An Analysis Of Frankenstein And The Monster

Throughout the novel, Frankenstein, Walton and the monster each yearn for a true friendship to either fall back on during times of misery, to console with, or to learn from. Indeed, the significance of the friendship in Shelly’s novel is the balancing and completing agent of life. With friendship, blessings are multiplied and misfortunes are minimized. Without friendship, life is just a chain of desolation. The first blessing of friendship is trust. Indeed, friendship gives others the feeling of trust and being trusted because it is built on the foundation of trust. When Justine is condemned and rejected by the whole society. Her friends, Elizabeth and Henry still believe in her innocence. Indeed, she deserves their faith on her. Another great blessing of friendship is the comfort. Within true friendship, friends always stand by each other through thick and thin to remedy the adversity and sooth the soul of each other. Indeed, whenever Victor suffers tragedy, he looks to the close comfort of his friends to raise his spirits. In the process of creating the monster, Victor has isolated himself for a long time and becomes terrified after the monster awakening. When Clerval came, he called forth the good feelings of his heart â€Å"Nothing could equal my delight on seeing Clerval†. Moreover, a true friend like Clerval is also the one who consumed his whole winter in Frankenstein sick room instead of studying as his plan. Henry’s care was so considerate that Frankenstein states: â€Å"ButShow MoreRelatedFrankenstein Monster Analysis885 Words   |  4 PagesThe True Monster in Mary-Ann Shelley’s Frankenstein In Frankenstein, written by Mary-Ann Shelley, Shelley portrays Victor as the ultimate monster. Throughout the novel, Shelley tests Victor’s morals and reveals him to be arrogant and selfish. She depicts his immorality through the creation of the creature, his decision to uphold his reputation and sacrifice mankind, and through abandoning his creature. Shelley illustrates Victor’s monstrous characteristics through the creation of the creatureRead MoreAnalysis Of Frankenstein s Monster, And Fredrick Douglass1206 Words   |  5 Pageschoses to act, but no matter what, gaining knowledge is rarely an easy task. Even for students who have information readily available to them, like Victor Frankenstein at the University of Ingolstadt, are constantly under the arduous task of learning. When learning has to be done by any means necessary or in secret, like Frankenstein’s monster or Fredrick Douglass, the acquisition of knowledge becomes even more daunting and makes the learner even more ardent in their pursuit. Once a person obtainsRead MoreAnalysis of the Creation Scene from Mary Shelley’s Frankenstein and Kenneth Branagh’s 1994 Film Version912 Words   |  4 PagesAnalysis of the Creation Scene from Mary Shelley’s Frankenstein and Kenneth Branagh’s 1994 Film Version One of the key themes in Mary Shelley’s ‘Frankenstein’ is human arrogance. Frankenstein’s curiosity leads him to play the role of God. In a way Frankenstein is responsible for the monster and has ultimately become a father figure to the monster. Frankenstein abandoning the monster leads up to it turning evil and looking for revenge. Therefore, parenting is another themeRead More Analysis of Volume 1 Chapter 5 of Frankenstein by Mary Shelley735 Words   |  3 PagesAnalysis of Volume 1 Chapter 5 of Frankenstein by Mary Shelley This passage is set at a point in the story where Dr. Victor Frankenstein is creating and making his first descriptions of the monster. Frankenstein at this time has been driven to work more and more to complete his aim, making him seem madly obsessed with his work. During this passage, the Dr. and the monster are constantly described in the same ways, â€Å"how delineate the wretch†: the monster â€Å"I passed the night wretchedly†:Read MoreFrankenstein Literary Analysis Essay903 Words   |  4 PagesFrankenstein Literary Analysis Friends will determine the direction and quality of your life. Loneliness is a battle that all people will once face at a certain point in their life; it is how they handle it that determines the outcome of that battle. In Mary Shelleys Frankenstein loneliness is the most significant and prevailing theme throughout the entire novel. Shelley takes her readers on a wild journey that shows how loneliness can end in tragedy. Robert Walton is the first characterRead MoreWhy Does Frankenstein Begin and End with Waltons Letters?1188 Words   |  5 PagesWhy does Frankenstein begin and end with Walton s letters? Victor Frankenstein is a scientist whose ambition will be fatal. His story is central to Mary Shelley s Frankenstein. Nevertheless, Shelley gave a frame to Victor s tale as Frankenstein begins and ends with Captain Walton s letters. In this analysis, I will show that Shelley did not insert the letters by chance, but that they add a deeper dimension to the novel. Walton s letters play an important role for the reader may find manyRead MorePsychoanalytic Criticism Of Frankenstein863 Words   |  4 Pages Frankenstein, by Mary Shelley, is a gothic novel about a young man named Victor Frankenstein who creates this monster that goes on to kill off all Victors loved ones, one by one. The story is quite different than the literature that was being produced in this era. The theme of a creation story is universal throughout Frankenstein, as well as the Prometheus and Genesis story. Not only is the creation story present in Frankenstein, but the use of Sigmund Freud and his idea of unconscious desires andRead MoreAnalysis Of Mary Shelley s Frankenstein1411 Words   |  6 PagesMary Shelley did adhere to the writing structures of the celebrated authors around her time period. She did this by empowering her main character, Victor Frankenstein, with the enlightenment values of individualism and self exploration; only in a very pessimistic and gloomy w ay. Through careful analysis of quotes from Mary Shelley s frankenstein from a psychoanalytic view we can reveal some of mary Shelley s true motives in how she designed her characters. Psychology is all about finding motivesRead MoreChapter Summary And Analysis Of Frankenstein 808 Words   |  4 PagesFrankenstein Journal and Chapter by Chapter Summary and Analysis Sam Thompson Letters I-IV Captain Robert Walton is on a ship bound for the North Pole, and describes to his sister back in England the progress of his mission. Soon, the ship becomes trapped in impassable ice. Walton encounters Victor Frankenstein, who has been traveling via dog sled across the ice. Walton takes the sick Frankenstein aboard, and thus Victor begins the story of the monster he created. Walton tells us through theRead MoreBiblical Analysis Of Mary Shelley s Frankenstein 1376 Words   |  6 PagesLiterature 16 November 2015 Biblical Analysis: Frankenstein Frankenstein by Mary Shelley often refers to the bible on a number of occasions. However, it is worth noting that many references used by Mary Shelley in Frankenstein can often be identified in Genesis. Much like Genesis, the story of Frankenstein is a viable creation story. The book of Genesis first explains the creation of man and woman, and also recounts the fall of humanity. Unlike Genesis, Frankenstein begins with the fall of humanity

MBA Classes What to Expect in Business School

Students preparing to attend an MBA program often wonder what MBA classes they will be required to take and what these classes will entail. The answer will of course vary depending on the school you attend as well as your specialization. However, there are a few specific things you can expect to get out of the MBA classroom experience. A General Business Education The MBA classes you will be required to take during your first year of study will most likely focus on major business disciplines. These classes are often known as core courses. Core coursework usually covers a range of topics, including: AccountingEconomicsFinanceManagementMarketingOrganizational behavior Depending on the program you are attending, you may also take courses directly related to a specialization. For example, if you are earning an MBA in information systems management, you may take several classes in information systems management during your first year. The Chance to Participate No matter which school you choose to attend, you will be encouraged and expected to participate in MBA classes. In some cases, a professor will single you out so that you may share your opinions and assessments. In other cases, you will be asked to participate in classroom discussions. Some schools also encourage or require study groups for each MBA class. Your group may be formed at the beginning of the year through a professor assignment. You may also have an opportunity to form your own study group or join a group that has been formed by other students. Learn more about working on group projects. Homework Many graduate business programs have rigorous MBA classes. The amount of work that you are asked to do can sometimes seem unreasonable. This is especially true in the first year of business school. If you are enrolled in an accelerated program, expect the workload to be double that of a traditional program. You will be asked to read a large amount of text. This may be in the form of a textbook, cases study, or other assigned reading materials. Although you will not be expected to recall everything you read word for word, you will need to remember the important bits for class discussions. You may also be asked to write about the things you read. Written assignments usually consist of essays, case studies, or case study analyses. You should know how to read a lot of dry text quickly and how to write a case study analysis. Hands-On Experience Most MBA classes provide an opportunity to obtain real hands-on experience through the analysis of case studies and real or hypothetical business scenarios. Students are encouraged to apply the knowledge they have acquired in real life and through other MBA classes to the current issue at hand. Above all, everyone in the class learns what it is like to work in a team-oriented environment. Some MBA programs may also require an internship. This internship may take place over the summer or another time during non-school hours. Most schools have career centers that can help you find an internship in your field of study. However, it may be a good idea to search out internship opportunities on your own as well so that you can compare all of the options available to you.

The Detailed Examination of the Arabs in Israel Free Essays

While the nation is aware of the indignities that were forced upon the African Americans who resided in this country at the beginning of the 18th century, few people realize that similar discrimination practices are going on all over the world. One of the most prevelant examples of discrimination currently is happening in Israel against the Arabs. Arabs are being discriminated in ways that impact their ability to live a life of freedom and comfort. We will write a custom essay sample on The Detailed Examination of the Arabs in Israel or any similar topic only for you Order Now The plight of Arabs in Israel is very similar to what the African Americans experienced in America during the first years of the 20th century. â€Å"Few questions challenge us to consider 380 years of history all at once, to tunnel inside our souls to discover what we truly believe about race and equality and the value of human suffering. Kevin Merida (1) (on African American reparations).† During the early part of the 20th century African Americans suffered a great deal of discrimination in America. They were refused even the most basic freedoms that the constitution of the United States is supposed to provide. The right to vote, the rifht to live freely, the right against unreasonable search and seizure are all elements of life that many people in this nation take for granted. However, for African Americans of that time those were dreams that were not often realized. Today, African Americans have many recourses if their rights are not being followed, including civil or criminal proceedings as well as government intervention. It is not completely rectified but it is being worked toward. The Arabs in Israel do not have such protection currently. They are at the point in history that African Americans were during the early part of the 20th century. Housing, employment and basic living right elements are being denied to them based on the fact that they are Arabs. Arabs in Israel have been complaining about their treatment for quite awhile but many of their concerns fall on deaf ears(Winder, 2006). The Israeli government and many of the nation’s citizens insist that the discrimination allegations are false and misleading. For one to fully realize and accept that the Arabs are indeed being discriminated against one only has to hold various tangible situations that they encounter against the situations that were encountered by African Americans during the first part of the 20th century. The United Nations believes that the Arabs are indeed being discriminated against and said as much in a recently published report that was released last year. It says: â€Å"The government did little to reduce institutional, legal, and societal discrimination against the country’s Arab citizens(Cook, 2004).† The humiliating treatment of the Arabs is one issue that the United Nations believes proves the discrimination that the Israel government currently denies exists. â€Å"Among many issues, it notes the humiliating treatment of Palestinian citizens, including community leaders, during security checks at airports and checkpoints(Cook, 2004). † During the 20th century in America, African Americans were forced to live in substandard housing and work in substandard employment environments. The quantity of available buildings for Arabs to reside in are not enough in numbers for the need. While most people in America will agree that the Arabs should not be confined to certain buildings the fact is they are often confined by societal attitudes and the available buildings are too few in number and have been for a significant amount of time. The quality of the buildings that are available are also in question. The repairs do not occur in the manner and speed that they do in other areas of the nation. The buildings that are made available to the Arabs are often in such disrepair that they are uninhabitable. African Americans when through similar problems in the early years of the 20th century. They were relegated to â€Å"Colored’ area when it came to buildings that they could rent and own. The buildings were in disrepair and when they asked the landlord to repair them they were ignored or forced to pay for repairs that were legally the responsibility of the landlord. The term slum lord was originated because of the treatment of landlords regarding minority tenants and the fact that those landlords allowed their buildings to become uninhabitable yet they would allow minority tenants to live there and collect their rent each month. Another area of life that is similar for the Arabs in Israel today, that the African Americans faced in America and often times still do face is the area of education. During the early years of the 20th century students who were black were forced to attend specific schools. They were given substandard supplies and resources and they were given old used textbooks and equipment that most often did not work. Arabs today are facing the same dilemma when it comes to the education of their students(Cook, 2004). This greatly reduces the ability to teach advanced course and help Arab students better the future for themselves and their children. â€Å"Israel has also sought to undermine the value of Arabic, even though it is an official language of the state. Few Jews learn even basic Arabic, whereas Arab children are required to learn Hebrew to advanced level(Cook, 2004).† While the African Americans did not have this problem in the 20th century they were forbidden at times from singing the songs that had been popular in their homeland. Whether it was a hymn or a song of life they were whipped or punished for singing them out loud. â€Å"University courses are in Hebrew or English, as are public meetings and court cases. Many Arab workers report being sacked for speaking Arabic at the workplace(Cook, 2004).† This is blatant discrimination. It is similar to the African American ban on homeland songs and stories as well as the making it illegal to teach African Americans to read and right because the Americans wanted them to remain illiterate. Without saying so the Israel government seems to have the same goal in mind by its refusal to provide current and equal schools, supplies and textbooks for the Arab students living within its boundaries(First, Israel inside the Green Line (the de facto border after the 1967 war) http://www.mideastweb.org/israel_apartheid.htm). â€Å"Much international attention has focused on the recent decision by the Knesset to ban family unification in the case of marriages between Israeli Arabs and Palestinians from the West Bank and Gaza. In many cases, it is now impossible for couples to live together: under the new law, Palestinians are denied entry into Israel, while Israeli Arabs are banned by military orders from entering Palestinian areas(Cook, 2004).† In addition to the obvious discriminations that are being experienced by Arabs in Israel there are many instances in which they are being discriminated against that are not so obvious to the eye unless one looks very closely. One such area is the area of employment. Arabs are being discriminated against on a regular basis when it comes to employment. Research concluded that Arabs have an unemployment rate that is twice as high as the Jewish unemployment rate for the same regions. â€Å"The country’s big monopoly corporations such as the telecoms firm Bezeq and the Israel Electricity Company have Arab employees in the single figures even though they have a combined staff of more than 20,000. Some of the worst discrimination is faced by the 140,000 beduin living in the Negev. Many of their communities have never been recognised by Israel, even though they predate the state(Cook, 2004). † The end result of this type of discrimination is that approximately 70,000 Arabs are forced to live in tin shacks and tents. They have no power, water or sewage service. Their children are traveling 40-60 miles each way to go to school and get back home. Removal of child benefits for Arabs have been top of the political agenda ever since. â€Å"Some discriminatory practices against Israeli Arabs – Systematic bias in education provision (HRW report) – Israel’s worst 36 unemployment blackspots are all in Arab areas† The plight of the Arabs in Israel is extremely similar today to what the African Americans faced in the United States during the early part of the 20th century. Employment discrimination, housing issues and lack of education for their children were accepted practices at that time. Today, the same problems and practices are being thrust upon the Arabs who reside in Israel. For this to change the government and the world will need to step in and force change. How to cite The Detailed Examination of the Arabs in Israel, Papers

Effective use of Job Analysis in Enterprise †MyAssignmenthelp.com

Question: Discuss about the Effective use of Job Analysis. Answer: Background This briefing paper mainly provides an overview of the effective use of job analysis in any business enterprise (Schmidt Hunter, 2014). Various factors are noted in the regular practice of job analysis that deals with employee satisfaction as well as motivation. One of the major issues that are faced by business organization is managing their human power that results in poor performance. The present research is conducted to provide details of effective use of job analysis in given business enterprise (Vansteenkiste, Deschacht Sels, 2015). Job Analysis is one of the most crucial sectors of human resource management that is the place of all HR behavior in an organization for smooth functioning of business enterprise. The Job Analysis mainly focuses upon work related information for the job. With increased competition and technological advancement, it is noted that jobs are volatile by nature and team-based at the same time. It is important for the business enterprise to understand th e job that is determined by their employees and through understanding and providing employees with the relevant tools in the most appropriate way (Weigl et al., 2014). Job analysis is one of the method that gathers and examines facts about the content as well as person necessities of jobs and background to which jobs are performed. In addition, job analysis is used for determining placement of jobs. Furthermore, job analysis is a logical study of jobs for determining what behavior and tasks are present in relative importance in comparing with other jobs (Van Yperen, Wrtler De Jonge, 2016). Analysis: Significant aspects of current topic or issue on Job Analysis The rationale of current briefing paper is to highlight the problem that arises from Job Analysis and then recommending an effective use of job analysis at workplace (Vansteenkiste, Deschacht Sels, 2015). Problem with job analysis Lack of management support-One of the issues with Job Analysis is lack of support from management. The issue takes place when job forecaster does not get appropriate support from the administration (Van Yperen, Wrtler De Jonge, 2016). It is important for the top management to speak with middle level administrator and human resources for enhancing the production output of the process. If there is improper communication within the human resources, they can take it in a wrong sense as well as start looking for any other selection criteria. Without proper support from management, the employees may feel left out or develop a notion in their mind that the company may fire them so the people in management are ignoring the employees (Suthar, Chakravarthi Pradhan, 2014). It is recommended to the top level management that they should converse the right significance to their management. Lack of cooperation from human resources- One of the issue with Job Analysis is lack of cooperation from human resources. It is nearly unfeasible to collect genuine, reliable and precise job data without support from the management. If the management does not cooperate, it is sheer waste of time, human effort and money for conducting job analysis procedure. The management should take the workers in self-assurance and communicate with them for solving all types of problems (Van Yperen, Wrtler De Jonge, 2016). Failure to recognize the importance of job analysis- One of the problems with Job Analysis is inability to identify the need of job analysis (Suthar, Chakravarthi Pradhan, 2014). If the objectives and need of job analysis procedure are not correctly recognized, then the whole exercise of examination is to carry out the research in proper way. It is significant for the manager to choose in advance why the procedure is being carried out and what the objectives with the available recorded data are (Suthar, Chakravarthi Pradhan, 2014). Biasness of Job Analyst- One of the problems with Job Analysis is biasness of job analyst (Vansteenkiste, Deschacht Sels, 2015). A balanced and impartial approach becomes inevitability when carrying out the procedure of job examination. In order to get access to real and authentic data, the job forecaster needs to act neutral in their approach. It is recommended to hire a professional job analyst who remains unbiased in their job activities. Using single data source- One of the problems with Job Analysis is using single data source (Spell, Eby Vandenberg, 2014). A job market analyst needs to believe more than one sources of data or collecting true facts. It is important to consider the fact that collecting data from a single foundation of data may lead to incorrectness as well as defeats the overall reason of behavior the job analysis procedure (Van Yperen, Wrtler De Jonge, 2016).. Actions taken to address the issue Job Analysis takes into account collection as well as recording of job related data like knowledge and skills that is needed for performing a job, duties and responsibilities (Morgeson et al., 2016). The major function of job analysis is to find any relevant information that correctly fits between the job and worker for assessing the performance of a worker for determining the worth of specific task and analyzing guidance and growth need of employees for delivering particular job (Vansteenkiste, Deschacht Sels, 2015). For instance, for analyzing job of an managerial sales director, it is required to first decide the worth of the job and then examine whether the person is able to bring what is predictable from the sales manager (Cheramie et al., 2014). It is also important to know whether the candidate is perfect for the job or not. The job analysis process is lengthy that involves compilation of other significant details and information like compensation grade, job location, reporting structure, job duties, department or division, communication and physical skills, routine task as well as aptitude to adjust in a given surroundings and management skills (Schmidt Hunter, 2014). Job analysis plays significant role at the time of recruitment and selection, deciding for the compensation and benefits packages, designing of job, evaluation of job as well as examine instruction and expansion needs for assessing the value of a job that will lead to personnel and organizational productivity (Edien, 2015). Recruitment and Selection- One of the purposes of Job Analysis is Recruitment and Selection (Sanchez Levine, 2012). This means that job analysis help in evaluating what kind of individual is needed for performing a specific job. Recruitment and selection process points out the aspects that is essential in a candidate to be eligible for a job such as educational qualifications, technical skills, physical skills, personal skills. The major purpose of recruitment is to locate the right person for right job (Vansteenkiste, Deschacht Sels, 2015). Performance Analysis- One of the purposes of Job Analysis is Performance Analysis (Saif et al., 2013). This means that job analysis is performed for checking whether the goals and objectives of a specific job are met or not. By conducting performance analysis, it is easy to decide over the performance standards as well as evaluation criteria and output of an individual. Therefore, the overall performance of employees is measured based on their performance in a particular work (Sanchez Levine, 2012). Training and Development- One of the purposes of job analysis is training and development (Vansteenkiste, Deschacht Sels, 2015). Here, job analysis can be evaluated for assessing the training and expansion needs of human resources. Furthermore, the disparity between the predictable as well as definite output explains the level of training that need to be given to employees. Therefore, training and development sessions help in deciding the content of the training, tools and equipments that need to be used for conducting training and other technique of teaching activities (Saif et al., 2013). Compensation Management- One of the principles of job analysis is compensation management (Nikolaou, 2014). In addition, job analysis plays a significant role while deciding the pay correspondence as well as extra perks, incentives and reimbursement of human resources. Furthermore, the pay packages depend mainly on the position, responsibilities, job title and duties concerned in a job. Therefore, the job analysis procedure guides the human resource manager when they know the worth of employees for specific job opening (Van Yperen, Wrtler De Jonge, 2016). Job scheming and Redesigning- One of the reason of job analysis is job designing and redesigning (Van Yperen, Wrtler De Jonge, 2016). In addition, the main reason of job examination is to rationalize the human efforts as well as getting the best possible output. The job analysis help in designing, enriching as well as redesigning and cutting back extra responsibilities in a specific job. Therefore, the job analysis is performed for enhancing the employee satisfaction at the time of increasing the human output (Ali-Hassan, Nevo Wade, 2015). Job analysis deals with development of positions where the business needs to fill up attributes for completing the mission statement (Suthar, Chakravarthi Pradhan, 2014). Job analysis is one of the critical components of strategic solution that explain how human resources will be used within the business and the purpose can be broken into diverse roles. The first role of Job Analysis is to develop the success factors of personnel of business. There are various companies that have diverse meaning of achievement (Morgeson et al., 2016). Job analysis is one of the processes that obtain facts about jobs by influential on what are the duties, activities and tasks. It is the responsibility of the HR managers to use data for developing job descriptions and job specifications based on recruitment, employee performance appraisal as well as training and career expansion. The main principle of job analysis is to recover in the presentation of an organization as well as productivity at the same time (Van Yperen, Wrtler De Jonge, 2016). There are several problem that is associated to job analysis where human resource manager need to decide upon how to decide the need of new human resources in an association, where to place human resources in order to exploit their proficiency and aptitude, how to eliminate unneeded jobs, how to set sensible presentation dimension principles as well as how to recognize the jobs and arrange a plan to fill it as well (Bardach Patashnik, 2015). The above listed problems can be effectively managed with the help of job analysis. T is the responsibility of the managers to deal with such types of challenges in daily operations of the company where they need to accomplish successfully and professionally in relation to selection, resource recruitment, satisfaction and adding extra responsibilities and duties (Van Yperen, Wrtler De Jonge, 2016). An effective as well as right process need to be used at the time of analyzing a specific job. It helps in maintaining the right quality of employees, measuring the performance of realistic performance and assessing the training and development needs for increasing the level of productivity (Cheramie et al., 2014). Using Job Analysis can solve all the problems that are listed in the section above as job analysis help in establishing and documenting competencies that is essential for a job for recognizing the job-relatedness and given that a basis of permissible defensibility of an appraisal and assortment events (Edien, 2015). The action that should be taken by the management is determining the need of training for testing activities (Vansteenkiste, Deschacht Sels, 2015). Equipment should be utilized for carrying the teaching sessions and methods of training such as computer-based, small group as well as video presentation and classroom presentation. Job analysis can be used for presentation appraisal to recognize ways for developing objective as well as goals, evaluation criteria, presentation main beliefs as well as length of provisional periods. In addition, the job analysis can be used in collection events for recognizing ways for developing job duties that should be integrated in announcement of vacant positions; suitable salary level of the place for determining what income should be offered to an applicant (Haider et al, 2015). There are different that are used for understanding the jobs such as workflow analysis, re-engineering, job design, job analysis and job descriptions. Here, workflow examina tion means the study of way of work such as inputs, activities and outputs that moves through an association. In addition, Business procedure re-engineering is a procedure that measures ways for improving such behavior like product expansion, examination delivery and customer examination (Van Yperen, Wrtler De Jonge, 2016).. Job analysis can be used in reimbursement for determining skill levels, compensable job factors, work surroundings such as attention, physical efforts, hazards and responsibilities and required level of education (Kang Ritzhaupt, 2015). Cautionary notes The briefing paper had been written in a way by keeping in mind that the content should not hurt sentiments of any person and organization in a negative way. Entire briefing paper was written to understand the issue with job analysis and then suggesting effective use of job analysis. The content of the briefing paper contains information from reliable sources such as peer-reviewed journal articles, authentic websites and academic books for reference purpose. References Ali-Hassan, H., Nevo, D., Wade, M. (2015). Linking dimensions of social media use to job performance: The role of social capital.The Journal of Strategic Information Systems,24(2), 65-89. Bardach, E., Patashnik, E. M. (2015).A practical guide for policy analysis: The eightfold path to more effective problem solving. CQ press. Cheramie, R., Fuller, B., Simmering, M. J., Marler, L. E., Cox, S. S. (2014). Improving Career Development in Students by Developing Job Analysis Skills.Learning in Higher Education, 49. Edien, A. (2015). Effects of job analysis on personnel innovation, International Journal of Business and Management Invention, 4(10), 9-18. Haider, M., Aamir, A., Hamid, A. A., Hashim, M. (2015). A literature Analysis on the Importance of Non-Financial Rewards for Employees' Job Satisfaction.Abasyn Journal of Social Sciences,8(2), 341-354. Kang, Y., Ritzhaupt, A. D. (2015). A job announcement analysis of educational technology professional positions: Knowledge, skills, and abilities.Journal of Educational Technology Systems,43(3), 231-256. Morgeson, F. P., Spitzmuller, M., Garza, A. S., Campion, M. A. (2016). Pay attention! The liabilities of respondent experience and carelessness when making job analysis judgments.Journal of Management,42(7), 1904-1933. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), 179-189. Saif, N., Khan, M., Rehman, K., Rehman, Z., Nawa, T., Naqeeb, M. (2013). Competency based job analysis. International Journal of Academic Research in Accounting, Finance and Management Sciences, 3(1), 105-111. Sanchez, J., Levine, E. (2012). The rise and fall of job analysis and the future of work analysis. Annual Review of Psychology, 63, 397-425. Schmidt, F. L., Hunter, J. E. (2014).Methods of meta-analysis: Correcting error and bias in research findings. Sage publications. Spell, H. B., Eby, L. T., Vandenberg, R. J. (2014). Developmental climate: A cross-level analysis of voluntary turnover and job performance.Journal of vocational behavior,84(3), 283-292. Suthar, B., Chakravarthi, T., Pradhan, S. (2014). Impacts of job analysis on organizational performance: An inquiry on Indian public sector enterprises. Procedia Economics and Finance, 11, 166-181. Van Yperen, N. W., Wrtler, B., De Jonge, K. M. (2016). Workers' intrinsic work motivation when job demands are high: The role of need for autonomy and perceived opportunity for blended working.Computers in Human Behavior,60, 179-184. Vansteenkiste, S., Deschacht, N., Sels, L. (2015). Why are unemployed aged fifty and over less likely to find a job? A decomposition analysis.Journal of Vocational Behavior,90, 55-65. Weigl, M., Mller, A., Hornung, S., Leidenberger, M., Heiden, B. (2014). Job resources and work engagement: The contributing role of selection, optimization, and compensation strategies at work.Journal for Labour Market Research,47(4), 299-312.