations for development are indicated. Critical Incident Appraisal A performance appraisal method which requires eective or ineective performance for each employee being appraised. These incidents are critical incidents. Checklist A performance appraisal method where in the evaluator uses a list of behavioral descriptions and checks o those behaviors that apply to the employee. Adjective Rating Scale A lso known as graphic rating scale, is a performance appraisal method that lists a number of traits and a range of performance for each. The traits listed are assumed to be necessary to successful job performance. Examples of traits are quality of work, job knowledge and dependability. Forced-choice Appraisal A type of performance appraisal in which the rater must choose between two or more specic statements about an employee's work behavior. The supervisor or others familiar with the rate e 's performance evaluate how applicable each statement is. Oftentimes, the statements are ranked from most to least descriptive. 2. Relative Standards This category of appraisal methods compare individuals against other individuals. The most popular in this category are: 1. Group order ranking 2. Individual ranking 3. Paired comparison Group order ranking A relative standard of performance characterized as placing employees into a particular classication such as top 'one-fth.'' Under this method, the evaluators are asked to rank the employees as follows: top 5 percent, second 5 percent, third 5 percent, and the like. Individual ranking Method requires the evaluator merely to list the employees in order from highest to lowest. This method does not show the dierence between the rst and second, or between the second and third. Paired Comparison A n appraisal method whereby subordinates are placed in all possible pair and the supervisor must choose which of the two in each pair is the better performer. 3. Objectives The third approach to appraisal makes use of objectives. This approach, also known as Management By Objectives (MBO) , is a process of joint goal setting between a supervisor and a subordinate. It is also a process of converting organizational objectives into individual objectives. REWARDS SYSTEM - Keeps the organization motivated to reach their goals.

How Long Should a Blog Post Be to Get the Most Traffic and Shares

How Long Should a Blog Post Be to Get the Most Traffic and Shares â€Å"How long should my blog post be?† We hear this question a lot. There’s a ton of advice out there that says everything from 275 to 2,500 words. That’s †¦ not a very helpful range. So, we did some research to definitively determine the answer. The following studies will show you what length of content gives you the best chance of ranking on Google. Plus, we’ve included some raw data we compiled from our own top-performing blog posts (and will show you how to analyze your own top content to determine your own best blog post length). Optimize Your Blog Content With This Template Bundle Dont just guess at the best blog content length. Know the best length for every post on your blog. Snag this template bundle, and youll get: A Blog Post Template to help you write posts that are the optimal length for the best results. A Blog Post Length Analysis Template to record your own data and draw your own conclusions (just like we did at ). ’s 2018 Blog Content Length Research Report. This report breaks down different trends that we have spotted in our content that may influence how you create your own. All that for free? Get em now, and then lets continue.How Long Should a Blog Post Be to Get the Most Traffic and Shares?About The 12 Blog Post Length Studies ... So, where did we get all our information from, anyway? The answer is these twelve studies (plus our own research): For Blog Posts in 2017, What’s the Best Length for SEO from Snap Agency. How Long Should a Blog Post Be from Yoast. Blogging Statistics and Trends: The 2017 Survey of 1000+ Bloggers from Orbit Media. How Long Should Your Blog Post Be? A Writer’s Guide from The Write Practices. How Long Should My Blog Post Be from Forbes. 4 Statistics Every Blogger Should Know About Content Word Count from Copy Press. 2017 State of the Blogging Industry from Convert Kit. Compiled research from Clariant Creative. The Perfect Blog Post Length and Publishing Frequency is B?!!$#à ·x from MOZ. ProBlogger FAQ: How Long Should Posts Be from Problogger. The Optimal Length for Every Social Media Update and More from Buffer. The Character Count Guide for Blog Posts, Videos, Tweets More from Hubspot. Want to know how long blog posts should be? Check out these 12 studies.Check out this infographic for more statistics from the studies: DID YOU KNOW: 's WordPress and social media integrations make it easy to plan, publish, and promote every blog post on one marketing calendar. What Our Data Demonstrates We gathered data on our top blog posts that have gained the most traffic and the most social shares. Here’s what we found. Our Top Traffic Data After analyzing our posts, the following data was found from our top ten highest-traffic posts: What can we draw from the data we found? Every post that ranked on the first page of Google was over 2,000 words. Comprehensive content (which usually needs to be long) ranks well because it helps search engines offer users a complete answer to the query. If the reader doesn't need to bounce back to the search engine to read another post, then the search engine has succeeded. So, help Google, help you. However, just because a post is long, it doesn’t mean it will rank well. The content you write must give your audience what they’re looking for as well as contain relevant keywords and LSI terms. The results we saw prove a lot of what the above studies say is true. If you want your blog content to rank on Google, our data supports the theory that blog posts over 2,000 words tend to outperform shorter content in organic search. Why? The added length also gives you a chance to include the detail you need. This provides more usefulness for the reader which encourages them to stay and read longer.  It also helps ensure that your readers don’t have to bounce back and read multiple posts to gather the information they need. The less readers pogo back to Google, the more likely you'll be rewarded with higher rankings. Our Top Shared Posts After gathering our data on our most shared blog posts, here’s what we found: Interesting data from 's top-shared blog posts ...What conclusions were we able to draw from this data? A specific length doesn’t necessarily mean more social shares.  Take a look at our 5th most shared blog post. It’s only 299 words long. This shows that even though our post was really short (especially by our standards) the topic was popular enough and gave enough information to catch the attention of our audience. The interest of your audience in the topics that you write about may have more of influence on social shares. For example, if you write a 2,000 word post on your love of brussel sprouts that may not go over as well as your 1,000 word post on how to make the best chocolate chip cookies ever. For , Pinterest plays a vital role in the shares our content gets.  Try including an image or two that can be published on the site when you write your next post. Regarding what the previous studies mentioned, we found that while writing at least 1,600 words helped, it didn’t mean that longer posts would necessarily garner more shares. Rather, content that gets shared, is content that's interesting and high-quality (whether it's long or short). Recommended Reading: How to Build the Best Social Media Promotion Schedule For Your Content How To Study Your Own Blog Post Data One way to help determine how long your blog posts should be is to look at and analyze the data from content you have already posted. Remember, your audience will help indicate what kinds of content they want to see. Here are some places to gather your data from. Get Traffic Data From Google Analytics In Google Analytics, you can track the organic and overall traffic from your blog posts by going to Behavior: Site Content: All Pages: Record your traffic for each post in your report template: Track Your Rankings Another critical part of your report is tracking how your content is ranking in Google search engines. There are tons  of tools out there that help you do this (and more). Here are a few: Moz: One of the most popular all-in-one SEO software platforms out there. Ahrefs: This is another popular SEO tool that packs tons of features. SERPs.com: While SERPs offers a robust premium platform, their free rank checker is worth using in a pinch (or on a budget). Another powerful free tool is Google Search Console. While there's a lot you can do with Search Console, not everyone is aware it can pull in ranking data. Watch this video to learn how: Then record the ranking of your posts after thirty days in your report template. Recommended Reading: When is the Best Time to Publish a Blog Post? Check How Often Your Content Is Shared On Social Media The last part of your report is checking the number of social media shares for after the first 30 days that your content has been published. Typically, you would need to go to each social network and check the number of shares on each post you published. Another way to do this is to use ’s Top Content Report. It automatically reports how many shares your content receives.Once you gathered your data, record it in your report (included in this post). As you continue to track your data look for specific trends. Does the word count of your content affect how often your posts are shared? Is your audience clamoring for long-form content posts or do they prefer shorter posts? Use that data to help fuel your blog content creation strategy. DID YOU KNOW: You can discover your most-shared blog posts easily using Top Content Reports in . See how they work here. How Long Should Each Part Of Your Blog Post Be? So far you’ve covered the opinions of 20 different studies, and you’ve seen a brief overview of what the data here at is telling us about the best length of your blog post. But maybe you have a few more questions. After all, a blog post is more than just a few paragraphs of body copy. What are some other components of your blog post that you should keep length in mind for? Here's how long every piece of the perfect #blog post should be:How Long Should Your Headlines Be? Your headline is one of the most important parts of your blog post. It’s what hooks your reader in, and if you don’t grab their attention from the get-go, you’ll lose them before you even begin. So where does the length of your headline come into play? Our research shows that headlines should be about 55 characters  to get the most click-throughs. To test your headlines before you publish your blog posts, use our  Headline Analyzer: How Long Should Your Sub-Headers Be? What’s a sub-header you ask? A sub-header is an H2 or H3 header tag in HTML that breaks up specific sections of each post. An H3 sub-head should be the sub-point of an H2 tag (and an H4 a sub-point of an H3, and so forth). Here at , we stick to H2 and H3-level headers. This helps maintain a clean and crisp appearance. So how long should a standard sub-header be? At we shoot for between eight to 10 words. It gives our readers enough to see there is a break in the section of the post without becoming overly wordy. Source: https://www.copyblogger.com/how-to-write-exquisite-subheads Keep sub-heads between 8 and 10 words long. Learn why (and get more content length tips) here:How Long Should Your Paragraphs Be? For web content writers a short paragraph is another crucial component of keeping your readers engaged with your content. So what’s the best length of a paragraph of text in your blog post? A maximum of three sentences. Why? Because it helps break down huge chunks of text which once again helps the reader consume your content and find the information they’re looking for. If you’re looking for some more insight into web content writing, read this post from Search Engine Journal. Recommended Reading: 40 Content Writing Tips to Make You a Better Marketer Now How Long Should Your Sentences Be? Just like short paragraphs, concise and readable sentences are important for your blog posts. Just like short paragraphs keep your blog post easy to read, so do short sentences. So how short should your sentences be? For easiest readability on the web, the answer is 25 words. Really long sentence have an overly abundant amount of words make it difficult to skim your content, and it becomes really easy to lose your train of thought. ^^See what I mean. Shorter sentences much easier to read. Keep sentences under 25 words for easy readability on the web.How Long Should Your Meta Descriptions Be? What is a meta description? A meta description is the short amount of text that appears below your web page in a Google search. It tells readers at a glance what kind of information is in your post. They look like this: Meta descriptions should be written around 156 characters or less. However, keep in mind that Google recently issued an update, and may display over 230 characters in some (but not all) cases. Summary: Here's How Long Everything in Your Blog Post Should Be We've thrown a lot of data and numbers at you. Feel like your head is spinning? Use this quick cheat sheet: Blog Post Content: 2,500 Words. Title Tag: 70 Characters. Meta Description: 156 Characters. Headlines: 55 Characters (or Six to Seven Words) Sub-Heads: Eight to 10 Words (Or Less) Sentences: 25 Words or Less. Paragraphs: Three Sentences or Less. There you have it! Now Go Write Great Blog Posts To sum up the studies from this post: Long form content is powerful if you want it to rank in Google. However, if your team is looking more for social shares or comments, shorter posts may be the better option for you. No matter what you decide, you need to look at your own data to see what your audience wants. Once you’re ready to start writing, create, edit and publish your blog posts with . Start a trial  or request a demo  today. How Long Should a Blog Post Be to Get the Most Traffic and Shares â€Å"How long should my blog post be?† We hear this question a lot. There’s a ton of advice out there that says everything from 275 to 2,500 words. That’s †¦ not a very helpful range. So, we did some research to definitively determine the answer. The following studies will show you what length of content gives you the best chance of ranking on Google. Plus, we’ve included some raw data we compiled from our own top-performing blog posts (and will show you how to analyze your own top content to determine your own best blog post length). Optimize Your Blog Content With This Template Bundle Dont just guess at the best blog content length. Know the best length for every post on your blog. Snag this template bundle, and youll get: A Blog Post Template to help you write posts that are the optimal length for the best results. A Blog Post Length Analysis Template to record your own data and draw your own conclusions (just like we did at ). ’s 2018 Blog Content Length Research Report. This report breaks down different trends that we have spotted in our content that may influence how you create your own. All that for free? Get em now, and then lets continue.How Long Should a Blog Post Be to Get the Most Traffic and Shares?About The 12 Blog Post Length Studies ... So, where did we get all our information from, anyway? The answer is these twelve studies (plus our own research): For Blog Posts in 2017, What’s the Best Length for SEO from Snap Agency. How Long Should a Blog Post Be from Yoast. Blogging Statistics and Trends: The 2017 Survey of 1000+ Bloggers from Orbit Media. How Long Should Your Blog Post Be? A Writer’s Guide from The Write Practices. How Long Should My Blog Post Be from Forbes. 4 Statistics Every Blogger Should Know About Content Word Count from Copy Press. 2017 State of the Blogging Industry from Convert Kit. Compiled research from Clariant Creative. The Perfect Blog Post Length and Publishing Frequency is B?!!$#à ·x from MOZ. ProBlogger FAQ: How Long Should Posts Be from Problogger. The Optimal Length for Every Social Media Update and More from Buffer. The Character Count Guide for Blog Posts, Videos, Tweets More from Hubspot. Want to know how long blog posts should be? Check out these 12 studies.Check out this infographic for more statistics from the studies: DID YOU KNOW: 's WordPress and social media integrations make it easy to plan, publish, and promote every blog post on one marketing calendar. What Our Data Demonstrates We gathered data on our top blog posts that have gained the most traffic and the most social shares. Here’s what we found. Our Top Traffic Data After analyzing our posts, the following data was found from our top ten highest-traffic posts: What can we draw from the data we found? Every post that ranked on the first page of Google was over 2,000 words. Comprehensive content (which usually needs to be long) ranks well because it helps search engines offer users a complete answer to the query. If the reader doesn't need to bounce back to the search engine to read another post, then the search engine has succeeded. So, help Google, help you. However, just because a post is long, it doesn’t mean it will rank well. The content you write must give your audience what they’re looking for as well as contain relevant keywords and LSI terms. The results we saw prove a lot of what the above studies say is true. If you want your blog content to rank on Google, our data supports the theory that blog posts over 2,000 words tend to outperform shorter content in organic search. Why? The added length also gives you a chance to include the detail you need. This provides more usefulness for the reader which encourages them to stay and read longer.  It also helps ensure that your readers don’t have to bounce back and read multiple posts to gather the information they need. The less readers pogo back to Google, the more likely you'll be rewarded with higher rankings. Our Top Shared Posts After gathering our data on our most shared blog posts, here’s what we found: Interesting data from 's top-shared blog posts ...What conclusions were we able to draw from this data? A specific length doesn’t necessarily mean more social shares.  Take a look at our 5th most shared blog post. It’s only 299 words long. This shows that even though our post was really short (especially by our standards) the topic was popular enough and gave enough information to catch the attention of our audience. The interest of your audience in the topics that you write about may have more of influence on social shares. For example, if you write a 2,000 word post on your love of brussel sprouts that may not go over as well as your 1,000 word post on how to make the best chocolate chip cookies ever. For , Pinterest plays a vital role in the shares our content gets.  Try including an image or two that can be published on the site when you write your next post. Regarding what the previous studies mentioned, we found that while writing at least 1,600 words helped, it didn’t mean that longer posts would necessarily garner more shares. Rather, content that gets shared, is content that's interesting and high-quality (whether it's long or short). Recommended Reading: How to Build the Best Social Media Promotion Schedule For Your Content How To Study Your Own Blog Post Data One way to help determine how long your blog posts should be is to look at and analyze the data from content you have already posted. Remember, your audience will help indicate what kinds of content they want to see. Here are some places to gather your data from. Get Traffic Data From Google Analytics In Google Analytics, you can track the organic and overall traffic from your blog posts by going to Behavior: Site Content: All Pages: Record your traffic for each post in your report template: Track Your Rankings Another critical part of your report is tracking how your content is ranking in Google search engines. There are tons  of tools out there that help you do this (and more). Here are a few: Moz: One of the most popular all-in-one SEO software platforms out there. Ahrefs: This is another popular SEO tool that packs tons of features. SERPs.com: While SERPs offers a robust premium platform, their free rank checker is worth using in a pinch (or on a budget). Another powerful free tool is Google Search Console. While there's a lot you can do with Search Console, not everyone is aware it can pull in ranking data. Watch this video to learn how: Then record the ranking of your posts after thirty days in your report template. Recommended Reading: When is the Best Time to Publish a Blog Post? Check How Often Your Content Is Shared On Social Media The last part of your report is checking the number of social media shares for after the first 30 days that your content has been published. Typically, you would need to go to each social network and check the number of shares on each post you published. Another way to do this is to use ’s Top Content Report. It automatically reports how many shares your content receives.Once you gathered your data, record it in your report (included in this post). As you continue to track your data look for specific trends. Does the word count of your content affect how often your posts are shared? Is your audience clamoring for long-form content posts or do they prefer shorter posts? Use that data to help fuel your blog content creation strategy. DID YOU KNOW: You can discover your most-shared blog posts easily using Top Content Reports in . See how they work here. How Long Should Each Part Of Your Blog Post Be? So far you’ve covered the opinions of 20 different studies, and you’ve seen a brief overview of what the data here at is telling us about the best length of your blog post. But maybe you have a few more questions. After all, a blog post is more than just a few paragraphs of body copy. What are some other components of your blog post that you should keep length in mind for? Here's how long every piece of the perfect #blog post should be:How Long Should Your Headlines Be? Your headline is one of the most important parts of your blog post. It’s what hooks your reader in, and if you don’t grab their attention from the get-go, you’ll lose them before you even begin. So where does the length of your headline come into play? Our research shows that headlines should be about 55 characters  to get the most click-throughs. To test your headlines before you publish your blog posts, use our  Headline Analyzer: How Long Should Your Sub-Headers Be? What’s a sub-header you ask? A sub-header is an H2 or H3 header tag in HTML that breaks up specific sections of each post. An H3 sub-head should be the sub-point of an H2 tag (and an H4 a sub-point of an H3, and so forth). Here at , we stick to H2 and H3-level headers. This helps maintain a clean and crisp appearance. So how long should a standard sub-header be? At we shoot for between eight to 10 words. It gives our readers enough to see there is a break in the section of the post without becoming overly wordy. Source: https://www.copyblogger.com/how-to-write-exquisite-subheads Keep sub-heads between 8 and 10 words long. Learn why (and get more content length tips) here:How Long Should Your Paragraphs Be? For web content writers a short paragraph is another crucial component of keeping your readers engaged with your content. So what’s the best length of a paragraph of text in your blog post? A maximum of three sentences. Why? Because it helps break down huge chunks of text which once again helps the reader consume your content and find the information they’re looking for. If you’re looking for some more insight into web content writing, read this post from Search Engine Journal. Recommended Reading: 40 Content Writing Tips to Make You a Better Marketer Now How Long Should Your Sentences Be? Just like short paragraphs, concise and readable sentences are important for your blog posts. Just like short paragraphs keep your blog post easy to read, so do short sentences. So how short should your sentences be? For easiest readability on the web, the answer is 25 words. Really long sentence have an overly abundant amount of words make it difficult to skim your content, and it becomes really easy to lose your train of thought. ^^See what I mean. Shorter sentences much easier to read. Keep sentences under 25 words for easy readability on the web.How Long Should Your Meta Descriptions Be? What is a meta description? A meta description is the short amount of text that appears below your web page in a Google search. It tells readers at a glance what kind of information is in your post. They look like this: Meta descriptions should be written around 156 characters or less. However, keep in mind that Google recently issued an update, and may display over 230 characters in some (but not all) cases. Summary: Here's How Long Everything in Your Blog Post Should Be We've thrown a lot of data and numbers at you. Feel like your head is spinning? Use this quick cheat sheet: Blog Post Content: 2,500 Words. Title Tag: 70 Characters. Meta Description: 156 Characters. Headlines: 55 Characters (or Six to Seven Words) Sub-Heads: Eight to 10 Words (Or Less) Sentences: 25 Words or Less. Paragraphs: Three Sentences or Less. There you have it! Now Go Write Great Blog Posts To sum up the studies from this post: Long form content is powerful if you want it to rank in Google. However, if your team is looking more for social shares or comments, shorter posts may be the better option for you. No matter what you decide, you need to look at your own data to see what your audience wants. Once you’re ready to start writing, create, edit and publish your blog posts with . Start a trial  or request a demo  today.

Dell computers - describe their marketing plan Essay

Dell computers - describe their marketing plan - Essay Example Through highly creative approach of meeting the challenges of fast changing requirements of the people, the company follows a dynamic strategy that incorporates the following major ingredients of competitive advantage. Marketing Mix Dell Computers has highly innovative approach towards marketing and pursues a market mix strategy to promote its goods and services. Unique aspects of its products and services are important ingredients of its market strategies that it promotes through various channels of mass media. While its online presence provides it with great asset to communicate with its customers on a personal level, it also helps the firm to access a larger database of prospective customers and showcase its range of products. The visual advertisements of Dell are intrinsically lined to the company’s mission and goals of meeting the needs of the people. They portray company’s state of the products and services under the landscape of changing socio-economic paradigms and demography. Thus, its advertisement on various channels show how its products are used by people from different market segmentation – from the common man to meeting the highly complex demands of specific industry or individuals through customization of products and services. ... The company is able to do so through exploiting people’s changing requirements and providing them with goods and services that meet their preferences. It specializes in the personal computers and accessories. The company continuously strives for new product development that can exploit the huge potential of Information technology. Dell’s vision of future encompasses flexible computer solutions so that its customers can easily manage to work within the complex environment of information technology comprising of ‘the data, preferences, applications, operating systems and associated IT policies that uniquely define the individual’. Indeed the solutions are designed to ‘provide IT with centralized control  of end-user data and images (or digital identity), while  still enabling end-user flexibility  to work from anywhere and eventually on any device’ (dell.com) Using green technology and client virtualization hosting are yet another areas tha t provides it with unique market leadership initiatives. It is a key technology that facilitates the customers to run multiple applications under different operating system with complete data security. In the fast advancing technology, Dell’s products and services provide the customers wit state of the art technology that can meet the future challenges with confidence and total security. Thus, various products and services have become vital differentiating elements of Dell’s competitive advantage within the industry. Promotion of brand image The company has been able to establish a highly credible brand image. Kotler (2005) strongly stresses that brand building is extremely important aspect of marketing because

A report based on an international HRM case study Essay

A report based on an international HRM case study - Essay Example Moreover, an analysis of recruitment as well as training policies of both of these societies has been performed. Furthermore, payment and reward procedure as well as structure are indentified in both of these societies. All these analyses will assist the HRM of the company in determining the best location among a particular Scandinavian country and the US in relation to cultural values as well as recruitment and training process along with payment and rewards. Table of Contents Executive Summary 2 Table of Contents 3 Introduction 4 Cultural Values 5 Recruitment and Training 9 Payment and Reward 13 Recommendations and Conclusion 14 References 16 Introduction An electronics company is planning to establish a manufacturing plant. The company develops electronics to be utilised by the mobile phone industry worldwide. Moreover, the company is required to decide the suitable location for setting up its manufacturing plant. The company has planned to develop its manufacturing unit either in the United States of America (USA) or in a Scandinavian country which comprises Norway, Denmark, Sweden as well as Finland. As a Human Resource Manager (HRM) of the company, decisions are required to be proposed for better implementation of HR polices as well as practices. Furthermore, with better HR policies as well as practices, local employees of these two regions will be managed as well as be recruited for effective performance of the company. Globalisation and advancement of technology have increased competition in the global market. Moreover, with intense competition, HRMs of companies have acquired an important place to perform business operations both at national as well as in international markets in an effective manner (Edward & Rees, 2007). Furthermore, HRMs of companies are required to be managed efficiently as well as channelize in the right procedures to operate business operations with effectiveness (Kondalkar, 2007). Human Resource Management (HRM) provides policies as well as procedures for managing as well as directing employees in order to accomplish goals of a company effectively. HRM of the companies are involved with recruiting as well as selecting appropriate individuals for performing business operations of in an efficient manner (Harzing & Pinnington, 2010). Moreover, with effective HRM policies as well as procedures, employees of companies are facilitated with better training facilities as well as are motivated towards improving their performance (Johnson, 2009). The report will emphasize on the cultural values of the societies discussed i.e. Scandinavia and the USA in terms of especially employment practices. Moreover, recruitment practices to be followed by the company as well as the extent of training facilities required to be provided to the employees of these countries will also be recognised through the report. Furthermore, the most common payment as well as reward systems prevalent in the USA and in Scandinavian countries will also be observed. The report based on the overall assessment will emphasize on determining the most suitable location for establishing the manufacturing plant for the electronics company. Cultural Values The US is multicultural society where people of the society believe in equality. The US comprises varied races as well as cultures. Moreover, the culture of the country believes in ethnicity as well as the country is considered to be the third largest country

British Political History Essay Example | Topics and Well Written Essays - 2000 words

British Political History - Essay Example Political scholars exhibiting interest in this aspect have highlighted that the success of the conservative party was attributable to numerous factors that favoured the party in the 20th century. This paper will offer a critical analysis of the factors that contributed to the success of the party in the 20th century. A historical review of the party reveals that during the inter-war period, the conservative party proved to be the largest in the House of Commons. This was specifically in the period between 1918 and 1945. The party had the capacity to register majority votes as evidenced by the elections in 1921-1931 in which it emerged the second but garnered a majority vote of 8.65 million. During the 20th century, the party registered five victories and only two defeats. Interestingly, the victories were defined by massive majority votes. For example, there was a time when the party had 200 MPs margin compared to the second largest party. The success of the conservative party in the 20th century has been attributed to the proper foundation of Disraeli and Salisbury in the previous century. This historical review of the party serves to outline the party’s evident success in the 20th century. Numerous factors were critical contributors in ensuring that the party rose to its success (Pitchf ord 2011, p. 56). One of the factors that contributed to the success of the conservative party was its appealing foundation defined by impressive values as well as image. The founders of the conservative party associated it with conservative’s values which served to attract the support of many people. This led to the party’s massive social support which would later prove to be highly deep rooted and cohesive enough to bind the people. Notably, the values of any political party are key determinants of its success because supporters consider the values and the projected image before they can commit to the party.

Psychological Well-being and Job Performance Relationship

Psychological Well-being and Job Performance Relationship Introduction Psychological conceptions and treatments of well-being are a prominent feature of psychological literature particularly in relation to mental health from a social-psychological point of view. The fundamental questions asked in this area are arguably concerned with the way and means of understanding the psychological reactions of individuals to the stresses and challenges of modern day life activities, (Bradburn, 1969). With work being one of the major activities of life it is reasonable to surmise work will have a significant impact on mental health and that vice versa mental health will have a significant impact on a person’s performance and experience of work. With the diversity of criteria which can be used to judge mental health the psychological aspects to mental health have become increasingly important associated in human resource management literature as well organisational behaviour research because of the suggested strong relationship between an individual’s p sychological condition and job performance. Researchers such as David and Smeeding (1985) and more recently Wright and Cropanzano (2004) argue that psychological well-being in terms of happiness contributes to maximising both personal health as well as job performance in terms of organisational productivity. It is reasonable to believe that such a consideration of mental health has valuable implications in managing human resources. With links to employee motivation and job performance management and from an organisational perspective the theoretical framework offered by mental health provides a useful tool in understanding an organisation’s behaviour through reference to the psychological well-being of individuals within the organisational context. In one way then considering for example staff retention which is a key element of organisational strategies since human resources have been viewed recently as one of the most important resources for any organisation, (Torrington, Hall and Taylor (2002). Furthermore happy employees tend to be more productive and contribute more in creation and innovation activities which are crucial activities for organisations given the competitive realities of the modern business world, (Wright and Cropanzano, 2004). However currently there is no gener al agreement about the best way to measure, assess and/or evaluate people’s psychological states. Terms such as self-esteem, self adjustment in dealing with work stress have critical influences on the level of well-being. Social support at work related to psychological well-being may be said to affect productivity of employees which itself is argued to have positive effects on job control, lower job depression and generate higher productivity. Nevertheless the extent to which social support contributes to better performance remains unclear due to the complexities of psychological reactions and the processes comprising them. Discussion An important perspective on well-being originates from the social-psychological perspective which focuses on viewing well-being in both an individual and social sense. One means of conceptualising well-being is in an individual psychological manner where the subject is linked with economic models in that individuals make rational responses in changing their behaviour due to changing prices and incomes. Another traditional aspect of the subjective activity of well-being focuses on the measurement of well-being for social policy purposes which historically has been concerned with tax return, pensions, use of health care resources and work environment affairs, (David Smeeding, 1985). From this point of view there are vital implications in the sense of the psychological subject in human resource management and studies dealing with organisational behaviour since people as the essential elements performing tasks in these contexts. For example the recent broaden-and-build model has been de signed to provide relevant evidence towards explaining the possible interactive role of physiological well-being (PWB) associated with job satisfaction and job performance which demonstrates significant relationships to employee performance, (Wright and Cropanzano, 2004). This is to say illustrating the strength of the correlation between the happier an employee feeling with the more productive they are in their everyday job performance. Based on this viewpoint then human resource management approaches have aimed at building management models which draw from and benefit from PWB in order to improve an organisation’s performance in terms of quality and quantity. A principal point of consideration in this then is the environment in which people are working in as detrimental work environments pose potential health risks to individuals. Health risks can be seen in terms of the physical harm done to people’s bodies but also as having negative influences in a psychological manner including depression and stress which results in poor job performance and lowered productivity. Thus PWB suggests that a better and healthier working environment will be able to make employee feels more comfortable and happier through health gains in harm avoidance in the work place. In HRM literature environment not only includes physical environments such as machinery, organisational structure but also intangible contexts like orga nisational culture and leadership styles and these are equally as important in terms of employee well-being. Therefore Beardwell, Holden and Claydon (2004) argue that appropriate organisational structures in terms of physical power distance as well as intangible distance such as leadership style are important in contributing to employees job performance. Research suggests that long power distances result in staff at lower levels within an organisation feeling powerless and vulnerable with the consequences being they suffer stress at work since there is a lack of opportunity in expressing themselves within the decision making processes affecting them, (Hersey, Blanchard Johnson, 2001). Additionally the corporate environment in terms of employment contracts themselves a process of socio-economic exchange often in national contexts is particularly crucial as it defines formalised arrangements between employee and the organisation employing, (Clark, 2004). Contracts between employee and employer determine the terms and conditions of employment like security and health issues related to the job and contractual employment rights. Clark (2004) points out that the relationship between employees and management teams not only impacts on corporate performance but also influences how successful and organisation is at retaining its workforce. While Wright and Cropanzano (2004) concentrate on the psychological meaning of well-being in contributing to better job performance David and Smeeding (1985) propose that significant attention be paid to well-being from an economic perspective. Economic elements such as changing prices compared to incomes then are proposed as affecting people’s behaviours and psychological reactions. For instance research has demonstrated that higher income individuals are more likely than lower income individuals to report themselves as enjoying higher levels of happiness, (David and Smeeding, 1985). It hence is unsurprising to note that traditional human resource management approaches view performance management as enhancing individual performance by assessing past performance and rewarding improvements in terms of tangible economic benefits, (Walker, 1992). Jacques (1962) claims that every employee displays strong feeling towards to the level of payment in that such payments correspond to t he perceived values attached to the performance of tasks associated with the job. This economic model closely reflects psychological conceptions in that when employees feel they are underpaid job performance will suffer in terms of productivity and efficiency. Wright and Cropanzano’s model suggests that fair payment contributes to the happiness level of staff however it is vital to mention that the expectation of employee namely the subjectivity of well-being largely indicates different attitudes towards fairness. This is to say the employee who is paid comparably higher than others due to higher levels of education and vocational skill might feel unhappy because the pay level is still lower than the expected level. This is similar with subjective accounts of poverty of the unemployed being more a negative experience than poverty as a student dependent on their ability to adjust the reality of situations with their expectations. This corresponds with David and Smeeding’s (1985) framework on the subjectivity of well-being as a personalised experience. Recent research carried out by Gregg and Wadsworth (1999) illustrated that a good number of employee departures was due to either poorly managed expectations or ineffective induc tions into positions. This is an important point in considering psychological well-being and individual productivity as well as organisational performance illustrating that tangible economic benefits or objective conditions attached to jobs may be perceived in many different ways as a result of individual subjectivity. Wright and Hobfoll’s (2004) work linked with Wright and Cropanzano’s (2004) research in demonstrating that psychological well-being has both positive and negative influences on job performance. One such concept is that of employee burnout which refers to emotional and/or physical exhaustion and reduced personal accomplishment amongst sufferers. Employees tend to feel dissatisfied due to poor task completion and personal achievement in turn. Past experiences of failure in dealing with customers for example is suggested as being one prime means of reducing motivational attitudes towards work. With people being considered as the most important resource in contributing to organisational performance then human resource management has itself been put in a critical position in strategic decision making processes. Aspects of managing human resources have become involved in a wide range of issues such as recruitment and retention related to development, reward and relationship m anagement of employees are arguably the basic HRM functions. The process of retention of workforces lays the foundation for obtaining suitably qualified employees in order to contribute in the most effective manner to achieving corporate goals in a cost-effective manner, (Foot Hook, 1999). The relationship to these HR principles of the thesis of psychological well-being in one ways shows clearly that motivation in the employee retention process as well as better performance is a principal factor determining organisational success in these areas. Also from an individual’s perspective burnout as suggested by research tends to result in ineffectiveness and failure in job performance due to a lack of energy levels in an emotional and physical sense. This leads to stress which in turn can cause ill-health both physical and mental. Similarly from the organisation’s perspective innovation levels tends to decrease which as has been argued is important in maintaining competiti ve position for companies operating in intensively competitive industries, (Maslach Jackson, 1986; Lee Ashforth, 1996). Based on this analysis and discussion of psychological well being it would appear that a useful measure is to examine the various approaches used to improve job performance and productivity at personal and organisational levels. People are motivated by different things dependent on different individual value systems and expectations. As such in order to increase well being levels among employees organisations attempt to create better working environments relying on supportive corporate cultures, effective leadership styles and the provision of accessible communication channels. An awareness that motivation does not necessarily flow from positive salary arrangements alone is necessary as often such is considered as the most effective tool in rewarding and motivating employees. Instead potential career development opportunities for employees, employee friendly working environments and supportive management methods exert strong influences on feelings of well-being among employees. For example positive rewards in a tangible way and intangible confirmations related to good performance should encourage employees to repeat the same activities since the rewarding of successful behaviour contributes to employee’s levels of self esteem. In many ways then it is fair to say that psychological processes and subjective feelings and experiences remain complex phenomena and would seem to be influenced by a range of factors such as national cultures and the effects of reference groups like families and peer groups in for example expected income levels and job status, (Mullins, 2005). The measurement of psychological well-being contributing to better performance is conditionally true yet it must be acknowledged that the methods used in research such as by Wright and Cropanzano’s (2004) exhibit and are limited by the potential problems related to subjective reactions and perceptions of job performance by employees. Conclusion Models and theories of psychological well-being are established topics in Psychology which is held as being closely linked with conceptualisations of mental health and the mental well being of individuals. The variety of psychological reactions of individuals to stress and daily life can all result in feeling of happiness, mental health or illness depending on situational factors which has effects on people’s performance at work. As a result then psychological conceptions of well-being are widely used in considering the relationship between well-being and job performance in an organisational context. Studies have demonstrated the positive effects of employee well-being on their job performance in terms of better productivity yet due to the complex psychological processes which are involved in the condition of well-being there is still a lack of definitive evidence in demonstrating to what extent psychological well-being contributes to better job performance. Such evidence is d ifficult to produce for example bearing in mind complicated human behavioural patterns and experiences in relation to work. Linked to this definitions of happiness remain unclear and is an area which requires further research along with further explorations of the reasons feeling of satisfaction and happiness with work increases productivity. However it is fair to say that better health levels in terms of psychological well being influences people in terms of motivation and attitudes toward work as well as their capacity and ability to work. The reduction of employee sickness whether major or minor due to poor working conditions and the impact this has on organisational performance is one aspect any organisation should seek to reduce and minimise as a strategic goal. References Beardwell, I., Holden, L. Claydon, T. (2004) Human Resource Management: A Contemporary Approach 4th edition, FT Prentice Hall, London UK. Bradburn, N.M. (1969) The Structure of Psychological Well-Being, Aldine Publishing Company, Chicago. David, M. Smeeding T. (1985) Introduction, in David, M. Smeeding, T. (eds) Horizontal Equity, Uncertainty, and Economic Well-Being, National Bureau of Economic Research, Studies in Income and Wealth, Vol. 50. Foot, M. Hook, C. (1999) Introducing Human Resource Management 2nd edition, Pearson Education Limited, UK. Gregg, P. Wadsworth, J. (1999) Job Tenure 1995-98 in Gregg, P. Wadsworth (eds) The State of Working Britain, Manchester University Press, UK. Hersey, P., Blanchard, K.H. Johnson, D. (2001) Management of Organizational Behavior: Leading Human Resources, Prentice Hall, USA. Jacques, C. (1962) Objective Measures for Pay Differentials, Harvard Business Review, January-February. Lee, R.T. Ashforth, B.E. (1996) A Meta-analytic Examination of the Correlates of the Three Dimensions of Job Burnout, Journal of Applied Psychology, Vol. 81. Maslach, C. Jackson, S.E. (1986) Maslach Burnout Inventory 2nd edition, Consulting Psychologists Press, USA. Mullins, L.J. (2005) Management and Organisational Behaviour 7th edition, FT Prentice Hall, Harlow UK. Park, K., Wilson, M.G. Lee, M.S. (2004) Effects of Social Support at Work on Depression and Organisational Productivity, American Journal of Health Behaviour, Vol. 28 Issue 5. Torrington, D., Hall, L. Taylor, S. (2002) Human Resource Management, FT Prentice Hall, Harlow UK Walker, K.W. (1992) Human Resource Strategy, McGraw-Hill, New York USA. Wright, T.A. Cropanzano, R. (2004) The Role of Psychological Well-Being in Job Performance: a Fresh Look at an Age-Old Quest, Organizational Dynamics, Vol.33 Issue 4. Wright, T.A. Hobfoll, S.E. (2004) Commitment, Psychological Well-Being, and Job Performance: An Examination of Conservation of Resources Theory and Job Burnout, Journal of Business and Management, Winter Vol.9 Issue 4.

Athenagoras Essay -- Christian Apologist Biography Bio

ATHENAGORAS Athenagoras was a Christian apologist who flourished in the second half of the second century CE. Two extant works, the Plea on Behalf of Christians and On the Resurrection of the Dead, have traditionally been attributed to him. HIS LIFE Athenagoras does not appear in the ecclesiastical histories of either Eusebius, Socrates, or Sozomen. Methodius (d. 311 CE) is the only ante-Nicene writer to mention Athenagoras; Methodius' From the Discourse on the Resurrection 1.7 refers to Athenagoras' Plea 24. The only other early witness to Athenagoras is Philip of Side, a deacon of Chrysostom, who lived during the fifth century. According to a fourteenth century codex, Philip wrote, "Athenagoras was the first to head the school in Alexandria. He flourished at the time of Hadrian and Antoninus, to both of whom he addressed his Plea on Behalf of Christians. He became a Christian while he wore the philosopher's cloak and was at the head of the Academy. Even before Celsus he was anxious to write against the Christians. ..." (Migne PG vi.182; English translation in Schoedel ix). These meager references comprise our entire biographical knowledge of Athenagoras, apart from the material found in his extant writings. The Arethas Codex (914 CE) and three other manuscripts contain the same introductory ascription: "A plea for Christians by Athenagoras the Athenian: philosopher and Christian. To the emperors Marcus Aurelius Antoninus and Lucius Aurelius Commodus, conquerors of Armenia and Sarmatia, and more than all, philosophers." Philip mentions that Athenagoras flourished during the time of Hadrian and Antoninus, but the Arethas introduction places him in the reigns of Marcus Aurelius Antoninus and Lucius Aurelius Commodus. Ph... ...e Fathers, vol. 2. Grand Rapids: Wm. B. Eerdmans, 1954. Rauch, James L. "Greek Logic and Philosophy and the Problem of Authorship in Athenagoras." Ph.D diss., University of Chicago, 1961. Ruprecht, Louis A., Jr. "Athenagoras the Christian, Pausanius the Travel Guide, and a Mysterious Corinthian Girl." Harvard Theological Review 85 (1992): 35-49. Schoedel, William R. Athenagoras: Legatio and De Resurrectione. Oxford: Oxford University Press, 1972. Schwartz, Eduard. Athenagorae Libellus pro Christianis, Oratio de Resurrectione cadaverum. Leipzig: J. C. Hinrichs, 1891. Vermander, Jeane-Marie. "Celse et l'attribution a Athà ©nagore d'un ouvrage sur la rà ©surrection des morts." Melanges de Science Religieuse 35 (1978): 125-134. Zeegers-Vander Vorst, Nicole. "La paternità © athà ©nagorienne du De rà ©surrection." Revue d'Histoire Ecclà ©siastique 87 (1992): 334-374.

Night World : Dark Angel Chapter 9

It was David, of course. Gillian turned around and stared at him, blinking. He was standing just inside the doorway, his jacket slung over one shoulder, the other hand in his pocket. His jaw was tight, his eyes dark. He was looking at Tanya. There was a silence. (How long? How long has he been there, Angel?) (Uhhh, I'd say since round about†¦ the beginning.) (Oh, my.) So that's why Gillian had been so low key and noble and let Tanya do all the yelling and threatening. They must have come off like Dorothy and the Wicked Witch. A sense of justice stirred inside Gillian. She made a hesitant move toward David. â€Å"David-you don't understand-â€Å" David shook his head. â€Å"I understand just fine. Don't try to cover for her. It's better for me to find out.† (Yeah, shut up, minibrain! Now look mildly distressed, slightly awkward. You guess they want to be alone now.) â€Å"Uh, I guess you guys want to be alone now.† (Anyway, you have to hurry to get your ride.) â€Å"Anyway, I have to hurry to get my ride.† (These aren't the droids you're looking for.) â€Å"These aren't-† (I'm going to kill you, Angel!) Flustered, Gillian made one last gesture of apology and almost ran for the door. Outside, she walked blindly. (Angel!) (Sorry, I couldn't resist. But look at you, kid! Do you know what you've done?) (I guess †¦ I got rid of Tanya.) As the adrenaline of battle faded, the truth of this was slowly beginning to dawn on her. It brought a hint of glorious warmth, a sparkling promise of future happiness. (Smart kid!) (And-I did it fairly. It was all true, wasn't it, Angel? She's really been messing around with Bruce?) (Everybody's been messing around with Bruce. Yes, it was all true.) (And what about Kim? Is she the one who spreads rumors about people?) (Like butter on Eggos.) (I just-she seemed so sweet. When we talked about rumors in the cafeteria she patted my hand.) (Sure, she's sweet-to your face. Turn left here.) Gillian found herself emerging from the school building. As she went down the steps she saw three or four cars parked casually in the roundabout. Macon's BMW convertible was one. He looked up at her and gave an inviting nod toward the car. Other people shouted. â€Å"Hey, Jill, need a ride?† â€Å"We wouldn't want you to get lost in the woods again!† Gillian stood, feeling like a southern belle. So many people wanting her-it made her giddy. Angel was grandly indifferent (Pick anybody!) and she could see Amy's Geo a little distance away. Amy and Eugene were standing by it, looking up at her. But getting in a car with Eugene Elfred would be disastrous to her new status. She picked Cory the Party Guy, and the ride home was filled with his nonstop talk about Macon's party on Saturday. She had trouble getting rid of him at the door. Once she did, she walked up to her bedroom and fell on her bed, arms out. She stared at the ceiling. (Phew!) It had been the most incredible day of her life. She lay and listened to the quiet house and tried to gather her thoughts. The warmth was still percolating inside her, although it was mixed with a certain amount of anxiety. She wanted to see David again. She wanted to know how things had turned out with Tanya. She couldn't let herself feel happy until she was sure†¦ â€Å"Relax, would you?† Gillian sat up. The voice wasn't in her ear, it was beside the bed. Angel was sitting there. The sight hit her like a physical blow. She hadn't seen him since that morning and she'd forgotten how beautiful he was. His hair was dark golden with paler gold lights shimmering in it. His face was-well-classic perfection. Absolutely pure, denned like a sculpture in marble. His eyes were a violet so glorious it actually hurt to look at it. His expression was rapt and uplifted†¦ until he winked. Then it dissolved into mischief. â€Å"Uh, hi,† Gillian whispered huskily. â€Å"Hi, kid. Tired?† â€Å"Yeah. I feel†¦ used up.† â€Å"Well, take a nap, why don't you? I've got places to go anyway.† Gillian blinked. Places? â€Å"Angel†¦ I never asked you. What's heaven like? I mean, with angels like you, it's got to be different from most people's idea. That meadow I saw-that wasn't it, was it?† â€Å"No, that wasn't it. Heaven-well, it's hard to explain. It's all in the oscillation of the spatial-temporal harmonics, you know-what you'd call the inherent vibration of the plane. At a higher vibration everything assumes a much more complicated harmonic theme. †¦Ã¢â‚¬  â€Å"You're making this up, aren't you?† â€Å"Yeah. Actually it's classified. Why don't you get some sleep?† Gillian already had her eyes shut. She was happy when she woke up to smell dinner. But when she got downstairs, she found only her mother. â€Å"Dad's not home?† â€Å"No. He called, honey, and left a message for you. He'll be out of town on business for a while.† â€Å"But he'll be back for Christmas. Won't he?† â€Å"I'm sure he will.† Gillian didn't say anything else. She ate the hamburger casserole her mother served-and noticed that her mother didn't eat. Afterward, she sat in the kitchen and played with a fork. (You okay?) The voice in her ear was a welcome relief. (Angel. Yeah, I'm all right. I was just thinking†¦ about how everything started with Mom. It wasn't always like this. She was a teacher at the junior college†¦) (I know.) (And then-I think it was about five years ago- things just started happening. She started acting crazy. And then she was seeing things-what did I know about drinking then? I just thought she was nuts. It wasn't until Dad started finding empty bottles†¦) (I know.) (I just wish†¦ that things could be different.) A pause. (Angel? Do you think maybe they could be?) Another pause. Then Angel's voice was quiet. (I'll work on it, kid. But, yeah, I think maybe they could be.) Gillian shut her eyes. After a moment she opened them again. (Angel-how can I thank you? The things you're doing for me †¦ I can't even start to tell you †¦) (Don't mention it. And don't cry. A cheery face is worth triple A bonds. Besides, you have to answer the phone.) (What phone?) The phone rang. (That phone.) Gillian blew her nose and said a practice â€Å"Hello† to make sure her voice wasn't shaky. Then she took a deep breath and picked up the receiver. â€Å"Gillian?† Her fingers clenched on the phone. â€Å"Hi, David.† â€Å"Look, I just wanted to make , sure you were okay. I didn't even ask you that when-you know, this afternoon.† â€Å"Sure, I'm okay.† Gillian didn't need Angel to tell her what to say to this. â€Å"I can handle myself, you know.† â€Å"Yeah. But Tanya can be pretty intense sometimes. After you left she was-well, forget that.† He doesn't want to say anything bad about her, Gillian thought. She said, â€Å"I'm fine.† â€Å"It's just-† She could almost feel the frustration building on the other side of the line. And then David burst out as if something had snapped, â€Å"I didn't know!† â€Å"What?† â€Å"I didn't know she was-like that! I mean, she runs the teen helpline and she's on the Centralia relief committee and the Food Cupboard project and .. . Anyway, I thought she was different. A good person.† Conscience twinged. â€Å"David, I think she is some of the things you thought. She's brave. When that window-â€Å" â€Å"Quit it, Gillian. You're those things. You're brave and funny and-well, too honorable for your own good. You tried to give Tanya another chance.† He let out a breath. â€Å"But, anyway; you might have guessed, we're finished. I told Tanya that. And now†¦Ã¢â‚¬  His voice changed. Suddenly he laughed, sounding as if some burden had fallen off him. â€Å"Well, would you like me to drive you to the party Saturday night?† Gillian laughed, too. â€Å"I'd like it. I'd love it.† (Oh, Angel-thank you!) She was very happy. The rest of the week was wonderful. Every day she wore something daring and flattering scavenged from the depths of her closet. Every day she seemed to get more popular. People looked up when she walked into a room, not just meeting her eyes, but trying to catch her eye. They waved to her from a distance. They said hello up and down the halls. Everyone seemed glad to talk to her, and pleased if she wanted to talk to them. It was like being on a skyrocket, going higher and higher. And, always, her guide and protector was with her. Angel had come to seem like a part of her, the most savvy and ingenious part. He provided quips, smoothed over awkward situations, gave advice about who to tolerate and who to snub. Gillian was developing an instinct for this, too. She was gaining confidence in herself, finding new skills every day. She was literally becoming a new person. She didn't see much of Amy now. But Amy had Eugene, after all. And Gillian was so busy that she never even got to see David alone. The day of the party she went to Houghton with Amanda the Cheerleader and Steffi the Singer. They laughed a lot, got whistled at everywhere, and shopped until they were dizzy. Gillian bought a dress and ankle boots-both approved by Angel. When David picked her up that night, he let out a soft whistle himself. â€Å"I look okay?† â€Å"You look†¦Ã¢â‚¬  He shook his head. â€Å"Illegal, but also sort of spiritual. How do you do that?† Gillian smiled. Macon the Wallet's house was the house of a rich guy. A fleet of artsy reindeer made out of some kind of white twigs and glowing with tiny lights graced the lawn. Inside, it was all high ceilings and track lighting, oriental rugs, old china, silver. Gillian was dazzled. (My first real party! I mean, my first Popular Party. And it's even kind of, sort of for me.) (Your first real party, and it's all for you. The world is your oyster, kid. Go out and crack it.) Macon was coming toward her. Other people were looking. Gillian paused in the doorway of the room for effect, aware that she was making an entrance-and loving it. Her outfit was designer casual. A black minidress with a pattern of purple flowers so dark it could hardly be distinguished. The soft, crepey material dung to her like a second skin. Matte black tights. And of course the ankle boots. Not much makeup; she'd decided on the fresh, soft look for her face. She'd darkened her lashes just enough to make the violet of her eyes a startling contrast. She looked stunning†¦ and effortless. And she knew it very well. Macon's hooded eyes roved over her with something like suppressed hunger. â€Å"How's it going? You're looking good.† â€Å"We feel good,† Gillian said, squeezing David's arm. Macon's eyes darkened. He looked at the intersection of Gillian's hand and David's arm as if it offended him. David looked back dispassionately, but a sort of wordless menace exuded from him. Macon actually took a step back. But all he said was, â€Å"Well, my parents are gone for the weekend, so make yourself at home. There should be food somewhere.† There was food everywhere. Every kind of munchy thing. Music blasted from the den, echoing all over the house. As they walked in, Cory greeted them with, â€Å"Hey, guys! Grab a glass, it's going fast.† When he'd said that he would round up a keg last week, Gillian had foolishly misheard it as â€Å"a cake.† Now she understood. It was a keg of beer and everybody was drinking. And not just beer. There were hard liquor bottles around. One guy was lying on a table with his mouth open while a girl poured something from a rectangular bottle into it. â€Å"Hey, Jill, this is for you.† Cory was trying to give her a plastic glass with foam overflowing the top. Gillian looked at him with open scorn. She didn't need Angel's help for this. â€Å"Thanks, but I happen to like my brain cells, Maybe if you had more respect for yours you wouldn't be flunking biology.† There was laughter. Even Cory laughed and winced. â€Å"Right on,† Daryl the Rich Girl said, raising a can of diet Barq's root beer to Gillian in salute. And David waved Cory away and reached for a Coke. Nobody tried to pressure them and the guy on the table even looked a little embarrassed. Gillian had learned that you could pull anything off if you were cool enough, composed enough, and if you didn't back down. The feeling of success was much more intoxicating than liquor could have been. (How about that? Pretty good, huh? Huh? Huh?) (Oh †¦ oh, yeah, fine.) Angel seemed to deliberate. (Of course, it does say, â€Å"Wine maketh the heart of man glad†¦Ã¢â‚¬ ) (Oh, Angel, you're so silly. You sound like Cory!) Gillian almost laughed out loud. Everything was exciting. The music, the huge house with its opulent Christmas decorations. The people. All the girls threw their arms around Gillian and kissed her as if they hadn't seen her in weeks. Some of the boys tried, but David warned them off with a look. That was exciting, too. Having everyone know she was together with David Blackburn, that he was hers. It put her status through the ceiling. â€Å"Want to look around?† David was saying. â€Å"I can show you the upstairs; Macon doesn't care.† Gillian looked at him. â€Å"Bored?† He grinned. â€Å"No. But I wouldn't mind seeing you alone for a few minutes.† They went up a long carpeted staircase lined with oil paintings. The rooms upstairs were just as beautiful as downstairs: palatial and almost awe inspiring. It put Gillian in a quiet mood. The music wasn't as loud up here, and the cool marble gave her the feeling of being in a museum. She looked out a window to see velvet darkness punctuated by little twinkling lights. â€Å"You know, I'm glad you didn't want to drink back there.† David's voice behind her was quiet. She turned, trying to read his face. â€Å"But†¦ you were surprised?† â€Å"Well-it's just sometimes now you seem so adult. Sort of worldly.† â€Å"Me? I mean-I mean you're the one who seems like that.† And that's what you like in girls, she thought. He looked away and laughed. â€Å"Oh, yeah. The tough guy. The wild guy. Tanya and I used to party pretty hard.† He shrugged. â€Å"I'm not tough. I'm just a small-town guy trying to get through life. I don't look for trouble. I try to run from it if I can.† Gillian had to laugh herself at that. But there was something serious in David's dark eyes. â€Å"I admit, it sort of had a way of finding me in the past,† he said slowly. â€Å"And I've done some things that I'm not proud of. But, you know †¦ I'd like to change that-if it's possible.† â€Å"Sort of like a whole new side of you that wants to come out.† He looked startled. Then he glanced up and down her and grinned. â€Å"Yeah. Sort of like that.† Gillian felt suddenly inspired, hopeful. â€Å"I think,† she said slowly, trying to put her ideas together, â€Å"that sometimes people need to-to express both sides of themselves. And then they can be †¦ well, whole.† â€Å"Yeah. If that's possible.† He hesitated. Gillian didn't say anything, because she had the feeling that he was trying to. That there was some reason he'd brought her up to talk to her alone. â€Å"Well. You know something weird?† he said after a moment. â€Å"I don't feel exactly whole. And the truth is-† He looked around the darkened room. Gillian could only see his profile. He shook his head, then took a deep breath. â€Å"Okay, this is going to sound even dumber than I thought, but I've got to say it. I can't help it.† He turned back, toward her and said with a mixture of determination and apology, â€Å"And since that day when I found you out there in the snow, I have this feeling that I won't be, without †¦Ã¢â‚¬  He trailed off and shrugged. â€Å"Well-you,† he said finally, helplessly. The universe was one enormous heartbeat. Gillian could feel her body echoing it. She said slowly, â€Å"I †¦Ã¢â‚¬  â€Å"I know. I know how it sounds. I'm sorry.† â€Å"No,† Gillian whispered. â€Å"That wasn't what I was going to say.† He'd turned sharply away to glare at the window. Now he turned halfway back and she saw the glimmer of hope in his face. â€Å"I was going to say, I understand.† He looked as if he were afraid to believe. â€Å"Yeah, but do you really?† â€Å"I think I do-really.† And then he was moving toward her and Gillian was holding up her arms. Literally as if drawn to do it-but not just by â€Å"physical attraction. It sounded crazy, Gillian thought, but it wasn't physical so much as †¦ well, spiritual. They seemed to belong together. David was holding her. It felt incredibly strange and at the same time perfectly natural. He was warm and solid and Gillian felt her eyes shutting, her head drifting to his shoulder. Such a simple embrace, but it seemed to mean everything. The feelings inside Gillian were like a wonderful discovery. And she had the sense that she was on the verge of some other discovery, that if she just opened her eyes and looked into David's at this moment, somehow it would mean a change in the world†¦ (Kid?) The voice in Gillian's ear was quiet. (I really hate to say it, but I have to break this up. You have to sidle down to the master bedroom.) Gillian scarcely heard and couldn't pay attention. (Gillian! I mean it, kid. There's something going on that you have to know about.) (Angel?) (Tell him you'll be back in a few minutes. This is important!) There was no way to ignore that tone of urgency. Gillian stirred. â€Å"David, I have to go for a sec. Be right back.† David just nodded. â€Å"Sure.† It was Gillian who had trouble letting go of his hand, and when she did she still seemed to feel his grip. (This had better be good, Angel.) She blinked in the light of the hallway. (Go down to the end of the hall. That's the master bedroom. Go on in. Don't turn on the light.) The master bedroom was cavernous and dark and filled with large dim shapes like sleeping elephants. Gillian walked in and immediately banged into a piece of heavy furniture. (Be careful! See that light over there?) Light was showing around the edges of double doors on the other side of the room. The doors were closed. (And locked. That's the bathroom. Now, here's what I want you to do. Walk carefully over to the right of the bathroom and you'll find another door. It's the closet. I want you to quietly open that door and get in it.) (What?) Angel's voice was elaborately patient. (Get in the closet and put your ear against the wall.) Gillian shut her eyes. Then, feeling exactly like a burglar, she slowly turned the handle of the closet door and slipped inside. It was a walk-in closet, very long but stuffy because of the clothes bristling from both sides. Gillian had a profound feeling of intrusion, of being an invader of privacy. She seemed to walk a long way in before Angel stopped her. (Okay. Here. Now put your ear against the left wall.) Eyes still shut-it seemed to make the absolute darkness more bearable-Gillian burrowed between something long sheathed in plastic and something heavy and velvety. With the clothes embracing her on either side, she leaned her head until her bare ear touched wood. (Angel, I can't believe I'm doing this. I feel really stupid, and I'm scared, and if anybody finds me-) (Just listen, will you?) At first Gillian's heart seemed to drown out all other sounds* But then, faint but clear, she heard two voices she recognized.

Common Grammatical Errors Between You and Me

Common Grammatical Errors Between You and Me Let’s start with a pop quiz: Is there a grammar mistake in the title of my blog? If you answered â€Å"Yes† and believe that â€Å"Between You and I† would be correct, you have a lot of company. However, â€Å"Between You and Me† is actually the correct structure. Why do so many of us say â€Å"Between you and I†? My guess is that at some point, maybe around age 8, you may have said to your mother something like, â€Å"Jimmy and me are going to the store.† She corrected you: â€Å"It’s ‘Jimmy and I’† and something clicked in your head, and you thought that if you’re talking about yourself and another person, you should always say â€Å"I† instead of â€Å"me.† I’m here to set the record straight. There are pronouns that belong as the subject of a sentence. They are: I, you, she, he, we, you, they, it. Then there are pronouns that belong as the object of a sentence. They are: me, you, her, him, us, you, them, it. The first thing you need to know is not to mix these two groups together! â€Å"Him and I† for instance takes one pronoun from the object group and one from the subject group. Mixing and matching is always incorrect no matter where in the sentence the pronouns fall. â€Å"Between you and me† is a little trickier because our language uses â€Å"you† as both subject and object. Which group are we in here? Think about it: Would you say â€Å"Between us† or â€Å"Between we†? Of course you would say Between us. Now you know you’re in the object group which includes both â€Å"us† and (would you believe it?) â€Å"me.† A nice easy way to determine what pronouns to use, when you want to include two subjects or objects, is to try out the sentence with just one of the subjects or objects and see how it sounds. For example: â€Å"I [not me] went to the store.† â€Å"He [not him] went to the store. Therefore, â€Å"He and I went to the store.† Notice â€Å"he† and â€Å"I† are in the group with â€Å"we.† â€Å"We went to the store† is of course also correct. Another example: â€Å"Dave went to the store with him [not he].† â€Å"Dave went to the store with me [not I].† Therefore, â€Å"Dave went to the store with him and me† is correct. I realize for some of you that last sentence might sound completely wrong and ungrammatical. Between you and me, I think it’s time to change that perception. There’s a little quiz you can take at UsingEnglish.com: Quiz: Subject and Object Pronouns.   For more on this topic, see the article The English Personal Pronoun System. 🙂 Log in to Reply

A citizen, rights and responsibilities and antisocial behaviour The WritePass Journal

A citizen, rights and responsibilities and antisocial behaviour Introduction A citizen, rights and responsibilities and antisocial behaviour IntroductionAnti Social BehavioursTackling Anti Social Behaviour in HousingConclusionReferencesRelated Introduction The term ‘citizen’ may literally be used to refer to any person who has acquired or has the status of citizenship. The acquired status is used when the person that is conferred with the citizenship is not originally a citizen of the sovereign nation while, in effect the citizenship has to be earned through set of rules that govern the society.   According to Hardy (1997) â€Å"the status of citizen is used to denote the link between an individual and a State, a form of political organization with territorial boundaries which may encompass more than one nation†.   Citizenship is defined by Lewis (2004, p 9) as â€Å"a legal status conferred by an internationally recognised nation – state. This status accords a nationality and the right to make claims against the state and receive a share of the public goods†.   Therefore, it can be seen that when an individual has the status of a citizenship, such individual has formed a relationship with the St ate and this relationship is guided and strengthened by the citizen knowing his/her rights from the State and responsibilities to the State, community and entire neighbourhood. This project focuses on the rights and responsibilities of a citizen with respect to tenancy and how these relate to existing government policies on anti social behaviour.   The project will attempt to achieve this focus by fully describing the rights of a citizen from the State and the responsibilities of that citizen to the State, community and entire neighbourhood.   Secondly the project will carry out a review of the current government policies on anti social behaviour and how these policies relate to the rights and responsibilities of a citizen.   Thirdly, the project will conclude with summary of the overall work. Rights of a citizen When a person has the status of a citizenship, Blackburn (1994) argues that a relationship has been formed with the state which gives the citizen certain rights.   However, Marshal (1992, cited in Lewis, 2004) viewed citizenship as a relationship between the individual and a state which gives rise to 3 basic elements of rights – civil, political and social. Civil rights The civil right of a citizen represents the right to freedom of speech, expression, thought and faith and to conclude valid contracts. When a person becomes a citizen, such person has by virtue of the citizenship status acquired the right to freely express him/herself and to put forward opinions about issues affecting the that nation.   In addition, the citizenship status comes with the right to equal opportunities and social justice in that society. Political rights The political right of a citizen is the rights that allow the person to vote.   The right to vote is an opportunity to demonstrate one’s democratic rights and this is important in a democratic society.   The political right also includes the chance to participate in political process such as contesting for electoral positions and being duly elected in the political office. Social rights The social element of the right of a citizen is the right to economic welfare and to fully share the social heritages within the society.   One of the social heritages in a society is housing.   Blackburn (1994) viewed the right to housing and be housed as one of the idealistic rights of a citizen. Within the context of this project, the housing right (social right) of a citizen will be the subject for main focus. Housing right The citizen has the right to housing (Cowan and Marsh, 2001 and Blackburn, 1994). There are two main sectors in the housing market for a citizen – the owner occupied and the rented sector.   The owner occupied housing sector includes the individuals that have undertaken to purchase a property through mortgage and who live in the house by themselves.   The house that is purchased may be a leasehold or freehold, but, in either case, the government usually supports the citizens through varying the interest rates and stamp duties.   Other form of support by the government is through consultation with the mortgage lenders in reducing the amount of deposit required for the citizens to purchase their own owner occupied houses. These supports are to enable the citizen enforce their rights of housing.   The rented housing sector includes the private and public.   Private rented sector refers to those that rent out their house through short hold tenancies while the public sect or is the assured short hold tenancy.   The providers of housing to citizens in the public sector include housing associations and local authorities.   The local authorities invest in houses and allocate them to citizens on the basis of ‘first come first served’ but attention is given to those with extra-ordinary circumstance or great urgency.   The housing associations are not for profit making organisations who provide house to citizens based on their criteria and in view of the nature of the associations, they do not share profits but re-invest them into the activities of the housing. Responsibilities of a citizen The basic right of housing for a citizen is further broken down in the tenancy agreement the citizen enters into with the landlord which states the conditions of the tenancy.   The Housing Act 1988 with amendments up to 2004 and the Landlord and Tenant Act 1985 protect the citizen from undue harassment, unfair charges and fraudulent practices and also ensure that the property is in good condition for occupancy and illegal evictions.   However, in order to fully enjoy the right to housing and the protection as contained in the Tenancy Agreement and the relevant Housing Acts, the citizen is required to fulfill some basic obligations.   The citizen has the obligation to act within the law by not engaging in criminal or immoral activities and also to behave in such manners that may not be regarded are against socially accepted corms within the neighbourhood or wider social environment.   Therefore, it can be said that one of the rights of a citizen is the right to housing and als o that one of the major responsibilities of the citizen is to carry on his/her daily activities of living in such a manner as to show behaviours that are against the neighbourhood in which he/she resides.   The term neighbourhood is described by Power (2007, p 17) as â€Å"local areas within towns and cities recognized by people who live there as distinct places, with their own character and approximate boundaries†.   The citizen is a member of the neighbourhood and his or her actions will impact all the members of the neighbourhood either directly or indirectly, in effect, the citizen is expected to maintain a pattern of behaviour for the interest of the general neighbourhood.   A pattern of behaviour that is not in line with the acceptable behaviours within a neighbourhood is known as anti social behaviour.   According to Rose (1996) citizens are considered to be responsible when they play their roles but in a situation that the moral lifestyle of such person is con trary, such person is considered a threat or reproach to the community.   According to Cowan and Marsh (2001, p 168) â€Å"the role of the law relevant here is through seeking to uphold particular standards of behaviour†.   In the UK, the law that seeks to uphold the standards of behaviours within the neighbourhood is the anti social behaviour contained in the Crime and Disorder Act (1996, 1998) and Ant Social Behaviour Act (2003). Anti Social Behaviours The Good Practice Unite of the Chartered Institute of Housing (CIH 1995, p3) defined antisocial behaviour as â€Å"behaviour that opposes society’s norms and accepted standards of behaviour†.   Also the Crime and Disorder Act (1998) described antisocial behaviour as acting â€Å"in a manner that caused or was likely to cause harassment, alarm or distress to one or more persons not of the same household†.   The Anti Social Behaviour Act (2003) identified various forms of behaviours found to be common and these include: noise nuisance; intimidation and/or harassments, littering and graffiti; being violent against neighbours and properties; hate behviours that target an ethnic or gender groups; and use of the property for unlawful business or other purposes. Causes Several reasons have been given by different researchers and organisations as to the reasons that lead to anti social behaviours.   Notable among the researchers are Hawkins, Catalano and Miller (1992) who identified risk factors and protective factors.  Ã‚   The risk factors involves certain issues of life that have the potential of making people act against the society such as poverty, family problems and problems that arise in the school.   The protective factors refer to the presence of some features that may discourage the individual from acting against the society such as bonding and community involvement.   The issues of risk and protective factors were further highlighted by the argument of Miller (2005) that neighbourhoods with high crime rate in most cases are traceable to poverty, deprivation and lack of involvement in the community in which the offender resides. Impacts Anti social behaviours has the likelihood of impacting on the members of the neighbourhood, properties and the individual that carries out the behaviour.   One of the impacts of antisocial behaviour on the neighbourhood is that it can make withdraw from public places within the area for fear of the safety of their lives thereby and also crumble the service provisions in that area (Rogers and Coaffee, 2005).   The Policy Action Team of the Social Exclusion Unit (SEU, 1998, p11) argued that â€Å"if housing is poorly managed or unlettable, or crime and anti social behaviour are not tackled, community support systems can easily crumble†.   Secondly, there is the possibility of reducing house prices in the area and increased cost of repairs and cleaning of graffiti as a result of vandalism (Brand and Price, 2000). Also, an area that is notorious for behaviours seen to be contrary to the accepted standards in the society may have a stigma which may make residents decide to relocate or prevent new ones moving in.   This problem of stigma was emphasised by Harworth and Manzi (1999, p 163) that there is â€Å"the stigma attached to public rented houses† and that this is the result of behaviours that are usually not in conformity with the accepted norms in the wider society.   In order to tackle the problem of anti social behaviour and reduce or eliminate its impacts on the neighbourhood and properties, Cowan and Marsh (2001) suggested the use of basic strategies such as housing management, legal tools and partnering with Social Exclusion Unit. Tackling Anti Social Behaviour in Housing Housing Management Cowan and Marsh (2001) suggested that in order to control the activities of those that perpetrate anti social behaviours, Landlords should control the access to houses by such individuals through the use of housing register.   This suggestion implies that those noted for their anti social behaviours should be excluded from having access to houses as a deterrent to others that would want to follow their bad examples.   The power for landlords to exclude those whose behaviours are deemed to be against the norms of the society in which they reside (anti social behaviour) is contained in the Part VI of the Housing Act (1996) and research by Smith (2001) found that this exclusion has reduced the rate of antisocial behaviours in most estates. In addition to the use of exclusion as a house management tool for deterrent and preventive measure for dealing with anti social behaviours, Landlords were empowered by the Housing Acts 1996 to adjust the tenancy agreement indicate repossession of properties.   In effect, the tenancy agreement fully describes the rights and responsibilities of both parties with particular respect to anti social behaviours and that the Landlord has the right of repossession if the tenant receives anti social behavioural order – an order for carrying out anti social behaviours.   On the effectiveness of the use of repossession as a deterrent, the Social Exclusion Unit (SEU, 2000, p 4) argued that â€Å"evicting anti social people does not mea that the problem will go away.   Some people will be deterred from future ant social behaviour by the experience of eviction or exclusion from the housing register†. Legal Tools The 1996 Housing Act further gave powers to Landlords (both Local Authorizes and Social Registered Landlords) to deal with their own tenants with respect to anti social behaviours.   This Act made individuals responsible for their own actions, those of their households and those of their visitors and empowered landlords to take possession of their properties in the event of anti social behaviour.   In applying this power, certain behaviours were banned by Landlords and where the tenant goes against those behaviours, a housing injunction is obtained from the court to arrest the offender.   Also the 1998 Housing Act introduced the use of Anti Social Behavioural Order (ASBO) by the police or landlords against offenders as long as they are above the age of 10.   Other legal tools include the use of 1996 Noise Act and 1990 Environmental Protection for noisy tenants and those houses not maintained by the tenants. Social Exclusion Unit Partnership While applying both the managerial and legal tools, Cowan and Marsh (2001) further suggested the use of partnership initiatives with the social exclusion unit by landlords and local authorities.   The Social Exclusion Unit works with communities, individuals and families to make sure that anti social behaviours are not breached and that to a greater extent avoid repeat or re – offending (SEU, 2000c).   Rather than punish those whose behaviours are anti social, through exclusion, repossession or injunction, the social exclusion unit partners with other relevant agencies to produce strategies in the forms of projects that to support the circumstances of the offender.   This process involves having a one to one meeting with the offender to identify the causes of the anti social behaviour and the outcome of the discussion forms the basis for suggesting possible support programs to assist the offender where appropriate.   The partnership with the social exclusion unit has a dditional advantage of making sure that those who are reacting as a result of their extra ordinary circumstances beyond their control are supported in overcoming such circumstances. Conclusion This project sought to find out about a citizen and how the rights and responsibilities of ‘a citizen’ relate with the current government policies on anti social behaviours.   During the course of the project, it was found that citizen describes a person who has the status or acquired the status of citizenship that is, having a form of relationship with the State.   Such relationships with the nation that has accorded that person the citizenship status usually comes with political, civil and social rights.   The social right of the citizen which formed the basic focus of this project includes the right to housing and being housed.   The right of the citizen to be provided with housing protects the citizen from being harassed, unfairly charged or exploited by landlords.   However, the right of the citizen to housing requires that the citizen keeps to the conditions of the tenancy agreement among which includes a condition not to act in a manner that will above o ther things constitute not conform to the norms of the society/neighbourhood – that is ant social. Furthermore, the project found that where the citizen acts anti social, it may result in crumbling of the service provisions within the neighbourhood (SEU, 1998), reducing house prices as the result of the stigma of crime and violence (Harworth and Manzi, 1999) and increasing cost of repairs and maintenance by the local authorities in cleaning graffiti.   In order to tackle the problem of antisocial behaviour, the project found 3 basic strategies as suggested by Cowan and Marsh (2001) and these include housing management, legal tools and partnership with the social exclusion unit.   Housing management uses seeks to exclude citizens with anti social behaviours from having access to housing and also repossessing their properties while the legal tool uses injunction.   The partnership with the social exclusion unit aims to address the circumstances that create the anti social behaviours of a citizen. Based on the findings during the course of this project, it can be seen that a citizen has a right to housing and that this right comes with responsibilities not to act anti social.   Therefore, the current government policy of anti social behaviour seeks to ensure that a citizen, enjoying the right to housing, complies with the responsibilities that come with the right to the housing being enjoyed.   The rights are received by the citizen; the responsibilities are the conditions for the rights and the anti social behavior policies ensure that the conditions are kept by the citizen. References Blackburn, R. (1994).   Rights of Citizenship.   London.   Mansell Publishing Ltd Catalano, R.F., Hawkins, J.D. (1996). The Social Development Model: A theory of antisocial behavior. In J.D. Hawkins (Ed.), Delinquency and Crime: Current Theories (pp. 149-197) New York: Cambridge CIH (1995).   Housing management standards manual. Coventry. CIH Cowan, D. and Marsh, A. (2001). Two steps forward:   Housing policy into the new millennium. UK.   Polity Press Hardy, H. (1997) ‘Citizenship and the Right to Vote’, 17 Oxford J Legal Stud 76 (1997). Hawkins J.D., Catalano R. F., Miller J. Y. (1992). Risk and protective factors for alcohol and other drug problems in adolescence and early adulthood: Implications for substance abuse prevention. Psychological Bulletin, 112, 64-105. Lewis, G. (2004).   Citizenship Lives Social Policy.   UK.   The polity Press Millie, A., Jacobson, J., Hough, M. and Paraskevopoulou, A. (2005a) Anti-social behaviour in London Setting the context for the London Anti-Social Behaviour Strategy, London: GLA Power, Anne (2007a) City Survivors. Bringing up children in disadvantaged neighbourhoods. Bristol: The Policy Press. Rogers, P. and Coaffee, J. (2005) ‘Moral panics and urban renaissance: Policy, tactics and youth in public space’, City, 9(3) 321-340. Rose, N. (1996).   The death of the social?   Refiguring the territory of government, Economy and Society, vol 25, no 3, pp 282-99. Social Exclusion Unit (1998).   Bringing Britain together: A national strategy for neighbourhood renewal, Cm 4045, London:   The stationery Office. Social Exclusion Unit (2000a) Leaflet, London: Cabinet Office Smith, R., Stirling, T. Papps, P., Evans, A. and Rowlands, R. (2001).   Allocation and Exclusion:   The impact of new approach to allocating social housing, London: Shelter. The 1998 Crime and Disorder Act The 1996 Housing Act