The Joy Luck Club - Playing the Game :: Free Essay Writer

The Joy Luck Club - Playing the Game A vivid portrait of the struggles, as well as the joys, of three generations of Asian American families is painted for us on the off white canvas used by Amy Tan in 1989, the pages of her book, The Joy Luck Club. In this portrayal of Chinese immigrants and their American born children, four family stories are brought to light, through a series of vignettes told from the view points of eight women, as they change and grow in their lives. Lives that become the pigment that, along with Tan’s taintless brush strokes become a painting fit for a museum. As the stories are unveiled to us, we begin to find the connection between mothers and daughters, as well as ties between friends. These connections, however, often turn out to be lacks of connections, as the generations find themselves having a hard time relating to one another. One family in which misconceptions occur throughout the entirety of the daughter’s life is the Jong family, whose story leads us through generations of women, who, by living their out their lives, look at things instead as simply, playing the game. The mother of the Jong family, Lindo, is a member of the Joy Luck Club, and an American immigrant who, throughout her life, as always tried to keep a balance between her Chinese self, and her new American self. Lindo fears that she may have given her daughter, Waverly, too many American opportunities, and therefore denied her of her Chinese heritage. With the Americanization of her daughter, she feels she may have closed the doors on part of her own self as well, and become herself, too American. Before Lindo came to America, she learned at an early age the power of invisible strength, of hiding ones thoughts until the time is right to reveal them. She discovers these values while in an unhappy relationship to a man she was betrothed to at an early age. â€Å" I wiped my eyes and looked in he mirror. I was surprised at what I saw. I had on a beautiful red dress, but what I saw was even more valuable. I was strong. I was pure. I had genuine thoughts inside that no one could see, that no one could ever take away from me. I was like the wind. I threw back my head and smiled proudly to myself, and then I draped the large embroidered red scarf over my face and covered these thoughts up.

AltaPointe Health Systems Company Essay

Define a value chain and the significance of the center of gravity. Please also provide an example of a value chain from your place of work or from a company that you have researched. A value chain is a set of activities that are associated together that start with raw materials from suppliers, then goes to a set of activities in which are involved in marketing a certain product, and then ends with providers developing the final properties to the vital purchaser. Value chains can usually be split into two parts: upstream and downstream. The upstream deals where the company begins, how it develops, and what it produces. Then, downstream starts with where the goods, for example, are being transported and how it distributes to suppliers. A company’s center of gravity is the most important part of the company and what the essential proficiencies are. It is usually where the company began, according to Galbraith. It is also where the company stands the strongest. In other words, whatever may be there strongest suit is what the company’s center of gravity is. My company that I work for, AltaPointe Health Systems, can be used as an example of a value chain. AltaPointe Health Systems is a community based company that provides services of mental health to consumers that are struggling mentally and/or patients that are struggling with substance abuse issues. We have two hospital facilities (for adults and children), many residential homes, and also outpatient services. Since the primary focus of a value chain is to study the company of value-creating events, AltaPointe’s surfaces around one primary vision and that is psychiatry. Our value chain starts with having patients who come in (voluntary or involuntary) who are mentally ill or abusing substances. They tell us what is going on and our psychiatrists make an analysis based on their assumption of the patient’s sickness. They decide whether or not our facility is right for them (especially if they come in voluntary). Our doctors and nurses have daily activities with them; whether it is group sessions or one-on-one with the  social worker and doctor, decide what is causing their problems, and make a decision on what is the best way to treat them. The patients then stay for however long it takes to get the patient stable and on the correct medications, and then send them onto our outpatient facilities where they will see a doctor once a month. In this case, our materials that we need to carry on our facilities would be: beds, medications, and supplies for nurses and staff. Activities that are involved in keeping our services are: having mentally ill patients that need psychiatric help and pay to come see us. Without them, we would not be a company. As far as distributors getting the final goods: in our case, it would be our patients getting better and having our name talked about in an extremely good way to the community and other communities near us. If we have happy patients, we will have a successful business that keeps running. Our CEO also works with Bryce Hospital in Tuscaloosa, which is another psychiatric inpatient facility. Businesses like these, are what helps us to stay open and help one another out. In what ways may a corporation’s structure and culture be internal strengths or weaknesses? Look at your organization, and analyze its structural and cultural strengths and weaknesses. How can the weaknesses be improved? There are three basic types of organizational structures. They are simple structures, functional structures, and divisional structures. Simple structures don’t have any product categories and is designed for small organizations. Functional structures are for medium-sized companies that have several products. Lastly, divisional structures are for large companies that have many product lines in different industries. A corporation’s structure can be a company’s strength and/or their weakness. If the correct structure is developed correctly, then the business can grow and thrive like it should. If the wrong structure is built, then the company could have problems operating correctly. A corporation’s structure has to get its strength from the foundation, because without the foundation you don’t have anything to build on. Based on these three structures is how you want to choose your foundation for the company/business. However, if you do choose the wrong structure, then the business could fall apart because people will not know what their accurate role is within the organization. It is almost  as if everyone would get confused on what they should be doing. Corporate culture is where the beliefs, expectations of a company, and values come together within members of the organization and is passed on from one group of employees to another. A strength of culture could be the organization’s ability to relate with one another and able to get along and be civil with other employees. It is also to have the respect of values that the CEO and other leadership members have for the company. Weaknesses would be the exact opposite. If employees do not understand what the culture is for the company or do not show respect to it, it could make a company fall really fast. Employees are a huge part of a company and without them, you have absolutely nothing. They have to have the ability and want to have respect for others and the management team. For the company I work for, our organizational structure would be a simple structure, because it is a small organization. Our internal strengths would include having the right management. I believe we have top workers that are our chief officers and are able to make excellent decisions. They are always on top of the issues that need to be worked out and help manage the Board of Directors meetings. Our foundation has always been a good one and they keep our company running in good condition at all times. Our biggest structural weakness is our employees not knowing where they stand within the company. Our top managers have difficulty with relating to our other employees whom are not in top management. We have so many employees that work within the hospitals that include: nurses, behavioral aides, security, etc., and our chief officers or hospital administrators do not take the time to try to see if they have any needs or concerns within the company. This is where our company starts making mistakes. This could be an easy fix by making sure our managers take the time to speak with them. They need to start having meetings with other employees and ask what their ideas are and what needs to be improved. As far as cultural strengths, ours is following expectations. Our employees might not like it sometimes, but they know what our CEO expects out of them. They know they cannot call in sick every time something goes wrong and they know their number one priority is the patients’ needs. Our cultural weakness is definitely communication and feedback. If something  goes wrong within one of our hospitals, it is because there was a lack of communication or someone did not speak up when they needed to. This is when the patients start getting ill and irritated. It is completely unnecessary. If our employees would care a little more about what maybe could go wrong, and communicate more than what they are doing, everything would be a lot different.

How Was the Moon Made

The  Moon has been a presence in our lives as long as weve existed on this Earth. It has been around our planet much longer, practically since Earth was formed. However, one simple question about this spectacular object went unanswered until fairly recently: how was the Moon made? The answer requires a deep understanding of conditions in the early solar system and how they worked during the formation of the planets. The answer to this question hasnt been without controversy. Until the last fifty years or so every proposed idea about how the Moon came into being  has had problems, either with technical aspects, or plagued by scientists own lack of information about the materials that make up the Moon. Co-creation Theory One idea says the Earth and Moon formed side-by-side out of the same cloud of dust and gas. That makes sense, given that the entire solar system arose from actions within that cloud, called a protoplanetary disk. Over time, their close proximity might have caused the Moon to fall into orbit around Earth. The main problem with this theory is in the composition of the Moons rocks. While Earth rocks contain significant amounts of metals and heavier elements, particularly below its surface, the Moon is decidedly metal-poor. Its rocks just dont match Earth rocks, and thats a problem for a theory that suggests they both formed from the same piles of material in the early solar system. The Sun and planets formed in a cloud of gas and dust called a protoplanetary disk some 4.5 billion years ago. The Moon formed about the same time as Earth, but could have been made during a collision event, rather than co-formed with Earth. NASA   If they did form at the same time, their compositions should be very similar or close to identical. We see this as the case in other systems when multiple objects are created in close proximity for the same pool of material. The likelihood that the Moon and Earth could have formed at the same time  but ended up with such vast differences in composition is pretty small. So, that raises some doubt about the co-forming theory. Lunar Fission Theory So what other possible ways could the Moon have come about?  Theres the fission theory, which suggests that the Moon was spun out of Earth early in the solar systems history. While the Moon doesnt have the same composition as the entire Earth, it does bear  a striking resemblance to the outer layers of our planet. So what if the material for the Moon was spat out of the Earth as it spun around early in its development? Well, theres a problem with that idea, too. Earth doesnt spin nearly fast enough to spit anything out and likely wasnt spinning fast enough to do it early in its history. Or, at least, not fast enough to hurl a baby Moon out to space.   The best theory about the formation of the Moon says that the infant Earth and a Mars-sized body called Theia collided early in the history of the solar system. The remnants were blasted to space and eventually coalesced to form the Moon. NASA/JPL-Caltech  Ã‚   Large Impact Theory So, if the Moon wasnt spun out of the Earth and didnt form from the same set of material as Earth, how else could it have formed? The large impact theory may be the best one yet. It suggests that instead of being spun out of the Earth, the material that would become the Moon was instead ejected from the Earth during a massive impact. An object roughly the size of Mars, which planetary scientists have called Theia, is thought to have collided with the infant Earth early in its evolution (which is why we dont see much evidence of the impact in our terrain). Material from the Earths outer layers was sent hurtling into space. It  didnt get far though, as Earths gravity kept it close by. The still-hot  matter began to orbit about the infant Earth, colliding with itself and eventually coming together like putty.  Eventually, after cooling, the Moon evolved to the form that we are all familiar with today. Two Moons? While the large impact theory is widely accepted as by far the most likely explanation for the Moons birth, there is still at least one question that the theory has difficulty in answering: Why is the far side of the Moon so different than the near side? While the answer to this question is uncertain, one theory suggests that after the initial impact not one, but two moons formed around the Earth. However, over time these two spheres started a slow migration toward each other until, eventually, they collided.  The result was the single Moon that we all know today. This idea may explain some aspects of the Moon that other theories do not, but much work needs to be done to prove that it could have happened, using evidence from the Moon itself.   As with all science, theories are strengthened by additional data. In the case of the Moon, further studies of rocks from various places on and beneath the surface will help fill in the tale of our neighbor satellites formation and evolution. Edited and updated by Carolyn Collins Petersen.

A Family Has Altered By Coontz, A Professor Of History

In this chapter of, Families as they really are, Coontz, a professor of history, asserts the theme of how as time went on the definition of a family has altered. Coontz begins this chapter by showing how every area in the world has a different definition of what is a family. Specifically, in the United States, the definition of a family has altered from the early colonial times to today. She explains the differences of the how every race has a different meaning for families. According to Coontz, originally a family could be considered anybody within the kin. Also, people in the early days did not marry because of love. People got married because of social and financial benefits. Another point that was emphasized by Coontz, was how originally there was not formalities for a marriage. A marriage was just two people that are close to each other. However, as time went on documentation was given out of a valid marriage. Coontz, goes on to state how in the 1950s all of this started to chan ge. Families started to live together, the husband and wife got married because they both love each other. This was the time period where the nuclear family started to be the ideal family of a husband being the breadwinner, and the wife as a stay at home mother, and two children going to school. Coontz, concludes with how the definition and perspective of a family has changed over time, and will keep on changing. Gerson, Kathleen (2010). Falling for Plan B: The Children of the Gender RevolutionShow MoreRelatedEssay about The Results of Children in Fatherless Homes16087 Words   |  65 PagesDivorce and out-of-wedlock childbearing are now epidemic in American society. Both forms of disrupted families are harmful to children and to society. The children of single parents are more likely to do poorly in school, commit crimes, and become single parents themselves. In addition, the increase in single-parent families contributes to such social problems as poverty, crime, and a decline in the quality of public education. Divorce and out-of-wedlock childbirth are transforming the lives of

Do You Ever Stop And Think About How Much Of Your Life Is...

Do you ever stop and think about how much of your life is actually yours? How many days of your life do you get to choose what you get to do? Let’s look at the average American’s working life. Most people start full time work at 22 years old and retire at 66. They work all day during the week and usually are too tired after work to do much. So let’s focus on the weekends. 2 days of the weekend x 52 weeks a year, add on 10 days of vacation + 9 official government holidays. This comes out to 123 days of your own life a year. If we multiply this by 44 years of working, this equates to 5,412 days where you get to choose what you get to do. 5,412/365 days in a year is approximately 15 years. 15 out of 44 years are yours. But if you’re like most people, you probably answer work emails on the weekends and are always connected. So that number of 15 years is even lower. Does this sound good to anyone? (Pepper) When I first read those numbers, it was a complete eye opener. It is absolutely unbelievable that so much of our lives are spent away from our families and the things we love doing. What is even more unbelievable is that spending so much time at work is unnecessary in the 21st century. 200 years ago when one had to farm all day to provide for their family, sure, a 10 hour workday made sense. But now? We have the technology to do many of the menial tasks that used to burden us. Not only is the long work week unnecessary, it is damaging to our health and ourShow MoreRelatedPersuasive Essay On Why People Smoke1260 Words   |  6 PagesHave you ever wondered why some people do things? Why do people hurt others, why do people have no motivation, why do people not care about major things in life? A big question I have is why do people smoke? I have found two very disturbing images that have touched me personally in the heart. Smoking has been in my family for a while and has caused health problems to my family members as long as I can remember. The first time I saw a cigarette was when I was little, the smell made me feel sick; myRead MoreAnd If I Hurt You, Then IM Sorry. Please Dont Think That This Was Easy.1370 Words   |  6 Pagesa lot...after a while it just doesn t bother you as much. You can try your hardest, you can do everything and say everything, but sometimes people just aren t worth trying over anymore...they aren t worth worrying about...it s important to know when to let go of someone who only brings you down. I don t know why your heart doesn t do what your mind tells it to. -Brown Sugar You may have created my past and screwed up my present, but you have no control over my future. -david klass Read MoreSelf Esteem Essay748 Words   |  3 Pagesimportant and valuable building block in having a prosperous life. Having low self-esteem can lead up to depression and to not wanting to do anything, you want to give up on life. Putting other people down will hurt their feelings which in then will make them start to think that they are not valuable enough. Having high or even a medium amount of self-esteem will make your life way easier and you wont think about these issues as much or at all. On the other hand, self-esteem to many peopleRead More Columbine Essay1333 Words   |  6 Pagesis something that will be remembered and talked about for many years to come. People from across the nation have all heard about this event. But there are still a couple questions that people have. For instance who’s to blame? The kids alone, the parents for how they brought the children up, or even actually the students at Columbine? Most say that the parents are to blame, but who actually knows? In my opinion the only two people that can actually answer this question truthfully are both dead. EveryoneRead MoreHappiness And Happiness In Ray Bradburys Fahrenheit 4511257 Words   |  6 Pagesrelizes how depressed everyone is without books/knowledge. This is most notably shown by the conflicting ideals of Montag(the main character), Capt. Beatty(Montags boss), and Mildred(Montag’s wife) because of their views on knowledge and how they are affected by different life sit uations. Throughout the book there are hints that war is a big problem due to the lack of books being read. This causes some people to be on edge and not care about much while still trying to seem like they do. Guy MontagRead MoreReview of Television Addiction is no Mere Metaphor Essay examples603 Words   |  3 PagesTelevision Addiction Is No Mere Metaphor Have you ever heard the expression love hurts? Sometimes its the things that we want most that can hurt us. In Television Addiction Is No Mere Metaphor, an article published in Scientific American on February 23, 2002 by Robert Kubey and Mihaly Csikszentmihalyi, we see how this expressions meaning has some truth to it. The things that we are addicted to are not necessities but are desires instead. Kubey and Csikszentmihalyi give the best exampleRead MoreAnalysis Of George Wilson s God Freaking Idiots 915 Words   |  4 Pagesdescribes those poor souls as follows, The average man is a conformist, accepting miseries and disasters with the stoicism of a cow standing in the rain†. This quote could be interpreted as an insult of man and their cowardice, but if you look past it and think about the context of the world the quote is applying it becomes a massive discrediting of all that man stands for. The quote looks past the trivial little man and looks more so at the center of this damned society. 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Red Handed Free Essays

Title: I was a disappointment to my Dad 2004 was the year my father developed a taste for schedules and routines. It was, and still is, his way of making sure that things are in order, and I suppose it was his way, when we were younger, of ensuring there was some consistency in our daily lives. When Mum left, I think that was all he could think to do – giving us something fixed, something to fall back on, something to let us know that our world still stood firm even as his was falling apart. We will write a custom essay sample on Red Handed or any similar topic only for you Order Now It was never really the same, our world; he was never really the same. Mum has always been the spontaneous one. She had always done things whenever she felt like it. I suppose that was why she could leave us just like that. She had never been one for commitment. After she left, my father came up with The Schedule. We had to follow it, and by then we were so desperate to keep one parent that we paid attention. He took great pride in us following it for a while. The Schedule gratified him. I remember Fridays were pizza days; they only had the regular pizza then, not the triple cheese extravaganza they do now, something for which I am utterly thankful; on Thursdays we took trips to the parks. It did not matter which park it was or how many times we had been there before. We just went on Thursdays. Matt, three years my junior, and I, would see how many flowers we could find that had at least an insect hovering over them while Father stared blankly into the distance, occasionally, he would smile. Then there were Tuesdays. On Tuesdays, I was to finish whatever assessment Dad asked me to do. I would put in my best effort to have them done to perfection and always long before he came to pick us up at Aunt’s. I would, upon entering his new black BMW, brandish out the assessment to show off to him and I had always been a honest boy so he never tore the answer key out before. Each time, his eyes would light up and tell me I was a good boy and off we would go home where he would mark my work and explain my mistakes (which I rarely have) to me. Followed by that, we would be off for dinner at the place I chose but since Matt was still six, Dad did not give him any assignment which meant he had no say in what we were going to have for dinner and he always beg with me to choose Macdonald’s. The World was going to be all right for one more day. Dad’s smile told me so. That particular Tuesday, the day of The Incident, I came face to face with something I wish I never again have to face, but yet I see it time and again, lodged in my guilty mind. The day started off the same way. It started off right. I think that was the worst part, the fact that things could have just taken sudden about-turns. Breakfast, school, Aunt’s. I was nine and I remember feeling, no, knowing that I had forgotten something. That vaguely familiar sense of unease that plagues everyone starts with the innocence of childhood mistakes, I suppose. What was it, the thing that I had forgotten? I could not remember. Put away my toys? Done. Helping my brother tie his shoelaces? Done. So what was it? Something was out of order. Something did not belong. Five more minutes left before we had to leave. Ignoring that nagging feeling, I dragged my brother out of another series of ‘Transformers’. He as usual quietly obeyed me as he begged, â€Å"can we have Macdonald’s please? † That was then the realization that dawned on me was like a slow burn. I could feel my skin prickling. My blood seemed to become warmer as it made its way to my head. I had not done my assessments! Dad is going to ‘kill’ me but I only have five minutes left how much can I finish? Oh no! Instinctively, I reached for a pen and told my brother he could watch for another five min. The time slowly ticked by. Five minutes, four minutes†¦ I was out off time! That was when I came up with my idea an idea I wished I had never done. I flipped to the book and found the page I needed to copy. Done! Just on time! I then dragged Matt out of Aunt’s who was as always decisively happy we were leaving. Sitting on the stoop, I could feel Dad finding out I had copied but there was no way because my work was usually perfect. Where is Dad? Where is he? Huh? Where? Where? Why is he not here yet? Huh Bro? † Now Matt was whining about Dad being late. In my unease, I could not even tell him to shut up and he must be surprised by my stillness because he casted a curious glance at me. Before Matt could ask what happened, Dad pulled up along the kerb, his car coughing up exhau st fumes. I pretended to sound as if everything was normal. I waved my assessment at him, my banner of proof. When we reached home, Dad turned over to the answer key and started marking. Little known to me, I had left three evidence there. Firstly, I had left a blue pen mark on the answer key, Secondly; I was doing Primary 5 work so I could not have possibly have gotten full marks, lastly, I had sneezed while copying down the answers so there was still mark of my sneeze. Then I saw that flicker. I saw that flicker in his eyes. Realisation, disappointment, rejection. It was only for a split second but, yes, it was there, the disappointment. I could almost hear him: â€Å"How like her mother she is; how like her mother she is. †He must have known that I had seen the flicker too because then, just like that, I could see him almost willing himself to cast that critical thought aside. I Know he was not able to do so because two years from The Incident, when I do talk to him, something which had grown progressively rare in those days, I still see that flicker in his eye. I never showed him my work after that day and I now mark my own work, he too never asked. Now, every Tuesday, I am often so overwrought I can only find comfort having left a mark on the answer key. I would always recall that Tuesday when I was nine, It was that Tuesday when I saw that disappointment come to stay in my father’s eyes and no, oh God no, that for the first time, it had been me who had put it there. How to cite Red Handed, Papers

A Case Study of SG Cowen’s Recruitment and Selection Processes

Questions: 1. Which two candidates would you select if you were a member of the recruiting committee? 2. Evaluate SG Cowens recruitment and selection processes. Offer your recommendations to improve the processes? Answers: 1. If I would have to hire and make decisions on the same I would have taken a decision with dual effect. a) Being the firms associate I am actually vested within all its success that depends to a vast degree upon quality of staffs working for the firm and this will of course include the quality of new hires also. b) Potential mistakes while identifying correct candidate who would make functional as well as cultural fit intended for the firm will definitely bear vast negative effect upon my credibility plus reputation (Edenborough, 2005).First candidate- Based on above two premises, I think that most suitable amongst the four candidates were Natalya Gadlewska. She not mere carried a very strong background of academics and has both MBA as well as graduation degree from a renowned college and also her past employers referenced her very strongly (Compton and Nankervis, 2009). Some other characteristics that she had were that she was very ambitious and always ready to learn new thinks an d practice hard work. She even made a good impression which revealed a go-together along with optimistic attitude towards work having all positive energy within. The reservations that two members had regarding her stiffness and getting uncomfortable while small talks and also her less-than-perfect English might possibly have impact on her capability to work properly with managers who did not really had extra merit options. I think she had all the needed social skills which were required in this workplace and thus she was capable to earn higher marks even from her earlier supervisors (Dessler Teicher., Dessler and Teicher, 2004). Even a comment regarding her English was thought to be very superficial. After all this candidate was totally able to handle the graduate course from one amongst top programs for MBA in USA which needed not merely rigorous quantitative yet even qualitative knowledge and skills comprising of efficiency within the oral as well as written communication. Most p robably the negativity about her English was her accent but still I think that even this peculiarity might in reality be very positive element in her character and also might add on a very unique touch towards her extra strong as well as extraordinary personality. Thus I feel this candidate was best to be chosen as the correct person for this post in the firm (Currie and Horsfield, 2000).Second candidate- When it would be a situation to choose from remaining three of the candidates it would be an extra difficult situation as all the three of these had some or the other vitally strong points in their personality and had some or other positive quality that was counterbalanced the defenders shortcomings which might turn to be detrimental for the future career of these candidates with the firm (Panaro, 2000). However as I have to select one more to fill the position I would ultimately support Andy Sanchez. Major concern regarding Andy was actually his undergraduate GPA that raised few q ueries regarding his academic capability. Provided the actual learning curve that this candidate will have to attain if he gets hired in the SG Cowen, few managers also were not very sure whether he would actually be able to learn fast or not. Anyways the explanations given by the candidate for the lower grades in his studies was running self business while doing studies was seen very reasonable, thus this could be considered and thought that he is a hardworking person. This showed his commitment towards his work and that he can handle two things at the same time (Edenborough, 2005). His scores in Sat as well as GMAT revealed his strong control over academic abilities as well. Thus, ignoring his undergraduate marks I would like to concentrate upon his optimistic characteristics and his actual interest in the investment banking as well as in the firm (Sibley, 1948). 2. Evaluation of process used by S G Cowen Different elements of hiring procedure haveactually been evaluated within following way: 1) Talent Pool through which the candidates were hired- SG Cowen actually hires three types of applicants for the Associate positions. They area) Analysts who in reality have completed proper three years at firm as well as do never have had any education from any business school.b) Summer interns who have been trained in the firmc) Novel external hires who are from several business schools (Sparrow, 2006) Informal Interviews The firm used a pattern of informal interviews towards gauging interest of the students within their company (Wanous, 1980). Each nucleus school carried Team Captains who usually were alumni ofthe schools as well as were accountable for communication with candidates. Also this was tremendously beneficial because it gavestudents an opportunity to study and learn about banking sector. Moreover, students at the noncore schools of business did never have any such opportunity (Sibley, 2004). On Campus Round Tworoundsactually wereconductedwithin thecampus. Initialroundwasgenerallyconducted by the associate otherwise senior associate. Students were even tested for all of their cultural fit in such interviews. All this even helped in selection of candidates who would later be capable to work professionally and satisfactorily within the firm.At end of first round of the interview, the two otherwise three persons who were actually interviewing the candidates talked about their annotations about candidates as well as compared each others notes about these candidates. They also had a predetermined count of candidates who were to be selected after this round. Having a predetermined number of candidates whom they would forward to the next round may also result in leaving behind and avoidance of good candidates otherwise selection of anot too good person for the job who might not be very much appropriate and good (Wanous, 2008). Super Saturday -collectivedecision Theprocedure for making of collectivedecisionlackedan appropriate structure. Theprocedure was seen to be more qualitative and less quantitative. The procedure also relied upon recruiting knowledge and skills ofbankers who were extra suitable to assess job talent and skill of candidates which makes only a fraction of objective of the procedure of recruitment. There were some real problems than can be observed in the collective decision making procedure, they were: Escalation of the commitment for interviewers- All5interviewerswhoactually interviewedcandidateweremadeto entrust to use Yes, No and Maybe before initiation of interview process. Thus when they bring in their views regarding candidate to interviewer set, they were representing candidate whom they already have said Yes as well as have already filled a position and therefore will try their level best to defend that particular position.Also therewas observed isverylesschancefor change of thisposition evenafter any discussion (Sparrow, 2006). Even, when interviewers were forced to attain a position, there were more possibility of final decision getting extra towards political decision and not a scientific one. Group think In meeting held on Saturday all the interviewers committed to an agenda of Yes or No and were to provide reply in the same about the people whom they interviewed. At the time of post-lunch talking process, the final call was taken on candidate and the possibility of biasness was very high. The answer was closed and many people were pressurized towards Yes or No. There was very low chance for rest members to take part in the process. There were also few positives of the firms hiring process and they were as follows: 1) The firm holds its interviewers responsible and accountable for quality of the candidates they carry thus making sure that only best and most effective candidates are chosen and brought in the firm.2) It was also ensures by the firm that the bankers were never merely a partial within the process of selection and also that favoring candidates and students from own alma will hamper the selection process for which the interviewers will be responsible (STAFSUDD, 2003).3) They hunted for right people having correct attitude towards work at the firm and also people who would like to go extra mile towards creation of jobs intended for themselves if needed.4) Documenting down the comments as well as making of widespread notes regarding candidates also made the process easier and more effective (Ruiz, 2010) Recommendations for the firms recruitment and selection process: A major gap found was that whole process fraught along with uncertainty regarding assurance of acceptance of the offer by the candidate. The firm must carry an alternative for mitigating such a risk. The process got sandwiched in extra short time period and thus caused too much stress. This time must be increased with an aim to make the process extra smooth and long lasting The number of candidates hired through summer interns group must be enhanced as summer interns are people who are already aware about the workplace culture and type and attitude and thus will easily be able to adjust in the firm (Boring, 2007). Since much emphasis was laid on personal fit within the firm, it also is very hard to gauge any individuals fit objectively. For eliminating such discrepancy the firm can also make these people answer MBTI which is very standardized test towards this field. With all above mentioned recommendations and suggestions the firm can attain better candidates in extra smooth and hurdle free way and would also be able to retain them for longer period of time (Agranov, 2008). References Agranov, M. (2008). Flip-Flopping, Intense Primaries and the Selection of Candidates. SSRN Journal. Boring, P. (2007). Affirmative Action and the Recruitment Process. ADFL, pp.21-22. Compton, R. and Nankervis, A. (2009). Effective recruitment selection practices. North Ryde, N.S.W.: CCH Australia. Currie, J. and Horsfield, T. (2000). Recruitment selection. Manchester: Open College. Dessler Teicher., Dessler, G. and Teicher, J. (2004). Recruitment selection. Frenchs Forest, N.S.W.: Pearson Education Australia. Edenborough, R. (2005). Assessment methods in recruitment, selection, and performance. London: Kogan Page. Panaro, G. (2000). Employment law manual. Boston: Warren, Gorham Lamont. Ruiz, J. (2010). Plant Recruitment Limitation. Encuentro, 42(85). Sibley, E. (2004). The recruitment, selection, and training of social scientists. New York: Social Science Research Council. Sparrow, P. (2006). International recruitment, selection, and assessment. London: Chartered Institute of Personnel and Development. 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