Sunday, January 26, 2020

IKEA Recruitment and Selection Process

IKEA Recruitment and Selection Process Ikea is a furnishing company whose vision is to create a better everyday life for the most people possible by offering a wide range of well-designed and functional standardized home furnishing at low prices so more people have access to its products. It was created 60 years ago in Sweden and traces of scandinavian culture are quite noticeable when looking at the companys management style. The company has expanded throughout the world and has become a global player in the furnishing industry. As far as Human Resources are concerned, the company adopts an extremely familial policy and takes good care in enabling each employee to exploit all of his or her capacities. As a matter of fact, IKEA has built its identity on a very strong nurturing management style that allowed to company to clearly stand out from its competitors on that level. IKEA and Human Resources Ikeas human resources teams are responsible drawing in and inspiring workers and creating a bracing environment in order to favor innovation and dynamism. The success of IKEA depends on the continuing development of IKEAs human resources policies and thus managers greatest efforts are indispensable to succeed on that path. Human Resources are present in all parts of the company and in every country where the company is established. They look after recruitment and training as well as they are also responsible for keeping and strengthening IKEAs culture, which is based on a specific set of values that help them develop and transform their vision and beliefs into a fact. With that end in view, recruiting and selecting candidates are two key aspects to keep up with the organizations reputation as it is important for the company to make sure that each and everyone of the candidates will be able to bring an added value into IKEAs family. This report aims at analyzing how the company manages to attract suitable candidates by describing its recruitment policy. The second topic that will be treated is the selecting process, meaning the way that the company manages to pick the best person for the job. I. Recruitment 1. General overview at IKEA à ¢Ã¢â‚¬  Ã¢â‚¬â„¢ ISABEL IKEA is a company known internationally, and so are their values. it is a big enterprise that has all kind of job positions to be filled. The IKEA of Lille recruits around 100/150 people every year. Because IKEA is a well-known brand, it is obviously not very difficult to attract candidates for a job offer. However, the recruitment process aims at providing the company with the best suitable candidates by targeting appropriately these offers to candidates with relevant profiles. IKEAs reputation is a key point for its recruitment process; as said by their Recruitment and Competencies Development Manager when we interviewed her: Applications are usually spontaneous. They either come through our website or applicants bring their CVs directly to the store. But sometimes they come in response to an offer. In most cases, companies need to seek out their prospective employees.In this case, applicants tend to apply they wish to work for the company. This, linked to the fact that IKEAs turnover is very low can give us an overview of how successful IKEAs recruitment process is. 2 3. Recruitment policies and methods Recruitment at IKEA did not seem to be an issue. The HR Department of IKEA receives about 7 CVs every day, and 200 every month, most of them sent by e-mail through the IKEA recruitment web page, which clearly facilitated the process for applicants. In addition,external channels such as Pà ´le Emploi and local partnerships with associations and schools are also used at times. For instance, IKEA is starting to develop partnerships with Business and Communication schools in the area of Lille. IKEAs policy is to build a long-term relationship with its employees and help them develop themselves both on the professional but also personal level.   Therefore, one of the aspects of recruitment at IKEA is that they tend to privilege internal recruitment when a position is available. However when there is no potential within the body of employees, the Recruitment Officer that we met said that she has to go and search the candidates elsewhere, and this is where external recruitment comes in. Many directors nowadays started their career with part-time jobs at IKEA when they were still students and managed to climb up the companys ladder thanks internal recruitment. We were told that there is a floor manager for every department (kitchen, bathroom, living room, etc.), and when they feel like they could use one more salesperson in his department, they report their needs to the HR Manager who takes care of the recruitment and selection. With time and experience, the job analysis and information gathering are not necessary anymore, because the HR managers know exactly what type of people the floor managers want, especially for shop-floor workers. For managers, the question is trickier: when internal promotion is possible, the problems dont arise, candidates usually fit the job description, but when there is a need to go through external channels, the specifications and necessary competencies are stated very clearly, although IKEA employees do not have a typical profile. II. Selection 1. General practices and culture at IKEA à ¢Ã¢â‚¬  Ã¢â‚¬â„¢ ISABEL Selection represents the process of differentiating between applicants with the goal   to identify those with greater probability of success in the job, therefore for an enterprise such as IKEA it is crucial to keep on with an exceptional and reliable process in order to succeed. What makes IKEAs selection methods efficient is the fact that it is not based on the curricular information of the candidates, but rather on the motivation, capacities, skills, values and personality as said by the Recruitment and Competencies Development Manager. IKEA does not look for the typical profile, it is interested in people that share its values, people who can be inspired by the company to do greater things, people that bring something more to the company and helps it grow even more. IKEAs method is composed by several steps which will be explained below such as phone interviews, individual and group interviews or personality tests. 2. Procedure and Methods Procedure and Methods: Steps for shop floor workers: Steps for managers: The HR manager does not look for particular skills.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  First the candidates apply by mail and/or by the website of Ikea. Click here  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Then there is a pre-selection made by the HR department and based on CV and application form  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The candidates pre-selected have a phone meeting with the HR department.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The candidates receive a mail and they know if it is negative and positive to continue the selection process.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  When it is positive the applicants have a meeting generally only the HR manager.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  If the HR manager valid, there is a meeting with the floor manager.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  And finally for only permanent contract, the applicants have a meeting with the manager of the department. When there is a manager position to provide, the HR department focus on the internal candidates and they prefer promote the actual employees instead of external recruitment for managers positions.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  First the candidates send their CV (only for external candidates)  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  There is a pre-selection based on CV.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The external candidates will have a phone meeting in order to be pre-selected.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The external candidates receive a mail and they know if it is negative or positive to pursuit the selection process.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The candidates have a meeting with the HR manager.  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  If they pass the meeting they will have one with the Department manager  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  They will also have a recruitment day in an assessment center with personality test, exercises in group, etcà ¢Ã¢â€š ¬Ã‚ ¦)  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  The candidates selected have a meeting with the CEO of the shop (e.g.: Ikea in Lomme)  ·   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  And finally the candidates have a last meeting with the national CEO of Ikea.   Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚  Ãƒâ€šÃ‚   The entire process take place within two or three weeks. There is no feedback for the negative answers by mail (step 4) but the candidates can ask for a feedback. The process for a position with responsibilities it longer and more difficult. For a manager position the decision of the HR manager is followed by 4 others interview whereas for a shop floor position there is only 2 interviews after the HR managers decision. (Je mettrai les bullet point en nombre pour montrer le nombre de step) 3. Final Decision The final decision is a shared decision between all the members that have been part of the process. This decision can only be achieved with a consensus and it is very important that no doubt whatsoever are remaining when selecting a candidate. As the decision process involves several people, it is supposed to be a guarantee that the candidate who is selected is a good fit for the company. In addition, this plurality of point of views are also necessary to ensure the fairness of the selection process. III. Beyond recruitment and selection 1. Fairness and Ethics When we met the Recruitment Officer at IKEA, she told us that she and the other interviewers were all experienced and intended to be as fair as possible, asking open-ended questions and reformulating so that they do not misunderstand what the candidates say. The selection methods used are diverse and the exchanges are multiple, which improves the fairness of the process.    However, she repeated that Human Resources remain Human Sciences, and are not accurate every time. 2. Strengths and weaknesses of the model Strengths Shows a real identity based on clearly stated values Several selection methods Multiplication of exchanges No typical profile Possibility for anyone to apply Feedback in case of rejection when asked for it, debriefing for managerial positions Preference for internal promotion Recent review of the whole process Employees retention plans Training for new employees Appraisal meeting after a few months Weaknesses   The applications and policies are more or less standardized and thus sometimes dont correspond when applied uniformly to all employees. Policies dont always match individual needs and requirements. Standardized policies   with universal appeal, that do not account for local culture and management differences 3. Suggestions à ¢Ã¢â‚¬  Ã¢â‚¬â„¢ GREG IKEA has settled for an employee-centered policy which enabled the company to have a high satisfaction rate for their employees. Therefore, the recruiters take a really good care selecting people that would fit perfectly in the model of simplicity and conviviality they promote. However, the standardized model that IKEA has been relying on for decades doesnt allow to take into consideration all the local differences in terms of management. Indeed, that model, as nurturing as it could be, might not fit in every IKEA stores throughout the world. Assimilation is one of the major challenge that the company has faced and consequently, IKEAs Human Resources would certainly benefit from a higher customization of the model according to cultural differences. As a matter of fact, a more intense consideration of local management styles would definitely enable the company to get the maximum of each and every employee. Conclusion à ¢Ã¢â‚¬  Ã¢â‚¬â„¢ IRENE We can conclude saying the success of the company, the fair treatment of employees and   the good working conditions of IKEA makes the company receive quite a lot of applications. As a matter of fact, it is undeniable that IKEAs HR policies have been one of their strengths for a long time although sometimes on the antithesis of their reduced-cost motto. The concept of IKEAs one big global family has been running almost perfectly under the governance of its paternalistic founder Ingvar Kamprad. Good recruitment and selection methods are indispensable in the company as it enables IKEA to keep an equilibrium among its employees. The futur on the organization is based on those activities and this is why recruiting is not at all about filling positions but rather about finding people that can help the company progress and go one step further.   Ãƒâ€šÃ‚   ______________________________________________________________________ On the aim of recruiting, IKEA has preference among existing employees (which means they like their employees to feel valued)when there is a new vacancy although they also use external recruitment methods and they are trying to improve them , rising the number of possible applicants through partnerships with business schools and associations. About selection, IKEA uses different methods and steps for selecting the right candidates which means that for IKEA selecting the right candidates is a really important decision that will affect the long-term success of   the company Ikea is a furnishing company whose vision is to create a better everyday life for the most people possible by offering a wide range of well-designed and functional standardized home furnishing at low prices so more people has access to its products. History Ikea was created 60 decades ago in the south of Sweden, from all wood and materials come from, by a young man who wanted to start a business. It was in the 1920s when its founder, Ingvar Kamprad, started to sell furniture and matches to his neighbors and he discovered it will be cheaper and more profitable to buy them in Stockholm and then sell them in Sweden. Afterwards, in the 1940s-1950s he started to develop IKEA as a furniture retailer but it was in the 60s-70s when the IKEA company started to be known and opened new stores in Sweden until 1980 when IKEA expands globally to new markets such as USA, Italy and France. Since then, it has been growing and entering into new markets with its standardized and functional bedroom, kitchen and home furniture taking the form of what we know today as IKEA. Values As most of the products of the company are made with wood and other materials that affect the environment, IKEA is concerned with the sustainability of the planet so they work and produce their produce in a responsible and eco-friendly way investing on renewable energy and energy efficient technology to help the environment and diminish the impact on it. IKEA has what are called action-based values to protect the environment. IKEA and Human Resources IKEA companies needs down-to-earth, straightforward people who want to help them fulfill the IKEA vision to create a better everyday life for the many people. Their Human Resources teams lead the work of attracting and inspiring co-workers and creating a stimulating and enjoyable work environment. They are keenly aware that the continued success of IKEA businesses depends on the continual development of IKEA co-workers. Human Resources works in all parts of the company and in every country where they have markets. They look after recruitment and training, benefits management and succession planning. Human Resources is also responsible for safeguarding and strengthening the IKEA culture, which is based on a specific set of values values that help them develop and transform the IKEA vision into reality. Recruitment and selection are two key aspects of Human Resources. Recruitment aims at attracting the suitable candidates RECRUITMENT AND SELECTION Overview How many vacancies does the company have to fill in every year ? The recruitment is defined and readjusted every months in function of the needs and the results of each department of IKEA, but they recruit about 100/150 people every year in Lille. How and who can apply ? The applications are usually spontaneous. They either come through the internet website or applicants send their paper CVs directly to the store. But sometimes they come in response to an offer. They also use the external channels such as Pà ´le Emploi (the French Governmental organization that links the demand with the offer in the labour market) and local and regional partners such as associations and schools. IKEA is starting to implement partnerships with business and communication schools in the area of Lille. Whats the typical profile of the candidates ? There is no typical profile. The company and the jobs is so diversified that it is not possible to set a typical profile for candidates. They have very variate backgrounds and competencies. What is the selection process, how do you break down the process ? Shop Floor Employees When the HR people receive the CVs, a first pre-selection is made. Those who passed this step go through an telephonic pre-selection, before doing an individual interview, either with the Responsible of Human Resources or directly with the HR and the manager at the same time. For the CDI (Contrat à   Durà ©e Indà ©terminà ©e, or permanent contract), the interview is done with the head of department. However, during the high recruitment periods, for example during the summer, the interviews for the employees are done in groups. Duration -> 2 weeks Negative answer -> max 3 weeks Managers, Direction First, there is an interview, then a personality test is performed, and the candidates have to participate to an Assessment center (tests), and finally they meet the Store Manager and the Functional Manager. How many stages does the selection process comprises ? About 6. How many of the applicants become candidates ? They receive too many CVs to count them all, but on the level of the interviews, about 1 on 2 or 3 persons are selected and can continue with the selection process. What do you base yourself on for the selection ? More on the CV or on the personality ? The CVs are used to start the conversation, but then what matters more is the motivation, the capacities, skills, values and the personality What are the typical questions that you ask the candidates ? 0 What are the selection methods ? CVs, Phone interviews, individual/group interviews, personality tests, Assessment center, meetings Are the HR people free to choose anyone they think fits, or do they have to follow some rules/standards ? No rules or standards Who takes the final decision ? The HR people do not take the final decision, however, if they say no to the CV, or after the phone interview, or after the first individual interview, its over for the candidate. Who is involved in the selection process ? HR people, manager, head of department, Store Manager, Functional manager Do you organize a selection day ? No Preference between internal selection vs. external for higher positions ? This depends on the structure of the company. They try to promote internal promotion, but when there is no potential within the employees, they have to go and search the candidates elsewhere, in the schools and universities for examples. Many directors now have began their career at IKEA when they were still students, working a few hours a week at IKEA. Do you outsource your selection to another company ? Only for very specialized or technical jobs. What are the differences between the selection methods to recruit shop floor workers and people with higher positions (management, direction) ? (see above) How many people drop out of the company after a short period of time ? (people who were hired for a long time and decide that they dont want to stay) How many quit before the end of their contract (Short term contracts vs. long term contracts) ? Very rare cases. Do you train people after they are hired ? (to make sure they stay in the company) Depending on the job, the newly hired staff has a trail period of 1, 2 or 4 months renewable. During this period, they have time to be trained and integrated in the company. Have the HR policies and the selection methods changed in the past years ? If so, why ? Everything was written down 5 or 6 years ago, and they reviewed everything 4 months ago. In fact, the Human Resources rules and traditions are lost with the expansion of the companies. Do you think the selection methods are fair and ethical ? The interviewers try to be as fair as possible, asking open ended questions and reformulating so that they do not misunderstand what was said according to their own view. However, Human Resources remain human sciences, thus they are inaccurate. The multiplication of the exchanges make it quite impossible to be unfair. Do you have comments or suggestions that you think could help us write our report ? Feed back is given when asked for. Always. For the managerial positions, a debriefing takes place obligatorily. They send a standard message in case of rejection, no time to do personalized answers. Juliette à ¢Ã¢â€š ¬Ã‚ ¦. We met the Recruitment Officer. Recruitment and competencies development Manager. At IKEA, the HR department help their employees to develop. Part time = 32% of the employees

Saturday, January 18, 2020

Introduction to International Relations

In the context of the idea of â€Å"Nationalism†, what are the differences between the Scottish National Party and the British National Party? BODY OF WORK Being today a central issue of the modern world, Nationalism, a term from nasci which means â€Å"to be born†, has most of the time been considered as a 19th century phenomenon, connected to the development and creation of nation-states .While seen by a large number of critics as outdated in other word old, not just because it is inherently expansionist but also destructive, others in meantime see it as a strength to re-enforce order and solve conflict. Thus, the issue of nationalism will therefore depend on a system every country adopts. If we take the United Kingdom(UK),a constitutional monarchy and unitary states which is composed of four(4) countries :England(London),Northern Ireland(Belfast),Wales(Cardiff) and Scotland(Edinburgh) has been governed by a Parliamentary system.However,it is argued that nationalism w ithin the UK is both reactionary and progressive . The simply reason of this statement is that in different parts of UK,the notion of nationalism has components of both looking towards the future inclusively and progressively but ,also looking to their past regressively thus hoping to bring back their historical period.Britain and Scotland, being among these parts of UK, have for a centuries had political parties sometimes based on similar ideas but most of the time different from each others. The British nationalism referring to the nationalist ideas and policies’ application to the United Kingdom tends to promote the UK as a goal for national identity, social movements, comprises political and sentiment inspired by the love of British language, culture , history and ot forgotten the pride of being British. Supported ,politically from the Euro scepticism of the conservative United Kingdom Independence Party and far-right British national party to the centre-right conservativ e Party and the left-centrist Liberal Democrats, British nationalism has had a progressive cause characterised by â€Å"a powerful but ambivalent force in British politics†.From this British nationalism, a party called the British national party will be one of our aim studies in this topic. As for Scotland, Nationalism being a political ideology and created in 1921 as primarily body based in London and largely influenced by Sinn Fein ,has most of the time supported greater autonomy for Scotland as part of the United Kingdom, but also the creation of a sovereign state.In which case Scottish nationalism can be referred to three (3) main elements: -The Scottish Independence with the advocacy of Scotland becoming a sovereign state -The Scottish national party with the main political party that support Scottish Independence. -The Scottish home rule, an organisation knew before the Devolved Scottish Parliament was created in 1999 that had for purpose to give Scotland the autonomy w ithin the British Empire. From this nationalism , derived a national party called the Scottish national party.It is therefore in the process Nationalism that, our aim target will be to identify the differences between the two major national parties in the United Kingdom known as the British National Party (BNP) and the Scottish National To begin with, we should start by saying that the Scottish National Party (SNP), a civic party with strong democratic leanings and non-nationalist was first created in (1934) having as aim to promote justice, caring and enterprising community by making Scottish potential as an independent nation in the mainstream of modern Europe.Wishing to be completely independent from Britain, the Scottish national party has always wanted to be a separate state making its own decisions not just in Europe but throughout the world, this is why Scottish political parties such as, the SNP encourage progressive attitudes that are principally based on two main(2) things :the long term desire to become but also the ambition to be entirely inclusive with global organisation such as Europe . While the British National Party, reated in (1982) by a group of the National Front with John Tyndall, is a far-right, fascist political party combined with a white supremacy organisation that stands for anti-non british,because it believes that there are significant differences between races, one of the party’s main objectives is to restore by legal methods white ethnicity, which existed prior to 1948 in a way that anything that does not fit their narrow stereotype is meant to be kept away from the party.Adding to this, it has to be said that the British national party adoring men like Adolf Hitler of German Nazi is almost claimed to be a Nazi political party as well. Another reason that makes the difference between the two parties is that, the Scottish national party has always wanted an open door to all races and nationalities in the sense that even non- Scottish people have been accepted to be members of the party without forgetting the fact that this was the first party to have a Muslim MSP as member.After independence, anyone living in Scotland could claim a Scottish citizenship under the SNP constitution with an open door policy on immigration compared to Britain ,where immigration still a dominant issue thus blaming immigrants for any possible problem . It is even believed that the British national party has for wish to put the white British- born before immigrants and non- british,stopping immigration and repatriate people of different races, presently living in the UK to the respective countries .In a speech given by Nick Griffin ,the actual leader of the British national party(BNP),he declared that â€Å"it is probably now too late to anticipate a return to the status quo ante 1948 â€Å" therefore suggested a new model of â€Å"milti-culturalism†. This model was meant to lead by a policy of cultural and biological separation ,not by principles of integration, this could allow people to enjoy each other’s culture and tradition but each staying on their own in order to avoid â€Å"diversity† which could be but a short –lived stepping stone to nothingness.An expected outcome of the method as Tyndall said, was going to be in the image of a south-African apartheid-style system with like he said â€Å"separate communities of people –Indian ,Pakistani, Bangladeshi(Hindu and Muslim),African and Afro-Caribbean and heaven knows what else-living side by side in Britain in separate enclaves†. This is to show that although immigrations issues were trying to be solved there were nevertheless still based on strict principles that had to be followed. Principles that were completely different from the one the Scottish national party made.These days, the Scottish national party does not have a lot to deal with national parties in eastern and central Europe particularly becaus e most of them are rather right wing ,among them men like, Michal Kaminski of the polish law and justice party. Also, in the European parliament for Freedom and fatherland party, it will be noticed that men like David Cameron will definitely be comfortable to sit with Latvia whereas it would be hard if not never for the Scottish party to Roberts Zile from the FFF to the next Bannockburn shindig.This is to prove that racism is not a big concern in Scottish nationalism because there is no race problem in Scotland. Moreover, there are also differences regarding the concern of the British and Scottish public as a whole. While Scotland is much more concerned about the unemployment as a big problem to face, Britain on its side is more worried about the economic field which is very frequent nowadays.In the other hand, crime, law and order are very serious matters in Britain than in Scotland where it is more likely to be concerned about the education. Furthermore ,another difference between the British national party and the Scottish one is that, the Scottish national party, being left wing is very focused on what people living in Scotland will be in the future regardless what the religion or skin colour are, while the British national, being right wing wants to go back to their old values.In terms of Military issue, providing that it is the government in Westminster that is in charge to send soldiers at war, Scotland plays a very small part in sending soldiers for defence ,war and terrorism compared to Britain that is more concerned about this issue. To conclude with this topic, it shall be said that although, these two are different parties in different countries, the differences between them is all about Racism, Immigrations and Political issues.In terms of racism, the British national party states that their constitution has for purpose, the preservation of the ethnic and national typical character of the British people themselves . David Blackburn writes for the spectator coffee house that â€Å"the BNP is no longer a racist party, but a party of racists† in respond to the news that the British national party membership look to vote in favour of allowing the non-whites and non-British to join the party while the Scottish national party has always wanted an open door to all races and nationalities no matter colour, gender and creed there are.In terms of political issues, Scotland is a minority within the UK (United Kingdom) which means the decision-making process stays in the goal of the majority included Britain . Therefore; policies that suit Scotland are often not taken into consideration. In terms of immigrations issues, differences have also been seen above with the British national party wanting to repatriate all immigrants or sometimes create strict principles that have to be followed by all immigrants. Whereas, the Scottish national party has and still fighting against immigration, thus giving citizenship to those claiming for it.So basically, these are some of the differences in brief between the British national party and the Scottish national party, although there could others points according to different points of viReferences and Bibliography David B. , Nick G. ,†Changing course or changing Clothes? †Reflection on the ideological evolution of the British national party 1999-2006 , pp81 Iain M. , gardian. co. uk, Monday 8 June 2009 14. 00 BST IN Last night was the SNP’s night Arthur A. ,†Nationalism, Devolution and the Challenge to the United Kingdom

Friday, January 10, 2020

The Man With the Scar Analysis

The story â€Å"The Man with the Scar† I would like to speak about is written by W. Somerset Maugham who is one of the most popular and widely read English writers. He wrote novels, short stories, plays and most of them had a great commercial success. W. Somerset Maugham traveled a lot during his life, he met different people, saw their lives so he gained a lot from his trips. Sometimes Maugham’s stories were thinly disguised episodes involving his host or others he had met on his travels-circumstances that occasionally resulted in threats and lawsuits.The text for analysis is a short story. The main character is the storyteller who speaks about events from the first person. The secondary character is a friend of the storyteller, we know nothing about him: his name, age, his prof, etc. He’s just a companion which answers the author’s questions but he also plays a particular role in the story, because the author reproduces the life of the man with the scar with the help of his companion.The story takes place in The Palace Hotel at Guatemala city in Central America. Author uses the Spanish language â€Å"Que tal, general†, â€Å"Gracias†Ã¢â‚¬ ¦ for underlining the local coloring of the place and the nationality of the men which speak this language. The narration begins with the description of the scar on the man’s face. Author uses epithets like â€Å"broad and red, a great crescent† that’s why storyteller notices this man, because of his scar, and immediately he tries to understand why this scar appeared on his face.Author gives us a man’s appearance and characteristic features using epithets â€Å"undistinguished features, artless expression† what about man’s appearance â€Å"He wears a very shabby grey suit, a khaki shirt and a battered sombrero†. From this description given by storyteller we can suppose that the man with the scar could be a military man, maybe Spaniard but a poor man. His work consists of selling lottery tickets. Than the author introduces a little dialogue between author’s companion and the man with the scar.The tone of their conversation shows us affably mood. Companion is interested in the life of the man with the scar, his business, calls him general and treats him, offers a brandy. The next passage tells us a sad story about the Man with the Scar. We get to know he was a general, he was able to upset the government but he was tried by court-martial and was sentenced to be shot ay dawn. Author gives us two descriptions. The first shows us the night before the execution. The men were playing poker and the author underlines that† he general, he’d never had such a run of bad luck in his life† speaking about poker. This phrase tells us about true character of the man, because he was condemned to death at the dawn, what could be worst? But no for him not be winner in poker is important. I think he accepted his destiny and he lived one day one night. Then storyteller describes the day after the night. The day of the execution. The men were led into the patio of the goal and placed against the wall, the five of them aide by side.The men were waiting for the general’s arrival, and â€Å"the man with the scar † as an optimist said that than he had the time to smoke another cigarette and added that the general was always unpunctual. This phrase tells us that our character knows the general very well. The general arrived and asked men their last wish. Four of the five shook their heads but our friend accepted. The author introduces the little dialogue between the general and the man.From this dialogue we get to know about the last wish of the man with the scar, he desired to see his wife, which was waiting for him at the prison door, for saying to her good bye. The general accepted. While our friend was smoking his last cigarette the four men were executed. The storyteller gi ve us the description of the wife â€Å"she was in black, with a veil over her hair, and her face was dead white†. It was clear she was shaking with a fear. The author shows us her beauty, loveliness which was very attractive but which had short life.The man killed his wife, but so quickly that nobody could understand how this had occurred. The author shows us the reaction of the other men and the A. D. C means general. Everybody was shaken but nothing could be done. â€Å"She‘s dead† the general concluded. â€Å"Why did you do it? † asked the general. â€Å"I loved her† answered man. The general said at last â€Å"It was a noble gesture† and refused to execute him. So the death of the woman was the culmination point of the story. The wife dead for the sake of her husband.In conclusion I have to say this story begins with author’s worrying about the scar on the face of the man and ends with the same question â€Å"But how then did he get the scar?† the narrator asked his companion â€Å"Oh that was the due to a bottle that I burst when I was opening it .. a bottle of ginger ale† And the author’s answer â€Å"I never liked it† this shows us the frustration, the author’s frustration of the cause of that scar why the scar appeared on his face†¦So the scar had not been caused by a sabre or by a fragment of shell, no it had been caused by a bottle of ginger ale.

Thursday, January 2, 2020

Roman Artists And His Influence On The Public s Opinion...

From 255 BC to 14 AD, Roman artists designed plays, poetry and sculpture with the intention to alter the public’s opinion on prominent figures and political issues of their time. Poetry and sculpture altered Augustus’s image positively. However, the reputations of political figures such as Caesar, Pompey, and Mamurra were hammered through poetry. Plautus also brings to light the aggressive nature and negative qualities of powerful figures. Statues were not the only way that Augustus’s image was promoted; Poetry was a prominent form of literary work at the time and served to manipulate people s perspective on political figures. After Augustus’s great feat against Mark Antony strove restore peace to Rome. He made himself the emperor of†¦show more content†¦The line, â€Å"Caesar Augustus, descended from God, who again shall a golden Age in Latium found† is a clear example of how the poem serves as propaganda. By saying that Augustus is â€Å"descended from God† Vergil implies that Augustus is superior to other rulers because he has the gods on his side. Augustus’s descent from gods also implies that he had more ability to allow Rome to prosper, since he had the gods on his side. Augustus’s hope for the future is revealed when Vergil writes, â€Å"Who again shall a golden age in Latium found†. This line implies that with Augustus as ruler Rome will prosper, and th rive, culture will flourish, and a new golden age will emerge ((H) Historical Context for The Aeneid by Virgil, May 12, 2015). Poetry was also used to negatively impact the view of political figures; Catullus, another Roman poet who primarily focused on criticizing the triumvirate intentions and the interests of those associated with them. The triumvirate was composed of Pompey, Caesar, and Crassus; the three men worked in a secret alliance to help one another further their careers, and collectively took control part of the Roman government.When Julius Caesar was coming to power Catullus, a prominent poet in Rome. Catullus’s poetry has a rebellious, expressive tone to it. He was a well-read poet with wit and passion ((J) Hooper, F. (1980). In his poetry Catullus expressed his opinions about political figures such as Caesar, Pompey, and Mamurra, a