Racism In To Kill A Mockingbird, Free Essay Sample

Racism In To Kill A Mockingbird Racism was a major part of the society around the 1930s.Therefore, most of the novels written during that time were directed towards the theme of racism and discrimination towards the people of color. Among them is To kill a Mockingbird whose main theme is racism. The novel displays racism among most of the characters with some of them supporting it while others are not in agreement with the acts associated with racism (Holmes, 2015). Tom is the main character that is affected by the wrath of Racism. Being black, Tom was accused of raping Mayella. During the colonial era, raping was associated with the blacks regardless of whether it had happened or not.   Therefore, Atticus took charge of being Toms lawyers despite the fact that the other people were not for the idea. At some point, scout, Jem, and Dill helped in dispersing some men who wanted to attack Atticus for having to represent a black man in the court of law. This is an indication that the children were against racism and wanted justice to happen. During the day of the trial, some evidence was brought forward claiming that Mayella had been seen showing her advances towards tom by her father and was warned against it through a beating (Dogra, 2016). Therefore, according to this evidence, there is a great possibility that Mayella was not raped but wanted to have a sexual relationship with Tom. The height of racism is noted when the Judge ruling the case s till convicted Tom despite the fact that it was already clear that Tom was innocent. After some time, Tom was killed while trying to escape prison. His escape can be analyzed as a show of innocence because he was held in a place that he didnt deserve. As well, on the side of the judge, it is possible that she convicted Tom because she could bear the mentality of convicting a white person. At some point, she calls Tom a boy yet he was an adult hence showing not respect for his color. A deep analysis of this name calling is that the judge compared the mind of Tom to that of a boy. Another show that some of the people of the novel’s society showed racism is by copying the 1930s way of life whereby, most of the American families had black servants. The African-Americans were viewed to be strong and able to work, but at the same time, did not deserve fair compensation for their hard work. As a result, they were paid little amounts of salary to sustain them. Tom works for Mayella, and at times, he is kind enough to refuse payment for his hard work because he had a human heart of understanding the fact that Mayella was poor and needed the money more than Tom. Such an act is rare in the current world and could be received with a lot of gratitude. However, Mayella did not realize how good Tom was towards her and ended up repaying his efforts by accusing him of rape. An accusation that led to his tragic death while escaping prison in order to have a better life. All this were as a result of his skin color. As well, Atticus is one of the characters that does not support racism. Despite the common notion in the society that the blacks were capable of raping the white women, Atticus stood for justice and vowed to represent Tom in court. Many people were against his actions because they did not believe in justice for the black. As a result of Atticus decisions, his children, Scout and Jem are attacked on their way from school during the night. The Elwells had vowed to revenge on Atticus for his actions of bringing out some evidence that was aimed at proofing the innocence of Tom during the last trial (Bloom, 2010). Despite the fact that Atticus evidence did not work out as planned, Elwell was still angered by the fact that a white man can act against his fellow white man in order to support a person of color. In addition, Boo is another character who is revealed to be against the acts of racism. Most of the people rarely see him because he is always indoors hence making it difficult for them to understand what he believes in regarding different aspects of life. However, after the attack towards Atticus children, it is realized that the person who rescued them was Boo. As well, Elwell is found dead from a knife stab on his body.   Given the fact that it was during the night and the only victims present were Elwell, Atticus children and the person who rescued the children, then there is a possibility that Boo stabbed Elwell. It is difficult for small children to fight with an adult and end up stabbing him. Therefore, this means that Boo was following the events that surrounded the case of Tom from afar and was not happy with the decision that was made. Hence, he made the choice of protecting the children instead of helping Elwell who was in support of racism towards the black (Hazra, 2013 ). All along, the children had been receiving gifts from an unknown person, and they realized that it had been Boo. This means that he was always protecting the children especially after realizing the danger that they were in after the fathers Decision of helping Tom who was accused of raping a white woman. To kill a mockingbird has shown how different people in the society supports the acts of racism while others try their level best to fight it. Therefore, the level at which the society is able to fight racism is controlled by the people in power because they make the final decisions about the different aspects of life. In to kill a Mockingbird, a great difference would have been made by the judge through the act of making the right decision of convicting Elwell because Tom was innocent. However, the judge promoted racism by convicting an innocent man hence leading to his death in jail. As well, the children believed in justice, but the end of Tom left them disappointed to be in a society that does not believe in truth. This was planted in the minds of many people that the blacks had no rights and faced no chances of justice within the society. Leaders have the obligation of teaching what is right in the society and this begins with their actions because they are role models to the yo ung people. The judge is not a good role model to others. References Bloom, H. (2010).  Harper Lees To kill a mockingbird. New York: Blooms Literary Criticism. Dogra, S. (2016). Ethics and Education in To Kill a Mockingbird: Rereading the Text Through the Prism of Slavoj Zizeks Postulations.  IUP Journal of English Studies,  11(3), 40. Hazra, N. (2013). To Kill a Mockingbird.  Social Work Chronicle,  2(1/2), 129. Holmes, S. (2015). Cross-Examining To Kill a Mockingbird: Three Questions Raised by Go Set a Watchman.  Language Arts Journal of Michigan,  31(1), 11.

The Girl with the Dragon Tattoo by Stieg Larsson - 773 Words

While I was reading the novel Girl with the Dragon Tattoo by Stieg Larsson, I realized that this story not only portrays the theme of violence and sexual abuse, but it was also about the importance of and friendship and relationships. The novel illustrates the real life effects of sexual violence on victims and survivors, emphasizing the importance of getting help and the triumph of mentally surviving the event. Having friends and most importantly relationships, did a big part in the story to help some characters get through and find strength. I found the character Lisbeth Salander very brave, because, not only did she fight back and gain revenge on her sexual abuser, Nils Bjurman, but she got through the torture and remained strong. If†¦show more content†¦After reading this novel, I have definitely come to appreciate New Zealand more now, because of how reasonably safe it is. We don’t have nearly as much of a crime rate as Sweden does, which leads me to believe that I live in a safe place. I am very grateful to have never been put in Lisbeth’s position but I admire her bravery throughout the novel. Her past experiences made her stronger, and may be apart of whom she was at the end of the novel; I look up to her veryShow MoreRelatedThe Girl With The Dragon Tattoo1337 Words   |  6 PagesThe Girl with the Dragon Tattoo by Stieg Larsson For the last and final essay of the semester, I decided to pick a couple themes that are included in The Girl with the Dragon Tattoo by Stieg Larsson. Themes are a very important part of any story, play, poem, or any writing for that matter. It is important to understand what themes are involved in a story because it helps the reader better understand what is going on throughout it all. 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The Common Core State Standards - 1791 Words

The new Common Core State Standards for Mathematics bring a new opportunity to the classrooms of the United States that many people view as a controversial. According to the NCTM (2013) â€Å"The Common Core State Standards offer a foundation for the development of more rigorous, focused, and coherent mathematics curricula, instruction, and assessments that promote conceptual understanding and reasoning as well as skill fluency† (par. 1). While some people believe that the Common Core State Standards may hinder progress in the classroom for many reasons including too much government control, teaching to the test, an excessive focus on language arts and math, and wasted resources, others agree with the NCTM statement about that claims the standards help increase conceptual understanding, reasoning, and skill fluency. The Common Core State Standards are considered to be a high-quality group of academic standards. Before the standards were developed, it seemed as if the progre ss of the students in the United States was remaining stagnant and that America students were falling behind their international peers. The blame for this setback has fallen on the fact that standards are not consistent and from state-to-state students are required to know different things at different grade levels. As a result students are not graduating with the same set of skills (Common Core State Standards Initiative, 2014). There are two sets of Common Core State Standards, one for mathematics andShow MoreRelatedThe Common Core State Standards764 Words   |  4 PagesThe Common Core State Standards are a state attempt to create strong educational standards. The standard are created to ensure that students in the country are learning and grasping the information that are given in the classrooms for them to succeed academically. 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In our fast changing world, different skills are needed to do the jobs our society has to offer. Upon completion of high school, these students need to be equipped to either enter the workforce prepared to meet the demands of their employers or to enter college prepared

Infosys - Challenges and Opportunities of Organizational Behavior

Question: Discuss about OB challenges at Infosys. Answer: Introduction With a US $9.5 billion LTM revenues and an employee strength of more than 1,94,000, Infosys, after Tata Consultancy Services (TCS), is the second largest IT company in India. It mainly deals in Business Consulting, Strategic Consulting, Software Engineering, Operational Leadership, provides solutions in Mobility, Sustainability, etc. software related services. Founded by N. R. Narayana Murthy along with 6 other colleagues in 1981 in Pune, India, Infosys currently has 950+ clients in 50 countries (Infosys, 2016). Along with its main IT business, Infosys has a number of subsidiaries like EdgeVerve Systems (innovative software products), Infosys BPO (integrated, end-to-end Business Process Outsourcing), Infosys Consulting (Business Consulting), Infosys Public Services (US based subsidiary partnering with public sector organizations in US and Canada), Skava Systems (digital services on mobile). Infosys is led by principle of CLIFE. Customer delight: To meet and exceed client expectations always. Leadership by example: To set industry standards, lead the way in whatever it does and to be an exemplar in their field. Integrity and transparency: To maintain ethical and transparent functions in all their transactions. Fairness: Earn respect and trust from all the stakeholders by being fair and just. Pursuit of Excellence: To be the best in the industry through pursuit of excellence by the company, the teams and services and products by the company. (Babu, 2013). This statement serves as the value statement, vision and mission of the company and drives its employees to excellence. Infosys recently has undergone two major changes viz. changes in its upper management starting with recruitment of Vishal Sikka and removal of Bell Curve performance evaluation system. Mr. Sikka is the first non-founder CEO of the company. The latter, a forced ranking system, has been removed in an effort to curtail the high attrition rate. Infosyss strength lies in the fact that existing in Indian landscape, it has easy availability of highly skilled English speaking workforce and that too at comparatively lower rates. Further, due to being one of the pioneers of Indian IT industry, Infosyss financial position is very strong which gives it leverage to exist, experiment and survive in the highly competitive Indian IT industry (Jha, 2014). A few of the areas in which Infosys can be suffered to improve include its high attrition rates and its smaller size as compared to its global competitors such as HP, IBM, etc. Why Infosys Indian IT industry is plagued with high attrition rates all over the industry. However, even in such a volatile HR environment, Infosys has been especially noteworthy because of its exceptionally high attrition rates. In recent years, Infosys has faced quite high employee attrition rates, which peaked to around 20% in 2014 (Verma, 2015). Organizational Conflict constitutes one of the main reasons for this exceptionally high employee turnover rate and at Infosys, a lot of individual and team level problems are believed to be the main cause for such. Infosys, in 2015, declared that it will be getting rid of its Bell curve appraisal system. Forced ranking system, as it is sometimes called, is often at the root of a number of employee problems since the system is believed to be inefficient. Post removal, Infosys was predicted to have an attrition rate of only 13%. Hence, it will be worthwhile to note its performance in this regard also. (Verma, 2015). Bell Curve Appraisal, introduced by GE, is a rigid framework wherein a manager is forced to slot the employees functioning under him into three different categories based on his judgement of their annual performance. The system is not only ambiguous, it also gives a lot of power to middle management while leaving employees powerless. The major OB issue focused in this study is the high employee attrition rates faced by Infosys and an attempt has been made into analyzing the different reasons for this phenomenon. Discussion analysis of three OB issues Individual level issues Indian IT companies are famous across Indian college campuses for being mass recruiters of fresh talents. While this is a highly advantageous situation for students from CS and IT streams since even Tier II and Tier III colleges are able to get 100% placements done, the picture is not equally rosy for students from non-CS and IT branches. Though hiring is done for even non-CS, IT branches, the majority of work in these companies remain related to CS and IT only. According to Upadhyay, Singh, Jahanyan, Nair (2016), Integration between the persons expectation from the role and the role offered to him is required for increasing the effectiveness at work. (para 1). While such acts ensure that organizational diversity is maintained at a certain level, it creates high work pressure on such individuals along with high level of dissatisfaction. The situation is often abetted by the lack of role clarity that often exists in such situations. Since the work orders come from senior managers and work is then distributed to the employees, often distribution of the work is haphazard. The hierarchy of communication makes it difficult to contact the senior managers directly and clarify your doubts. The result of this is that at the working level where an employee is in direct contact with a client, an employee rarely has any sort of empowerment. Communication channels have to be then setup to clarify the situations from senior managers leading to time delays and thus inefficiencies in the system. Another aspect of working in an IT BPO is the lack of development and growth opportunities. Not allowing a person to utilize his skills and abilities to their full potential leads to stress and eventually burnout in an employee and thus disengaging him from the organization. To avoid this, organizations often send employees to career planning sessions, seminars, etc. However, as discussed earlier, if a person is not given a correct role, all such measures are ultimately futile. Analysis Expecting a person from completely different stream to excel at another stream very fast is unfair not only to the individual but also harmful to the organization. As regards to communication channels, often the whole mechanism is stuck when some out-of-the-way problem occurs to which employee is not used. The lack of employee focus at Infosys along with a dearth of employee development plans and activities have led to a significant increase in the attrition rates at Infosys and have necessitated swift action from management side to control the situation. Organizational level issues Easy availability of proper communication with senior managers is a rare phenomenon in Indian IT industry. The complex hierarchical level followed by Infosys is a testimony to how little interaction takes place between senior management and base level employees. Communication performs the functions of facilitator in decision making, role clarity, motivator, employee engagement and many more, small and big tasks in an organization (Robbins, Judge, 2013). This is further exacerbated by the type of appraisal system prevalent in the company wherein mangers are not responsible for explaining it to the employees that on what basis were they scored and appraised. This leads to creation of an atmosphere of mistrust and dissatisfaction towards management from employees. This can safely be attributed to a Middle management crisis going on in Infosys and which should be looked into as soon as possible. A major part of costs in the IT companies involve HR related costs. In such a scenario, when Infosys started making lesser profits because of industry downturn, it decided to cut-off its employee benefits to still make up the company profits. Not only variable pays were reduced by more than 100%, around 2003, Infosys stopped giving even ESOPs (Correspondent, 2014). Rewarding an employee for a job-done-well is as much important a part of running a successful business as it is to make sure that the job is done well in the first place. In absence of such, employee morale goes down, motivation levels reduce and employees feel disengaged with their job. Analysis Communication is not only important for the functioning of processes, open communication with managers is important for employee morale and their emotional wellbeing. If due to lack of proper communication, an employee feels cut off from the organization since he is unable to discern the ultimate purpose or result of his work. Again, rewarding an employee duly is important for maintaining morale as well to give him appreciation for his work. Curtailment of a major part of rewards at Infosys led to a significant downturn to employee morale. Appraisal process The appraisal process is often seen as a report card for an employee and often it defines his future in the organization. According to Swanepoel, Erasmus, van Wyk, Schenk (2000), The formal and systematic process of tabulating the strengths and weaknesses of an employee, that he exhibits in his workspace, is known as appraisal process. It also brings in the concept of organizational justice wherein an employee who believes that his appraisal has been done in a fair and just manner is highly satisfied with the company (Palaiologos, Papazekos, Panayotopoulou, 2011). The appraisal process followed by Infosys is Forced ranking method or the Bell Curve method wherein managers mandatorily have to classify employees into three different categories viz. 70% average, 20% above average and 10% below average. This kind of a system categorizes individuals performance on a yearly basis. Since the appraisal has to be done by a superior, there are always chances of leniency, partisanship and halo error rather than meritocracy. Another issue is that the process being an annual appraisal process it is, prone to recency bias. While it is supposed to be a scaling of employees performance over a complete year, often the activities of an employee in the recent months colours the performance appraisal. Again, in forced ranking system, managers can easily do away with the responsibility of explaining it to his subordinates the basis on which their ranking was done since there is a necessity to force people into certain categories. Analysis Performance appraisal usually affects employee morale and satisfaction is a big way given the fact that the future of an employee is decided by the appraisal. Under bell curve appraisal system, majority of employees ended up being average performers which creates a feeling of dissatisfaction in employees who work hard the whole year round but just cant reach that coveted top 20%. The system also leads to development of inter-team friction as a feeling of competition is generated within the team to reach the top slot. Recommendations As propounded by Maslows need hierarchy theory, for happiness and satisfaction, a person has 5 different types of needs, the fourth of which is self-esteem. Once the initial needs like physiological, social and security needs are met for a person, which usually are in case of an IT employee, the next thing he seeks is a boost to his self-esteem. This can be achieved at Infosys through granting of autonomy to an employee, giving him recognition, etc. For this, efficient hiring along with proper role description is very necessary. Further, once hired, an individual must be given correct position so that the transition into the organization is easy. Further, developing career development plans for the employees would satisfy the employees need for achievement and increase his overall satisfaction. Since communication plays one of the biggest role in any organization, it is important that communication channels are not only efficient but also effective. Setting up of direct communication channels between senior management and base level employees is a need of the hour for Infosys. Not only would it increase the organizational efficiency whole company wide, it would also help in employee retention also. Existence of an effective communication channel would mean increase in employee satisfaction and commitment to the company and in turn would improve the customer satisfaction levels thus helping Infosys reach its value proposition of customer for life. By changing its appraisal process from Bell curve to Open Ranking system, Infosys took a major step towards controlling its high attrition rate in an industry riddled with very high attrition. This cognizance of its limitations and weakness gave Infosys a significant competitive edge over its competitors who were still struggling with employee turnover thus converting one of its most notorious weakness into a strength. Being a year round affair, the new performance appraisal system, called as iCount, is supposed to give employees feedback whole year round based on specific goals assigned to an employee (Sen, 2016). Such an appraisal system is supposed to increase the chances of employee growth, both personal and professional, and hence make employees more committed to the organization. Conclusion To conclude, by removing bell curve appraisal system from Infosys, Vishal Sikka ensured that a few of the most prevalent employee problems are well on their way to being solved. It is not only expected to reduce employee turnover rate, but also improve the organizational harmony as well as inter team adhesion. Due to removal of peer to peer comparison, the intensely competitive environment of Infosys is now expected to significantly lighten up. Further, it is important the management at Infosys realizes the importance of proper task allocation to appropriate individual so that there is role clarity and an employee can perform at his best. There is a concomitant need for establishment of more effective communication channels so that management can get to know what the employees are saying and work upon any feedback they get. They need to make senior management more accessible so that employees do not keep their grievances to themselves and finally prefer to leave the system rather than help improve it. Existence of effective channels of communication will also help reduce inter team cohesion and bring harmony across the organization. Arrangement of more employee engagement programs such as celebrations, etc. are expected to improve employee commitment to the organization while arranging team engagement activities like outings and dinners would help improve team bonding. Improvement in its salary structure, especially the variable component, more open communication, encouraging free speech, etc. are some other steps Infosys can take to ensure new employees join the company with a vision of long engagement with the company rather than just a stepping stone for better horizons. Once bellwether of Indian IT industry, Infosys, in the past few years lost its position in the industry due to certain troubles including but not limited to HR related issues. The situation grew serious to such levels that, in 2013, the long retired company founder and leader, a firm believer in retirement at 65, had to come back at the helm of the company to drive it out of the muddy waters it had landed itself in. Soon, a year later, Vishal Sikka was hired who brought in significant changes to the flailing company and even generated substantial profits for the company. Infosys being the giant that it is, it retains its robust fundamentals, skilled employees and the highly effective delivery engine and continuing on its current trajectory, is set to regain its position of being industry bellwether once again. References Babu, S. (2013). Infys real problem is not looking beyond founders. Hindu Business Line. Correspondent. (2014). Infosys takes step to stop high attrition. DNA. Infosys. (2016). Infosys. About us. Jha, A. N. (2014). The REAL problem of Infosys. LinkedIn Pulse. Palaiologos, A., Papazekos, P., Panayotopoulou, L. (2011). Robbins, S. P., Judge, T. (2013). Essentials of organizational behaviour. Pearson Higher Ed. Sen, A. (2016). Infosys ahead of bell curve, to evaluate staff with new performance appraisal system 'iCount'. Swanepoel, B., Erasmus, B., van Wyk, M., Schenk, H. (2000). South African Human Resource Management: Theory and Practice.

Western European Agricultural Advances Essays -

Western European Agricultural Advances Western European Agricultural Advances Over the course of world history, there have been many factors that have changed the course of Western European history. Two of those main factors were the inventions of the chest harness for the horse and the three-field system of agriculture. The harness for the horses of the early middle ages was poorly designed and needed to be changed. The early harnesses were used around the horses neck. This led to strangulation of the horses while pulling the plow. Obviously, these early harnesses needed to be designed better to better put the use of the power and speed of the horse. This change came about in the early 900's. An invention was made that allowed the harness to be placed around the horses chest. This new invention prevented horses from being strangled, which allowed for faster plowing and greater food production. Around the same time as the chest harness' invention, medieval villagers were organizing their land into a two field system of agriculture. This system utilized one large field divided in half, one half of a field with crops and left the other half of a field was left unplanted for a year so as not to exhaust the soil. This system led to problems, because dividing the land in half led to shortages in the production of food because only half of the field was being used. This system of agriculture needed some minor adjustments to increase the production of food without destroying the soil in the process. This new system came about around the year 800. Farmers began to use a new system, the three-field system, to farm their crops. The three field system used one large field like it's earlier counterpart. The only change, was that the field was divided into three fields. Instead of only getting food from one half of your land, you could use two-thirds of the land to produce your own food. The direct result was a greater food production. Both of these agricultural inventions forever changed the course of western European history. Using the three field system allowed for the villagers to have more to eat because of the amount of food produced. They produced more of the foods that are good sources of proteins which led to decreased sickness and disease. This led to the increase in the population of Western Europe. People were now able to raise larger families. With the new and improved harnesses on the horses, horses could now plow quicker. A farmer could start farming more land quicker because of the faster plowing methods. This led to even more food being produced, also increasing the population. These two inventions, brought together, forever changed the course of European history. They increased fertile land growth, increased the population, help to try and prevent disease and sickness with better foods and increased food production tremendously.

Your Income Depends on How Well You Cope with Rejection

Your Income Depends on How Well You Cope with Rejection To make money as a freelance writer you cant just play offense (networking, learning how to pitch, improving your craft, finding new markets, negotiating). You also have to play defense. And that means developing something researchers have identified as crucial to financial success:   a  higher threshold for failure. The eminent psychologist Dean Simonton, in his masterpiece On the Origins of Genius, investigated personality traits of highly successful creative types. What exactly made them successful? With all had talent, discipline, creativity and intelligence, why did some succeed and others fail? It turns out that the most successful had a high threshold for failure. They owned a coping strategy for rejection.   The unsuccessful tended to give up sooner, approaching their work with more fear and trepidation and, hence, could not raise their creativity to the level it needed to be. Whats your coping strategy for rejections? I realized I had to change after a series of painful rejections threatened to derail my writing career. So I studied up on the latest research on resiliency and interviewed a host of grit experts. The centerpiece of my coping strategy, and the one I teach fellow writers, revolves around purpose. Why do you write? If its to see your name in lights, impress people youve never met, and have your calls answered But if you write to help solve other peoples problems, shed light in darkened areas, and maybe ease someone’s burden with a little laughter, you have a purpose-driven response to rejection. The kind that leaves you empowered instead of gutted. My friend, Lisa McLeod, a thought leader in performance, likes to ask her CEO clients this question:   Does your company have a purpose or does it just sell stuff? Lisas research shows that if, for example, a pharmaceutical company operates strictly out of revenue goals, it will generate x number of sales. If it emphasizes purpose (i.e. selling a drug that saves the life of a young mother so she can see her daughter grow up) then it will generate significantly more revenue than x. Lisas work found that selling to achieve a noble purpose produces more income than selling to meet revenue goals. Why? Because you become more resilient, more hopeful, more resourceful, more determined to succeed with that loftier purpose. I applied that to my writing and in a matter of months my income exploded, my hit rate increased, and I was in high cotton as they say in the south. The rejections didnt stop (they never do), but now they dont paralyze me. Of course, operating out of your purpose rather than your ego isnt the only thing needed to develop a coping strategy, but its a great place to start.   They say the proof is in the pudding, but in this case, look in your wallet. A coping strategy for constant rejection is almost guaranteed to fatten it.

Nursing at Maternity Unite Assignment Example | Topics and Well Written Essays - 1250 words

Nursing at Maternity Unite - Assignment Example With the increasing revolution in the technology and the rising demands of healthcare sector has resulted into the formation of a suitable job description of nurses in this unit. When I was hired as a nurse in the maternity department of the facility, I was given a job description which included almost all those factors regarding the duties and responsibilities, which I think are essential for a nurse to perform. According to this, I was required to perform the quality nursing process with utmost safety and care. Proper nursing interventions had to be provided during the post and ante partum period, along with managing the cases of mid-trimester abortion and preparing the patients for LSCS gynecological surgeries. Standard precautions have to be taken while performing clinical practices and giving guidelines to the patients. Moreover, we, the nurses, according to our job descriptions are required to foster good relations with our staff, patients, their families and every other person who is related to us in some way or the other. Education is the most essential aspect of our job descriptions which maintains that, to be a registered nurse at the maternity unit of the hospital, it is necessary that we have the Midwife/Registered Nurse diploma or a BNS degree. It is also mandatory to hole a current license of the practice and certificate of employment in order to render our services professionally. Moreover, the completion of 3 years of clinical experience has also been made mandatory. Thus, in all the ways and dimensions, does our job description require us to show a professional attitude and maintain a standard of the nursing services (Stanberry, 2000). Recruitment and Selection Process The recruitment and selection of employees, in my opinion, is one of the vital decisions which is undertaken to maintain a good staff. In many countries, the nurses and other hospital staff is recruited very carefully, keeping in view, their quality, education and standards of wo rking in mind. At our facility, the recruitment process requires filling up a form with complete employee profile, identity, education, experiences and other proficiencies. After the processing of this form, the employees are required to submit their references, license of registration, agreements to the terms and conditions and the samples of other documents. After performing other selection essentials, the nurses are hired officially to serve in the maternity department (Ueckert & Prokosch, 2002). The interview process also requires the employees to show the best possible understanding of all the medical concepts of nursing and things related to pregnancy, childbirth, traumas and other conditions. This standard matches the requirements of the nursing ‘best practices’ and aligns the needs of recruiting nurses with the standardized procedure (NHS South East Coast’s Maternity Matters Programme, 2009). Performance Appraisal The performance appraisal of the nurses i s undertaken in our hospital at a regular basis. It is believed that