Features And Formation From A Sociolinguistic Perspective

Jie Gao Student No.13031802 English localised in London – MLE: features and formation from a sociolinguistic perspective Introduction As the largest city in Europe, London is not only an important node of the global economy, but also a hub of cultures with a significantly diverse population as a consequence of globalisation. People from all over the world come to work and live here, bringing their own unique cultural and diasporic characteristics to a multicultural society. Chinatown, Italian restaurants, Arabic communities and Spaniards moving here in search of a job†¦ all epitomise the mixture of cultures, languages and diasporas. In this intermingling of cultures, the most direct impact would be linguistic: the languages people have brought with them are inevitably interwoven into the culture of the city, mutually exerting and receiving influence from each other. Localisation in this context means the process of the English language gradually forming a variant that is peculiar to a certain place under external influences, be it linguistic, social, or both. With the daily reinforcement of intermixing of many languages, the features brought about by the exchanges solidify and become formalised. Multicultural London English (MLE) is one of the products of this process, which emerged as a result of globalisation at the end of 20th century, and is thus a perfect example for analysing the interconnection and interaction of language, culture and diaspora [referenceShow MoreRelatedThe Speech Community.Pdf11808 Words   |  48 Pagesuk/~patrickp/ This article will appear in JK Chambers, P Trudgill N Schilling-Estes (eds.), Handbook of language variation and change. Oxford: Blackwell. ABSTRACT: empirical linguistics, is at the intersection of many principal problems in sociolinguistic theory and method. 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Hunger Games Character Paper Free Essays

The Hunger Games- Character Paper I read the book The Hunger Games by Suzanne Collins. The book is about the future and how the central government overrules all of districts, Panem. The main character of the book is Katniss Everdeen. We will write a custom essay sample on Hunger Games Character Paper or any similar topic only for you Order Now She is a teenage girl who lives in â€Å"District 12†. Her district is known for all the coal mining; she had lost her father when she was younger in mine explosion. After this she had to step up and be the adult. She is very brave and she is very smart. Katniss, the story’s narrator and heroine, is 16 years old and has straight black hair, gray eyes, and olive skin. Her father died in a mine explosion when she is 11. Since then, to keep her family from starving in the Seam, she has had to provide for her mother and sister, using the hunting and gathering knowledge that her father taught her. Her best friend and hunting partner is Gale, and, while they spend a great deal of time together, Katniss is sure that she doesn’t see him in a romantic light, something that comes into deep question when she is District 12’s Hunger Games tribute and must work hard to maintain a star-crossed-lovers facade with Peeta Mellark. Throughout the novel, she remains a hunter and a survivor, â€Å"the girl on fire,† but she is also a girl who is very confused about her emotions concerning Peeta and Gale. Katniss must also remember to hide her true emotions about the Capitol: She loathes the Capitol and its tyrannical rule, but to rebel openly is to ask for punishment, oftentimes death. She is brave and daring and returns home from the Games a beloved star to her district but a menace to the Capitol dictators in charge of Panem. Katniss is very relatable to young girls because of her confusion with boys. This makes Katniss a great main character for the book because who doesn’t love a science fiction book with a relatable main character? How to cite Hunger Games Character Paper, Essay examples

Strategic Resource Planning In South Africa Breweries Limited

Question: Discuss about the Strategic Resource Planning In South Africa Breweries Limited. Answer: South Africa breweries limited is a company that is takingmanagement and has invested in the responsibility of the product line for business, centrally centered in mass-market consumer needs (Ashurst, 2012). Beer is the organization major product, however, an important interest has been provided by interests in hotels retailing and complimentary beverages. Additionally to the strong business growth, the organization has, it has a good reputation for people practices and equitable employment. The organization has an innovative practice in talent management. South Africa breweries limited has a virtually human resource planning body that is integrated with the strategic planning. Every strategic planning decision by the human resource has to be considerate of the personal issues that are related to it.Strategic planning and human resource planning go hand in hand. Strategic planning places a lot of emphasis on the the company hopes to do rather than the method the company wants to use to do it. Human resource planning comprises of focusing on the organization long-term needs rather than addressing short-term needs. Human resource planning entails, creating the organization structure, reviewing the organization benefit plan, determining the wellness program and creating a procedure to help the employees adhere to all the employment obligations and labor. Impact assessment When an organization considers the strategic plan, it shares the idea with the various department to brainstorm on the impact of that idea to the organization. Human resource department is responsible for giving the management team, the cost associated with hiring, training, and overtime cost in case of additional personnel hiring (Edmunds, 2011). The human resource body will inform the management whether the organization needs to train the employees, or contractors can hire for the job and the duration that will be taken to retain or hire employees so as to ensure the new initiative is of success. Best Practices The strategic resource planning in South Africa breweries limited was developed after US and Uk best practices. The strategic planning has a key component that helps the firm in attaining its goals. Some comprise of, first, recruitment; a guiding balance combination of the personality qualifications profiles particularly for the functions at risk. Secondly, a customized program for employees at all levels. Lastly, the alignment of the individual's objectives to the organization goals and planning and performance review. Challenges Despite the organization success over the previous years, the firm has continually facedtalent management challenges .the challenges posed are driven by the socio-political-economic and internal factors which do have an impact on the business quality. The organization has a great challenge in the shortage of skills in some management levels such as finance, human resource, information technology and general management. There is equilibrium lack in the market hence making the organization chase the premium top talent needed. The organization has to monitor the talent situations at a close watch, whether they are the labor market trends that are external or universities graduate outputs. Ethical practices Ethics in talent management is the best practice in ensuring corporate social responsibility and best practices in the talent management functions (Duggan, 2008). Incorporating ethics into the management of the most variable resource of an organization ensures that all issues in relation to the worker's preferential treatment are not done in a way that will lead to discriminatory practices. The process of talent identification should be bias-free. The human resource manager should be picking losers and winners from a pool of potential candidates.one should be guided by ethical consideration ensuring that does not prevail .Talent should be evaluated using an approach that is nondiscriminatory to ensure there is no bias incorporated. Human resource is giving consideration to what the organization can provide to the workers practicing the theory of social exchange. Employees changing needs The changing needs of the workplace have a great impact on the way the human resource develop and implement the workforce plan (McGraw, 2012). Workforce plan integrates all the workforce profile, training and development programs, compares the current and the future picture in order to prioritize the gaps that need to be bridged with the workforce development strategies (Heerwagen, 2011). The employees have an increased demand for flexibility so as to be able to balance their home and work life. Human resource have recognized the challenges that are facing the employees, hence they have implemented a procedure and policies that allow a greater flexibility for workers. With the advancement in technology hence an ease in communication, South Africa breweries has allowed its to telecommute. These tactic have allowed the employee and the firm to adapt to changing demand in business and society. Human resource allowing schedules that are flexible has led to the development of a workforce plan that is suitable to the employee demand but has an advantage to the organization (Cajayon, 2013).With the new technological advancement, there is an increasing need for telecommuters, and this requires a new set of skills. The human resource has to incorporate training and proficiency need during the development of their workforce plan. When an organization decides to venture into new products, the employee requires new training so as to meet the need of the organisation (Dillon, 2010).During the development of workforce planning, the organization should set aside fund to be used for such scenario. The human resource managers should be well aware of the knowledge required and the new set of equipment required so that they can incorporate the required skills and salary enhancement while developing the plan. South Africa breweries limited has been able to perform well over the years having a high investment return and acquiring a large market share because the organization has focused on it employees first. The organization has provided room for the employee to select a work schedule that suits them best as long as they adhere to the rules of the organization and they work towards attaining organizational goals. References Ashurst, M. (2012). The South African Breweries Limited - Company Profile, Information, Business Description, History, Background Information on The South African Breweries Limited. [online] Referenceforbusiness.com. Available at: https://www.referenceforbusiness.com/history2/4/The-South-African-Breweries-Limited.html [Accessed 2 Mar. 2018]. Cajayon, C. (2013). The Human Resource Implications of Technological Changes. [online] Smallbusiness.chron.com. Available at: https://smallbusiness.chron.com/human-resource-implications-technological-changes-62132.html [Accessed 2 Mar. 2018]. Dillon, S. (2010). Factors Affecting Human Resource Plans. [online] Smallbusiness.chron.com. Available at: https://smallbusiness.chron.com/factors-affecting-human-resource-plans-61165.html [Accessed 2 Mar. 2018]. Duggan, T. (2008). Ethical Considerations Faced by Human Resource Practitioners. [online] Yourbusiness.azcentral.com. Available at: https://yourbusiness.azcentral.com/ethical-considerations-faced-human-resource-practitioners-11537.html [Accessed 2 Mar. 2018]. Edmunds, S. (2011). How Is Human Resource Planning Integrated With Strategic Planning?. [online] Smallbusiness.chron.com. Available at: https://smallbusiness.chron.com/human-resource-planning-integrated-strategic-planning-63136.html [Accessed 2 Mar. 2018]. Heerwagen, J. (2011). The Changing Nature of Organizations, Work, and Workplace | WBDG Whole Building Design Guide. [online] Wbdg.org. Available at: https://www.wbdg.org/resources/changing-nature-organizations-work-and-workplace [Accessed 2 Mar. 2018]. McGraw,, A. (2012). Changing Demands: The Workforce of Yesterday, Today, and Tomorrow Cornell HR Review. [online] Cornellhrreview.org. Available at: https://www.cornellhrreview.org/changing-demands-the-workforce-of-yesterday-today-and-tomorrow/ [Accessed 2 Mar. 2018]. Swailes, S. (2013). The ethics of talent management. Business Ethics: A European Review, 22(1), 32-46. doi: 10.1111/beer.12007 Bibliography Atkinson, J. (1984) Manpower strategies for flexible organisations, Personnel Management, August, pp. 28-31. Baird, L. Meshoulam, D. (1988) Managing two fits of strategic human resource management Academy of Management Review, 13 (1), pp. 116-128. Beer, M. Spector, B., Lawrence, P.R., Quin Mills, D. Walton, R.E.. (1984) Managing human assets. New York: Free Press. CIPD (2013) Employee engagement [Online]. Available from: https://www.cipd.co.uk/hrresources/factsheets/employee-engagement.aspx (Accessed: 6 September 2016). CIPD (2014) Employee outlook: Autumn 2014 [Survey report, Online]. Available from: https://www.cipd.co.uk/hr-resources/survey-reports/employee-outlook-autumn-2014.aspx (Accessed: 6 September 2016) Michaels, E., Handifeld-Jones, H. Axelrod, B. (2001) The war for talent. Boston: Harvard Business School Press. Valentin, C. (2014) The extra mile deconstructed: a critical and discourse perspective on employee engagement and HRD, Human Resource Development International, 17 (4), 475-490. Walsh, J. Deery, S. (1999) Understanding the peripheral workforce: evidence from the service sector, Human Resource Management Journal, 9 (2), pp. 50-63.