Definition and Examples of Slang in English

Definition and Examples of Slang in English Slang is an informal nonstandard variety of speech characterized by newly coined and rapidly changing words and phrases. In his book Slang: The Peoples Poetry (OUP, 2009), Michael Adams argues that slang is not merely a lexical phenomenon, a type of word, but a linguistic practice rooted in social needs and behaviors, mostly the complementary needs to fit in and to stand out. The Characteristics of Slang   The most significant characteristic of slang overlaps with a defining characteristic of jargon: slang is a marker of in-group solidarity, and so it is a correlate of human groups with shared experiences, such as being children at a certain school or of a certain age, or being a member of a certain socially definable group, such as hookers, junkies, jazz musicians, or professional criminals. (Keith Allan and Kate Burridge, Forbidden Words. Cambridge University Press, 2006) The Language of Outsiders   Slang serves the outs as a weapon against the ins. To use slang is to deny allegiance to the existing order, either jokingly or in earnest, by refusing even the words which represent conventions and signal status; and those who are paid to preserve the status quo are prompted to repress slang as they are prompted to repress any other symbol of potential revolution. (James Sledd, On Not Teaching English Usage. The English Journal, November 1965)  The downtrodden are the great creators of slang. . . . Slang is . . . a pile of fossilized jokes and puns and ironies, tinselly gems dulled eventually by overmuch handling, but gleaming still when held up to the light. (Anthony Burgess, A Mouthful of Air, 1992) Standing Out and Fitting In   It is not clear to what extent the slang impulse to enliven speech, the impulse to stand out, mingles with the slang impulse toward social intimacy, the impulse to fit in. At times they seem like oil and water, but at others the social and poetic motivations emulsify into one linguistic practice. . . .  All of us, young and old, black and white, urban and suburban have slang, and, with your eyes closed, we can tell black guys chillaxin with their buddies from young soccer moms dishing out about the latest issue of Jane*. We share more slang than separates us, but what separates us tells us and others where we fit in, or perhaps, where we hope to fit in, and where we dont. . . . As a social marker, though, slang works: you know that youre among the old, tired, gray, and hopeless, rather than hip, vivid, playful, and rebellious, if only in spirit, when you hear no slang. Slang is a tell even in its absence. (Michael Adams, Slang: The Peoples Poetry. Oxford University Press, 2009)   Your mother reads and reads and reads, she wants English, as much as she can get her hands on . . .. Id come late Friday afternoon, it used to be that I would go home with a magazine or two and maybe a paper, but she wanted more, more slang, more figures of speech, the bees knees, the cats pajamas, horse of a different color, dog-tired, she wanted to talk like she was born here, like she never came from anywhere else . . .. (Jonathan Safran Foer, Extremely Loud and Incredibly Close. Houghton Mifflin, 2005) Modern Slang in London   I love modern  slang. Its as colorful, clever, and disguised from outsiders as slang ever was and is supposed to be. Take bare, for example, one of a number of slang terms recently banned by a London school. It means a lot of, as in theres bare people here, and is the classic concealing reversal of the accepted meaning that you also find in wicked, bad and cool. Victorian criminals did essentially the same with back slang, reversing words so that boy became yob and so on.  The other banned words are equally interesting. Extra, for example, mischievously stresses the superfluous in its conventional definition, as in reading the whole book is extra, innit? And that much-disapproved innit? is in fact the nest-ce pas? English has needed since the Normans forgot to bring it with them.  And who would not admire rinsed for something worn out or overusedchirpsing for flirting, bennin for doubled-up with laughter, or wi-five for an electronically delivered high-five? My bad, being n ew, sounds more sincere than old, tired, Im sorry (Sos never quite cut it).   Mouse potato for those who spend too much time on PCs is as striking as salmon and aisle salmon for people who will insist on going against the flow in crowds or supermarket aisles. Manstanding is what husbands and partners typically do while their wives or partners are actually getting on with the shopping. Excellent. (Charles Nevin, The Joy of Slang. BBC News, October 25, 2013) Old Slang: Grub, Mob, Knock Off, and Clear as Mud   When we refer . . . to food as grub, it is perhaps hard to realize that the word goes back to Oliver Cromwells time; from early 18th century come mob, and also knock off, to finish; and from early 19th century, the sarcastic use of clear as mud. (Paul Beale, editor of Partridges Concise Dictionary of Slang and Unconventional English. Routledge, 1991) The Life Span of Slang Words   With the exception of cool, which retains its effectiveness after well over half a century, slang wordsgroovy, phat, radical, smokinhave a very brief life span in which they can be used to express sincere enthusiasm. Then they revert to irony or, at best, expressions of a sort of mild sardonic approval. (Ben Yagoda, When You Catch an Adjective, Kill It. Broadway Books, 2007)  The latest slang term for defecation, however, is dropping the kids off at the pool, which offers hope for a new generation of euphemistic suburbanites. (William Safire, Kiduage. The New York Times, 2004) Slanguage   The expression slanguage has been in the English language for well over a hundred years and has an entry in reputable dictionaries like the Macquarie and the Oxford. One of its first written appearances was as early as 1879, and since that time it has been in regular useThe slanguage of a sporting reporter is a fearful and wonderful thing, to give just one early example. The word slang has given rise to quite a number of wonderful blended or compounded words, such as slanguage, and many of them have been in the language a very long time. (Kate Burridge, Gift of the Gob: Morsels of English Language History. HarperCollins Australia, 2011) Can O' Beans on Sloppy Slang   Well, said Can o Beans, a bit hesitantly, imprecise speech is one of the major causes of mental illness in human beings. . . .  Ã‚  The inability to correctly perceive reality is often responsible for humans insane behavior. And every time they substitute an all-purpose, sloppy slang word for the words that would accurately describe an emotion or a situation, it lowers their reality orientations, pushes them farther from shore, out onto the foggy waters of alienation and confusion. . . .  Slang possesses an economy, an immediacy thats attractive, all right, but it devalues experience by standardizing and fuzzing it. It hangs between humanity and the real world like a . . . a veil. Slang just makes people more stupid, thats all, and stupidity eventually makes them crazy. Id hate to ever see that kind of craziness rub off onto objects. (Tom Robbins, Skinny Legs and All. Bantam, 1990) The Lighter Side of American Slang I know only two words of American slang: swell and lousy. I think swell is lousy, but lousy is swell. (J.B. Priestley) * Jane was a magazine designed to appeal to young women. It ceased publication in 2007. Pronunciation: slang

How to Use SAT Scores Advice to Admissions and Employers

How to Use SAT Scores Advice to Admissions and Employers SAT / ACT Prep Online Guides and Tips Standardized test scores have long had an important place in college admissions, as well as for some jobs.Schools and employers want to they accept the most talented people, so they often use SAT scores to judgeintelligence and future success.However, somecommon beliefsabout what SAT scores representare actually false. Read this guide to learn what information SAT scores can and cannot be used to determineand maximize the usefulness of standardized test scores for your school, business, or committee. Who Uses SAT Scores? First of all, who uses SAT scores? Standardized test scores areused by many different people and groups, and I'll discuss three of the most common below. College Admissions Officers Colleges and universities are, by far, the most frequent users of SAT scores.Most schools require applicants to submit standardized test scores as part of their application. SAT scores can be useful to colleges because they give them a standard way to measure intelligence and predict college success.While there are other ways of measuring a student’s academic abilities, such as their GPA and class rank, these can vary widely between schools. A student who gets an â€Å"A† in their high school’s calculus class may only have been awarded a â€Å"C† if they had done the same workat a different school due to grade inflation, class curves, and how hard the teacher grades. Using SAT scores gives colleges a clear and efficient way to evaluate high school students from around the world.As students apply to more schools, this criteria is becoming more important because most colleges receive thousands, if nottens of thousands, of applications each year.SAT scores give colleges a fast and unambiguous way to evaluate each application they receive. Employers It is less common for employers to use SAT scores, but it’s still done, particularly in the fields of consulting, software engineering, and investment banking.Similar to colleges, these companies want an easy and clear way to measure an applicant’s intelligence.SAT scorescan be especially useful for large companies thatreceive a lot of applications, as well as companies hiring recent graduates whodon’t have a lot of work experience. Scholarship Committees One of the SAT’s earliest purposes was actually as a scholarship test for Ivy League schools.Today, many scholarships require applicants to submit standardized test scores.Like colleges and employers, the SAT can give scholarship committees a simple and unambiguous way to measure student aptitude and compare students who may be otherwise similar. Many scholarships help pay for college, and thecommittees who oversee these scholarshipsoften want to award them to students who are most likely to put them to good use and do well in school. SAT scores are a way to predict which applicants have the highest likelihood of being successful. Don't use SAT scores for the reasons listed below. How Shouldn't You Use SAT Scores? First, let's go overwhat you should not be using SAT scores to determine. I've listedfour inaccurate ways to use SAT scores below and explainedwhy each onedoesn’t give wholly accurate information. As a Complete Indicator of Intelligence While the SAT is often used to determine how â€Å"smart† someone is, there are three problems with doing so. The first problem is that the SAT only tests a narrow set of skills and intelligence.The SAT can help estimate how good someone is at reading comprehension, identifying grammatical errors, and solving certain math problems, but in no way can a multiple choice test with an optional essay test all the complexities of intelligence. The SAT cannot measure a student’s creativity, research skills, interpersonal intelligence, ability to easily learn a new language,or many other indicators of intelligence.By testing only certain types of intelligence, the SAT favors students with these types of intelligence while putting students with types of intelligence that are more difficult to test at a disadvantage. The second problem with this way of understanding SAT scores is that test preparation can significantly raise your score.We at PrepScholar know that, through dedicated test prep, a student can significantly improve his or her SAT score.If one student gets a 1500 on the SAT without studying, and another raises his grade from a 1200 to a 1500 after 40 hours of studying, is one smarter than the other? Some may say the first student is smarter, but the decision to prepare for an important test like the SAT is also a measure of intelligence, so the answer is not really clear.Instead of measuring just intelligence, the SAT measures intelligence and motivation, because a student can have one or the other, or both, and do well on the test. The third problemis that outside factors unrelated to intelligence often have a strong impact on SAT performance.Multiple studies have shown that there is a significant gap between the SAT scores of rich and poor students.One recent study found that students from wealthy families score about 400 points higher on the SAT than students low-income families. This result makes some sense because students who come from wealthier backgrounds likely attend schools with more resources, have parents who can afford SAT prep materials and courses, and often receive more pressure from their parents to do well on the SAT.Therefore, using the SAT as a measure of intelligence can discriminate against students from poorer backgrounds, who are also more likely to be minorities. To Find a "Genius" Sometimesschools and employers will admit someone withperfect SAT scores and thinkthat person will be a genius, good at everything, or guaranteed to do well.A person who gets a perfect score on the SAT may, in fact, be very intelligent, but they may also have put a lot of time into preparing, gotten lucky that day, or a combination of the above. Regardless of the reason, a person who gets a perfect score on the SAT won’t necessarily do well in everything else.As mentioned above, the SAT only tests certain types of intelligence, which also means that a person widely considered to be intelligent may not get a perfect score or even do very well on the SAT at all. It also shouldn’t be assumed that people with perfect SAT scores are more intelligent than those who didn’t receive perfect scores, which leads into the next point. To Compare People With Similar Scores The SAT should not be used to compare the intelligence of people who received similar scores, or a difference around150 points or less. A person with a score of 1450 and a person with a score of 1400 likely had only a small difference between the number of questions they answered correctly. The person who received the 1450 shouldn’t be assumed to be smarter than the person who received the 1400. Their differences in score could simply be due to normal variation in SAT results. If they both took the SAT again, it’d be completely possible for the person who got the 1400 to get the higher score that time. A person's SAT scores can vary from test to test, and people can get questions right or wrong by mistake, which doesn’t necessarily reflect their intelligence.When two (or more) people have similar SAT scores, it’s not possible to determine who is more intelligent simply by looking at the slightly higher score because aperson’s score will generally fluctuate somewhat. Even small changes in the number of questions answered correctly can have a large effect on the final composite score. Don't compare applicants with very similar SAT scores. To Determine Specific Areas of Expertise The SAT also cannot, and should not, be used to judge someone’s skill level or knowledge of a specific topic.For example, a personwho got a perfect score on the SAT essay may not know how to write a research paper, and someone who didwell in themath section may not know anything about calculus. If you’re provided with subscores, they may givemore details on how well the applicant did in certain subjects, but this information should still not be used to make assumptions about specific skill setsand knowledge areas. What Should You Use SAT Scores For? So how can SAT scores be used? Three main ways are given below; in general, all involve using SAT scores to make broad inferences that can be further supported with additional information. To Estimate IQ SATs are certainly not a perfect way to measure how smart someone is, but there is a relationship between IQ and SAT score.While IQ only tests a certain type of problem-solving, (specifically the ability to solve problems based on the information you are given), it is still often used as a measure of intelligence. Meredith C. Gray and Douglas K. Detterman, two researchers at Case Western Reserve University, have conducted rigorous studies to better understand the relationship between standardized test scores and intelligence. From their research, they have found that there is a strong correlation between SAT scores and IQ. That means if someone scores well on the SAT then it is more likely, although not guaranteed, that they have a high IQ as well.Many schools and companies want to hire people with a certain level of intelligence in order to ensure they can handle the work, and while there are other types of intelligence that neither the SAT nor IQ exams test for, using SAT scores can be a good way to estimate IQ and intelligence if you have many applicants you don’t know much about. In order to be most accurate, other information, such as GPA and letters of recommendation should be used to support inferences made from SAT scores.A student with a high SAT score, excellent GPA, and a history of leadership in her extracurriculars has done well in high school and seems likely to continue that success.However, a student with a low SAT score should not necessarily be discounted, especially if they are strong in other areas, such as a good GPA and glowing letters of recommendation. That person may have had a bad test day, get nervous during standardized tests, or excel in other areas not tested by the SAT. SAT scores cannot accuratelydetermine how smart every person who takes the exam is, so when reviewing applications, all of a student’s materials should be examined carefully in order to make the most accurate assessment. Personal statements and letters of recommendation can often provide more in-depthinformation on an applicant’s strengths and personality. As an Indicator of Broad Areas of Strength and Weakness As mentioned above, you can'tuse SAT scores to determine if someone is knowledgeable in a very specific subject area, such as Victorian literature or human biology.However, it is sometimes possible to make inferences as towhat broad subject areas the test-taker is stronger and weaker in. Beginning in March 2016, a student's total SAT score will be the sum of the scores of two sections: Math and Evidence-Based Reading Writing.There is also an optional essay.If a person scored much higher in one section than another, it may be possible to determine which areas they are most skilled and comfortable in.For example, someone with a perfect score of 800 for the Math section, but a 600 in Evidence-Based Reading and Writing may be stronger in math and science.This is certainly not always true, but it can help support an inference if there is otherrelatedevidence, such as a transcript showing lots of math and science classes and a personal statement describing a passion for chemistry. This can be important information for employers looking to hire people with a certain skill set. For example, an engineering company would likely want their employees to have strong math skills but not care as much about writing skills.Colleges can use this information in a similar way. If a student is applying for a school’s journalism program, admissions officers may be more interested in their reading and writing scores than their math score. SAT scores can indicate a person's strengths. To Help Make Efficient Admissions Decisions Sometimes, particularly if a college, employer, or scholarship committee receives a high number of applicants, they need a way to quickly make acceptance or rejection decisions.SAT scores provide a clear and efficient way to judge an applicant’s academic ability, and as the number of colleges students apply to increases, schools have begun to rely more on standardized testsas an admission factor. Almost every school publishes the range of SAT scores forthe students in its most recent entering class. Half of the class scored within this 25th-75th percentile range.Comparing a student’s SAT scores to the school’s score range can help admissions officers easily identify students far below or above that range and make those admissions decisions easier. For example, if a school’s 25th-75th percentile range is 1300 to 1450, a student who scored a 1160 on the SAT will likely not be offered admission, while a student with a 1550 appears to have an excellent chance of being accepted.However, how a student does in relation to a school’s SAT score range should not be the only criteria for admission. A student with a lower-than-average SAT score may have excellent letters of recommendation and extracurriculars, while a student with a great SAT score may not have much else to recommend her.SAT scores can help make an initial decision easier, but the final admission decision should take other factors into account. Can SAT Scores Predict Future Success? The main reason that most people use SAT scores is because they are attempting to select people they feel will be successful at their school or company and beyond.The line of thinking is that people who score well on the SAT are intelligent or know how to prepare for something well, and they will continue to use those skills in the future.Is this true? The short answer is, â€Å"sometimes.† A high school student who scores well on the SAT will usually have at least a certain degree of intelligence and motivation, but that does not always mean they will do well in college. The student could have spent a lot of time studying for the SAT but then felt like he could coast once he got to college, he could find the heavy workload challenging, he may struggle to adapt to new surroundings, he may not work well in groups, or one of many more potential scenarios. Researchers who have studied this relationship have found that SAT scores only account for 10-20 percent of the variation in their college GPAs freshman year;however, this study did not take into account that schools admit students with a relatively narrow range of SAT scores, which may make the relationship appear weaker than it is.Anotherstudy found that high school GPA is a better indicator of whether a student will succeed in college than SAT score.Thismakes sense because a GPA takes into account the grades from your entire four years in high school, as opposed to the scores of a single test. The relationship between SAT scores and career success is even weaker.There is a correlation between people with higher SAT scores and people who end up working in more competitive fields and have more advanced degrees, but SAT score alone doesn’t always predict success.There are numerous factors required to be successful in most careers that the SAT can’t test for, such as interpersonal skills and work ethic, not to mention the specific skills needed to do certain jobs well. Bottom Line SAT scores should never be used as the sole indicator of someone’s intelligence or probability of success; they don’t measure a wide enough variety of skills or types of intelligence, and they can be influenced by too many outside factors. However, studies have shown a strong correlation between SAT score and IQ, and a person who does well on the SAT is usuallyeither intelligent, hard-working, or a combination of the two, which can make them more successful students and employees. In the end, SAT scores should be used as one part of an application that, along with other materials such as GPA, letters of recommendation, personal statements, and extracurriculars can help determine personal strengths and identify which people have a higher probability of success. What's Next? Want more information about the SAT? We have a complete explanation of the test and the impact it has on schools and students. Wondering what SAT scores measure?Read our guide to learn the relationship between SAT scores, IQ, and income. Looking for more information on SAT scores?Our guide explains how the SAT is scored and what those scores mean. Disappointed with your scores? Want to improve your SAT score by 160 points?We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

MANAGING INNOVATION AND ENTREPRENEURSHIP (Take home exam) Essay

MANAGING INNOVATION AND ENTREPRENEURSHIP (Take home exam) - Essay Example If these are not that effective, then entrepreneurs must have stopped using them for years. According to Porter’s five forces model, there are potential entrants that are able to play as relevant industry competitors. These new entrants are also capable of forming innovation and even imitation. China for instance is known for its low-cost products that at some point similar to existing offerings, which makes imitation not that impossible to take place. Thus, it would make sense that in order to prevent others from imitating a product; barriers to potential entrants should be made. According to Porter, barriers to entry includes economies of scale, product differentiation, capital requirements, switching costs, access to distribution channels, cost disadvantages independent of scale and government policy. We have been immersed mostly in the concepts of economies of scale and product differentiation so I would like to focus on these two as important barriers to innovation, as based on Porter’s five forces model. The economies of scale would force the entrant to face two undesirable options: come in at large scale and risk strong reaction from existing firms; choose small scale and accept cost disadvantage. In either of these choices, a new entrant needs to take the risk of losing his chance to successfully penetrate into the market. The other potential barrier to new entrant is product differentiation. Firms that already have brand identification and customer loyalties are hard to beat. Therefore, firms should therefore increase advertising, customer service, product differences and be the first into the industry in order to prevent potential entrants. Product differentiation therefore could at some point be highly associated with economies of learning, production techniques, production design and more, just to be able to create one-of-a-kind product that could bring competitive advantage and

Germany and US Stakeholders Essay Example | Topics and Well Written Essays - 1250 words

Germany and US Stakeholders - Essay Example Through this collaboration, they would be able to achieve two-fold objectives. Firstly, the employees and board representatives would be able to safeguard own interests and pursue their objectives. Secondly, when their objectives are achieved, the larger organizational aims is fulfilled as well (Petrick, 2010). In the stakeholder capitalism model, an employee representative is given a seat on the board of directors. The major responsibility of the employee representative is to communicate to each and every stakeholder about concerns of the employees. The presence of employee representatives within the board also enables the top-level management to establish a robust corporate governance framework for facilitating smooth operation of the organization. By working in collaboration with each other, the employee representative and the management representative can make sure that workflow within the organization is smooth. In addition, they are able to secure achievement of operational efficiency (Fauver&Fuerst, 2006). Achieving operational excellence is one of the most important objectives that organizations aim to attain. Operational efficiency can be facilitated only if the top-level management possesses very good knowledge about the workforce available to the firm. Such knowledge would allow the managers to allocate resources effectively according to the skills and experience of the workforce as well as the operational objective. By allocating resources effectively, managers are able to achieve operational efficiency and therefore maximize value for the shareholders. However, only satisfying the needs of the shareholders do not guarantee a company’s success. The management also has to be concerned about employee needs. They need to identify and understand interests of the employees, as they are perhaps one of the most important stakeholders (Faccio, Lang,& Young, 2001). In order to meet the employee needs,

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The Gettysburg Address In 1863, President Abraham Lincoln was asked to say a few words at the opening of a military cemetery in Gettysburg, Pennsylvania. Gettysburg stood as one of the bloodiest battles in America’s Civil War and the Governor felt that these fallen soldiers needed a better resting place. Lincoln had a problem with the people in his country that happened to be in war fighting against each other for the freedom of blacks, which they currently did not have. When Lincoln came to give his speech he had many people on the edge of their seats listening to him word for word. He takes his time in what he says and chooses his words precisely. Some may not apprehend what Lincoln was actually saying whether they were soldiers or people who were mourning the loss of their family members. He wanted to let the families and armed forces know that he's proud of what they have done; although, he may also be marginally disenchanted since his country is fighting against one another. He reveres the se people no matter what side they are on and hopes for the freedom of slaves whil...

Compensation and Security for Employees

Discussed in this paper will be how employees are categorized and at what level they are categorized at. What the goals and expectations for each level are and how they can be reached. How compensation is dispersed and awarded and how the compensation is given. This paper will also discuss what kind of compensation is given, whether the compensation is monetary or in another form. This paper will also discuss what the incentives will be for reporting abuse of other employees or violation of company policies and procedures. The steps that the company will take to keep all incentives for the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how. It will also discuss whether the incentive is given yearly or if it is given quarterly. Also in the paper it will discuss how to motivate employees and how to keep employees motivated. Read this  Chapter 2 – Why Security is Needed Also being discussed will be putting in a compensation plan to attract new employees. Knowing how to manage unfairness and employees who think it is unfair to offer an incentive for a particular performance or for an organization. Putting the steps in categories will also help out the unfairness. Also being discussed is how the compensation will be presented. What steps will be taken to ensure that all employees are eligible for the compensation program. Giving the steps out so the employee knows what is to be expected. Compensation and Security for Employees Some companies have different levels of employees; some include entry level employees to executives. Categorizing employees is a little difficult, especially if there is a lot of turn over. Some employees that have been in the company for more than a year may still be in an entry level position, but deserve to be at a junior level position. The main purpose for this program is to ensure a low employee turnover. These employees should be compensated not for their position but how they perform in that position (Snell, 2010). Other companies may give a bonus or compensation for getting hired into the company. Bonuses are given mainly in monetary fashion; they are given also if the employee is at the company for six months or more. Categorizing employees is a big job, but also can save on money. Categorizing employees from entry level to CEO is difficult especially if there are several levels. The first step is to categorize employees is to know how many employees are in each level. Also included in the first step is a description of what each employee level is. How many employees there are in each level and how they get the incentive in the level. Level 1: entry level- fifty employees, these employees are the ones that have recently been hired, or have been with the company for six months to a year. Frequent turnover accrues with in the first two months of hire (Snell, 2010). That is why an incentive is give after the six month in the position. Level 2: junior level- thirty employees, these are the employees that have been with the company for a year or more a monetary incentive is usually given after the employee has given their commitment to the company for a year and a half. Level 3: lead level- twenty employees, these employees are the leads in their units or departments, they have been promoted from the junior level and have worked for the company for more the 2 years. The first incentive is the promotions; they also get an incentive for job performances in the first six months after becoming a lead. Level 4: supervisor level- fifteen employees, these employees have also been leads that have been promoted (Ederhof, 2011). Supervisors have worked for the company for four years or more. The incentive for this level is after a year of being a supervisor. The supervisory level compensation will be based on job performance, and the supervisors past performances. Level 5: manager level- forty employees, these employees are either hired for the manager level or they have been promoted from the supervisor level. These employees are committed to the company. Their incentive is for job performance, going above and beyond the call of their position. Level 6: Coordinator’s level-seventeen employees, these employees are listed as high as executives. These coordinators are budget coordinators, financial coordinators, company event coordinators. These employees are hired outside the company; they are hired for their skills of coordinating several departments. These employees know how to work through stress and deadlines. This level compensation is based solely on performance; there is still the six month compensation after hire. Compensation shows how they work through the stress and deadlines (Ederhof, 2011). Level 7: director’s level-ten employees, these employees are also hired outside the company; they have the skills and experience to do their job. These employees are responsible for several departments and the employees that work in those departments. The directors are higher than the managers. This is where deciding how the compensation will work for the remaining levels will get a little more difficult. They also are goal oriented and will make goals for the departments they run (Reh, 2013). Level 8: Administration Assistant’s level: five employees, these employees are usually hired outside due to unfairness of the other employees. The employees have four to five years’ experience in the field. Administrative assistants work directly with the CO’s and presidents. Their work is monitored above any employee in the company. Their stakes are higher when it comes to incentives and compensations. This is not an entry level position. Level 9: CO’s level- twelve employees, these employees have specific areas of experience. Some of the CO’s that would be in the company are: Chief executive officer (CEO) chief accounts officer (CAO), chief information officer (CIO), chief financial officer (CFO) to name a few. There is about eight to ten years’ experience in their field. Their goal is to keep things in their department running smoothly. Level 10: presidents level five employees; this level is the most difficult level to do incentives and compensations. They are the highest and most experienced in their areas. This level of employment makes all final decisions in the company. They work closely with directors in each department; knowing what is going on throughout the company is another objective that this level is kin on. Setting goals and expectations for the different levels is not as easy as it seems. The upper levels will have more difficult goals and expectations to achieve than the lower levels. This is the second step in the incentives and compensations plan. Anything that needs to be discussed about each level should be discussed with each level in a conference or a meeting (Super Jobs for You, 2009). Get the employees involved in their goals and expectations. Setting goals and expectations are very important, it keeps employees motivated and looking forward. Level 1: goals setting and expectations for the entry level positions. Sitting down with the level 1 employees the company found out that some of the goals are pretty similar. Having the employees set goals for themselves will help the employees achieve realistic goals and set short and long term goals (Goals and Expectations, 2011). Goals for entry level employees would include: to move up in the company, to have projects done on or before the deadline, being able to type 50 words per minute every day for a month. Bring job performance up to five percent in two weeks. Another goal would be win over customers that have not been in for a while. Achieving this goal would be for each level one employee. The goal would be to get back 3 customers within sixty days. Some personal goals for employees at level one is: being able to speak up in meetings, get along with co-workers better, to talk to their superiors a lot better without being terrified of being rejected. Level 2 employees have the same goals as the level one employee with some differences. Some goals that level two employees have set for themselves are as follows: wanting to move up in the company, get sales up to ten percent before the next quarter. The incentive for reaching the customer goal would be a hundred dollars and free lunch on the company for 3 employees of level one and three employees for level two. Some of the incentives for the level one employee, once they have achieved their goal, would be a promotion with a pay raise. For finishing a project before the deadline would be a fifty dollar bonus on their next check. Level two employees would be the same, a promotion and a pay raise. Once they achieve their goal of getting sales up the company will give incentive for the first three employees who reach the goal. The incentive will be a week vacation with pay. For level 3 employees the goal setting is a bit more complicated. Some goals could be: having their department reaches a team goal within thirty days. A team goal could be to increase communication through the entire department. Also getting employee feedback from the departments to reach the specific goal (Goals and Expectations, 2011). Giving out monthly progress reports to level one and two employees, telling the employees how they are doing and where they are to achieve their own personal and professional goals. Once the communication goal is reached by one department the entire department will get fifty dollars on their next paycheck and will get a free lunch to a great restaurant on the company. For the level three employees the incentives for reaching goals and expectations would be a week’s paid vacation from the company for achieving the progress report goal for the first 4 employees. This goal is also available to the level four employees also. For level 4 employees they will also make up goals for themselves as well. Some of the goals would be figuring out how to relieve the stress from their employees to increase productivity and performance. How to keep employees from going home early or calling in sick from work on Fridays. Some suggestions would be giving the employees free massage on their breaks, giving a longer lunch hour on Fridays. Setting and posting team goals that are simple and are seen everywhere. Level 5 employees personal goals could be to get out on the floor to help out lower level employees about sixty percent of the day for the next sixty days. The department goal could be to develop a plan to keep more employees from quitting and to lower turnover by fifty percent. Whichever level achieves this goal will get a twenty-five percent raise. The levels that will be competing will be levels four, five and seven. Levels 6 employees will have goals and expectations to fulfill. Some goals and expectations could be to stay up-to-date on advertising until the end of the year. Plan a company event three times a year. The big goal is to talk to customers about what they want out of the company, or what they want to see the company change and make it happen within six months. Achieving this goal would get the coordinator responsible a thirty percent raise and 2 weeks paid vacation. For the entire company goals would be an award of their choosing for working in the company for five, ten, fifteen and twenty and so on years. The awards would be for five years a plaque that says for five years of service in the company and would have the employees name on it. The ten year anniversary would be an award of their choosing, like a stereo or two hundred dollars cash. Every year would have an award that is a little more expensive and elaborate. For reporting violations and abuse to co-workers the incentive would be the same hundred dollars for reporting sexual harassment, reporting a violation of the code of conduct would award the employee with a free membership to the gym of their choice or ten free massages for two. For referring new employees the employee would get fifty after the new employee was hired and hundred after the new employee was at the company for six months. Steps that the human resource management will take to ensure that all compensation and incentives are fair and equal to all levels. Step one is to figure out different higher goals for each employee at each level. Keep goals short-term. Let all employees at the lower level know they have the potential to achieve all goals and expectations. Also let them know they lso have the ability to be promoted wit in the company. Also letting all employees know that they are valued in the company. Giving out â€Å"treats† to all employees at the end of a really long work day or work week. Company parties, picnics or celebrations, to let the employees know they are valued in the company. Celebrating the employees birthdays, to let them know that the company remembers them and that they are special. Conclusion In conclusion the paper discussed compensation and incentive for employees at all levels in the company. These employees should be compensated not for their position but how they perform in that position (Snell, 2010). Other companies may give a bonus or compensation for getting hired into the company. Bonuses are given mainly in monetary fashion; they are given also if the employee is at the company for six months or more. The steps that the company will take to keep all incentives for all the different categories and employees fair and equal. What kind of payouts for the different performances in each category. The paper will also include a section on why the compensation is awarded and how they will reward the employee or group (Snell, 2010). How to set the program to handout the incentive and when they will be awarded and how. Categorizing employees is a big job, but also can save on money. Categorizing employees from entry level to CEO is difficult especially if there are several levels. The first step is to categorize employees is to know how many employees are in each level. Also included in the first step is a description of what each employee level is. How many employees there are in each level and how they get the incentive throughout the time they spend in that level. For the entire company goals would be an award of their choosing for working in the company for five, ten, fifteen and twenty and so on years. The awards would be for five years a plaque that says for five years of service in the company and would have the employees name on it. The ten year anniversary would be an award of their choosing, like a stereo or two hundred dollars cash. Every year would have an award that is a little more expensive and elaborate.

Racism Still Alive Today - 1514 Words

Racism: Still Alive Today If one were to drive down any random road in South Carolina today, they might spot a Confederate Flag hanging proudly from a building or a house or even a national monument. The ones who support the display of this flag say that it is more to do with cultural history than racism, however, the history that this flag represents is what motivated Dylann Roof to kill nine innocent people in a South Carolina church in 2015. In this day and age, how did something like the Charleston church shooting massacre occur? This essay will explain how racism, although not as common as it was in the past, still exists today and how this racism is connected to the story of Dylann Roof. Although certain racist laws, such as Jim†¦show more content†¦James Ballinger, Roof had mental illnesses such as Schizoid Personality disorder, social anxiety disorder, Mixed Substance Abuse disorder, and depression. Roof did not know how to interact with people in person so he  "developed violent racist ideologies simply by reading white supremacist websites rather than through real-life interactions†(Post and Courier). Since he did not address his problems, he dealt with his mental illnesses by using white supremacy as a solution. He became infatuated with the thought that African Americans were inferior to whites and he wanted to start a race war with them. He found racist communities online and felt a sense of belonging with people of his skin color. To deal with his own mental illness, he developed a warped sociological imagination that if whites and blacks were pinned against one another, all of the world’s problems would be solved. The Defense council for Dylann Roof stated that Roof was so lonely and depressed that he once â€Å"posted a Craigslist Ad for someone to accompany him to take a historical tour around Charleston†(Post and Courier). A child psychologist testified that he saw the ad and, when he had messaged Roof to get help Roof replied saying â€Å"I am in bed, so depressed I cannot get out of bed. My life is wasted. I have no friends even though I am cool. I am going back to sleep(Post and Courier). However, in court Roof did not let his lawyers defend him because he did not want his lawyers toShow MoreRelatedRacism Is Still Alive Today1238 Words   |  5 Pages2015 Racism in Oklahoma Everyone is different. No matter what you look like, where you came from, or how you grew up. Race does not define a person. Racism issues have appeared throughout many different generations. In Oklahoma, there are factors of events proving that racism is still alive today. Racism is any negative thought or action toward members of a racial minority or any manifestation of racial inequality. 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