An examination of the importance of going onto higher education and the impact that has on employability?

I am going to explore to what extent does attending university (higher education) have an impact on the graduate's employability. There are three sub research questions I will be focusing on. Firstly, I will be analysing the benefits and problems there are of going onto university in the hope of increasing employability. In order, to do this I will be identifying the relevant corpus of academic and policy related literature and documentation concerning university and employability. The reason for this is that it is vital to realise that it's still important to assess existing knowledge that's associated with education and compare it with my research. Secondly, I will be focusing on to what extent has investing in a degree and other financial costs such as accommodation for example with going onto university has achieved the desired outcome for degree graduates. To find out this information, I will be looking at degree graduates, and how they believe their employability has affected their employability. Finally, I will be looking at how 18 years not going onto HE, to what extent has that helped their desired outcome. I am now going to briefly explain the structure of my report. I will now provide a critical literature review analysing policy documents and academic literature and review what others have done. This will show how my research fits in with what others have done about my subject. This is my first research objective as I've mentioned earlier. I will then explain my research project and methodology used to gather and analyse data. After, I have decided my methodological approach; I will then report my research results. I will undertake a critical analysis of public perceptions and carry out a small study, and provide evidence in my appendix to verify my research results. I will then discuss my findings in a critical manner and relate my results back to the literature material. In my ethical form under proposed methodology, I mentioned that I would find out information by not only questionnaires and face-to-face interviews, but also surveys. I have decided not to do surveys and face-to-face interviews the reason being is that it is very difficult to access surveys associated to my area of study. Moreover, the time and money spent on getting this information would hinder time being spent on my study. Therefore, as a result I have decided to exclude the use of surveys in my research. I am not doing face-to-face interviews because of the availability of time for other students to be available to answer questions. In order, to resolve this problem I am going to add open-ended questions in my questionnaire to get insight. Progressing onto university (higher education) can greatly enhance wherever you want to go in the future. The reason for this is, that it illustrates to employers the ability to acquire information in a specialised subject. (Directgov. 2005. ‘ The benefits of higher education' [online] Available from http://www. direct. gov. uk/en/EducationAndLearning/UniversityAndHigherEducation/index. htm [Accessed 3 Jan 2007]) Therefore, this stands to reason graduates coming out of university and entering employment will have higher earning potential to those who don't go on to higher education. However, in a report in the telegraph it stated that a third of university graduates are in jobs that do not require a degree in 2004-05. This brings out the question; does it really enhance career prospects? In the same article, Boris Johnson says about a degree. ‘It is a wonderful thing to have irrespective of the kind of job you are doing. ‘ I am very critical of this statement because the main reason of going into higher education is to enhance your career. What is the point of attaining a degree, if it doesn't? (Smith. H {25th July 2006} ‘Third of graduates in non-graduate jobs' Telegraph [online] Available from http://www. telegraph. co. uk/news/main. jhtml? xml=/news/2006/07/23/nuni. xml Accessed 17th December 2006]) Is it right from degree graduates to find difficulty in finding graduate jobs and fall into ‘non-graduate jobs'? In which they could of entered prior going to university and without the associated financial costs? I aim to find out the value of a degree in the economic market and whether it is actually worth it considering the New Labour's target of 50% for 18-25 year olds to enter HE. The more graduates flooding the market, the less graduate jobs would be available? There are contrasting views of going into higher education. The article written by Directgov provides a biased view of higher education, in my opinion. The reason being is that Directgov is a site produced by the Central office of Information, associated with the government. As a result, it will would emphasis the benefits of the HE, and they would do this to reach their target of 50%. In contrast, to the telegraph newspaper, there could be a tendency to over exaggerate words and statistics, in order to engage the ready and boost sales. I have chosen this topic of research as education as it affects not only me but also people around me. I am investing my time and money in a degree in the hope of attaining a qualification, which will enhance my career prospects, but in the current climate, it may not. Therefore, which is the best route for a successful career (a graduate/non-graduate) and does it matter? I will explore and come up with conclusions to these questions later on in my report, by collecting and analysing information. I will be gathering both quantitative and qualitative data. Quantitative data is data in which can be categorised and have a numerical relationship. Whereas, qualitative data the information can't be categorised numerically, the data type is unstructured and may involve long sentences. (Becker S and Bryman A. 2004. ‘Understanding research for social policy and practise' pp 403-4) Quantitative research illustrates indicators to act as a measure that can stand for a point. Therefore, it can show relationships between variables (independent and dependent. ) For example, if the taxes are increased these would mean that there would be more financial muscle for public services. The questionnaires that the people fill in will help provide this type of information and to show correlations between variables. In contrast, to qualitative data where the main aim is to understand people's beliefs, values and behaviour. The qualitative data I will gain from face to face interviews will help me to explain the quantitative data. (Becker S and Bryman A. 2004. ‘Understanding research for social policy and practise' pp 92-7) I am going to ask ten people who are graduates and that are a non-graduate on their views on higher education. This will aid me into find finding some conclusions on this issue. There is a different questionnaire for graduates and non-graduates . The questionnaires are available in the appendix. Prior to giving out my questionnaires I had to pre test these questions to check that they are as clear as possible. I did this by asking the general public on their views and amending any necessary faults in the questions. I have to reassure the sample of respondents that I will not disclose any personal details and that the research details will remain confidential. In my questionnaire, I didn't ask for their name, as I see that it is of no relevant to the study. I am now going to discuss the results I have discovered in my research. In the first section of the questionnaire, I have included a question about the respondent's ethnicity. In my opinion, this is a question worth asking, because of evidence being illustrated that there is a trend. Gary Craig, professor of Social Justice in 2002, interviewed 16-18 year olds about their experiences of not being in education. ‘ Of the 64 young people interviewed, 41 were of African- Caribbean, Pakistani and Bangladeshi origin. Craig G and Britton L. 2002. ‘Missing connexions'? Bristol/York: The policy press 4 (2) p. 39-41) This is backed up by my research as, only 10% of the university graduates I interviewed were black. Despite, the figures the research done by Gary Craig, can't be completely related to my research as he interviewed the 16-18 year old category. Despite, Gary Craig focusing on a different age category to me (18 and onwards), the issue of the high number of African Caribbean not going onto HE, in comparison to other ethnic groups, stems from an early age. An article in the Times shows that only 27% of African- Caribbean achieve five or more GCSEs at grades A*-C. (Baldwin T. {13 March 2005} ‘ It's not race that keeps black boys back' The Times [online] also available from http://www. timesonline. co. uk/tol/comment/article426390. ece [Accessed 2nd January 2008]) In the same article it is mentioned that Trevor Phillips the chairman of the commission for racial equality. He did an experiment and found that black boys performed 12% better from all different races. This has sure to raises eyebrows with comprehensive secondary schools. In 1956, labour politician Anthony Crosland, introduced the idea that the pupils in secondary schools be streamed into separate classes according to their academic ability. ‘ In my opinion, with the influence of Trevor Phillips's findings, I think we should question the way the pupil are ‘streamed. ‘ (Alcock P. 2003 ‘ Social Policy in Britain,' Second edition pp. 44-5) The reasons why graduates decided to go to university were to increase their chances of employability, higher earning potential and enhance personal development, as I expected. Whereas, the non-graduates suggested that they didn't have the discipline and motivation to stay in education any further. They also felt that they weren't getting anything out of the years they had stayed in education before they left. In 2006, a study from the department for education and skills (DfES) found that the earnings between graduates and being educated at A Level is 45%. (Prospects Career Service Desk. ‘ How do graduates and non-graduates salaries compare? ‘ Available at http://www. prospects. ac. k/cms/ShowPage/Home_page/Main_menu___Research/Labour_market_information/Labour_market_FAQs/How_do_graduate_and_non_graduate_salaries_compare_/p! elkFpLg;jsessionid=a630e2bd2c3b6b3225f1 [Accessed 2nd January]) The public perception of the benefits of going onto HE still remains and is clearly shown in my research. In the second question, I asked the respondent's to answer on a scale of 1-10 to answer how had a university degree helped their career. The mean answer yie lded a value of 8. 7, in comparison to the non-graduates with a value of 4. 5. This shows that the public are aware of the benefits and importance of HE. The reasons included that the graduates felt they took their education as far as they can, to enable them with to have the best opportunities as possible. One candidate actually mentioned Labour's government target of 50% of 18-25 year olds going into HE, which meant the value of a degree, is still invaluable. In contrast, to the non-graduates they stated that since they didn't follow through with education, they were left with limited opportunities that have affected their career. 60% of the candidates mentioned that they were always going to be second best to those who gone into HE. Despite, all the benefits of going into HE, in the current climate it is difficult to find jobs for graduates. In the article, in the telegraph it mentioned that over a third of graduates were in jobs in which they couldn't see the benefits of being a graduate in the first place. (Smith. H {25th July 2006} ‘Third of graduates in non-graduate jobs' Telegraph [online] Available from http://www. telegraph. co. uk/news/main. jhtml? xml=/news/2006/07/23/nuni. xml [Accessed 17th December 2006]). My research illustrates this point as only 40% of the graduates felt that they have been helped with investing in HE. The remaining felt that their university degree hasn't helped them as yet, but will do in the long run. The graduates have faith with the opportunities of HE, despite being in a current role, in which they couldn't see the benefits of HE. 95% of the total respondents would recommend an 18 year old to enter HE. The graduates felt that it is essential for personal development, two candidates mentioned ‘ to find yourself. ‘ Going onto university does have many benefits, like expanding you social scene, broadening horizons and learning more about the world we live in. These benefits help graduates in choosing the right and suitable path they want to go in terms of a job, because of the job prospects. In my opinion and my research shows this is that HE is important in the economic market. The literature documents I have used, doesn't mention the class of students who got 1st, 2. 1 etc. This could explain why graduates were in ‘ non-graduate' jobs. The research they have provided could have been more extensively. As we all know, the majority of university students are not going to get 1st class degree, as a result, they may not get their desire job. The job market has become such a competitive, as more and more students are going into HE. Therefore, it is becoming increasing likely that graduate jobs are going to be offered to those who have graduated with a 1st class from a top university. This raises the issue, why is the government raising the tuition fees and still wants people to go into HE? Is it right for someone who is attending university with the exception of Oxford pay the same fees? These are issues, which still need to be considered, because of university league tables. The university league tables have enabled employers to judge how well universities are doing. Therefore, is it right that the university which is last in the table be paying the same fees as the university at the top, whilst the job opportunities would be reduced? This area is very broad and brings about different questions, which still need to be looked. When New Labour took over they said their priorities is ‘education education education. ‘ Blair was quoted, as saying he wants to still ‘technocratic values,' in which he wants the country to be as educated as possible, which in turn would have a positive effect on the economy. To what extent does attending university have an effect on the graduate's employability? From my research, I have gathered that HE does help you in terms of employability, to what extent? It depends on the individual, if they are attending at a good university and enter the job market with a good class degree. There is no reason that the HE, can increase employability and the individual's career. The full extensive benefits of HE can be seen, if the individual makes use of this education to the best of their ability. It all depends on the individual.

Goals: Lawyer and Middle School Teachers Essay

What makes goals so important to people’s lives? Beginning elementary I remember teachers always asked me â€Å"what do you want to be when you grow up? † I said â€Å"I do not know. † At a very young age when you just begin school kids being three and four kids say a fairy, prince or something. Growing older getting into middle school teachers asked me again â€Å"what is it that you want to be when you grow up? † my answer kind of changed the second time around, I said â€Å"a doctor† but that was because I thought they were cool and made a lot of money; copying everyone’s idea actually. High school finally came around it was more serious, my teacher once again asked me â€Å"what are you wanting to major in? † I said â€Å"oh, I’m debating right now. † He then said â€Å"debating? Are you serious right now? What is it that you enjoy? Any hobbies, favorite subject? † I thought about it and realized were he was going with that. It came to me; I want to be a lawyer, I love history, government, arguments, anything that has to do with law; being a lawyer. Mr. Wright said â€Å"now that you know what you want to be, what goals do you have to get there? † Then thats were I started to think about my steps to accomplish were I want to be in the future; my goals. My long term life goals are to get the highest degree in college, become a lawyer, and further myself to become a judge. My first goal is to finish college with a jurist doctor degree. I am currently attending Eastfield College in Mesquite, Texas to gain my associate degree. I will then transfer to Southern Methodist University (SMU). My major is family law which I will do seven more years of school after my associate’s degree to obtain the jurist doctor degree. The next goal I have is to get into law school by passing the LSAT as well as completing my legal education. Law school is a total of two years or more after achieving the bachelor’s degree. I plan on then studying to pass the bar exam to further myself to become a judge. My last goal is before I strive to be a judge I must get elected to the court by the people. I then will complete the judgeship training. After all those steps are complete, I will then be able to have my own name plaque as Judge De La Torre. I’ve calculated the total years I would be in school is eight years, by the time I finish all these goals I’ll possibly be in my mid-forties. My mother always said â€Å"days will pass, if you do not do nothing now by the time your old you will have nothing done and you will wish you could go back in time, but it will be to late; so do it now so when you become old you will be someone in life, Its mind over matter. † I always think about that; like your in school why not learn, your there anyway might as well do something. Life is difficult and hard but I know to get were you want the person must not care and do any obstacles that come across someone. As for myself I don’t care how long it takes or how hard. I will do what it takes. I plan to accomplish every element I can to achieve a jurist doctor degree, pass the LSAT and the bar exam, get elected into the court. People who state what they want as a goal should know although it is not easy the risk is worth it.

A Human Resources Management System Essay

A Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin from software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. A Human Capital Management Solution, Human Resources Management System (HRMS) or Human Resources Information System (HRIS), as it is commonly called is the crossing of HR systems and processes with information technology. The wave of technological advancement has revolutionized each and every space of life today, and HR in its entirety was not left untouched by it. What started off with a simple software to help improve the payroll processing of an organization, or a software to track the employee work timings has grown to become the Human Resources systems that helps improve the process efficiency, reduces the cost and time spent on mundane tasks and at the same time improved the overall experience of the employees and the HR professionals. In short, as the role of Human Resources function evolved, HR technology systems also changed the role they were playing. The function of human resources (HR) departments is administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Management of â€Å"human capital† progressed to an imperative and complex process. The HR function consists of tracking existing employee data, which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before client–server architectures evolved in the late 1980s, many HR automation processes were relegated to  mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service (SaaS) or human resource management systems enabled higher administrative control of such systems. Currently human resource management systems encompass: 1. Payroll 2. Time and attendance 3. Performance appraisal 4. Benefits administration 5. HR management information system 6. Recruiting/Learning management 7. Performance record 8. Employee self-service 9. Scheduling 10. Absence management 11. Analytics The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and  development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to â€Å"read† applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to: produce pay checks and payroll reports; maintain personnel records; pursue talent management. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass: analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants. The significant cost incurred in maintaining an organized recruitment effort, cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system, or ‘ATS’, module. The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a â€Å"learning management system† (LMS) if a standalone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. Sophisticated LMS allow managers to approve training, budgets and calendars alongside performance management and appraisal metrics. The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance  record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. Many organizations have gone beyond the traditional functions and developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above. Assigning Responsibilities Communication between the Employees. The Analytics module enables organizations to extend the value of an HRMS implementation by extracting HR related data for use with other business intelligence platforms. For example, organizations combine HR metrics with other business data to identify trends and anomalies in headcount in order to better predict the impact of employee turnover on future output. Management of Employee Turnover and Employee Retention Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. A distinction should be drawn between low performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees. Employee turnover is a symptom of a deeper issue that has not been resolved. These deeper issues may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed. In a business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from  key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn’t always the case. Employers can seek â€Å"positive turnover† whereby they aim to maintain only those employees who they consider to be high performers. In human resources context, turnover or staff turnover or labour turnover is the rate at which an employer loses and gains employees. Simple ways to describe it are â€Å"how long employees tend to stay† or â€Å"the rate of traffic through the revolving door†. Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers. Companies also often track turnover internally across departments and divisions or other demographic groups such as turnover of women versus turnover of men. Retention Programs It is important to first pinpoint the root cause of the retention issue before implementing a program to address it. Once identified, a program can be tailored to meet the unique needs of the organization. A variety of programs exist to help increase employee retention. Career Development – It is important for employees to understand their career path within an organization to motivate them to remain in the organization to achieve their personal career goals. Through surveys, discussion and classroom instruction, employees can better understand their goals for personal development. With these developmental goals in mind, organizations can offer tailored career development opportunities to their employees. Executive Coaching – Executive coaching can be used to build competencies in leaders within an organization. Coaching can be useful in times of organizational change, to increase a leader’s effectiveness or to encourage managers to implement coaching techniques with peers and direct reports. The coaching process begins with an assessment of the individual’s strengths and opportunities for improvement. The issues are then prioritized and  interventions are delivered to target key weaknesses. Assistance is then provided to encourage repeated use of newly acquired skills. Motivating Across Generations – Today’s workforce includes a diverse population of employees from multiple generations. As each generation holds different expectations for the workplace, it is important to understand the differences between these generations regarding motivation and engagement. Managers, especially, must understand how to handle the differences among their direct re ports. Orientation and On Boarding – An employee’s perception of an organization takes shape during the first several days on the job. It is in the best interest of both the employee and the organization to impart knowledge about the company quickly and effectively to integrate the new employee into the workforce. By implementing an effective on boarding process, short-term turnover rates will decrease and productivity will increase. Women’s Retention Programs – Programs such as mentoring, leadership development and networking that are geared specifically toward women can help retain top talent and decrease turnover costs. By implementing programs to improve work/life balance, employees can be more engaged and productive while at work. Exit Interview and Separation Management Programs Retention tools and resources Employee Surveys – By surveying employees, organizations can gain insight into the motivation, engagement and satisfaction of their employees. It is important for organizations to understand the perspective of the employee in order to create programs targeting any particular issues that may impact employee retention. Exit Interviews – By including exit interviews in the process of employee separation, organizations can gain valuable insight into the workplace experience. Exit interviews allow the organization to understand the triggers of the employee’s desire to leave as well as the aspects of their work that they enjoyed. The organization can then use this information to make necessary changes to their company to retain top talent. Exit interviews must, however, ask the right questions and elicit honest responses from separating employees to be effective. Employee Retention Consultants – An employee retention consultant can assist organizations in the process of retaining top employees. Consultants can provide expertise on  how to best identify the issues within an organization that are related to turnover. Once identified, a consultant can suggest programs or organizational changes to address these issues and may also assist in the implementation of these programs or changes. Employee retention best practices By focusing on the fundamentals, organizations can go a long way towards building a high-retention workplace. Organizations can start by defining their culture and identifying the types of individuals that would thrive in that environment. Organizations should adhere to the fundamental new hire orientation and on boarding plans. Attracting and recruiting top talent requires time, resources and capital. However, these are all wasted if employees are not positioned to succeed within the company. Research has shown that an employee’s first 10 days are critical because the employee is still adjusting and getting acclimated to the organization. Companies retain good employees by being employers of choice. Recruitment- Presenting applicants with realistic job previews during the recruitment process have a positive effect on retaining new hires. Employers that are transparent about the positive and negative aspects of the job, as well as the challenges and expectations are positionin g themselves to recruit and retain stronger candidates. Selection- There are plethora of selection tools that can help predict job performance and subsequently retention. These include both subjective and objective methods and while organizations are accustomed to using more subjective tools such as interviews, application and resume evaluations, objective methods are increasing in popularity. For example, utilizing biographical data during selection can be an effective technique. Biodata empirically identifies life experiences that differentiate those who stay with an organization and those who quit. Life experiences associated with employees may include tenure on previous jobs, education experiences, and involvement and leadership in related work experiences. Socialization- Socialization practices delivered via a strategic onboarding and assimilation program can help new employees become embedded in the company and thus more likely to stay. Research has shown that socialization practices can help new hires become embedded in the company and thus more likely to stay. These practices include shared and individualized learning  experiences, activities that allow people to get to know one another. Such practices may include providing employees with a role model, mentor or trainer or providing timely and adequate feedback. Training and development- Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. In fact, dissatisfaction with potential career development is one of the top three reasons employees (35%) often feel inclined to look elsewhere. if employees are not given opportunities to continually update their skills, they are more likely to leave. Those who receive more training are less likely to quite than those who receive little or no training. Employers that fear providing training will make their employees more marketable and thus increase turnover can offer job specific training, which is less transferable to other contexts. Additi onally, employers can increase retention through development opportunities such as allowing employees to further their education and reimbursing tuition for employees who remain with the company for a specified amount of time. Compensation and rewards- Pay levels and satisfaction are only modest predictors of an employee’s decision to leave the organization; however organizations can lead the market with a strong compensation and reward package as 53% of employees often look elsewhere because of poor compensation and benefits. Organizations can explicitly link rewards to retention (i.e. vacation hours to seniority, offer retention Bonus payments or Employee stock options, or define benefit plan payouts to years of services). Research has shown that defined compensation and rewards as associated with longer tenure. Additionally, organizations can also look to intrinsic rewards such as increased decision-making autonomy. Though this is important, employers should not Effective Leaders- An employee’s relationship with his/her immediately ranking supervisor or manager is equally important to keeping to making an employee feel embedded and valued within the organization. Supervisors need to know how to motivate their employees and reduce cost while building loyalty in their key people. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships  with their subordinates. Executive Coaching can help increase an individual’s effectiveness as a leader as well as boast a climate of learning, trust and teamwork in an organization. To encourage supervisors to focus on retention among their teams, organizations can incorporate a retention metric into their organization’s evaluation. Employee Engagement- Employees who are satisfied with their jobs, enjoy their work and the organization, believe their job to be more important, take pride in the company and feel their contributions are impactful are five times less likely to quit than employees who were not engaged. Engaged employees give their companies crucial competitive advantages, including higher productivity and lower employee turnover.

How Globalization has strengthened the Hands of Businesses over Essay

How Globalization has strengthened the Hands of Businesses over Industries in Developing Nations to the Failure of Environmental Policies on Global Warming - Essay Example Globalization has set in and there is a worldwide movement towards financial, economic, communication and trade integration. There is a universal opening of local and nationalistic outlooks to broader perspectives of an interdependent and interconnected world. This has enabled free transfer of goods, capital and services across all national frontiers. Despite the immense advantages that globalization of business operations across the world has caused, there are a number of negative externalities if exercised indiscriminately. Other than having worrying impacts on economic development of some economies, globalization has created implicit, negative pressure on environmental sustainability. This work looks at the intricate relationship that globalization has in strengthening the hands of businesses over industries in developing nations to the failure of environmental policies to keep up with the challenges of global warming. Due to globalization, small firms in the developing world have broken free from the bounds of industries they fall under in their countries of origin. The neo-liberal idealism that business premises have embraced since its proposal by classical liberals like David Ricardo and Adam Smith has changed the business perspectives both in the developed and developing economies in a mega way. Since the 18th Century, long before the current state of globalization of economy, neo-liberal ideal has created a self-regulating market (Sliwa, et al., 2000). The difference between the times in the 18th Century and the 21st century is that the degree of embracing neo liberal economy by enterprise and individuals. The laissez faire markets that have been created by the aspect of economic globalization has created freelance of firms. The extent to which the industry has control over the activities of businesses under it is curtailed and limited. In the long run, there are challenges in regulation and i mplementation of policies intended to create sanity in the businesses’ operations. Before globalization took root to the extent it has presently, industries acted the same position monarchs performed in the earliest economic developments. Industries have for a long time presided over the mercantilism duty of monarchs who exercised close to complete control over the earliest economies. Whereas monarchs did this control of economies and all governance factors by amassing large quantities of gold for bellicose purposes, industries perform market regulation by instituting and implementing laws and regulations. The regulations and legal guidelines are geared towards keeping the firms operating in a particular industry in check. In the contemporary world, there is greater need for businesses to portray responsibility in the face of numerous environmental challenges. Developing countries have suffered most due to cases of global warming although they have contributed the least in cr eating the global menace. Economic growth in developing countries has incessantly become faster and the amounts of emissions make it necessary for the nations to strategize on the means of reducing emission of greenhouse gases. Using the current projections, the developing countries will contribute to over half of the greenhouse gases produced in the world if not controlled (Bergita, 2012). Despite the bleak projections, the developing countries have several strategic alternatives where benefits outweigh costs.

A Report on Social Marketing Campaign Essay Example | Topics and Well Written Essays - 2000 words

A Report on Social Marketing Campaign - Essay Example The spread of HIV and AIDS is mainly caused by social and health problems, therefore social marketing offers mechanisms for solving such problems through encouraging people to live healthier lifestyles. According to Kotler & Roberto (1989); Rogers (1995), the idea of diffusion and social marketing has been transformed to form strategies for use by the public throughout Asia, Africa, North America and south America. According to the United Nations, in the past two decades 60 million people have been infected by HIV/AIDS and reportedly 20 million deaths have been reported. Ninety-five percent of the infected population presently live in developing countries. The report on the Global HIV/AIDS Epidemic, UNAIDS (2002) warned that unless prevention and treatment measures are put in place and followed diligently, over 68 million people would die in the next 20 years. Established cases of HIV/AIDS infection have increased in occurrence throughout different region and numerous countries repor t severe HIV epidemics amongst injecting drug users (IDUs). The countries with high frequency of HIV infections among IDUs are Myanmar, Thailand, Indonesia, Nepal, Malaysia, Vietnam, China, India and Iran. Justification One of the major HIV/AIDS epidemic accelerants is the drug abuse and misuse. The major barrier in the fight against new HIV infections, recent drug use and emerging responses is the limited up-to date information on the magnitude of the problem. Reports across several countries on the number of HIV infection cases show drastic increase among IDUs. Countries in transition and especially developing countries are extremely susceptible to drug abuse and the risks associated therewith, piling serious burden on already frail health and social facilities. UNAIDS (2002) and WHO (2004) state that there was and still is the potential for a main outbreak of HIV among the IDUs particularly in Russia and bordering countries in the Eastern Europe and in other numerous countries es pecially across Asia. In some countries with high HIV frequency among the IDUs, HIV prevention measures have been implemented however reports of low effective impact ability upon epidemic among the IDUs is due to their limited availability and thus receive few drug users. On the other hand some assessed countries are yet to enact policies that specifically address HIV/AIDS issues affecting the IDUs. Some countries rarely address the issue before it becomes an epidemic and therefore the policy makers and programs tasked with the drug use and HIV are deemed unnecessary. Across the world over, HIV and AIDS response in Australia is recognised as a success. The national prevalence is lower compared to other high income countries. Through peer education and community based organisations the IDUs, gay communities, and sex workers in Australia on a national gesture prepared early and efficient on the embryonic crisis such as providing support, care and education on the importance of safe se x and drug injecting practises. Initially, the government and healthcare professionals established sturdy leadership program, across the affected communities and the epidemic at large. Australia continues to utilize and gain from the good leadership foundation and the level of the policy innovation. For instance, the implementation of

Francisco Goya and the Second of May, 1808 Essay

Francisco Goya and the Second of May, 1808 - Essay Example As the crowd began to resist the attempts to disperse it, there resulted a fierce skirmish between the two sides which provided the theme of the portrait. Thus, the popular uprising in Madrid between the second and third of May 1808 provided the themes of two of the most important paintings by Goya. On the second of May 1808, the French soldiers caught isolated on the streets of Madrid were murdered by the outraged populace and Goya captured this violent engagement in his famous The Second of May 1808. "This event became the opening shot of the war of independence, celebrated ever after the Dos de Mayo. Goya worked for topographical accuracy to stress the connection between the historic occasion and the geographical and symbolic center of the city Goya makes the spectator feel like an eyewitness to the brutal killing, emphasizing the unplanned, spontaneous character of the uprising to set the stage for the picture of the systematic representation that follows in The Third of May 1808 ." (Boime, 296) Therefore, The Second of May 1808 has a great significance as it portrays an important historical event in an effective way and an in-depth analysis of the piece including color, line, shape, space, balance, symmetry, proportion, light, depth, texture, focal point, scale, rhythm, iconography, subject matter, patron, intended setting, etc suggests how this work of art fits into the career of the artist as well as the historical facts. Francisco de Goya's (1746-1828) The Second of May 1808 has been regarded as a major work of art dealing with the uprisings of the 1808 in Madrid and it provides a clear picture of the whole incidents that took place on this historically important day. Significantly, this work of art which has a historical relevance fits into the career of Francisco de Goya who always stressed the realistic at the cost of the idealistic or classic elements in painting. Thus, the oil on canvas, 266 x 345 cm, The Second of May 1808, at the Museo del Prado, Madrid, Spain has been comprehended as one of the most fundamental contributions by the painter to the world of art. In fact, Goya's painting provides an important version of the historical event and the work fits to the career of the painter. "Goya's painting emphasizes the anonymity of the condemned, and even the capriciousness of their selection. He depicts them in terror and disarray, confusion and despondency, constructing an image of ordinary pe ople dying without heroism and without knowing why they have been signaled out for obliteration. Yet, Goya's un-idealized and un-heroic 'heroes' are novel characterizations in the history of art and have meaning only in relationship to the particular conditions of the Napoleonic years." (Boime, 297-8) Therefore, the painting by Goya has a great relevance in depicting a historical event in a very convincing way and it fits rightly into the career of the painter.Francisco de Goya's oil painting The Second of May 1808, oil on canvas, 266 x 345 cm, has been accredited as an important version of a historical event and the artist finds new means of expression in the production of this picture. The work makes use of the technique of oil on canvas and an in-depth analysis of the piece confirms that it is effectively created by the painter to

Youth Justice in the UK Essay Example | Topics and Well Written Essays - 750 words

Youth Justice in the UK - Essay Example Between arrest and sentence, it could take anywhere between 70 to 170 days. In spite of the efforts of schools and parents, training and employment, services for tackling drug and alcohol abuse, as part of the developed strategy, youth crime have not fallen much. Crime and Disorder Act 1998, sections 37 to 43 deal with crime, warnings, punishments, rehabilitation and various programmes to improve a lot of youth offenders. In spite of many efforts and Acts, youth justice had not been achieved in the UK. Â  United Nations has taken steps for international youth justice. UN Youth Flash like websites encourages youth online participation. UN General Assembly defined youth as persons between the age group of 15 and 24, both inclusive and according to this definition, UN says that approximately 1 billion youth live in the world today and 85% of them are in developing countries and 60% of them are in Asia alone. UN identifies as priority issues of youth are education, employment, hunger and poverty eradication, health, environment, drug abuse, juvenile delinquency, leisure-time activities, girls and young men, the full and effective participation of youth in the life of society and in decision making. UN hopes that Governments of the world take care of these matters. UN believes in empowering youth in development and peace, keeping in mind their aspirations, and that they are the key agents for social change economic development and technological innovation. UN recognizes that it is nece ssary to encourage their imagination, ideas, energy, and vision while noting that they represent society's hope, but have uncertain future. Their intellectual contribution and ability to mobilize support is not overlooked. UN tries to maximize the resources, funding, eradicate inequalities of economic, social and political conditions, ethnic prejudice and unemployment. UN is working against gender discrimination, insecure livelihoods, conflict, exclusion, homelessness, continuous deterioration of the environment, hunger, malnutrition, disease and lack of education and employment opportunities. Â  In 1965, UN has asked the Member States to endorse the Declaration on the Promotion among Youth of the ideals of Peace, mutual respect and understanding between peoples. In 1995 it strengthened its commitment by directing international community to address youth problems like drug abuse, juvenile delinquency, and social development under Universal Declaration of Human Rights, which also cover rights of health, education, and employment along with disability support. Global Youth Conferences insist on 'empowering youth for action' and that youth issues should be tackled from local, national, regional and international levels. Youth should be treated as a challenge and a resource and should be allowed for economic, social, cultural and political participation. UN reiterates working for and with Youth while laying stress on inter-cultural, inter-regional and international interactions to promote World Youth Forum of the United Nations System. Â  

The Triple Bottom Line Essay Example | Topics and Well Written Essays - 500 words

The Triple Bottom Line - Essay Example The essay "The Triple Bottom Line" discusses the article "The Triple Bottom Line: What Is It and How Does It Work" written by Timothy F. Slaper and Tanya J. Hall highlights the importance of sustainable development. Authors argue about sustainability that has often been cited as one of the primary goals for organizations.Some experts suggest assigning a monetary value to all the 3Ps. The detractors claim that while profits can be measured in dollars, the environmental impact and social impact cannot be measured in dollar terms. Another school of thought suggests that an index is created which will allow for logical comparisons of the sustainability performance of organizations. The discord in this approach is regarding the weights to be assigned to the three dimensions of TBL. Which of the 3Ps is most important; people, planet or profits? Who will decide this? There is no clear cut answer. The authors opine that each of the parameters of TBL should have different units of measurement and should have different metrics. The authors then throw light on the fact that there is no universal method of calculating the TBL. A couple of variations of the TBL measurement; namely The Genuine Progress Indicator (GPI) that comprises 25 variables and Minnesota Progress Indicator that includes 42 variables and have also been mentioned in the paper. Another important learning from the paper is the appropriate measures to be used while gauging the TBL performance of an organization or of a particular project.

Research paper Example | Topics and Well Written Essays - 1000 words - 26

Research Paper Example However, marked differences can be observed between the film adaptation and the original short story despite both of them being based on similar subjects. This paper will attempt to highlight the differences between the two - The Legend of Sleepy Hollow and Sleepy Hollow – and will try to compare the two based on elements including plot, characterization, and theme. It is quite common that books being adapted into films lack consistency. While the author may have chosen to present the story line in a different manner, there are many aspects of the story that are not retained during film making. Similar is the case with the film, Sleepy Hollow, which although follows largely the same story line, but differs on the basis of several aspects. The plot for a large part follows the similar super natural scheme as the original short story. The para-normality is one aspect of the original plot that is particularly retained including the use of the same time period. This adds a tinge of horror in the film. For the most part, the plot is changed where Ichabod works in forensics as part of the police while the original story depicted Ichabod as a teacher. This change significantly affects the story line where Ichabod instead of being stupefied becomes determined to find the truth behind the horse rider. The story is extended to include the depiction that the headless horse rider is actually a ghost of a mercenary who died during the revolutionary war. Then follows a story where Ichabod attempts to uncover the truth behind the apparition of the headless horse rider. The change in the story line produced several changes into the characterization of Ichabod, Brom, Katrina, and the inclusion of other characters. In the short story, Ichabod’s character is displayed as having many flaws despite being a strong character. Ichabod while

Proposal for Changing Themes Paper Essay Example for Free

Proposal for Changing Themes Paper Essay Questions General General Questions Prepare a 350- to 700-word proposal for the Changing Themes Paper and Presentation that includes your selected theme, possible eras, authors, and an annotated bibliography with a minimum of six outside sources. Submit your Proposal for Changing Themes Paper and Annotated Bibliography Make a commitment to your education. If you go into school thinking of it like a big party, then thats exactly what youll get out of it. And you more than likely wont last the four years. A lot of money is being spent on your education, so you need to commit yourself to your success. This file contains ENG 302 Week 3 Learning Team Assignment: Proposal for Changing Themes Paper and Annotated Bibliography General Questions General General Questions Prepare a 350- to 700-word proposal for the Changing Themes Paper and Presentation that includes your selected theme, possible eras, authors, and an annotated bibliography with a minimum of six outside sources. Submit your Proposal for Changing Themes Paper and Annotated Bibliography Make a commitment to your education. If you go into school thinking of it like a big party, then thats exactly what youll get out of it. And you more than likely wont last the four years. A lot of money is being spent on your education, so you need to commit yourself to your success. This file contains ENG 302 Week 3 Learning Team Assignment: Proposal for Changing Themes Paper and Annotated Bibliography General Questions General General Questions Prepare a 350- to 700-word proposal for the Changing Themes Paper and Presentation that includes your selected theme, possible eras, authors, and an annotated bibliography with a minimum of six outside For downloading more tutorials visit https://bitly.com/1rubnus Make a commitment to your education. If you go into school thinking of it like a big party, then thats exactly what youll get out of it. And you more than likely wont last the four years. A lot of money is being spent on your education, so you need to commit yourself to your success. General Questions General General Questions Prepare a 350- to 700-word proposal for the Changing Themes Paper and Presentation that includes your selected theme, possible eras, authors, and an annotated bibliography with a minimum of six outside sources. Submit your Proposal for Changing Themes Paper and Annotated Bibliography

Photography Themes and Issues

Photography Themes and Issues Photography Themes and Issues Essay Describe how a greater understanding of the social and historical context of a body of photographic work can be useful in interpreting its meaning. You should refer to the work of an individual photographer, or of an organisation using photography, to justify your argument. In this essay I am going to look at the photographic work of Craig J Barber and his unique approach to post-war Vietnam and Havana, Cuba using the medium of pinhole photography. I will explore how Barbers approach to photographing Vietnam through the use of pinhole cameras, tells a unique story of its own in terms of post-war Vietnam, the atmosphere and life after the war and also the alternative route he has taken compared to the work of other photographers who have looked at Vietnam as a subject. I will also look at Barbers view of a modern day Havana and how the countries past issues with politics has shaped Havana and how its future is deconstructing the Socialist ideal. The Vietnam War began in 1959 and continued until 1975, the war was fought between the Northern Communists and the Anti-Communist South. The Vietnam War had a profound impact not only on the countrys political shift but also on the surviving population as the death toll reached over 4 million Vietnamese dead by the end of the war. The Vietnam War was well documented photographically and produced some of the most iconic images of war of the past 100 years, most notably Nick Uts famous image of Phan Thi Kim Phuc as a young girl, running towards the camera whilst screaming in pain due to injuries sustained from a napalm attack by Southern Vietnam. Another iconic image of the Vietnam war was Eddie Adams ‘General Nguyen Ngoc Loan executing a Viet Cong prisoner in Saigon depicting a Vietnamese police chief executing a war prisoner in a street. Both of these famous images are stark statements of the brutal and inhumane nature of war and symbols that helped boost the anti-war movement s during that period and subsequent periods of conflict. Craig J Barber served as a marine in the American armed forces during the 1960s stationing him in Vietnam during the war at the age of 18. Thirty-five years later, Ghosts of the Landscape: Vietnam revisited is Barbers attempt to re-visit and document the aftermath of the devastating war and the country that so deeply affected his life forever; â€Å"This was an opportunity to be able to revisit a land that had a profound effect upon my life and to be able to come to terms with it. I always remembered it as a beautiful land that I wanted to return to.† The pinhole photography of Ghosts of the Landscape is a very different account of the country compared to the photojournalistic style that covered the war itself. Due to the nature of the pinhole camera, the images are given a softer focus that feels like the landscapes of Vietnam are nothing but memories left over from before the country experienced such devastating bloodshed. Another characteristic element of pinhole photography that has helped to separate Barbers work from the likes of Adams and Ut is the longer exposure times for each image. Working with pinhole allowed Barber to observe his subject more closely helping him forge a working relationship with the subjects while he waited and observed; â€Å"For me it is important to get to know a place in an intimate way. When I work I am very slow, I like to look around the corners and behind the doors at the small, quiet details that make up the cultural landscape.† A standard SLR or medium format camera used by many photojournalists will decrease down to f22 in aperture size, whereas when working in pinhole the aperture can take an f-stop down into the hundreds. In many of Barbers Ghosts images, he has chosen to include a human presence, often that of children (Plate.2 and Plate.3) which then gives these images a distinct difference in meaning to the desolate landscapes in his other images. When we see a post-war Vietnamese village, obviously populated, but with its inhabitants obscured and blurred almost into the background itself, it starts to invoke thoughts of the aforementioned ghosts and memories for Barber of the country he first saw in his youth. The inclusion of children in these images then provokes thought at whether or not this is an homage to the dead or perhaps something deeper, for example this could be Barbers way of telling the viewer that the people who live in Vietnam today are still plagued by the after-effects of war and that pride, hope and dignity is still yet to make its way back into the lives of every Vietnamese person. It would be worth noting that during the Vietnam war, The US inflicted a deadly toxin ‘Agent Orange onto Southern Vietnam resulting in 400,000 deaths and subsequently causing half a million children to be born with such birth defects as; cleft palate, mental problems, hernias and extra toes and fingers. So Barbers inclusion of children as blurred semi-human shapes could also be a message to the world about the continued suffering and miserable conditions that are a day to day occurrence in this country. If Barber had used standard photography equipment, he would have needed to document this aftermath either literally or by including a body of text with his image to give clarity to the viewer, whereas pinhole has given him freedom to simply create his image and let it speak its own story through stripping away individualism and showing that it is not just an isolated problem to any one group of people. Almost all of the images included in Ghosts in the Landscape include views of rural villages made up of primitive wooden huts (Plate.5) and other areas of grand French architecture (Plate.16) Barber is documenting the lack of technology in some areas and the lack of change that has occurred since his first days in Vietnam in 1960. It shows the innocence among the people and stays true to the anti-capitalist ideals that they held. Barbers combination of the platinum process and his focus on documenting his own past and the past of the Vietnamese serve to take the viewer back to a time in history through a beautifully contrasted and toned path of desolation and despair. Craig Barbers pinhole work went on to a project ‘Havana Passage which looked at Cuba, a country that following a revolution in 1959 became a Socialist republic and has been under a trade embargo from the United States since 1962. Barber, perhaps unbeknownst to him, makes several connections between his Vietnam and Cuba photographic work; Both of these countries have been in conflict with the United States, both countries share the same radical political stance and both countries have experienced revolutions during the 1960s and transitionary periods that have left the contemporary culture at a slight economic and social disadvantage. â€Å"In the late 1990s I ventured to Cuba for the first time and visited a land that has remained a forbidden mystery for most American citizens. Unspoiled by mass consumerism and global trademarks, Cuba remains a unique blend of Spanish colonial and 1950s Americana with not a Starbucks in sight.† Cuba began its revolution with Alberto Kordas iconic image Guerrillero Heroico and ended up at Barbers Cuban lament through a series of images depicting the final ghosts of Communism roaming the streets of Havana. Barber chose Havana as a subject for his pinholes because he wanted to document the fading culture of Cuba as it started to lose its revolutionary ideals. Once again, pinhole manages to create mystery and despair through its long exposure times of Havanian streets and public spaces although this time we see well built Spanish architecture and people who are busily working at street stalls or having a moment to themselves. The photograph Cabbages tells Cuba that they are moving away from the world of the local grocery stall where there might be a friendly face, conversation and fresh produce and moving towards a corporate atmosphere where buying pesticide or genetically-engineered riddled produce will strip away the intimate moment of conversation and interaction with a local farmer or street stall-worker. The cabbages are forced into the eyes of the viewer pleading for the time when Cuba provided for itself, where the cabbage was grown with love from the farmer and for the country. Memories is another photograph from the ‘Havana Passage set, this image depicts an outdoor bar in a beautiful setting. There is a distinct lack of human presence here, no bar staff and no patrons and it could even be considered a ghost town with its neglected paint work and no typical bar products in sight. Memories looks at the imminent loss of freedom, an outside bar is where people go to relax and socialise while enjoying the world around them, but with the Capitalism creeping in, these people might instead be stuck in their new office job miles away in the heart of Havana creating new areas of desolation among the beauty. In juxtaposed, Barber creates a Fritz Lang style scene of Havana. The foreground consists of an almost empty street scene with subtle hints of neglect to the road and the paintwork of the buildings, there are some people dotted around in the foreground only, and they seem to be unaware of the looming Modernist building creeping up in the background. The photograph looks almost like a photomontage, there is such a contrast between the rough, textured neglected street scene and the smooth perfect curves of the new Modernist architecture. There is a car that contextualises Cubas lack of consumerism and Capitalism and lets the viewer see Cubas antiquated way of life in motion. It looks like a car from the 1950s around the same time that Cuba underwent its revolution. The Modernist building is a direct symbol of the times moving forward, from the patchy street that contains a community, stories and families to the high rise apartment blocks for the wealthy and the sterile office environme nts. Craig Barber shows the photography world that pinhole is so much more than just a niche for experimentalists, pinhole could be the next stage of documentary photography tailored specifically to documenting the slow demise of one country after another; perhaps employed by prospective government parties during elections to show the public where it is heading as a propaganda tool for their own ‘revolutionary office. Bibliography Books Craig J Barber Alison Devine Nordstrom (2006) 1st Edition Ghosts in the Landscape: Vietnam Revisited. New York: Umbrage Editions Websites http://en.wikipedia.org/wiki/Che_Guevara_(photo) http://en.wikipedia.org/wiki/U.S._embargo_against_Cuba http://en.wikipedia.org/wiki/Cuba http://en.wikipedia.org/wiki/Alberto_Korda http://en.wikipedia.org/wiki/Havana http://www.robinricegallery.com/pastexhibitions/craig_barber/index.html http://withoutlenses.com/view/a-conversation-with http://en.wikipedia.org/wiki/Nguy%E1%BB%85n_V%C4%83n_L%C3%A9m http://en.wikipedia.org/wiki/Hu%E1%BB%B3nh_C%C3%B4ng_%C3%9At http://en.wikipedia.org/wiki/Eddie_Adams_(photographer) http://www.eastmanhouse.org/exhibits/container_60/index.php http://en.wikipedia.org/wiki/Agent_orange http://en.wikipedia.org/wiki/Che_Guevara_(photo)