Optional Practical Training Essay Samples

Optional Practical Training Essay SamplesIf you are taking optional practical training and you're looking for practical essay samples then you have come to the right place. This is the only website where you can find a large number of essays written by people who went through this kind of training. Also you can get a number of additional information on a particular essay sample.You can find a number of sample essays written by people who passed optional practical training. These include different subjects, however the main focus will be on the subject of opinion. There are so many essay samples written by people who went through this type of training. You can find one for almost any subject.One of the most important things that people take into consideration while writing an essay is the impact the content of the essay will have on the reader. As the writer of the essay, you will need to know the most effective way to give emphasis to all the points you have made. You also need to un derstand the characteristics of the audience you will be writing about. The purpose of the essay sample will depend on these factors.Once you have decided on the subject of the essay, you can go ahead and look for a sample. You will find a number of useful options available online. You can find a number of different essays written by people who passed this training.You can take these essays and analyse them properly. It is the responsibility of the teacher to provide you with essay samples which you can use to check the correctness of your work. You need to check the validity of the opinions stated in the essay sample before you consider it as valid.While going through the sample, you should always ask questions to yourself. Do not believe any essay samples as they may be motivated by the teacher. Onceyou find a number of essays that you think are interesting, you can start looking for more samples. However, you need to remember that it is up to you to check for the validity of the opinions.If you are looking for ideas to write essays for practical training, then you can start searching online for samples. You will be able to find a number of essays written by people who went through this training. A lot of time, effort and research is required to develop the skill of writing essays, but once you have mastered this skill, it is easy to write an essay.

Significance Of The Mediator Find Consensus In Conflict Law Essay - Free Essay Example

Sample details Pages: 5 Words: 1649 Downloads: 2 Date added: 2017/06/26 Category Law Essay Did you like this example? This article examines the significance of the mediator in conflict. Mediation is a process of conflict analysis or conflict management which involves a specially-trained third party the mediator helping people in a dispute to attempt to discuss their situation and resolve it together (Capelos and Smilovitz, 2008). Mediation can happen at many levels, it is based on a third party to try to be an important ingredient of social change aimed at achieving greater harmony and equity between individuals and groups, both within and between societies (Ronald, 2001). Don’t waste time! Our writers will create an original "Significance Of The Mediator Find Consensus In Conflict Law Essay" essay for you Create order In this article, the first aim is to represent the role of the mediator and the importance of the mediator. Then the second part is related to the parties in conflict and the behaviors of them. The third part is talked about the consensus in conflict. The fourth part show how the mediation works in conflict and the process, problems, techniques and benefits of the mediation. The last part is the conclusion of this paper. The mediators help the parties in their negotiations by facilitating a fair process which results in the disputing parties voluntarily reaching a mutually agreeable settlement. The mediator is not a judge and they do not have the right to make decisions or impose solutions on the dispute. The role of the mediator is completely different from that of a judge or an arbitrator. (James G. Zack Jr, 2000). The mediators do not simply listen to the negotiations and write down the words of solutions. In nature, a mediator can be called as a negotiation facilitator. As a neutral negotiation facilitator, the responsibility of a mediator is to offer a comfort environment for the parties to express their points of view, make clear misunderstandings, explore possible solutions and assist the parties to reach an acceptable settlement. The mediator must collect any information regarded as necessary to assist the negotiation process and must drive a solution which satisfies each agent (Benisch and Sadeh, 2005). The mediator is the core part in the mediation process. Without the mediator it is like that the opponent parties are still in dispute with disorder or at a loss what to do. The mediator can give the parties the possible to reach satisfied resolution they want. With the help of the mediator, people can keep control over the resolution of their dispute. An effective mediator has strong inter-personal skills and are adept .in forming quick relationship of trust and understanding with all the parties involved in dispute (Richbell, 2002). In com mon, parties are unfamiiliar with the mediator they chosen. As a mediator, it is necessary to establish trust from their agents quickly then they can build good relationship. In order to build a good relationship with the agents, a mediator should demonstrate that he has empathy with them (Richbell, 2002). The Parties The parties can help the mediator understand the interests of them. The motivation of the parties to seek help from a mediator is rooted in self-interest (Giessmann and Wils, 2009). The mediator needs to know these internets and understand the internets are different between the parties. The parties can not control the mediator, so they often expect the mediator can be fair and responsive during the mediation process. The reactions of the parties to conflict are often different. During the process of mediation the mediator should need to underscores the need of both sides of the parties and put equal effort into understanding their interests. The attitude of one party may be suspicious and unreliable to the other. Goal of one party is to win and for the other to lose. If the power is balanced in conflict, one party may hope to get the run upon; if the power is unequal, the stronger party will hope to dominate the weaker one. Parties are also inclined to assume that any misjudgments on their parties are set up and emphasize the difference between each other verbally or mentally. It is hard to deal with a problem when people are misunderstanding each other, being angry and thinking respectively (Doye et al, 2010). For example, in the conflict from a community organization and a church is related to a dispute about whether leasing buildings to mental health organization in community, people from different parties hold different opinions to each other. The community organization thinks people with mental problems will bring security leaks to the nearby residents. This opinion comes from that people often have a bad impression of mental patients. The church argues that the residents opposite to the church are selfish and their faith is different. Both sides think on their own side. The relationship of them is entangled in discussion of the problem. So, they need a mediator to help them reach a satisfied solution. The Consensus A successful conclusion of a mediation process should be ended in a satisfied agreement through the mediator. The purpose of mediation is to locate issues, clear misunderstandings, find solutions, and negotiate settlement. The mediator should assist the process of negotiation conducted in a collaborative way not a competitive one. Competitive negotiation is a process of win-lose dispute with deadlock as the outcome of negotiation. Collaborative negotiation is a process of win-win dispute with the consensus as the outcome of negotiation. The purpose of people finding help from a mediator should be to settle problems constructively and satisfy the needs of both sides. Decisions of parties may be changed at the end of the mediation because all potential settlements can turn out after mediation. In order to reach an agreement during negotiation, parties may need to make concessions so long as their interests are ensured. For reaching the consensus, mediators should assist the parties t o reconcile their interests or their positions. In the example of community organization and church, the outcome of their dispute may guarantee their interests finally, but both sides of them must have made an acceptable concession to the other. Effect of the mediator Mediation is an effective way for people to save money and time during dispute. Mediation is fair to the parties because the mediators are neutral third parties who do not get interest from the outcome. It is also a confidential process due to the information are not tape-recorded or transcribed. Most important, mediation can avoid lengthy and unnecessary litigation. Mediation offers a setting different from litigation and creates a chance for the parties to participate in the solution of their dispute (Margulies, 2002). The key feature of mediation is that it is private. This enables the parties to talk honestly and about their opinions and opinions on the other parties. The mediator is neutral so that the interest of mediation focuses on helping the parties to reach the settlement of their dispute, by creating a right atmosphere, asking the right questions and building the relationship with trust. During the process of mediation, mediators try to make people trust them and the opponent parties. Building trust is a complex process. People are often unfamiliar with their allocated mediator so different people vary in their willingness to trust their mediator. The mediators often have some personal qualities to promote trust between them and the parties effectively. Besides, mediators also ensure that the parties also have strong faith on the mediation process. Finally, the mediators also try to make the parties trust each other. The more the parties trust each other the more they will devote themselves to promote dispute settlement (George, 2005). An effective mediator of dispute dose not need to be a professional lawyer, but it is necessary for him to have strong inter-personal skills and the ability to form quick relationships of trust with clients. Building a good relationship with parties makes mediators must have some key skills and techniques to be effective. In mediation, mediators often use many methods and techniques to facilitate communication and reconciliation. First, a mediator should be ready to listen to what the parties want to say without interrupting or judgments. During listening, a mediator needs to collect information and encourage people to state all their opinions (Richbell, 2002). The mediator should listen quietly without response until the speakers have had nothing to say. Emotion may be more important than words sometime, especially in a bitter dispute. So, listening can also make mediators understand their perception and feel the emotions of people. The mediators should also avoid reacting to emotional outburst, as it may lead to arguments during the negotiation (Doye et al, 2010). Second, the mediator should keep harmony with the parties. An effective mediator often creates an atmosphere which is comfortable and stress-free to the parties, shows interest and respects to the individuals of the parties by ensuring his or her behaviours are in harmony. Then the mediators also should have the ability to as k effective questions. Best questions are simple and short and useful in gathering information. Next, summarizing is also a valuable method for mediators. Through summarizing, mediators can check their understanding of the parties, find the key issues, change the direction of conversation, and save time. After summarizing, mediators often reframe the statements of parties for reducing unnecessary misunderstanding of the parties. All these skills are committed to avoiding blockages during the course of the mediation. Conclusion Mediation is an effective process for people to save money and time in conflict. Mediation is an essential way for assisting negotiation. When the direct negotiation between the parties breaks down, the best opinion is to find a neutral third party the mediator. Mediation is effective because the mediator is a assistant who is appointed to help the parties solve their dispute, but who dose not get interests from the outcome. Mediation is also called Alternative Dispute Resolution (ADR) because it is a cost-efficient and faithful tool to the traditional methods like litigation and arbitration. Even not every case of mediation work, it remains an effective method for parties to take for avoiding a long and expensive process of settling dispute.

The American Dream in The Great Gatsby and The...

One of the greatest classic novels in American history, F. Scott Fitzgerald’s The Great Gatsby, lends itself to be an indispensible literary work that reinforces and challenges the core values and ideals that Benjamin Franklin expresses in his Autobiography. In the provided passage, the young Franklin arrives in Philadelphia in hopes of becoming a new self-made man and begins his journey with little money and few resources much like Gatsby. After arriving by boat, he tries to pay the people of the boat for his voyage but his payment is initially refused because he rowed the boat in order to get to Philadelphia. Franklin insists that they take his payment and says â€Å"A man is sometimes more generous when he has but a little money than when†¦show more content†¦The hero of The Great Gatsby, Jay Gatsby, also pursues the American Dream of becoming a self-made man like Franklin and models his actions after Franklin. Although Gatsby emulates Franklin’s attention to money, Gatsby ultimately fails in fulfilling his American Dream because his expectations can never satisfy his desires and the society he aspires to join is selfish. Jay Gatsby and Benjamin Franklin share the view that one’s affluence and one’s display of it are the measures of one’s success in achieving his goal. If one truly has the money required to be affluent, there will be no need to display that wealth because others will inherently know that one is rich. In fear of being thought to be poor, Gatsby and Franklin both try to exhibit whatever amount of money they may have even if they do not posses the wealth they truly desire. Franklin searches for items of monetary value in order to accumulate the resources necessary to make a reputation for his name, while Gatsby seeks to acquire the â€Å"old wealth† of East Egg in order to win the heart of his loved one, Daisy. The description of Gatsby’s personal library reveals that he only throws elaborate parties in order to prove to Daisy that he has acquired the money necessary to support a relationship with her, when in reality he can never achieve that status. D uring Nick’s first visit to Gatsby’s mansion for one of his lavish parties,Show MoreRelatedF. Scott Fitzgerald s The Great Gatsby 1303 Words   |  6 Pages Gatsby’s Great American Dream The American Dream in simple terms is the essence of Americanism; it is the belief that social mobility, prosperity, and financial success are attainable by hard work regardless of social class and nationality. The American Dream exemplifies what every immigrant imagines as they walk through Ellis Island or cross the border from Mexico. It is the ethos of America, the defining image of the average upper-middle class family man. This idea of prosperity begins asRead More Death of a Dream in Fitzgeralds The Great Gatsby Essay1480 Words   |  6 PagesGatsby and the Death of a Dream      Ã‚  Ã‚  Ã‚  In The Great Gatsby, Fitzgerald creates the roaring twenties by showing the division of society.   The Buchanans live on one side, East Egg, and Jay Gatsby lives on the other side, West Egg.   The Buchanans belong to the socialites, yet their lives have no meaning.   Gatsby tries to chase the American Dream, yet his idea is tarnished.   He throws parties to try and fit in with the socialites.  Ã‚   Gatsbys pursuit of the American Dream is doomed because he triesRead MoreThe American Dream Through Literature1496 Words   |  6 Pagesof the American Dream. That is, that any person regardless of circumstances of birth can become successful through hard work and persistence, regardless of where they came from. Despite many arguments on whether that’s achievable or not, it continues to be a persistent topic in American culture. As such, the American Dream can be seen though literature, which often is a lens into life during the time of its writing. It wou ld make sense, then, to chronicle the appearance of the American Dream throughRead MoreThe American Dream as Shown Through Jay Gatsby Essay2729 Words   |  11 Pages Jay Gatsby becomes so enthralled in his American Dream and the immoral means that he would use to obtain it, however, that he could not see foreboding events around him. He acts in a manner of obliviousness when many of the people whom he associates with mock him, such as when and an unnamed woman in Gatsby’s house in Chapter VI gives an insincere invitation for Gatsby to come to dinner and, after Gatsby naively accepts the invitation, Tom ridicules him by asking Nick, â€Å"Doesn’t he know she doesn’tRead MoreBrief Survey of American Literature3339 Words   |  14 PagesBrief Survey of American Literature 1. Beginnings to 1700 Great mixing of peoples from the whole Atlantic basin Bloody conflicts between Native Americans (or American Indians) and European explorers and settlers who had both religious and territorial aspirations - Native American oral literature / oral tradition - European explorers’ letters, diaries, reports, etc., such as Christopher Columbus’s letters about his voyage to the â€Å"New world†. - Anglo (New England) settlers’ books, sermons

Employee Recruitment and Selection Practices †MyAssignmenthelp

Question: Discuss about the Employee Recruitment and Selection Practices. Answer: Introduction: The processes that are identified for the recruitment of the workers in the construction industry are obtained from two types of recruitment are internal and external recruitment- internal and external recruitment procedure. The research design utilizes the cross sectional survey design in order to collect; moreover, the quantitative analysis which is cross-checked with secondary source of data. Primary data collection is considered in this research where sixty-two (62) contractors and 30 human resource officers. The sampling technique used is simple random sampling technique. Close ended and open ended question and includes demographic questions and questions related to the Recruitment and Selection issues. The data has been obtained and the analysis is done through SPSS. In internal recruitment, the construction company follows the process of transfers, promotions, job postings and job bidding. However, through external recruitment process the managers of Construction Company utilize the method of advertisement, e-recruitment, employee referrals, employment agencies, labor office and education and training establishment. The conclusion highlighted that after the recruitment procedure, the selection of the staffs are base on the initial screening, interview to the staffs, reference check for the genuineness of the candidate, selection test and then providing them the job offer. It is found from this article that some problem that occurred to the HR department while making the right decision for the recruitment are poor HR planning, ineffective job analysis, poor budget allocation of the cost of recruitment and selection of the employee. The six most used recruitment and selection method in the construction industry are- in-house job postings, newspaper advertisements, labor office, employee referable and radio advertisements. In aspect of the challenges identification in case of staff recruitment in the concerned organization are provision of cost and time of recruitment and selection procedures, lack of human resource department, proper job analysis, proper analysis of the competency level of the candidates, maintaining the employer-employee relationship and finding suitable candidates for certain job locations. Human Resource department of a construction company thus have to do expert analysis for the recruitment of the candidates and assessing their capability, advertising the job vacancy on the public ground, maintaining checklists and detailed description of the available jobs and set strict rule for making selection based on the competency of the candidates. The sample size considered for the research paper is 5 different heavy highway construction firm of the United States. The article do not represented any numeric data and a theoretical interpretation of the survey result has been discussed in this article. There are no hypothesis considered in this research paper and followed a descriptive research design. The main idea of this article is to find out the ways that the HR department of the construction organization to selected skilled laborers to perform tasks on the projects. This research paper also emphasizes on the selection procedure of the candidates within the job seeking pool along with the procedure for implementing improvement recruiting and selection practices. A critical analysis of the recruitment and selection procedure has been carried out so that the most relevant and reliable procedure for the candidate selection can be identified. The article highlights the problem that if the candidates of mega construction project are not selected effectively, the company have to incur the loss of poor retention rates, increased amount of the cost for advertising and recruitment and loss of production. The idea that can be extracted from this research is important factors for recruitment that are- formality, subtlety, and cost along with local and state regulations. The low cost procedure for recruitment is employee referrals in which the employee themselves take the liability to choose suitable candidates for the organizational project. Interview method or a formal approach can be the best but having a drawback that the performance of the candidates cannot be identified properly. Knowledge test and situational assessment can be selected for evaluating the competency and measure the greater insight into the decision making skills of the people. There are some sources to select candidates for construction project are printing advertisement, paid recruitment services, online websites, state employment offices and trade publications. The essay can also include the point that there is a relationship between the number of employee recruited and revenue earned by the organization. HR should look for the demand and complexity of the project and should deign the job vacancy for recruitment. The main idea of this research article is to find out the factors for the construction project success and causes of time and cost overruns. The main role of the contractor is highlighted in this research paper. This research do not considered any research hypothesis but considered primary data analysis in order to find the impact of the contractor in the construction company. The literature review is considered to cross-check the findings of the data analysis. The conclusion illustrate that safety and quality management, environmental policies followed, past performance, management and technical aspects, size/type of pervious projects and experience factors should be present in the contractor in the construction project. The research articles also found that the success factors of the project are adequacy of labor resources, turnover history, adequacy of plant resources, quality policy, size of past project completed and waste disposal. The main idea that can be extracted is that the HR should be liable for selecting reliable contractor. The main reason behind the selection of an efficient contractor is that when organization plans to start a construction project, it is important to choose highly qualified and experienced contractor. In order to hire an efficient contactor, the HR department of a construction company should focus on the following aspects- their policy on quality assurance, occupational safety and health administration rate (OSHAIR) and also look for Health and safety records. The HR should also carefully assess the contract cost and time overruns, past record of conflict and disputes along with failure to complete a contract. These contractors should also have good waste disposal management policy, strong environmental plan and quality of the materials used in the construction project. The concerned department should also give greater concentration on contractors management capability, work programm ing and knowledge of construction methods. Other important factors that should be considered are contractor experience in the region and in the business, type and size of the past completed project. The HR department is also responsible for extracting the details of the adequacy of labor and plant resources. This article highlights the stages that are required for selecting the team in construction project. This article does not take any primary data collection and is based on the secondary data and methods from the experts in the selecting candidates teams from construction industry council. No hypothesis has been formulated and descriptive research design is utilized in this paper. This article also illustrate that the stage one of selecting a construction team comprises of the procedure of formulation of a selection panel, preparing selection objectives, exploring and prioritizing selection factors for the employees, preparing a selection pack and shortlisted the reliable and competent candidates for a construction project. The stage two of the selecting the team comprise of evaluating the short-listed candidates, statement of the quality, interviewing procedure, situational analysis by providing them the tour of the project site and applicant's place of work. The last process of this stage is tanking the candidates and then selecting the most able candidates. This article also elaborates the procedure the HR department after the selection of the candidates of the project. The post-selection process comprises of the process of Expansion and adjustments to the core team and ongoing collaboration. The concept of stage wise planning for recruitment and section procedure can be taken from this article. The prime benefit that can be obtained is to identify any discrepancy in the procedure if the outcome of the selection process does not show any positive result. HR department is liable for formulating a selection panel in which the HR should include the client and end-user of the construction project, third parties and partnering advisors. Thus, idea for important stakeholder for forming the selection panel can be properly designed. This will help HR to take effective decisions for selecting the team for larger project. The essay can include the HR procedure for exploring selecting objectives through barnstorming, Delphi method and ranking the factors that is suggested by the experts. The preparation for the section pack can also be considered through which HR can formulate the scope of the work, mark distribution questionnaire for the interview process and setting the statement of the quality. The important aspect for designing the questionnaire for the candidates of the construction project can also be gathered from this article. The main idea of this article is to highlight the selection aspect of the project managers in the construction sites. No data has been collected in this research; whereas COmplex PRoportional Assessment (COPRAS) methods have been used. This method is used for ranking some aspect of the selection procedure which the decision maker that is the HR department has to make in order to select the most reliable candidate for the project. Only three project managers were selected for using the COPRAS for testing the key attributes based on which the best among the three are selected or three of them ranked. This idea is taken as role of construction project manager in construction sites but is less focused through other research. The research shows that there are six key attributes which should be measured by HR department that are- personal skills, project management skills, business skills, technical skills, quality sills and time of decision making skills. The details about the key aspects for the selection of the project managers can be considered through this research. It is important for the HR department of an organization to select both the low-end workers and high level managers for the company so that all of them collaboratively work for accomplishing the organizational objectives. The sub attributes under each key attributes can also be considered for defining the job roles and responsibility as a managerial position in a construction project. There are managers in every stage of the construction projects like- construction stage, concept stage, realization stage and manpower stage. The research identified for the selection of the project manager is based on the educational qualification, skills like- verbal communications, coping with situation, political sensitivity, delegating authority, ability of conflict resolution diplomacy, enthusiasm and high self-esteem. Another sources that is taken into consideration are dependabili ty, experience in similar kind of project, strong self relevant goals and view and ability to do paperwork according to the regulation followed in the consultation site. HR also looks for conceptual and organizational skills, business skills, project management skills and technical skills of the candidates. Reference List Adu-Darkoh, M. (2014).Employee recruitment and selection practices in the construction industry in Ashanti Region. Ahmed, S., Briggs, K. (2012). Effective recruitment and selection strategies for skilled laborers in heavy highway construction. Alzahrani, J. I., Emsley, M. W. (2013). The impact of contractors attributes on construction project success: A post construction evaluation.International Journal of Project Management,31(2), 313-322. Council, C. C. I. (2005). Selecting the team. InStrategic Forum for Construction. Zavadskas, E. K., Turskis, Z., Tamosaitiene, J., Marina, V. (2008). Selection of construction project managers by applying COPRAS-G method.Computer Modelling and New Technologies,12(3), 22-28.