Moderator Definition

Definition: A moderator is a material that slows the speed of neutrons.Moderators are used in nuclear reactors to slow the neutrons enough to increase the likelihood of interaction with another nucleus to initiate fission. Also Known As: neutron moderator Examples: Water, graphite and heavy water are all commonly used moderators in nuclear reactors.

Running Head The Scarlet Letter - 911 Words

Running head: The Scarlet Letter The Scarlet letter Ingrid Avila Keiser University In the two works of literature The Scarlet Letter and No Exit, the relationships between the main characters can be used to question morality, and understand righteousness. The relationships in both works follow the same heads and movements, regardless of the time periods they were written in. In the play No Exit, by Jean Sartre, the author attempts to describe his visualization of what Hell is, a subject that many have brood over, but none really know. Sartre was under the impression that Hell had nothing to do with the fire and brimstone, as many people before him believed. He instead voiced his thoughts through the characters of No Exit. â€Å"Obviously there aren’t any physical torments†¦and yet we’re in hell. And no one else will come here. We’ll stay in this room together, the three of us, forever and ever†¦in short there’s someone far away here each of us shall act as the torturer of the two others.† The three main characters in this play, Inez, Garcin, and Estelle create the hell they were banished to, but not by using the â€Å"racks and red-hot pincers† of the past, but by hurting each other in a disturbed form of a â€Å"love triangle†, where the love really doesn’t exist. In this complicated trio Inez is attracted to Estelle, who is in turn needs a man such as Garcin to yearning and notices her. Garcin can hurt Inez byShow MoreRelatedScarlet Letter Symbolism773 Words   |  4 Pages The Scarlet Letter is a book about the suspense, love, guilt, and the pain of letting your emotions get the best of you. In one incident, Hester Prynne, a member of the Puritan society. Committed one of the most deadly sins, adultery, and was punished to wear the scarlet letter. The Scarlet Letter itself symbolizes isolation, sin, punishment and guilt. After being forced to confess her sin in front of the town Hester and her daughter, Pearl were banished to the outskirts of town, â€Å"On the outskirtsRead MoreThe Scarlet Letter, By Nathaniel Hawthorne1700 Words   |  7 Pagesexpress anything but the truth. The children in Nathaniel Hawthorne’s novel, The Scarlet Letter, are presented as more perceptive and honest than adults due to their actions of perceiving Hester’s scarlet letter, expressing their opinions without knowing if it is right or wrong, and their willingness to ask questions. In the Scarlet Letter, Hester’s daughter, Pearl, has a willingness to ask questions about the scarlet letter on Hesters chest to help her have a better understanding of why her mother wearsRead MoreAnalysis Of The Scarlet Letter 963 Words   |  4 Pagesare the source of them is the way to redemption. In the novel The Scarlet Letter by Nathaniel Hawthorne, a Puritan woman named Hester Prynne commits the crime of adulte ry with the reverend of the town and bears a child from this unlawful union. Hester faces punishment in the form of a large scarlet letter â€Å"A† that she must wear upon her bosom so that all may know the sin of infidelity she has committed. In The Scarlet Letter, the evolvement and fate of the character of Hester Prynne demonstratesRead MoreCharacter Analysis of Hester from The Scarlet Letter by Nathaniel Hawthorne977 Words   |  4 PagesHester from The Scarlet Letter by Nathaniel Hawthorne With nothing now to lose in the sight of mankind, and with no hope, and seemingly no wish, of gaining anything, it could only be a genuine regard for virtue that had brought back the poor wanderer to its paths. (153) With his precise diction Nathaniel Hawthorne displays an interesting conflict based on a disagreement between the protagonist, Hester Prynne, and the strict Puritan society around her in his novel The Scarlet Letter. This disagreementRead MoreSymbolism, Use Of Color, And Themes Of Nathaniel Hawthorne s The Scarlet Letter1657 Words   |  7 PagesSymbolism, Use of Color, and Themes in The Scarlet Letter The Scarlet Letter is regarded as the first symbolic novel in American Literature for Nathaniel Hawthorne s skillful use of symbolism and allegory. The novel is also said to be the greatest accomplishment of American short story and is viewed as the first American psychological novel, which makes Hawthorne win an incomparable position in American Literature. Hawthorne’s â€Å"unique gift† for using this kind of skills taps into the roots of manRead MoreThe Scarlet Letter, The Crucible, And King s Letter From Birmingham Jail1733 Words   |  7 PagesHawthorne’s The Scarlet Letter, Miller’s The Crucible, and King’s â€Å"Letter From Birmingham Jail† Humans have a natural tendency to conform to each other; they strive to fit in with their community and to blend in with the crowd, undoubtedly because modern society seems to have put everyone on a leash. Its harsh judgment and constant pressure forces everyone to follow each other around like sheep — compliant — staying in line in fear of the repercussions. Likewise, in The Scarlet Letter by NathanielRead MorePsychoanalytic Analysis : The Scarlet Letter 1354 Words   |  6 PagesPsychoanalytical Analysis Throughout The Scarlet Letter there are many Freudian symbolisms that can be found scattered throughout this American classic. In nearly every chapter there is at least one reference to a phallic or yonic symbols to demonstrate the longing for a male figure in both Pearl and Hester’s life, and the symbolism to depict the shift from id to ego. One of the earlier metaphors to symbolize Hester’s suppression is the scaffold that she stands upon in the first chapter of theRead MoreThe Scarlet Letter By Nathaniel Hawthorne1760 Words   |  8 Pagesoffered by the Lord. The Scarlet Letter, written by Nathaniel Hawthorne, who is well known for his other works such as, The House of Seven Gables and, Young Goodman Brown. He was also a Romantic and an Anti-Transcendentalist. The Scarlet Letter is about a woman named Hester Prynne, who is living in Boston during the 1640’s. She is publicly shamed in front of her town because she committed adultery and got caught. The town deems that the best punishment is to have her wear a scarlet â€Å"A† on her bosom forRead MoreHawthornes Scarlet Letter, Hemingways A Farewell to Arms and Twains The Adventures of Huckleberry Finn1474 Words   |  6 Pagessolve their problems. This idea is seen in Nathaniel Hawthorne’s The Scarlet Letter, Ernest Hemingway’s A Fa rewell to Arms, and Mark Twain’s The Adventures of Huckleberry Finn. Through their rebellious nature to deviate from their roles forced upon them by society, Hester Prynne, Lieutenant Henry, and Huckleberry Finn all use unorthodox measures in order to solve their conflicts. In Nathaniel Hawthorne’s novel, The Scarlet Letter, Hester defies the status society has given to her by embracing herRead MoreThe Theme Of Symbolism InThe Scarlet Letter By Nathaniel Hawthorne1679 Words   |  7 Pagesbeing reminded of sins and mistakes, never hearing the end of it. It’s like running through a dark, hazy tunnel where reality is shifted, and where there is no end, it just keeps going, and going. In â€Å"The Scarlet Letter† by Nathaniel Hawthorne, this is a common theme amongst the characters of the novel. Hester Prynne, due to her crime of committing adultery, is forced by the town to adorn her chest with the scarlet letter â€Å"A† to symbolize her wrongdoings. Along with Hester, her secret lover Arthur

Benefits and Challenges of Performance Related Pay Free-Samples

Question: What are the Benefits and Challenges of usin Performance related Pay to Motivate Employees. Answer: Benefits and Challenges of Using Performance Related Pay to Motivate Employees Performance-related pay is a system that employers use to pay their employees depending on their productivity at the place of work. These systems vary depending on the type of industry, the number of employees, and the size of the firm. Many companies use these systems because of the rewards that they get. Employees also receive the rewards of performance related pay (PRP). However, those rewards do not come without certain shortcomings. Performance related pay systems are popular with most people first of all because of their ability to boost the career of employees. If employers effectively implement these systems, employees can easily monitor their own performance and increase the prospects of their careers. For employees who do good work, the systems also offer them a way to prove that they deserve salary increase or bigger bonuses. Since employees often receive basic pay, performance related pay can help them to increase their income. Further, this system can increase the feeling of satisfaction. When employees work hard, and their work is rewarded, that can significantly increase their level of job satisfaction (Wynn Sorbero, 2007). Performance-related pay is a vehicle for improving employee performance. This compensation plan ties employee performance to groups, corporate, and individuals. Since employees want high pay, this compensation plan motivates them to work hard so as to make more money. According to Stredwick (2003), this model clearly puts employees in front and the center of their own financial destiny. Employees can take full control of their destiny and are inspired to work as much as they wish to be paid for. This compensation plan also enhances employee retention. During a period when there was a nursing shortage in a medical center, and a busy town had a waiting list of nurse applicants. Since they paid by performance, nurses who were working hard were not encouraged to leave. The hospital held that there should be no low performers. This strategy helped them to retain a high number of qualified workers (Hellerman Kochanski, 2009). At the same time, performance related pay has several advantages for employers. The first benefit is staff motivation which eventually benefits the employer. When employers use this system, and they receive bonuses for actual results, they become more motivated and result-oriented. Besides, they are able to attract new talents (Stredwick, 2003). Qualified professionals always prefer to be paid depending on their performance as they are confident of their ability to deliver quality and meet deadlines. It also increases staff productivity. If proper performance related pay systems are used, this can lead to significant increase in staff productivity. When employees are satisfied, the rate of turnover is lower. Employees who are working hard and well paid are loyal to the company. The employer is also better placed to achieve their goals. Performance related pay, therefore, helps employers to encourage employees to work hard and achieve company goals (Performance related pay, 2004). Performance related pay also helps employers to differentiate between the performance of a low employee and a high performing employee. By doing this, Hume (1995) says it helps the employer to know who qualifies for different types of rewards. The company does not end up rewarding low performing employees at the expense of higher performers, which in the long run helps to create a good working environment for high performers. Further, performance related pay, unlike bonus pay and profit sharing schemes, enables employers to differentiate between the performance of particular individuals and the overall performance of the company. While these systems also provide an overall reward, by reserving a portion of the available compensation for high performers, it promotes values such as effective customer service, positive coworker relations, and teamwork. In addition, this system provides a device for employers to recognize the performance of individuals on a one-time basis. Because of this, employers can use it to reward employees who participate in one-time projects like opening up new sales territories (Hume, 1995). Another benefit of performance related pay is easing administration and understanding. It sets out the standards that employees must adhere to. When a company adopts the policy, their employees get to know these set standards right from the beginning as they are part of their contract. Many sales organizations find this strategy useful. They pay their employees for performance by either a straight-forward scale using a particular formula or a percentage of commission (Johnson, 2011). Pay for performance programs also create the room in the workplace for healthy competition. When a company gathers records of performance and keeps this information, employees, who see this data are motivated to compete to reach and exceed the level that other workers have reached. There is also the element of cost-effectiveness. Many employers are concerned about the cost-effectiveness of their processes (Hume, 1995). When an employer pays their workers on a salary basis, gauging whether this amount is being spent on a worthy course is very difficult. However, when they implement performance related pay systems, the company can scrutinize hard facts regarding how effectively they are distributing costs (Grace, 2006). Another benefit of this system is the existence of less supervision. Organizations operating with performance related pay policy have no pressure to supervise their employees. Employees have a clear understanding of what they need to do and are motivated to do it as it is linked to their pay. As a result, they have to show initiative. This element enables these companies can function with fewer supervisors than those that use other strategies. The ultimate benefit is this can be increased profits (Grace, 2006). Other than these benefits, there are challenges of using performance related pay. Various studies on this subject have revealed several problems in various areas. While performance related pay can motive staff, there are instances when it can do just the opposite. These payment systems are not always as effective as some employers suppose. If a PRP scheme is not designed well, it can cause affect staff morale negatively whenever it offers an amount of money that is not enough meet their personal needs and subsequently motivate them. Additionally, when managers lack the skills to implement the policies or when there is inadequate communication between managers and the staff, it can negatively affect the performance of employees. Employees may begin to consider the strategy as a device that the management intends to use it to undermine their hard work (Grace, 2006). Since the performance of PRP systems often depends on the appraisal of individual workers, which line manager usually do, personal favoritism and bias can influence pay decisions. If employee expectations are not managed well, and when they consider that their works are being evaluated unfairly, they react negatively. Such a reaction can have an effect not only on the performance of individuals but also the whole organization. Perceived unfairness can also make teamwork to be undermined, which in the long run to influence people to think that performance is not linked to their pay but with establishing connections managers and supervisors (Pay for Performance, 2012; Mrudula, 2006). Another challenge with this system is it accentuates differences between the lowest paid workers and the highest paid employees. Highest paid employees begin to consider that they are more important to the company than their other counterparts. When this goes on unchecked for an extended period, researchers say it can lead to unhealthy competition. With this system, it is also difficult to design objectives that all employees can consider as fair and realistic. Some performance measurement strategies such as individual incentive plans are expensive to implement. Managers often struggle to choose appropriate time frames for rewards. If rewards are paid after a long period, it may be difficult to motivate employees, especially those who are not paid well enough ( Siegers, 2012). On the other hand, if payments are released within a short period, they can contradict organizational interests. Further, non-effective PRP systems can interfere with other programs and initiatives of the compa ny (Halsey, 2006). There is also a problem involving the evaluation of the contribution of employees onto the overall performance of the firm. This problem usually arises when a company decides to use schemes based on group incentives. In this case, when an individual fails to contribute, this can have little result on the overall performance of the group and the company. Therefore, it gives individuals an opportunity to do nothing completely for the advantage of his group and the company but still claim to have contributed to the general success of the company. As a result, such a person can end up receiving rewards owing to the hard work of other members of his group (Halsey, 2006; Boring, 2006). An additional challenge that this policy can present is created room for employees to fear giving their leaders their input for changes. They are motivated to do this even if they have productive ideas to avoid the possibility of the reduction of their earnings. Since many successful companies rely on the advice and input of their workers to make decisions, when employees feel insecure to give their ideas, that means the organizations can face many unforeseen problems (Brennan Barnes-Murphy, 2013). Another related challenge is resistance to change. Employees always fear company changes, especially in operating procedures. They consider that changes in this department can cause a decrease in productivity. Organizations that face such resistance are bound to use the best strategies to be able to remain productive. Research has established that those companies that choose to move on without putting into consideration the fears and demands of their employees often experience a reduction in production. If they handle these issues unprofessionally, the result can be an increase in the number of employees who are not motivated to perform. The most appropriate way of reducing this kind of employee resistance is providing enough training and explaining the reasons for implementing the changes (Risher, 2004; Bjo?rklund, 2001). Performance related pay cannot be used many service sector jobs. An employer can face a lot of difficulties when they try to measure the productivity or success of some workers such as teachers, doctors, and nurse. There is no way one can measure their performance in numeric terms, which makes the use of this policy limited to other jobs (Risher, 2004). In addition, from the employers perspective, implementing performance-related pay can be very inconvenient. It requires wide knowledge about the services that the company provides as well as many other internal and external environment of the firm. Those who are responsible for implementing these policies must also know clearly beforehand what particular employees and groups do and what should be done to ensure their performance improves and remains above par (Risher, 2004; Mihm, 2003). In conclusion, given that all compensation schemes have some both benefits and challenges; employers need to decide on plans that best suit their needs. Apparently, performance related pay policies can transform organizations into a result-driven culture where the desire to receive more income, the desire to improve and the desire for increased freedom can propel organizations to move forward to the next level. These reward policies can also improve employee retention and ease administration and understanding. However, ineffective PRP can also lead to a decrease in staff morale and eventually the lack of proper performance. Since it is difficult to use this system to measure the performance of people in most service jobs, employers cannot use it to do some jobs. For employers who opts for this strategy and wants to ensure it is successful, they must ensure that all targets and criteria of evaluating performance are agreed upon by all their employees and managers. Besides, all their designed goals must be consistent with the general strategy of the company. Further, employers need to create a favorable environment for which employers are able to achieve their targets and organizational targets as well. Given that PRP can help organizations to achieve high goals, employers must be prepared to spend a lot of resources and time in it to remedy problems that can affect the process. References Bjo?rklund, C. (2001). Work motivation: studies of its determinants and outcomes. Stockholm: Stockholm School of Economics, EFI, The Economic Research Institute. Boring, D. B. (2006). Does team-based variable pay work? Brennan, L. C., Barnes-Murphy, R. (2013). Payment methods. Mankato, MN: The Child's World. Grace, P. M. (2006). Performance pay: a study of its operation. Oxford: University of Oxford. Halsey, D. M. (2006). Pay for performance. Place of publication not identified: Amer Acad Of Orthopaedic. Hellerman, Y., Kochanski, J. (2009, August 14). Beyond Pay for Performance: Countering the 'Pay Entitlement' Mindset. Retrieved April 21, 2017, from https://www.shrm.org/ResourcesAndTools/hr-topics/compensation/Pages/EntitlementPay.aspx Hume, D. A. (1995). Reward management employee performance, motivation and pay. Oxford: Blackwell Business. Johnson, R. (2011, August 27). What Are the Advantages Disadvantages of a Pay-for-Performance Policy? Retrieved April 21, 2017, from https://www.sapling.com/12013917/advantages-disadvantages-payforperformance-policy Mihm, J. C. (2003). Posthearing questions related to pay for performance. Washington, DC: The Office. Mrudula, E. (2006). Employee motivation: an introduction. Hyderabad, India: ICFAI University Press. Pay for performance: should Fannie and Freddie executives be receiving millions in bonuses?: hearing before the Committee on Oversight and Government Reform, House of Representatives, One Hundred Twelfth Congress, first session, November 16, 2011. (2012). Washington: U.S. G.P.O. Performance related pay. (2004). Belfast: Equality Commission for Northern Ireland. Risher, H. W. (2004). Pay for performance: a guide for federal managers. Washington, D.C.: IBM Center for the Business of Government. Siegers, D. (2012). Pay for performance? Place of publication not identified: Grin Verlag. Stredwick, J. (2003). Performance pay: objectives, operation and outcomes. Luton: University of Luton. Wynn, B. O., Sorbero, M. E. (2007). Pay-for-performance in California's workers' compensation medical treatment system: an assessment of options, challenges and potential benefits. Santa Monica, CA: RAND.

Poem Hurricane Essays - Atlantic Hurricane Seasons,

Poem: Hurricane The evil hurricane destroys the landscape by snapping the trees The depressed rain sounds like a baby crying because he did not get his way The corrupt winds hurl the timber around The stern winds sound like a mother yelling angrily at her child The loud thunder sounds as if a baseball is being hit hard by a large baseball bat The crack of trees snapping caused the hurricane to roar There was a low moan of pain traveling through the air The screeches of the hurricane sent shrills down our spines The twirling witch threw rain at our house The stormy clouds were running away from the disasterous battle field The yelping cars were tumbling and somersalting across the freeway The upset hurricane threw down the blazing lightning The tremendous hurricane was a thundering, swirling cloud of death as it spun off baby ice cream cones of terror The terrifying hurricane whistled an unsteady tone as it uprooted our crops and had a tasty snack The gigantic hurricane swept up our homes and left them where they were and didn't bother to use a dustpan The horrifying hurricane weakened our houses with its powerful and terrifying smelling breath The destructive hurricane blew the ocean waves into a wild rage to destroy our unsafe homes The hurricane was a sinister villain destroying beautiful land The noisy hurricane screams and howls like an upset baby Hurricanes are angry grandmothers with gray hair spinning and falling out everywhere The powerful storm was throwing branches like major league baseball pitchers The winds were rushing across the water while whistling a creepy tune with the trees snapping along The hurricane was so angry, she ripped off the barn roof, while her whipping winds chased the cows The repulsive eye sternly watched me as it began to leave Poetry Essays