Learn About Spanish Interrogative Pronouns

Quà © and cuà ¡l  are two words that can be confusing to people learning Spanish, because they can be translated as the same word into English, namely, what.  It is sometimes said that  quà ©Ã‚  is closer to what in meaning, and  cuà ¡l  is closer to which. But that rule isnt always true. When to Use Accent Marks The two words, when they have  accents, are used as interrogative  pronouns  in questions to mean what or which.  Quà ©Ã‚  is the same in the singular and plural forms; the plural of  cuà ¡l  is  cuà ¡les. Accented  forms of these words appear only in exclamations and in questions, which includes an  indirect  question. The accented  quà ©Ã‚  is found most often at the beginning of a sentence, although  it sometimes follows de  and other prepositions, especially in indirect questions.  For example,  Ã‚ ¿De quà © color es la  camisa?  meaning, What color is the shirt?   Without accents, normally que  and  cual are not being used as a question. Most often, they are connecting words or, technically speaking, relative pronouns, translated to mean which or that. They can stand for either feminine or masculine objects as well as ideas or concepts. An example of this usage is a popular phrase,  Creo que sà ­, meaning, I think that is so. Use Cases of Quà © and Cuà ¡l When Asking Questions There are a number of ways to ask questions using the words  quà ©Ã‚  and  cuà ¡l.  A speaker can ask for a definition, like What is this?, which uses quà ©.  Or, you can ask for a choice selection from a group, What looks better, this red blouse or this black one?, which uses  cuà ¡l. Quà ©Used for Definitions A number of examples may help explain usage of quà © asking for a definition:  Ã‚ ¿Quà © es una ciudad?,  meaning, What is a city? Or,  Ã‚ ¿Quà © hace un presidente?, meaning,  What does a president do? Or,  Ã‚ ¿Quà © significa talanquera?, asking, What does talanquera mean? Quà ©Used Before Nouns Quà © is usually the interrogative pronoun that is used right before nouns. For example,  Ã‚ ¿Quà © casa prefieres?,  meaning, Which house do you prefer? Or,  ¿Quà © libro leà ­ste?,  asking, Which book did you read? Cuà ¡lUsed Before Forms of Ser Cuà ¡l  is used before  es  and other forms of the verb  ser, meaning to be, when not seeking a definition. For example,  Ã‚ ¿Cuà ¡l es tu nà ºmero de telà ©fono?,  meaning, What is your phone number? Or,  Ã‚ ¿Cuà ¡l es tu problema?,  meaning, What is your problem? Or,  ¿Cuà ¡les son las ciudades mà ¡s grandes?,  asking, What are the biggest cities? Cuà ¡l Used toMake a Choice Cuà ¡l  is used to suggest or ask for a selection or choice from a group. For example,  Ã‚ ¿Cuà ¡l miras?,  meaning,  Which one are you looking at? But,  ¿Quà © miras?,  would be used to ask when you want to know, What are you looking at? An example of the plural form of the interrogative pronoun used in making a choice would be,  Ã‚ ¿Cuà ¡les quieres?, meaning,  Which ones do you want? But,  ¿Quà © quieres?,  would be the proper way to ask, What do you want? Quà © as an Idiom An  idiom  is an  expression, word or phrase that has a figurative meaning traditionally understood by native speakers. For example,  Ã‚ ¡Quà © là ¡stima! meaning, What a shame! Or,  Ã‚ ¡Quà © susto!  meaning, What a fright!   Some of the most common idiomatic expressions that are used daily in native Spanish speech  are  ¿Y quà ©? or  ¿Y a mà ­ quà ©?,  both meaning, So what? Or,  Ã‚ ¿Para quà ©? or  ¿Por quà ©?,  meaning,  Why?

Gender Inequality During The Civil Rights Movement

â€Å"Many segments of American industry has been based on an ancient but outmoded belief that a man, because of his role in society, should be paid more than a woman even though his duties are the same† (Karr 81). Socially constructed gender roles have led to gender inequality throughout society, but sex-based discrimination is most prevalent in the workplace. During the Civil Rights Movement, gender inequality was targeted with a number of movements that promoted equality, including the Equal Pay Act of 1963. This Act requires equal pay for equal work, which calls attention to the unethical practice of paying female employees less in wages than male employees for the same job. It has been 53 years since President Kennedy approved this Act, and it has allowed women to experience economic and social progress, but much more remains to be done. When this Act was signed into law in 1963, women were only being paid 59% of what men were paid (â€Å"Pay Equity Information†). The Equal Pay Act started a series of events that would fight for gender equality in the workplace and attempt to abolish sex-based discrimination, helping the pay gap decrease to 79%, which is what it is today. This Act started a movement towards equality and brought significant change, but today, wage discrepancies between men and women continue. It is estimated that it will take until 2059 until the gender pay gap disappears completely (â€Å"Pay Equity Discrimination†). While the Equal Pay Act of 1963 inspiresShow MoreRelatedComing of Age in Mississippi and Segregation Essay1304 Words   |  6 Pages Moody grew up in mist of a Civil Rights Movement as a poor African American woman in rural Mississippi. Her story comprises of her trials and tribulations from life in the South during the rise of the Civil Rights movement. Life during this time embraced segregation, which made life for African Americans rough. 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Project Classroom Makeover By Cathy Davidson - 1384 Words

In earlier times, the acquisition and spreading of knowledge was not used to improve society. Instead, it was used to have control and to exclude certain groups. It may have been agreed that there needed to be a change in the way that the education system was set up. In her essay, â€Å"Project Classroom Makeover†, Cathy Davidson discusses how the â€Å"one size fits all† model of learning hinders students from learning in a new and modernized way. She suggests the notion that using technology to teach and learn can be effective in many ways. Davidson shows that using technology presents the opportunity for a traditional classroom to become more inclusive and creative. The â€Å"democratization of knowledge† is the improvement and modernization of how information is taught and learned. Having a modernized and advanced learning system is a vital point for students because they gain insight and experience with what is considered a society dominated by advanced tech nology. Since technology has become a dominant resource in the 21st century, it should be used as a teaching tool in order to produce educational, professional and overall success. A modernized education is imperative because students learn better with the use of technology. In order to succeed in the field of education, students must have a sense of today’s fast paced society. With the use of advanced technology in the classroom, students will be able to apply acquired material to the real world. While the old ways of teachingShow MoreRelatedProject Classroom Makeover, By Cathy Davidson1169 Words   |  5 PagesJennifer White Professor Lee ENC 1102 25 September 2015 Summary Cathy Davidson is an English and humanities professor at Duke University. She has published over twenty books, many dealing with technology and education. 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Human Resource Management and Performance

Question: Discuss about the Human Resource Management and Performance. Answer: Introduction Human resource development is an important aspect for multinational companies in order to get better competitive advantage in the marketplace both in terms of productivity and in terms of maintaining best-fit organizational culture. Development of human resource management is related to the development of integrated and strategic approach towards workforce management. The study focuses the changing trend of human resource management due to the change of business environment and influence of stakeholders on formulating strategies of human resources for performance management and other benefits to the employees. The changing trends of HRM includes diversity in employment, changing migration patterns, employee relations implications, increased female participation in workplaces, training developments, etc. However, the study will discuss the importance of stakeholders in a company as well as their impact in the HR department of companies. Influence of changing environment The core aspects of human resource management of a company consists of various departments such as employment existing, employee development, reward management, employee resourcing, HR administration, talent management, employee benefits, strategy and organization, etc. The HR strategy of an organization is focused on current competencies as well as vision of the company in future. A gap analysis should be detected so that the new strategies will be more effective when compared to the previous HR strategy of the companies (Kehoe and Wright 2013). The environmental impact of the organization can be categorized into internal environmental factors, micro environmental factors, and macro environmental factors. Internal factors include employees, unions and business units. Micro factors include competitors, public, customers, suppliers, partners, intermediaries and entrants. External environment factors consist of culture, politics, education, technology, legal, regulations, economy, natu ral resources, and society. Internal environmental factors is responsible for creating an impact on organization size and structure, profile of workforce, companys values and ideology, locus of various HR strategy formulation, and established traditions and HRM practices (Jiang et al. 2012). However, to meet the factors of the external environmental factors, Porters generic strategies are also used in formulation of HR strategies that are related to the organization values and companies. This approach describes the HR strategy in terms of optimal strategy that will fit the strategy of the organization. This type of fit is known as vertical fit. The HR managers of companies must focus on the aspects of cost leadership, differentiation and focus in the perspective of employee relations, workforce profile with the selected strategy (Jackson et al. 2014). Apart from that, HR managers implement the policies of Pfeffers 7 key HRM practices in the organizational perspective. The key aspects of the theoretical implications are employment security, targeted selection, decentralization workplace teams, higher pay contingent on performance of company, employee training, diminished status differentials and sharing of business information sharing with workforce. Practice of these aspects will help in developing trust, commitment, etc. thus increasing the productivity of the employees and company as a whole (Buller and McEvoy 2012). Stakeholders analysis Stakeholder analysis is an important aspect that is important not only in strategic management department of the organization but also for the HR department of the company. Stakeholders are the group of people that are involved in various decisions of a particular company. Stakeholders consist of owners, employees, community, customers, insurance companies, managers, etc. Stakeholders in this perspective of formulation of human resource management strategies of organizations create an impact in the minds of the HR managers. Involvement of stakeholders will help in rectifying the errors of the strategy by the associated HR managers (Alfes et al. 2013). The goal of HR projects is to increase the productivity of the employees as well as employee retention. It has a direct relation to the profitability of the company and increased productivity of the company. Different kinds of employees and people from community are involved in many cases of the formulation of HR strategies. However, there are many positive aspects when stakeholders involve in the formulation of HR strategies. Different kinds of stakeholders will have different viewpoints that might be beneficial for the HR department to proceed in a particular direction (Purce 2014). In many circumstance, it can be said that HR managers overlook some issues of the organization and formulate the strategies that will not be effective in the perspective of performance management and reward management of the company. In the human resource department of multinational companies, not only employees and owners are involved in the strategy formulation part but also the customers and communit ies are involved (Renwick et al. 2013). Inclusion of community will help in maintaining sustainable HR strategies that will cope up the changing business needs. Apart from development of science and technologies, the trend of human resource is also changing day by day. However, multinational companies involve the stakeholders of the company to incorporate the changes that is happening in the internal environment of the company as well as the external environment. Incorporation of the recent trends in the HR policies is essential in order to retain the talent pool within the organization. Big multinational giants like Google, McDonalds, etc. are known for its improved HR strategies. Small medium enterprises usually try to follow the HR strategies of the big companies. Apart from that, leadership is also having an impact on the employee motivation and employee involvement in different operational department of the organization (Bratton and Gold 2012). Influence of stakeholders on HR strategies Stakeholders have a vivid role in the various operational departments of organizations. In the changing business environment, business enterprises are competing with each other not only in terms of marketing and increased sales but also in terms of various activities of human resource management. Employees are considered as the assets of organizations. Employees must have satisfaction in order to develop their skills and improved performance within the organization. There are different aspects of performance appraisal measures such as recruitment, selection, compensation management, training development and labor relations (Hendry 2012). Strategies are formulated in order to improve these HRM aspects. Stakeholders will help in minimizing the gaps that are occurred in the strategy formulation that are not identifiable by the HR managers sometimes. Apart from that, there are some ethical concerns that have to keep in mind while formulating HR strategies with respect to the current cha nges of the business environment. Companies can use 360-degree feedback in order to improve the performance of the company in order to complete the feedback process of the workers for improvement of the performance. It helps in keeping in track of the problems faced by the employees (Armstrong and Taylor 2014). It is seen that companies of Ireland are not efficient in the field of performance management activities. Various types of surveys and research are done that illustrates that the managers are not having competent skills while customization of the theoretical frameworks of the HRM strategies. Conclusion The study consists of different types of factors of environment that has created an impact not only on the strategic management aspects but also on the human resource aspects. The stakeholders of the companies are responsible for formulation of improved HR strategies that will not only increase the profitability of the organizations but also the retention of employees. The study illustrates mostly the influence of stakeholders and their impact in the improved competitive HRM functions of the companies. Instances of different companies are also provided in the study so that they can illustrate the topic at an ease. Implementations of theoretical frameworks are also illustrated in a detailed manner for coping up with the changing business environment. References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Hendry, C., 2012.Human resource management. Routledge. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), pp.1-56. Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), pp.73-85. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), pp.1-14.