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Is Good Sportsmanship a Thing of the Past
Coursework
(Author’s name)
(Institutional Affiliation)
Coursework 1
The article, Is Good Sportsmanship a Thing of the Past, argues that today’s sports lack a degree of sportsmanship, with most sportsmen divulging bad behavior (Ender, 2007). I agree with the points brought across in the article, because I believe that a higher percentage of sportsmen take on sports, not because they love these sports, but because they are looking for a source of income. For that reason, they end up engaging in bad sporting activities hence loosing the essence of sportsmanship. Just as the article explains, the overall level of sportsmanship in today’s sports world is lacking owing to the fact that most players and athletes are not taught the importance of sportsmanship during the first years of training. Most players and athletes have forgotten the importance of engaging in sports as a fun activity, and instead, play sports to win or to gain returns. To combat poor sportsmanship, parents and coaches need to teach their athletes the importance of good sportsmanship at a young age. I do not think that religion plays any role in sports for athletes. Good sportsmanship arises from individual understanding of morals.
Coursework 2
The word renaissance refers to the period characterizing the end of the middle ages from around the 14th century, through to the 16th century (Bailey, 2005). It is a period when the society underwent both a cultural and artistic transformation, hence the rise of modernity. Humanism, on the other hand, refers to a renaissance cultural movement that focused its ideas and beliefs on the human beings (Bailey, 2005). Artists such as Donatello are remembered for their trademark sculptures and painting that supported humanism during the renaissance period. An example of the usage of this is in the two sculptures, Saint Mark (1411-1413) and Kouros (556 BCE). These two pieces of art present the most famous statue sculptures that were developed through the renaissance period. The biggest similarity and correlation between the two is that they are both sculptures of human beings, thus embrace the foundations of humanism. These two pieces of art came from different countries, and for that reason, had different functions. The Saint Mark originated from Florence in Italy and served religious functions whereas Kouros came from Greece and was a representation of the Greek culture.
Coursework 3
Transition into adulthood is a significant part of the human life, as it signifies the climax of human growth and development. Throughout history, there have existed various initiation rites that have been used to welcome people from childhood to adulthood, which vary across the different cultures. In essence, such transitions have different social and religious connotations, as young adults are granted more religious responsibility as well as considered to be sexually mature (Jekielek & Brown, 2005). Societal changes have led to a change in the nature of initiation rites associated with transition into adulthood. Modernity, for example has forced a number of communities to drop their cultural transitional practices such as circumcision for their young adults. As a result, young adults today are not better off than before because they tend to lose their religious and cultural values at a time when these values matter the most. Most young adults do not understand the importance of their transition into adulthood and for that reason are not aware of their responsibilities as young adults. They enter their adulthood without a recognition of the seriousness of this phase in their life time and in most cases end up failing in their performance in adulthood (Jekielek & Brown, 2005).
References
Bailey, D. (2005). Prehistoric Figurines: Representation and Corporeality in the Neolithic.
United Kingdom: Routledge Publishers.
Ender (2007). Is Good Sportsmanship a Thing of The Past? Sportstales. Retrieved from:
http://sportales.com/sports/is-good-sportsmanship-a-thing-of-the-past/
Jekielek, S. & Brown B. (2005). The Transition to Adulthood: Characteristics of Young Adults
Ages 18 to 24 in America. Retrieved from: http://www.prb.org/pdf05/TransitionToAdulthood.pdf
Competence Part A
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Professor:
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Date:
Competence
Part A
Competence is one of the core values that improve the performance of any group or organization. Competence can be defined in several ways, one of which is the ability of individuals or employees within an organization to respond to a variety of situations. In the article titled ‘Organizational competence in the management and support of projects,’ Ken Stevenson offers various definitions of competence. In order to be competent, a person must possess the necessary education, experience; skills and attitudes to enable them to solve problems and come up with ideas (Stevenson). Competence is not only gained through education but also with interactions in formal and informal settings, and it requires that a person goes beyond just the reproduction of the knowledge acquired. They must apply their skills and knowledge effectively. Some of the dimensions of competence include input, process and output competencies (Stevenson). Input competencies relate to a person’s knowledge and skills while process competencies describe the person’s characteristics that make them adept as their job. Output competencies refer to the employee’s ability to perform to expected levels.
Part B
Competence is one of the core ethical values desirable within an organization because it makes management easier when each individual or group can competently carry out their tasks and duties. In any industry or business, there are set standards of competency that individuals and organizations can use to determine their level of competence. When an organization employs competent individuals, they can deliver the expected results and drive the organization to higher levels of success. Organizational management is made easier in the presence of competence because each person will possess the necessary education, skills, experience and attitude that drive them to perform to the best of their ability. Each person and group can be trusted to complete the tasks they have been assigned.
Works Cited
Stevenson, Ken. “Organizational Competence in the Management and Support of Projects.” Proceedings of the Project Management Institute Annual Seminars & Symposium September. 2000.
Main Issue about the compensation and Benefit plan for Texas University
Compensation and Benefit Plan for Texas University
Name
Affiliation
Main Issue about the compensation and Benefit plan for Texas University
The program seeks to address different issue related to the compensation and benefit plan that Texas State University ought to adopt (Cascio, 1992). The plan will also address the compensation approaches as well as other employers’ challenges and benefit exercises such as training and development programs that the organization plans to implement in the future. Health and general benefits that come by excellent services offered by each employee is also discussed in the program. Finally, the benefits that the university will reap from plan are also highlighted (Edwards, 2010).
Goals of Compensation Plans
The organization has various reasons for developing and implementing the compensation plan. First, the system was developed so that the organization can be able to retain and attract employees who deliver excellent services to the organization. This will give the organization chance to improve the reputation internationally as well as increase its production. Since the organization is an educational institution, increasing job motivation will have a positive return to the students (Knoke, 1994). The other goal for implementation of the compensation plan is to ensure that employees feel that they are well paid and compensated equitably for the contribution and efforts to the organization or firm. Rewarding the employees well makes sure that workers are able to handle both academic and non-academic issues in the organization are adhered since the mission of the organization is to offer quality academic courses. Finally, the goal of the compensation plan is to make sure that employee’s motivation is update and job satisfaction, and retention are ensured.
The factors that determine pay
There are several facets that determine the level of pay. For example, workers or Employer deliberation must be maintained in a number of ways such as; When employees compete for talent in shows nationally or locally, they should be paid or rewarded the best way possible to increase their morale (Martocchio, 2013). The level of pay is also determined by the type of talents that employers are competing for like for the above case is hiring a secretary. The level of lead in the market that the employer is striving to gain also determines the level of pay. In addition, the expectation that the organization plans to attain also affects the level of pay.
Alignment with the HRM strategy
One of the HR strategies is to ensure that the organization motivates the employees as much as possible hence; the excellent compensation aligns with the organization HR strategy. For the sake of improving the level of motivation in the organization, payments increase, as well as other benefits like retirement benefits should be promised to the secretary to be employed (Ward, 2010). The organization believes that the best HR policies pave way to employees retention and job satisfaction hence it offers best remuneration.
Suggested Benefits
} Health Plans: The organization plans to improve health plans in the future to cover all employees within the organization
} Retirement Plans: The organization Projects to offer retirement benefits to employees in the future
} Vacation/ time off: The organization plans to offer vacation time off to all the employees (30 days/year)
} Paid Training: All training programs in the future will be payable. This benefit encourages more employees to take part in future training and development seminars and training (Brower et al,. 2008).
} The number of working hours may be reduced in the future.
References
Cascio, W. F. (1992). Managing human resources (Vol. 276). New York: McGraw-Hill.
Edwards, C. (2010). Public sector unions and the rising costs of employee compensation. Cato J., 30, 87.
Knoke, D. (1994). Cui bono? Employee benefit packages. American Behavioral Scientist, 37(7), 963-978.
Martocchio, J. (2013). Employee benefits. McGraw-Hill Higher Education.
Ward, B. (2010). Compensation & benefits survey 2009: Despite overall downturn in economy, RD and DTR salaries rise. Journal of the American Dietetic Association, 110(1), 25-36.
Williams, M. L., Brower, H. H., Ford, L. R., Williams, L. J., & Carraher, S. M. (2008). A comprehensive model and measure of compensation satisfaction.Journal of Occupational and Organizational Psychology, 81(4), 639-668.