Sunday, December 29, 2019

Reading Comprehension Worksheet 2 Answers

If you have gone through the Reading Comprehension Worksheet 2 The End of Overeating then please read the answers below. These reading comprehension worksheet answers are affiliated with the article, so they wont really make much sense by themselves. Printable PDFs: The End of Overeating Reading Comprehension Worksheet | The End of Overeating Reading Comprehension Worksheet Answer Key Reading Comprehension Worksheet 2 Answers 1. It can be inferred from the authors description of the woman eating in paragraph four that (D) The author is disgusted by the womans consumption. Why? A is incorrect because we have no idea where the woman likes to eat. Nothing in the text makes reference to her preferences. B is incorrect because we can infer that the woman isnt even aware of what shes eating, so she doesnt truly have the capacity to enjoy it. C is incorrect because her efficiency is detracting from her dining experience rather than enhancing it. The author never brings up anything about eating healthfully in those lines, either, so E is also out. We can infer that hes disgusted by her consumption because of his judgment he places on her: Had she known someone was watching her, Im sure she would have eaten differently. This implies that she would have been ashamed to eat as she had, thus showing the authors distaste for her eating habits. 2. According to the passage, the main reason people overeat is (B) because we dont have to chew our food very much Why? A, B and C are mentioned in the passage, but not as a causal effect of our overeating. E is a distractor answer—eating quickly is tied into not chewing, but the passage does not imply or state that we are used to eating quickly, so we overeat. The passage gives specific details about the refining process that makes our food easier to swallow, allowing us to eat more than we should, thus answer B is the very best choice. 3. The following are all ingredients in the egg rolls, EXCEPT (E) dark meat chicken Why? Its white meat chicken (line 32). This is one of those hunt and search type of detail questions. They can be tricky because they have almost nothing to do with reading comprehension, but rather focus on how carefully you can find the details related to the passage.   4. Which of the following statements best describes the main idea of the passage? (B) Because refined food is irresistible and easy to eat, it masks how unhealthy it is, leaving people unaware of the poor food choices theyre making. Why? A is too broad, because it fails to mention refined food, which is absolutely key in the article. C is too narrow because it only mentions Chilis, and the essay goes beyond just one restaurant. D makes a supposition—that people will be healthier because of the article. Thats never stated or indirectly implied, so it cant be part of the main idea. E is too narrow, so B is the best choice.   5. In the first sentence of paragraph four, the word vigor most nearly means (D) Energy Why? Heres where your vocabulary knowledge or your ability to understand vocab words in context come in handy. If you didnt know the meaning of the word, you could assume some things based on the text: †¦the woman attacked her food with vigor and speed. Since the conjunction and joins two words/phrases with similar meaning, C is out—lethargy means laziness. The word attacked does not coincide well with pleasure, so A is out. Since the woman was unaware of who was watching her, flamboyance, B, is out, too. That leaves D and E. Craftiness indicates sneakiness of some sort and although the woman wasnt being showy, she wasnt sneaking her food either, so D is the best answer. It fits well with the sentence.

Saturday, December 21, 2019

The Dark Triad And Sexual Harassment - 1500 Words

Section One: Summary and Analysis (Strength and Weaknesses) The article â€Å"The Dark Triad and sexual harassment proclivity† consists of research that concerns the importance of individuals with tendencies that engage in sexual behaviors. It’s unfortunate that sexual harassment is even prevalent at such a high rate within our society. Moreover, it state that â€Å"44% of female and 19% of male federal employees report that they have been sexually harassed at work (United States Merit Systems protection Board, 1995). Consequently, there are results of sexual harassment within the job sector such as lack of job employment, lack of adjustment after the situations, and the like. Therefore, according to the article, researchers began to expand their understanding of sexual harassment and the causes of behavior that promote sexual harassment. More specifically, this article states â€Å"†¦Previous research has established that these traits are connected with aspects of sexual aggression (e.g. Figueredo, Gladden, Sisco, Patch, Jones, 2015, Jones Olderbak, 2014). Therefore, two studies were conducted that connected the personality traits of The Dark Triad such as narcissism, psychopathy, and Machiavellianism to situations or reasons behind sexual harassment proclivity. One study focused on the positive associations of Dark Triad traits to sexual harassment. The second study was similar to the first study result; however, it also revealed how Dark Triad traits were connected to theShow MoreRelatedA Report On Fice3274 Words   |  14 PagesJim McLellan. Niles hit the pager to his receptionist, and without her answering, he immediately barked, GET ME McLELLAN! SCENE 2 In the closet of an office, not even on the first floor, Jim McLellan, Rory Johnston and Philip Thomas sat in a triad. 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Thursday, December 12, 2019

Human Resource Dtrategy Formulation - Implementation - and Impact

Question: Discusss about the Human Resource Dtrategy for Formulation, Implementation, and Impact. Answer: Introduction: This report has been constructed to understand the importance of the human resource management for the health care service. There is no doubt about the importance of the human resource management in case of health care services because there are few factors that make this industry challenging. Customer satisfaction, performance of the healthcare staffs are the major player in this sector and thus management of the human resources are highly appreciated in terms of reforming healthcare services. Human resource management considers the development of both the individual employee as well as the functions of organizations. Human resource management improves the measures like communication, cooperation, talent retention and other factors that can be influential for the satisfaction of both the employees and the customers. The objective of this report is to understand the significance of the sustainable human resource management and the approaches that CEO of the First Hospital can adopt to make the human resource management more effective and functional. Background to the topic: The first hospital has taken the initiative to give their service in a location that is geographically isolated; however, the hospital is facing problem regarding the lack of appropriate structure for the human resource management. There is a different provision for the payroll department of the employees; however, the department is supervised by the CEO and its finance manager instead of the human resource management authority. Also, there is another problem; all the functions meant to be handled by the authority concerned to human resource management have been monitored by the middle managers. There are several facts such as recruitment and selection of the employees, development of those selected employees and management of their performances that come under the functions of human resource management (Mondy Martocchio, 2016). All these dimensions are important to obtain a functional and effective organizational structure. On addition, Dias (2016), mentioned there are another impo rtant criteria of the health and safety issues for the employees; if the employees are not satisfied with the working environment, it consequently hampers the production and performance of the employees. As mentioned before, attributes that are typically followed up by the human resource administrative bodies has been now supervised by the middle managers; this matter has become serious as the managers are not concerned about the required activities. From the thinking of CEO version, it can be said that the CEO is satisfied with the present organizational condition of the First Hospital as the CEO thinks that suggestions of the consultants who comes for a single time in a week are sufficient to handle all the issues of an organization. Bratton and Gold (2012), mentioned that if the management of the organization does not provide adequate attention to the employee satisfaction and their requirements incidents like shortage of the staffs, absenteeism and turnover, staff grievances and industrial disruption occurs. All these issues leave a negative impact on the reputation of the organization. For the First Hospital, lack of the appropriate managerial structure to accomplish different activities for the sake of employees' benefits have become the most important issue and thus a recommendation has been given in this report along with the different accounts on the sustainable approach of the human resource management. Recommendation for CEO to improve the HRM operations: As discussed before, First Hospital is facing serious issues regarding the management of their employee relation. There is no such distinct administrative body for the human resource management in the First Hospital; thus, management disturbance has become a common issue for the hospital. Employees are not satisfied with the current provision of the company. Moreover, the present authority is least concerned with the benefits and management of the employees. This kind of negligence has turned into a negative recognition for the company. The CEO of the company has also limited the management activities on the suggestions of a consultant. Here, few recommendations have been given to the CEO so that a transparent idea can be obtained by the CEO of the hospital and required actions can be implemented. Formation of the human resource management authority: It is the utmost concern for the First hospital. The hospital must prioritize formation of a separate body that will look after the issues related to the employees. As mentioned by Lis (2012), human resource management is one of the pillars for a stable foundation of an organization; thus without any proper employee management group First hospital is lacking the standard, effective and functional structure. Rely on the decisions of HRM: As till the present date, CEO and other managers were responsible for taking decisions for the employees and organization, it can get difficult for them to agree with working manner of the human resource management. The first hospital should follow the suggestion of Mello (2014), who said that an organization should trust on the suggestions and working principle of the human resource management because that is the particular concerning entity that has the proper knowledge on how the complicated issues can be maintained. The CEO should give the HRM freedom to take decisions for the good of the employees and organization. Implementation of the recommended approaches: The importance of the recommendation from the human resource management relies on their proper implementation (Riley, 2014). There will be no advantage if the First Hospital is not considering the recommendations of the employee management authority. Evaluation of the recommendations: After the company implements all the recommendations of the HRM, they should follow the major step of evaluation of those steps. This approach will help the CEO to understand whether the approaches were valid or not. In this regard, the CEO can organize a meeting with the human resource manager so that he can understand the aim and gap between the implementation and result. Moreover, having an internal communicative approach in an organization can help to understand the requirement of the employees and most appropriate approach to fulfilling those requirements (Bamberger, Biron Meshoulam, 2014). Key characteristics of sustainable HR capability: As mentioned by Purce (2014), sustainable human resource management is significant because it evaluates the competencies and enhances the knowledge to drive the competitiveness of the business towards the aims and objectives of the company. The main focus of the sustainable management is to obtain an interactive and effective relationship among the employee and the management of the organization. Sustainable human resource management shares three values while dealing with the human capital, i.e. caring, sharing and respect. Sustainable human resource management aims to increase the talent of the employees as well as help them to become ethically concerned. As mentioned by, Storey (2014), sustainability in the human resource management mainly follows two aspects- one is to maintain the conditions that can allow each employee to subject of sustainability, also develop a system that is capable of attracting, motivate, engage and regenerate the employees and their performance. On the oth er hand, the sustainable approach of the human resource department also looks into the matter of cooperating with the management of the organization, shareholders of the company so that the company can work in the interest of both the employees and organization. Sustainable human resource management helps an organization to realize the importance of the social, economic, environmental and human sustainability goals and act accordingly. According to, Alfes et al. (2013), sustainable human resource management can be defined as the managerial approach that involves strategies that can easily fulfill the demands of the present day as well as can also meet the future prospect of an organization. Sustainable human resource management holds a broad view towards the organization such as the understanding the economic, environmental and economic factors. In this regard, the organization also protects the right of the employees and their requirements. The sustainable approach includes several factors like taking the right decision, following the steps that result positively for both the employees and the organization. Sustainable human resource management includes the following measures: Recruitment and selection: Recruitments and selection are the major attributes for an organization. As mentioned by, Ehnert and Harry (2012), if the organization has the perfect employees recruited for their company it will be easy for the management to develop their skills and performance. Development of the employees: Development of the employees involves the provision of the proper training to the employees so that their skill and knowledge can be improved and the better outcome can be yield. If an organization follows the approach of sustainability, they consider the fact that employee gets the appropriate learning that can be helpful during the practical practice. Cooperation with the management: It is another important approach to the sustainable human resource management. As mentioned by, Jackson, Schuler and Jiang (2014), if there is a conflict between the authority of the organization, shareholders, other internal partners of the company and the human resource department of the company, it is not possible to obtain the best outcome for the organization. That is why the sustainable approach is required to eradicate any conflicted situation from the organization; this approach makes an interactive relation between the different partners of the organization so that the continuity of the structure can be maintained. Ethical consideration: Maintenance of the ethical consideration is important to make the practices and activities of the organization viable and practical for the employees. Employees become more concerned about the ethical practices when the organization adopts the approach of human resource management; the employees have clearly described the rules and regulations of the organization so that they can strictly follow those. Moreover, Kramar (2014), mentioned that in a sustainable human resource management, the manager also ensures that there is no loophole from the end of authorities while talking on the ethical concerns; they manager also monitors that the situation is getting complicated for the employees due to the imposition of the regulatory provisions. Sharing, caring and respecting: All these three elements are important measures of the sustainable human resource management. Sharing denotes sharing of the values and opinions of the organization. Employees are given equal importance for in any major decision making processes. Caring involves the maintaining the working atmosphere; health and safety acts are the major consideration in this regard. The employees should be satisfied by the environment in their workplace so that they can give their best efforts to obtain the maximum outcome (Buller McEvoy, 2012). Respecting involves evaluating and treating all the employees equally regardless of their social, cultural and economic background. Employee retention: Sustainability of the human resource management involves the application of the approaches that can result in more engagement of the employees (Delahaye, 2015). The authority of the human resource management helps the organization to implement such aspects that can bring satisfactory results for the employees. Few strategies that an organization follows for the employee retention are reward recognition, monetary compensation, benefits and work-life balance. Conclusion: Therefore, it can be said that this report has attempted all the dimensions required to understand the importance of appropriate structure for the human resource management. Here, issues from the First Hospital have been chosen to make out the conditions that have been affected by the lack of proper structure of the human resource management. Moreover, the hospital has relied on the CEO, finance department and the middle manager to shape the activities related to the employee management. This report has given a recommendation for the CEO of the hospital so that proper guideline can be followed by the organization while conducting the human capitals. Sustainable human resource management has started to gain the attention of the researcher as this new approach has already taken an important place in case of discussion for the human resource management. This report has discussed the importance of the sustainable human resource management approaches that can be proved beneficial for both the employees and the organization. The sustainable approach involves the interest of both the employees and the stakeholders and other partners of the organization. Hence, this report has successfully stood up to the accountability of the sustainable human resource management and its priority in case of successful management of an organization. Reference list: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Delahaye, B. (2015).Human resource development. Tilde Publishing. Dias, L. (2016). Human resource management.Human Resource Management. Ehnert, I., Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, 221-238. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Lis, B. (2012). The relevance of corporate social responsibility for a sustainable human resource