8 Special Little Words in English Grammar

To be accurate, its not the words themselves that are special; its how theyre sometimes used in sentences. Linguists have assigned names to these distinctive (and sometimes controversial) ways of using eight very common words in English: it, there, should, anymore, be, we, they, and eh. For additional examples and more detailed discussions of the terms, follow the links in bold. Dummy ItUnlike an ordinary pronoun, dummy it refers to nothing at all. In sentences about time and weather (e.g., Its six oclock, Its snowing) and in certain idioms (Its obvious youre having a tough time), it serves as a dummy subject. (For a related use of this personal pronoun, see Anticipatory It.)Existential ThereAnother familiar type of dummy subject is the existential there. In contrast to the deictic there, which refers to a place (e.g., Lets sit over there), the nonreferential there simply points out the existence of something (There is a problem with the network).Putative ShouldUnlike the mandative should, which expresses a command or recommendation (e.g., You should stop complaining), the putative should emphasizes an emotional response to a presumed fact (Its sad you should feel that way). Putative should is heard more often in British English than in American English.Positive AnymoreIn Standard English, the adverb anymore is usually limited to negative or interrogative co nstructions (e.g., She doesnt sing anymore). But in some American, Canadian, and Irish dialects, anymore is also used in positive constructions to mean now or at this time (They go to Maryland on their holidays anymore).Invariant BeA feature of African American Vernacular English (AAVE), invariant be is often misinterpreted as an all-purpose substitute for am, is and are. In fact, because invariant be (as in She be busy all the time) has the special function of marking habitual or repeated activities, AAVE makes a distinction that Standard English cant make by verb tense alone. (See No Time Like the Present Tense.)Inclusive WeIn contrast to the exclusive we, which deliberately leaves out the person whos being addressed (e.g., Dont call us; well call you), inclusive we uses a first-person plural pronoun to evoke a sense of commonality and rapport between a speaker (or writer) and his or her audience (We shall never surrender).Singular TheyMost handbooks still decry the use of they, t hem, or their to refer to a singular noun or an indefinite pronoun (e.g., Somebody lost their keys). But this is probably a losing battle: singular they has been in widespread use since the 14th century.Narrative EhThough strongly associated with speakers of Canadian English, narrative eh isnt exclusively Canadian. This little discourse marker or tag (described by one linguist as virtually meaningless) most often shows up at the end of a sentence--like this, eh?

Cuba And The United States - 1307 Words

Cuba is a nation that formed from a history of colonial and imperial domination. Formal colonial status under Spain ended during the invasion by the United States in 1898, when military and corporate interests made the island a de facto colony of the United States. However, Cuba and the United States have had a long history of both political and military ties; both good and bad. Nevertheless, these ties have played a vital role in the current relationship the United States maintains with Cuba. In the recent years, both countries have continued to work toward a better diplomatic relationship; possibly enhancing the overall success of both Cuba and the United States. The Island of Cuba is located in between the Caribbean Sea and†¦show more content†¦Cuba’s narrow configuration and its close proximity to the Tropic of Cancer give the Island a mild subtropical climate. Since the Island is generally, facing east to west this allows the refreshing trade winds and m arine breezes to flow right through Cuba. Temperatures throughout the year average between 68 and 95 ºF, lowering sometimes to 50 °f. The Eastern region maintains a warmer climate than the western region, both in the summer and winter months. By its geographic situation, Cuba is affected between June and November by the cyclone season. They can affect the island in hurricane form with winds that guest up to 200 km/h and heavy storms. A serious hurricane does not threaten the Island every year. However, in the last few years there have been several severe storms that caused flooding and damage. The communist Political system adopted in 1952, remains in effect today. Under Cuba’s communist state every citizen has the right to participate in discussions of political, social, and economic issues, but that participation is constrained by the chain of command structure of society and government. The Cuban Communist Party (PCC) plays a key factor in the selection of everyone voted into the legislative bodies. Even though Cuba has legislative bodies, their decisions must meet the President needs for his approval. Since Raul Castro is currently President of the Republic, First Secretary of the Cuban Communist Party,

Business Management for Workforce Recruitment - myassignmenthelp

Question: Discuss about theBusiness Management for Workforce Recruitment. Answer: Introduction The success and growth of an organization especially in the production of quality goods and services, the delivery of such services to their clients, the public relations between the organization and the public as well as the innovative power of an organization are dependent on the quality of workforce employed in the organization. Organizations have therefore been faced with different challenges depending on the organizational structures and labor dynamics in the recruitment of quality workforce in their organizations (Naz et al. 2016). This report, therefore, seeks to provide an understanding of some of the challenges faced by Stryker Company or organization in recruiting its workforce and provide recommendations as well to help the company improve on its recruitment strategies in order to attract talented and skilled workforce which is necessary for organizational growth. Overview of the organization and its recruitment strategies Stryker is one of the leading medical technologies companies in the world. The company offers innovative healthcare products and services in orthopedics, medical and surgical equipments as well as terotechnology and spine. Due to the nature of their business the company or organization the organization has been developing recruitment strategies that will help them attract and recruit talented and skilled workforce (Aravamudhan Krishnaveni, 2015). Its mission is driven towards making health care in Australia and in other parts of the world better. It is reported that the success of the company has been as a result of the organizational capacity to recruit people or a workforce that has the right innate talent and therefore the company works in partnership with the Gallup organization or company to develop a talent-based selection technology for suitable candidates. The company central corporate strategy is resourcing for growth through attracting and retaining a high performing and s elf-motivated workforce (Gavrel, 2015). The company, therefore, is seeking for the best in their recruitment process and the company Human resource director argues that they would rather not employ or recruit than lowering their expectations for the organization in regard to its recruitment standards. Challenges faced by the company in their recruitment The organizational image One of the most attractive features in the recruitment of employees is the organizational image. The labor market has greatly changed and employees are no longer interested so much in the salaries and other material benefits arising from a company but in the pride of being a member of that company. The organizational image refers to the peoples global perspective or impression of an organization and its very important as it acts as the brand of the company during recruitment by adding value to the job beyond the attributes of the job itself (Colley, 2014). Stryker Company has been known for its ability to attract innovative workforce or talented workforce which meets the company expectations. The HR director as quoted above says the company rather not recruits than to go against the expectations of the company. However the labor market is characterized of the semi-skilled workforce and the innovative minds are not many in the industry where competition and quality are so much emphasi zed as it is the case of the healthcare sector (DeVaney, 2015). Due to that impression that the company can only recruit the qualified workforce or the innovative persons it has become very hard to attract or recruit the required workforce with the rising demand for quality products and services in the healthcare sector. The current market labor demand and supply conditions The labor market is currently experiencing major changes due to the increasing demand for workforce in different sectors. Therefore is necessary for the organizations to forecast their current and future staffing needs by the use of strategic human resource planning. The current labor market in the health sector in Australia is characterized by an increased shortage of labor and especially in areas where skilled or expertise is required (LIESEM, 2017). There is increased growing need for quality health care services in the country and globally especially among the aging population. Labour supply, in this case, is the amount of labor required by a company or organization to meet its business objectives. It is however expensive to make new recruits than to improve the existing skills of existing employees. Human resource managers, therefore, need to understand the turnover rates and the labor dynamics in the market (Frazis, 2017). Therefore the company has faced a great challenge due t o a shortage of labor force especially the skilled workforce which is the first priority o the company in their recruitment process. This calls for effective use of the strategic human resource planning into managing the existing workforce and forecast the future needs. Demographic issues affecting recruitment of workforce The current labor market not only in Australia but also in other parts of the world is characterized by a number of demographic issues which have posed a great challenge to the human resource department in the recruitment of the required workforce (Dahlen, 2015). These demographic issues include issues related to the aging population in the organization workforce, the generation Y or the millennial generation as it is commonly referred to and the increased diversity in the workforce. One of the great responsibilities of the Human resource department in any organization is to create an enabling environment where the recruited workforce will collectively work together in achieving the goals and objectives of the company. Diversity in a workforce has great importance as different people and different value to the organization the company, therefore, faces a challenge of having a diversified workforce as it is composed of experienced aged and innovative employees (Alameddine et al. 2017) . The labor force has increasingly become diverse which has necessitated the organization to change their approaches to management or their workforce. The company due to the fact that it recruits talented and innovative minds, there is a great tendency that these people will stay for a long period in the organization (Brown et al. 2014). An aging workforce means that there is a greater concentration of aged people in the workforce and requires the human resources to develop management strategies for the aged population through training, occupational health care and employment benefits which in turn increase operational costs for the company. There exist intergenerational conflicts as the aged population or workforce may seem to block the path of progression for their younger colleagues. The company also has a great challenge of recruiting the young generation or Generation Y as commonly known. The young generation brings about great management challenges to the human resource managers (Kahn, 2015). This generation is feared by many organizations despite bringing new talents and innovative minds to the organization which will add mo re value to the organization as they usually have high expectations from their employers which seem to give the human resource managers more pressure. They are also focused on their immediate future than looking into their long-term future with the company yet recruiters are looking for a workforce that will provide long-term support and value to the company (Wilson Spoehr, 2015). This has been a great challenge as the company is seeking for these young innovative minds yet their management may be difficult in the organization. Recommendations For the company to manage these challenges and have a smooth recruitment and employee transitions in the organizations to adopt effective strategies which will address these challenges. The company is recommended to provide the kind of opportunities for training and career progression which the young generation is longing for (Clemens et al. 2015). This will give them confidence that they will grow in their careers and therefore encourage them to offer their innovative skills. They should ensure there is a balance between the young employees in the company as well as the aged population who may not take an active role but guide the young professionals such a strategy will minimize intergenerational conflicts in the organization (Taylor et al., 2016). It is also recommended that the company should embrace the culture of diversity among its employees such a culture helps to create the organizational image or reputation which can be used to attract new workforce in the competitive marke t. Lastly, the company needs to effectively use strategic human resource planning technique to forecast the current and future staffing needs of the company. Conclusion The labor markets have become very competitive and dynamic and therefore the human resource managers of different organizations need to develop effective strategies in planning for their recruitment. It is important that above all things that the organization creates a positive organizational image and culture as that will greatly influence the potential candidates willingness to apply for specific advertised positions. They should also understand the current dynamics which have shifted most recruitment strategies through online platforms which include company websites, specialized job boards, job search aggregators which have been developed to match potential candidates with the required skills by matching their skills with the advertised requirements. References Alameddine, M., Chamoun, N., Btaiche, R., El Arnaout, N., Richa, N., Samaha-Nuwayhid, H. (2017). The workforce trends of nurses in Lebanon (20092014): A registration database analysis. Plos ONE, 12(8), 1-10. doi:10.1371/journal.pone.0182312 Aravamudhan, N. R., Krishnaveni, R. (2015). Recruitment and Selection Building Scale: Content Validity Evidence. SCMS Journal Of Indian Management, 12(3), 58-73 Brown, M., Pitt-Catsouphes, M., McNamara, T. K., Besen, E. (2014). Returning to the workforce after retiring: a job demands, job control, social support perspective on job satisfaction. International Journal Of Human Resource Management, 25(22), 3113-3133. doi:10.1080/09585192.2014.919951 Clemens, M. A., Graham, C., Howes, S. (2015). Skill Development and Regional Mobility: Lessons from the Australia-Pacific Technical College. Journal Of Development Studies, 51(11), 1502-1517. doi:10.1080/00220388.2015.1028537 Colley, L. (2014). Understanding Ageing Public Sector Workforces: Demographic challenge or a consequence of public employment policy design?. Public Management Review, 16(7), 1030-1052. doi:10.1080/14719037.2013.771697 Dahlen, H. h. (2015)."Aging Out" of Dependent Coverage and the Effects on US Labor Market and Health Insurance Choices. American Journal Of Public Health, 105S640-S660 DeVaney, S. A. (2015). Understanding the Millennial Generation. Journal Of Financial Service Professionals, 69(6), 11-14. Frazis, H. f. (2017).Employed workers leaving the labor force: an analysis of recent trends. Monthly Labor Review, 1-14 Gavrel, F. (2015).Participation, Recruitment Selection, and the Minimum Wage. Scandinavian Journal Of Economics, 117(4), 1281-1305. doi:10.1111/sjoe.12106 Kahn, L. M. (2015). Skill Shortages, Mismatches, and Structural Unemployment: A Symposium. ILR Review, 68(2), 247-250. doi:10.1177/0019793914564960 LIESEM, K. (2017). Generation Y and the World of Work in the Future. Journal Of Media Research, 10(1), 3-12. Naz, F., Aftab, J., Awais, M. (2016).Impact of Human Resource Management Practices (HRM) on Performance of SMEs in Multan, Pakistan. International Journal Of Management, Accounting Economics, 3(11), 699-708 Taylor, P., Earl, C., McLoughlin, C. (2016).Recent public policy and Australian older workers. Australian Journal Of Social Issues (Australian Social Policy Association), 51(2), 229-247 Wilson, L., Spoehr, J. (2015).Social inclusion under Labor in South Australia. Australian Journal Of Social Issues (Australian Social Policy Association), 50(2), 159-170