The Chosen essays

The Chosen essays The Chosen, a fiction novel written in 1967 by Chaim Potok, is about two young Jewish boys and their friendship. It takes us along with them on their journey from adolescence to adulthood. They face many conflicts, and through those trials the author makes his readers think more deeply into lifes true meanings. The novel was set in New York during the Second World War. Since the main characters are Jews, this period of time is very significant. Not only were the Jews persecuted during WWII, but New York was also close to a military base, which made it a prime target for bombing. Even the setting has an underlying sense of tension. One of the protagonists in The Chosen is Reuven Malter. Reuven is an orthodox Jewish boy. He is a very smart and diligent student. His father, David Malter raises Reuven alone in Brooklyn, New York as his mother has already passed away. Reuven has glasses, brown hair and eyes, and dresses in the typical orthodox manner. A plain boy, he has a bright mind and a very caring soul. The other protagonist in the novel is Danny Saunders. Danny is the son of a very devoted Hasidic Jewish tzaddik. However, Danny is not a very enthusiastic Hasid. He has earlocks, grows a beard, and wears the traditional Hasidic outfit, but he doesn't have the reverence for it that he should. Danny is a genius. His religion forbids him to read literature from the outside world, so he struggles with his thirst for knowledge and the restraints that have been put on him by both his father and his religion. He lives with his father, mother, older sister, and younger brother in Brooklyn as well. The first antagonist is Danny. He and Reuven had many difficulties. They resolve their problems in the course of the book, but at the beginning they hate each other. Their religious views are also very opposite. Once they overcome their differences, they become best friends. Reb Saunders is the second antagonist. A Hasidic tzaddik, he led his p...

Toshiba essay

Toshiba essay Toshiba essay Toshiba essayToshiba is pursuing the innovation strategy oriented on the introduction of innovations in the high tech industry, focusing on electronics as its main priority. At the same time, the company focuses on innovations that help the company to take the lead in the industry and outpace its rivals in the field of high technologies. The focus on high tech industry and innovations helped the company to reach a considerable success in the market and its business development.Customers play an important part in the product development of Toshiba. The company traditionally involved customers in the development of new products and improvement of existing ones. For example, the company used interviews and questionnaires to receive the feedback from customers. On analyzing the feedback, the company introduced changes as well as innovations that helped the company to enhance its position in the market, as was the case of the introduction of shock-resistant mobile PCs, 0.85 inch hard driv e used in miniature computers and GPS units, and others. More recently, Toshiba has introduced the mobile phone application to conduct questionnaires and obtain the feedback from customers for improving its products and introducing new ones on the ground of the analysis of the customer feedback. In such a way, the company uses the feedback from customers to improve its products and introduce innovations.Toshiba can improve its innovation strategy by developing research and development laboratories involving customers, where customers could suggest products, which they would like to have, while Toshiba professionals could evaluate, analyze and focus on those suggestions which open good prospects for the development of innovative products or can improve existing ones. Unlike conventional customer feedback, the involvement of customers in development laboratories will help the company to get new ideas directly from customers, who can suggest their own innovative products, which they ar e dreaming of but cannot find in the market so far. In such a way, the company will get information not only about its current products and ways of its improvement or creation new ones, but also the company will obtain information on what customers expect from the company in the future and what products are particularly attractive for customers.The main driver for innovations in Toshiba was the strife of the company to keep progressing and help the world to progress too. At the same time, the company used to work in the time of scarce resources, when Toshiba had faced the shortage of resources supply during World War II. The lack of resources stimulated innovations introduced by the company, while the further success of the company brought by innovations encouraged the company to keep introducing innovations that became the major driver of the successful business development of Toshiba. As a result, Toshiba used innovations to keep progressing and implement its vision and mission.Th e role of the brand was particularly significant in the overall success of the company. In the course of its history, Toshiba has shaped the image of a reputable company oriented on innovations. This is why today Toshiba is a renowned brand that is popular worldwide. Customers from all over the world recognize Toshiba brand that helps the company to expand its business and enhance its position in both domestic and international markets.

Performance and Talent Management Essay Example | Topics and Well Written Essays - 1250 words

Performance and Talent Management - Essay Example c. Incremental progression - academic staff – unless staff are have reached the maximum point for their salary level, they are eligible for incremental progression after a year’s tenure provided their performance is satisfactory. d. Study support, provision to be released from duties to pursue study and skills development programs that would enhance the capability of the academic staffs. II. Limitations While the remuneration package at UTS seems impressive, a close examination of the parameters of satisfaction of its academic staffs reveal that there are two areas that the university performance system scored dismal. The result of the of UTS academic staff satisfaction rate that can be considered dismal scoring below 50% are the career development opportunity dimesion at 42% and cross-unit cooperation, especially across different areas of UTS scoring a mere 42%. Interpreting this scores meant that UTS academic staff perceives their career development at UTS to be bleak and that they are uncooperative lacking the capacity to do teamwork. This can be considered as a curious case because the dismal figure of 42% in career development is already considered progressive as it already increased by 2% since 2009. This gives no reason to tap the management of UTS at the back because taking this figure objectively meant that it came from a a very negative base that a slight change is already considered an improvement. Cooperation is at 42% which surprisingly is 16% higher compared to other universities. This does not however mean that UTS should already congratulate itself because it still mean that UTS is underderperforming though it is not alarming compared to the career development opportunity dimension which can directly impact the academic staffs stay and performance in the university. Close investigation through the interview details of the survey revealed the reason behind the dismal career development perception of academic staff in UTS. It reveale d that the performance system of UTS is designed for minimum compliance and does not appeal to achievers. An excerpt of the interview revealed; (What kind of elements of UTS performance and development planning are you NOT happy with?) Our system does not mean anything if the performance is NOT poor. Just surface administrative system that in align with compliance. (Specific question) Do you think that UTS performance and development system are in align with UTS strategic goal and vision? Yes, they are on the system. But just focus on implementing. We think the systems is just showing what we should do minimally. From this statement, the dismal figure of UTS career development score is better understood that the academic staffs does not findt the UTS Performance System to be challenging enough to motivate them. Analysis To better understand the case, it has to be understood that UTS is an academe and the subject of analysis are the academic staff who are intellectuals whose jobs req uire cerebral work rather than manual labor. This is important to cite because the nature of work has bearing on performance system implemented that would motivate the workforce. Motivation is important because a motivated workforce â€Å"can handle a variety of assignments, work autonomously,