Review of A Cinderella Story Essay -- Cinderella Story, movies,

Many traditional fairy tales have been remade into Hollywood movies. The fairy tale of Cinderella has been produced in movies many times like Ever After (1998) and A Cinderella Story (2004). A Cinderella Story (2004) has an interesting storyline, cast, themes, and appeals to teenagers and young adults. The movie begins as Sam narrating how she is in a far away kingdom with a beautiful little girl with her â€Å"weirdo† father. Then Sam clarifies that this was not â€Å"long ago† and â€Å"not a really far away kingdom;† they are in the San Fernando Valley. Growing up in the San Fernando Valley was like her kingdom. Even though she was raised by her father, she never felt like she was missing out on anything. Her father tries to exposes her to girly things like make-up and fashion. Her dad owns a diner in the San Fernando Valley which Sam loves called Hal’s Diner. All the staff was like her family. When Sam celebrated her 8th birthday at Hal’s Diner, they want for her to wish for something, but she does not wanted anything because she has amazing friends, the diner family and the coolest dad. Sam’s dad thinks that she needs only one thing to be happy, a mother; so he decides to marry Fiona who had two daughters, Brianna and Gabriella. Sam th inks that as long her dad was happy she would be happy (A Cinderella Story). One night, Sam loses her best friend, her father, in a devastating earthquake. She is left to live in an attic with her stepfamily, and soon realizes her stepfamily is evil. Fiona and the step-sisters take over everything the house, the diner and her. They make Sam do all the housework for them. Fiona treats Sam like a slave; Fiona wants Sam to do the chores including cooking for them, and does not allow her time to even study! Sam... ...nagers who comment on A Cinderella Story said, â€Å"This movie was a Great movie! If you have a knack for watching teen love stories this would be your movie. When I first watched this movie I was dying to have it. This movie shows that even though life can be bad you always have the chance to stand up for yourself and become something great and achieve your dreams† ( Ebert) Although critics were not very kind to the movie, many people really liked it. The movie went beyond my expectations, and I loved it more than other movies. A Cinderella Story has an interesting storyline, cast, themes, and appeals to teenagers and young adults. The movie was very interesting to me as a young teenager. I recommend all teenagers to review this movie because when you lose someone that in life was very important no matter what you should keep on with your life and purest your dreams.

Human Resources Internship Essay

I applied for the Human Resources internship at Maryville Academy-Scott Nolan Center through the website indeed. com. During my internship with Maryville Academy-Scott Nolan Center, I supported the HR department and organizational initiatives. My responsibilities with recruiting initiatives included initial resume screening and on-boarding. Positions I screened for included but were not limited to mental health counselor, staff nurse, utility manager and receptionist. I also supported administrative aspects such as filing, data entry, and HRIS maintenance. Since the Scott Nolan Center is in a transitional period, I helped develop several job descriptions. From the human resources perspective, I did payroll and disciplinary action forms, as well as legal documents such as FMLA. I completed 432 hours of the Maryville Human Resources Internship Program. Expectations Prior to Internship Before the internship started, I had an interview with my Human Resources manager to discuss my expectations as well as her expectations for this internship. I expected to get involved with daily Human Resources functions. I expected to be working in a fast-paced organization. Also, I expected a certain amount of training since I did not have any relevant experience prior to the internship. One other thing I was concerned with was that there might be a difference when recruiting for non-profit organizations compared to for-profit organizations. I thought recruiters would pay attention to some unique personalities or rules when they screened qualified applicants. For instance, some for-profit organizations might focus on people who have the required skills, such as sales skills, customer service skills and presentation skills. For this particular non-profit organization, I would pay more attention to personality traits, such as openness and agreeableness. Beyond My Expectations Beyond my expectations, I learned that every organization has its unique culture. It does not matter if it is profit or non-profit. Some organizations focus on employees’ training and development, while other organizations focus on select candidates who have certain minimum skills before they can be hired. These employees require little training and development. The organization I worked for is a children’s psychiatric hospital. Its patients are youths who are suicidal or suffered from sexual and physical abuse in their family. These patients are very sensitive. Thus, they are looking for employees to be energetic, positive and have professional nursing or therapy skills. They want their employees to not only care about the patient physically, but also mentally. During the recruiting process, I considered not only whether candidates had the essential KSAs to finish tasks, but also whether their personality would fit the organization. My expectations about this internship mainly focused on recruiting, as well as maintaining the employee database, such as workers’ compensations and payroll. Since the hospital was expanding, several new positions were created. Beyond my expectations, I had to update and develop several job descriptions. On the legal aspect, I was not expecting to get very involved. However, I had a chance to follow a FMLA case and to issue disciplinary action forms to employees who violated organizational policy. These legal documents made me realize the importance of legal documents in uman resources management. Selection Process General Process A significant portion of my internship responsibility was recruiting. These responsibilities ranged from screening candidates’ resumes to interviewing and preparing hiring documents. I would screen resumes from our database and select whom I believed would fit in the position. Then, I would conduct a phone interview with the applicant. After the phone interview, if I still felt the individual fit the organization, I would schedule an in person interview with our Human Resources Manager for the applicant. Our manager would make the final decision after the interview. If our manager decided to hire this individual, I would start preparing hiring paperwork including background check, reference check and medical record. My responsibilities would be all the above-mentioned tasks, which concluded with filing all the documents and sending it to the orientation group in order to prepare new-hire orientation documents. Screening Resume Before the internship, I read an article by Applicants (2009). He gave me several tips I kept in mind during the resume screening process. First of all, I was aware of potential adverse impact during the screening process. I should not focus on screening applicants from particular race or gender group. Companies have significant discretion in defining the basic qualifications for each position that they fill so long as those qualifications are defined by the outset of the hiring process for the position. When I selected qualified applicants for phone interviews, I chose candidates who met the minimum qualifications. Then, we chose whoever had best matched our skill requirements to continue to the next phase, which is an in person interview. These minimum requirements were determined by job descriptions. The job description helped us identify which candidate was able to perform the job, such as develop policy and communicate with patients. Thus, developing a job description was very important. After screening resumes for minimum qualifications, phone interviews were conducted. Importance of determine personality traits and Organizational Citizenship Behaviors (OCBs) during selection process We wanted to select employees who we believed would be successful in the job. According o Barrick and Mount (1991), the â€Å"Big Five† personality dimensions are related to job performance. Their study indicated that Conscientiousness, which is a tendency to show self-discipline, act dutiful, and aim for achievement against measures or outside expectations showed consistent relations with job proficiency. Extraversion, which is characterized by positive emotions, surgency, and the tendency to seek out stimulation and the company of others, was a valid predictor for occupations involving social interaction. The other three factors- Openness, Agreeableness and Neuroticism had small correlation score. Since most of the positions involved interacting with children, Extraversion would be the factor I needed to pay attention to. From this article, I understood the importance of using personality traits during the selection process. To help me determine useful personality traits for different positions, Raymark, Schmit and Guion (2006) talked about identifying potentially useful personality constructs for employee selection. They created the Personality-Related Position Requirements Form (PPRF), which was a job analysis form to be used in making hypotheses about personality predictors of job performance. People predicted job performance by identifying whether the candidate’s personality matched the dimensions they determined in the job analysis. For example, the author conducted a job analysis and hypothesized that several dimensions were essential to perform the job efficiently, such as leadership, sensitivity to interests of others, cooperative or collaborative work tendency and general trustworthiness. Then, authors linked candidates’ personality with these dimensions to identify who fit the position best. I did not get a chance to use the actual form due to the limited resources and budget at work; however, I learned from it. Before screening for every position, I read the job description in our database and analyzed potential personalities that would fit the particular position. I also discussed these personalities with my manager for suggestions. When I screened resumes and interviewed, I would look for the specific personalities to match required skill sets as well as the organization’s culture. Employees in the organizations are always helpful. They are very easy to talk to. Everybody worked together and helped each other out. I talked to my manager about our organizational culture and she said that we are helpful, energetic and team-orientated. It was difficult to draw personality traits simply from the resume, so I looked at the format of the resume to determine if the candidate was detail-oriented or not. If the format of the resume was disorganized, there was a greater chance that the candidate was not careful, as opposed to one with an organized resume. If a potential employee was careless when editing their resume, I would conclude that they would not try their best at work. If the candidate passed the resume phase it meant a chance for a phone interview. This was the phase where we could get a general sense of the candidate’s personality. I talked to my manager before conducting phone interviews to discuss traits I should look for. For example, I would look for people who are energetic and outgoing; and people who were patient and easy to talk to. Their tones on the phone and language they used would be a big part of the determination process. We were looking for candidates who had positive tones and good communication skills. Even though there was no list of personality traits to look for, I tried to analyze the job description. I discussed the jobs with my coworkers and drew a list of personality traits in my mind when I phone interviewed candidates. When they responded to our questions, we were looking for people who answer calmly and respectfully. Other than personality traits, OCB was another important factor I paid attention to when I conducted the phone interview. OCB is the â€Å"performance that supports the social and psychological environment in which task performance takes places† (Organ, 1997). Research results showed OCB has significant relationships with important organizational outcomes such as productivity, efficiency, and turnover (Podsakoff, Whiting, Podsakoff, & Blume, 2009). With minimum qualifications, I wanted to select candidates who showed OCBs in their phone interview. Podsakoff, Whiting, Podsakoff, & Mishra (2010) also talked about the effects of OCBs on selection decision in employment interviews. The article reports on an experiment examning the effects of job candidates’ propensity to exhibit OCBs on selection decisions made in the context of a job interview. The result showed that candidates who exhibited higher levels of OCBs were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than candidates who exhibited lower levels of OCBs. When I asked job candidates questions, I was looking for people who showed higher levels of helping, voice, and loyalty behaviors in their answers. I believe employees who love to help others, who would express their feelings to improve rather than criticize, and who showed loyalty to their employers would work well in our organization. I talked to my manager about these factors and she agreed with me. For example, for the receptionist position, when I asked the candidate about their past working experience, I would like to hear examples of them voluntarily helping their co-workers, or solving conflicts between co-workers. Also, I would want to hear them talk about what did they achieved at the past job, like what did they do to improve the company or themselves. Another thing I would ask them is why were they looking for a new job? Candidates’ responses and attitudes toward their old employer would give me an idea of their loyalty if they were work for our organization. If these personality traits and OCBs showed during the phone interview, I would invite candidates to come in for an in-person interview. The reason for conducting a walk-in interview after a phone interview was because by meeting with the individual, it helped us to know the individual better. Our organization required employees to have an in-house observation to give them a chance to get in touch with patients and observe their reactions. I was not able to participate in the in-house observations; however, I tried my best to select potential candidates from the first two rounds of interviews. Selection Decisions Dalessio and Imada (1984) talked about relationships between interview selection decisions and perceptions of applicant similarity. The study had shown that interviewers’ final decisions were related to: [a] the degree of similarity between the interviewers’ perception of the ideal employee and the applicant, and [b] the degree of similarity between the interviewers’ self-perception and the applicant. This was a useful tip when I interviewed. I sat in several interviews before personally conducting one. I observed the communication between applicants and my Human Resources Manager. Since all these candidates passed the minimum qualification, my manager looked for someone who best fit the organization. â€Å"Fit† is the word we use in our selection process. Many applicants had the minimum qualifications for the job; however, we wanted someone who fit in the organization. Garcia, Posthuma, & Colella (2008) talked about how interviewers construct fit perceptions about applicants. Their results showed that performance expectation had a direct effect on fit perceptions. Unanimously with the study, our manager wanted to select people who she thought would perform well in the organization. She had an idea of what an ideal applicant would look like in her mind. For example, when we hired nurses, my manager looked to see if the applicant was careful, sensitive, caring and good at teamwork. If the applicant used to work in teams and got along with his or her team members, she would be able to determine if this applicant fit our organization. This person should have high Agreeableness. If we were hiring for a receptionist, we would want to look for candidates who love to help others. From these observations, I learned to study the interview questions and pay attention to personality traits and OCBs that we were looking for in an ideal employee. Each time, I would read these different interview questions for different positions and rehearse the questions in my mind. Also, I identified personality traits and OCBs that were related to the position. Combined with the PPRF I mentioned earlier, I discussed with my manager about our expectations for an ideal candidate before the interview. What were the essential skills and personalities that fit in the organization? After I identified those aspects, I would start the interview process. The more the individual matched our requirements, the more likely this individual would be hired. Each position requires different personality traits; unfortunately, I am not able to list them out specifically due to the confidentiality policy of the organization. Difficulties Encountered Unavoidably, we chose some overqualified candidates to pursue to the next step, which are the background check and drug-screen test. We chose these candidates because they would be quick studies and help others develop. However, our compensation was not the most attractive in the industry. We lost several over-qualified candidates right before orientation. Some left due to compensation limitations; some left due to lack of potential opportunities. We lost both time and money due to the unexpected losses. I discussed these issues with my manager. She told me that they lost more than 70% of over-qualified individuals among all over-qualified individuals during the recruiting process in the past. Even though the turnover is high, they have better potential compared to individuals who have minimum skills only. Her ways to avoid the situation was to not interview over-qualified individuals if they required much higher compensation than what we could offer. I disagreed with her opinion. Compensation definitely matters to jobseekers, however, it is not the only thing that matters. I believed more factors should be considered before we decided if an interview should be conducted, such as potential growth, training and development, as well as a benefit package. According to Wells (2004), there are pros and cons of hiring overqualified candidates. The potential advantages include they might be able to pick up tomorrow’s leaders today at below-market prices. If they were hired, they could help employees meet their goals sooner and potentially contribute a lot more to the company. However, there were disadvantages as well. Overqualified candidates were often too expensive. If we didn’t give them a better compensation package, situations similar in our organizations would be likely to happen again. Also, Wells mentioned that they were likely to intimidate others. Hiring a person who is far more experienced than his or her peers or immediate supervisor could create upside-down reporting relationships and authority tensions. Careful assessment was required when intending to hire overqualified candidates. From the article, I learned that I should decide how to define over-qualification. I brought up the topic at one of our intern meetings. We agreed that being at the wrong level and salary expectation was one of the most important factors. It looked kind of like Maslow’s hierarchy of needs (Maslow, 1943). He used the terms Physiological, Safety, Belongingness and Love, Esteem, Self-Actualization and Self-Transcendence need to describe the pattern that human motivations generally move through. When primary needs were satisfied, people seek for higher level needs. I think over-qualified employees do the same. Compensation is a primary need for job seekers. However, it is not the only factor that matters. If we provide fair amount of compensation, they look for other factors such as personal growth. However, if the compensation level is much lower than the average, they seek for other companies. Our organization does not have to have the most attractive compensation, however, it should be the average in the industry. We provided minimum pay at the phone interview. Also, there was a pay expectation on the job application. Comparing our minimum pay and candidates’ expectations, we would be able to draw a picture of the possibility of follow through the hiring process with the over qualified candidates. For example, we would give applicants a realistic preview of what the job would be. During the phone screen process, I told them the salary for the position and paid attention to their response. If the candidate hesitated, they most likely would not continue the process. We would not follow up with this candidate. The next step was to ask if we could do something to position the job opportunity to better take advantage of the applicant’s experience. For instance, if the applicant’s past experience was specialized in child care, we would transfer the applicant to the childcare facilities within the organization. Or, if the applicant obviously had more skills and experience, we would offer a higher-level position instead of an entry-level position. Also, we arranged in-house observations for applicants to give them a preview of certain responsibilities of the job and observe their reaction in the real work environment. Lastly, we assessed what career stage the person was in. We would like to know if they had ambitious goals and wanted fast growth. As a result, we looked at three predictors of candidate’s success on the job: the ability to do the work, the ability to work well with others and motivation. Motivation factors include, career growth like promotion opportunities and personnel growth, such as education reimbursement. Following these assessment steps, we successfully decreased the drop off rate for overqualified candidates. During my internship period, we made efforts to hire seven over-qualified candidates, half of them went through the whole process, which is much better than before. Job Description Development Beyond my expectations, I had a chance to develop several job descriptions during my internship due to organization transformation and expansion. Brannick and Levine (2002) mentioned that the structure of the job description should include identifiers, a summary section, duties and tasks, and other information. They suggest using a KSA modeling approach and critical incident technique to structure the job description. Due to the limited time I was given, I was not able to analyze these KSAs and critical incidents. However, I followed their format, which made the job description easier to read. Since the organization had their own format for job descriptions, which didn’t include a summary section, I discussed with my manager the benefit of adding a summary section for each position and edited all of our job descriptions. The summary section gave applicants and mployees a clear idea of what their responsibilities were and linked with tasks and skill sets required. I believe the summary gave employees a better idea of what their daily functions looked like. During my internship, I developed job description for utility manager, staff development specialist, and executive assistant. Also, my coworkers and I revised all of our job descriptions in the database by adding a summary section. After the format was decided, I planned to start to draft the job description. Part of the job description was minimum qualifications. Levine, Maye, Ulm, and Gordon (1997) provided a step-by-step account of the methodology and described the means by which validated minimum qualifications (MQ) were obtained. The authors indicated that MQs were created for education, experience, and closely related personalities needed to perform a job satisfactorily. In our organization, a closely related personality for nurse would be Agreeableness. We looked for people who would follow the policy and work with others. MQs are often used as screening devices in personnel selection. Our organization used MQs to screen out applicants as well. Levine, et al (1997) mentioned that in order to determine minimum qualifications, a job analysis needed to be conducted. Its descriptors or components were both behavioral and cognitive in nature. Tasks, the behavioral aspects and KSAs, and the cognitive aspects were determined. Scales were developed to evaluate tasks and KSAs for their impact and relevance in establishing MQs. The authors indicated that this job analysis established a basis for the development of MQs, and defined domains against which to evaluate the MQs for content validity. Preliminary research and observation by human resources specialists, including review of the dictionary of occupational titles, also helped to lead to the preparation of draft lists of tasks and KSAs. Interviews with current employees should be conducted to review relevant tasks and responsibilities required at their job. The authors also suggested a meeting with SMEs to determine the final task and KSA list. Using the list, people should be able to prepare a set of MQ profiles. According to the study, this methodology proved to have high inter- rater reliability.

Human Trafficking And Its Effects On Society - 1156 Words

People hear stories of young boys and girls going oversea and getting kidnapped. The child is into force labor or sex. In today society pimp is glorified as a lady’s man. In reality pimp are not lady’s men, pimps are criminal. The relationship between pimps and prostitutess is not what the society, imagining it more brute than what people perceive. Many people think that pimps are harmless because of the movies and the songs. Society needs to look deeper than the surface when it comes to pimps and prostitutes, that the relationship is master and slave as in human trafficking. The pimp is a person that forces young child into sex for money with brutal force, against the woman will. Prostitutes are a person that does sexual favors for another person for money or another trade. Pimp are actually people that use human trafficking. Human trafficking is when a pimp makes and prostitutes have sex for his or her gain not the prostitute. The pimp will go to the bus stop or train stop to spot a runaway that is vulnerable. Pimp likes to prey on girls that are the age between twelve and fifteen. Pimps believe a young person does not know how to be strong enough to fend off the advance of a pimp. The pimp will act as if cares about the runway take the runway in and take care of the runway. The pimp makes the runway love them as if he or she is his or her girlfriend or boyfriend. The runway gets comfortable and then ask the runway to have sex with some of his or her friends so he canShow MoreRelatedHuman Trafficking And Its Effects On Society1273 Words   |  6 Pagesalmost identical. Human trafficking, or â€Å"the modern slavery,† is defined as the â€Å"organized criminal activity in which human beings are treated as possessions to be controlled and exploited (as by being forced into prostitution or involuntary labor)† by Merriam Webster Dictionary (np). At any given time this affects 2.4 million people, 80% of whom are sexually exploited. Th is paper will highlight the tragic past of human trafficking for sexual exploitation and its current effect on society. To begin withRead MoreHuman Trafficking And Its Effects On Society2954 Words   |  12 PagesNothing drives our emotions or influences our understanding of horrific stories-than those of the modern-day trafficking. Human trafficking is a very problematic issue in our society today and more victims are being taken advantage of whether it’s through slavery, sexual exploitation, organ trade, or even forced labour. In most cases, the victims of trafficking is often known to be transferred from one country to another and forced to work for a benefit of the crime. In other words, it’s very commonRead MoreHuman Trafficking And Its Effects On Society2231 Words   |  9 PagesHuman Trafficking When the word slavery is heard, what usually comes to mind? For me, something of the past that usually involves the deportation by means of force of Africans into a colonizing America. The word usually makes me reflect on all of my history classes that I’ve been in throughout the years learning about how tragic it was, and how we, over the course of many years, abolished it. If you asked me a couple weeks ago what I knew about modern slavery, I would tell you that it’s a smallRead MoreHuman Trafficking And Its Effects On Society2095 Words   |  9 Pagesof women have disappeared due to sexual labor and trafficking in Moldova, Ukraine, and Russia. There are people around the world suffering from psychological damage, PTSD, anxiety, flashbacks, fear, insomnia, depression, sleep disorders, panic attacks, self-blame, and suicidal thoughts. Men and women are locked in factories at night to prevent escape. Traffickers use their patterns of travel to move terrorists. The prof its made from human trafficking are part of the funding power for conflict and corruptionRead MoreHuman Trafficking And Its Effects On Society1206 Words   |  5 PagesHuman rights are something that everyone receives as soon as they are born in the world. These rights are given to everyone just for simply living on the earth no matter their race, sex, religion, or ethnicity. When someone tries to take one of those rights away it is called a human rights violation. A right that is interesting is the Right to Freedom. Something that violates the Right to Freedom is human trafficking, which also violates the 13th Amendment which abolished slavery in 1865, with theRead MoreHuman Trafficking And Its Effects On Society1173 Words   |  5 PagesHuman trafficking is organized crime where human beings are controlled and exploited (Merriam-Webster).   Despite slavery being illegal in the United States and countless countries around the world, human trafficking known as the modern slavery still exists both domestically and internationally.   There are multiple forms of human trafficking such as forced labor, sex trafficking, child exploitation, organ and tissue trafficking, and people smuggling (INTERPOL).   Specifically looking at sex traffickingRead MoreHuman Trafficking And Its Effects On Society Essay1829 Words   |  8 Pages Human Trafficking Imagine an individual having a pet that they raised and loved for, then one day that pet got taken away from them by another individual. The one who stole the animal then claims it as their own and forces the pet to breed with another and then keeps it locked in a cage until they find a new use for it. They barely provide it with the efficient amount of attention and feed it only enough to not starve it out. Picturing this is disgusting and hard to imagine to happen to suchRead MoreHuman Trafficking And Its Effects On Society Essay1751 Words   |  8 PagesHuman Trafficking is one of the many horrors that occur across the world that is not spoken about enough in society. Human trafficking can include organ trafficking, prostitution, child pornography, forced labor, debt bondage, child labor and child soldiers. In all cases of human trafficking, human beings are controlled and exposed for profit the most common type of profit being money. People who are victims of human trafficking can be found working in a myriad of places such as massage parlorsRead MoreHuman Trafficking, the Modern Slavery1034 Words   |  5 PagesGlobal Perspectives Essay #2 Human Trafficking Causes and Effects Human Trafficking, The Modern Slavery Introduction Human trafficking is a big problem all around the world. Every year, thousands of men, women and children are kidnapped by traffickers, and forced into sexual exploitation and slavery. In this essay, I will talk about the causes of human trafficking and what effects it has on the victims, families, and society. Causes The cause of human trafficking is mainly the organizedRead MoreHuman Trafficking Is A Grave Crime And A Serious Violation Of Human Rights1555 Words   |  7 PagesHumana Trafficking Introduction Human trafficking refers to the practice of recruiting, transferring, transporting, receiving, or harboring people through the use of force, threat, or other forms of abduction, coercion, deception, fraud, as well as abuse of power or vulnerability position (Segrave 2). Human trafficking is a grave crime and a serious violation of human rights as it involves a broad range of human exploitations, including forced labor, sexual exploitation, slavery practices, as well