Poetic Devices Essays - Bruce Dawe, Dawe, Literature, Australia

Poetic Devices Bruce Dawe, a well renowned Australian poet was born in 1930 in Geelong. Who was once portrayed as ?an ordinary bloke with a difference?. Bruce Dawe writes about ordinary Australian people in the suburbs confronting their everyday problems. He observes and records the sorrow and hardships of average people struggling to survive back in the 1940's. Mr Dawe emphasises his views by composing three of his great simple poems Home Suburbiensis, Drifters and my favourite Life-Cycle. Poem ?Homo suburbiensis?-Latin term for humans that live in the suburbs. The poem shows a classical suburban household set on a quarter-acre block with a flower garden and lawn in front and a vegetable garden (lawn) at the back. Dawe maintains that there is one constant value in a unstable world where politics play a major role. The man is a suburban householder standing alone in his backyard on a quiet evening among his vegetables. Dawe's captures humorous terms like it's not much but it's all we've got. The imagery suggests that Dawe is both celebrating suburbia, while in some ways puts down the suburban householders dreams: The rich smell of ?compost? and ?rubbish?. The space taken vastly by overcrowds dry land with drying plants represent the overcrowding of suburbia. His thoughts are lost escaping the pressures that comes with life. The traffic unescapable to his mind. Dawe shows a sympathetic look towards this person ?lost in a green confusion?, as even in the retreat of his backyard he still cannot escape the lifestyle of suburbs. This is a good example of an ordinary life, as this particular person needs to escape the pressures, which highlight ?TIME, PAIN, LOVE, HATE, AGE, EMOTION, and LAUGHTER?. All which are present and Dawe makes that aware of an ordinary life. Being achieved in his back yard. Dawe proposes that ordinary lifestyles are not just eat, work, sleep but the strains people have to face everyday. He goes into depths of people's lives and makes their problems obvious to the readers. Dawe faces people's problems that is not bought up everyday and are ignored Another poem in which Bruce Dawe tackles the issue of ordinary people was ?Drifter's? this poem represents family who move from place to place, as the father needs to move by the demand of his job. The young children are growing up to learn no other way of life, as they are all waiting for the day they shall move again. The children get very excited about moving from place to place ?and the kids will yell truly?. The eldest, she is seeing what she is missing out on and is becoming aware that there roaming lives may never change ?the oldest girl is close to tears because she was happy here?. She realises she can not lead a normal teenage life as she is not stationed long enough, to become friends with people her own age. She is becoming frustrated with her life. From the above Dawe shows compassion for the wife, as she has to go through this more than once ? she won't even ask why they're leaving this time?. In addition, the young children are going to grow up to realise they will too go through the same thing. Dawe also shows a serious side in the poem, as the mother just wants to settle down and have a peaceful future. Dawe has a sympathetic outlook towards the mother, by outlining her hopes and dreams, also asking her husband Tom to make a wish in the last line of the poem ?Make a wish, Tom, make a wish.' The ten-verse poem ?life- cycle? was probably the best known poem that Dawe wrote it foresees the football fans in Victoria it describes the poem as ?something like a religious believe and salvation? This poem is based on Australian invention of Aussie Rules Football. It confirm football is portrayed as a religion and food for many people in Victoria ?hot pies and potato-crisps they will eat?. It also shows football sustains the young and replenishes the old. Its tradition is life sustaining with no other thing better to do than support football. The poet uses the language of football freely ? barracking?carn?streamers ?scarfed? Demons?

Necrotizing fasciitis essays

Necrotizing fasciitis essays Necrotizing fasciitis is a bacterial infection that attacks the soft tissue of the body, usually in an extremity following a minor trauma. There are also cases of it occurring after surgery, most often abdominal surgery. Necrotizing fasciitis (nek-roe-tie-zing fah-shee-eye-tis) is more commonly known as ''flesh-eating disease". It is a rare illness that causes extensive tissue destruction and can lead to death. Definition and Symptoms of necrotizing fasciitis Include, fever, sever pain, and a red painful swelling which spreads rapidly. Death can occur in 12 to 24 hours. When the disease spreads along the layers of tissue that surround muscle (the fascia), it is called necrotizing fasciitis. When the disease affects the muscle tissue, it is called necrotizing myositis. The bacterium comes from the group A streptococci a bacterial infection found most often in the throat and on the skin. People may carry group A streptococci and have no symptoms. Most GAS (group a streptococci) infections are relatively mild such as ''Strep Throat'', or Impetigo. This bacterium is spread through direct contact with mucus from the nose or throat of a person who is infected, or through contact with infected wounds or sores on the skin. Ill people such as those who have strep throat or skin infections are more likely to spread the infection. Persons who carry the bacteria but have no symptoms are much less contagious. Although healthy people can get invasive GAS disease, people with chronic illnesses like cancer, diabetes, and kidney dialysis, and those who use medications such as steroids have a higher risk. Doctors also point out that streptococcus A is not infectious in what is thought of as the traditional sense. It can not be spread by airborne dispersion, touching, or through fecal matter. It can however, be spread by transmission of blood or Doctors say that they are currently experimenting with several different treatment re...

7 Forms of Emphasis in Writing

7 Forms of Emphasis in Writing 7 Forms of Emphasis in Writing 7 Forms of Emphasis in Writing By Mark Nichol At least seven strategies for calling attention to one or more words exist, but few of them are appropriate for a document that one wishes to consider professional looking. The purposes and relative merits of various approaches are discussed below. 1. All-Caps Styling a word, phrase, or sentence entirely in uppercase letters has limited utility: All-caps are employed either to represent speaking at a high volume (therefore, people who use all-caps in email or to comment on online content are often facetiously admonished to stop shouting) or to identify text on signage or in a notice. Assiduously avoid the style, otherwise; reading all-caps is fatiguing to the eye because readers are not used to recognizing so many capital letters in succession. 2. Boldface/Asterisks Boldface is often used for display copy (headings, subheadings, and other text other than the running text, or default wording in a piece of content); another use is to highlight introduced terms that may be defined within the text or in footnotes or a separate glossary. Some writers frame a word or phrase in asterisks to replace the boldface style; notice that in Microsoft Word, doing so will cause the enclosed text to convert to boldface. Avoid boldface for other emphatic uses. 3. Italics/Underscore Italics is the most frequently used type format to indicate emphasis. It is employed for foreign words and phrases that have not been adopted into English, for titles of compositions such as films and books, to represent emphatic speech (for example, in â€Å"You’re not really going to tell her, are you?†), or to refer to a word as a word (for example, â€Å"Define hubris†). The low-tech variation is to frame a word or phrase between underscores (_), but doing so in Microsoft Word will convert the text to italics. 4. Different Point Size Text can be rendered in a larger (or smaller) point size than surrounding text to make a point, but this not recommended for most publications or documents; exceptions include advertising, lighthearted or whimsical content, or children’s books. (One can, for example, emphasize the distinction in volume between a giant or a miniature being and a normal-sized person by increasing or decreasing the size of the type used to indicate the unusually sized person’s speech.) Exceptions include footnotes, captions, and other supporting text. 5. Quotation Marks Quotation marks are often used to bracket a word or phrase used facetiously or ironically, or to represent the writer’s skepticism or a mocking tone (for example, â€Å"The hotel’s ‘luxury’ suite was nearly indistinguishable from any ordinary accommodations†). Overuse of scare quotes, however, is distracting. Quotation marks are often mistakenly employed when something is being identified or introduced. (For example, no quotation marks are required around the phrase â€Å"Richter scale† in the sentence â€Å"The measurement system, called the ‘Richter scale,’ is algorithmic.†) They do, however, take the place of italics in referring to a term as a term when the term consists of more than one word (or to enclose a single word used as a word when italics are not available to or are not used by a publication), as in â€Å"The phrase ‘eminent domain’ has a specific legal definition.† The similarity of purpose here is likely the cause of confusion. 6. Small Caps Small caps are uppercase letters that are equal in height to lowercase letters; in this style, capital letters are usually represented by full-size uppercase letters. Sometimes, the first phrase or line of the first sentence of a chapter or a section of type is styled in small caps for emphasis, and small caps are occasionally employed in place of all-caps, boldface, or italics to provide distinction. 7. Underlining Underlining for emphasis has largely been supplanted by italics. It is now rarely used outside of instructional text to indicate blank spaces to be filled in. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:50 Slang Terms for MoneyThe Six Spellings of "Long E"The Difference Between "Phonics" and "Phonetics"

Generation Y Essay Example | Topics and Well Written Essays - 500 words

Generation Y - Essay Example Prevailing economic, social and political conditions have a considerable effect on people making this lot of youngsters decidedly different from another lot of the same age-group from another period. Generation Yers distinguish themselves in almost everyway: they are a techno-savvy lot who excel at communication via mobile phones and internet networks, work well in groups with mutual respect and understanding, are adept at multi-tasking and are remarkably confident and even tolerant. In spite of the fact that this generation has seen the maximum number of divorces, children of this generation have been regarded as the center of family. Thus, they have grown up secure in the luxury of strong parental support and involvement. This possibly why the Yers are 'driven and ambitious with high expectations'. Generation-Y is very familiar with the internet, cable television and globalization. They are aware of terrorism and the devastation of 9/ 11 and 26/11. They are also aware of global warming and related environmental issues. Making up 20% of the world's population the Millenials are the largest generation since the Baby Boomers and are expected to have a considerable impact on the socio-economic fabric of our civilization. Below are listed three ways in which this impact will manifest itself: This generation is multi-cultural, th

Crime Essay Example | Topics and Well Written Essays - 500 words - 3

Crime - Essay Example ss the road when the traffic signal is Red, I would immediately be followed by a traffic police agent and it would not be long before I would be fined. I have observed this happening with other people, and this has induced a consciousness in me to try to avoid this mistake always in my conscious mind. Once, I was in India on a holiday. There I observed that while traffic rules were the same as they were in my homeland, yet people were not very serious in abiding by the rules. I often saw people crossing the interchange while the traffic signal was still Red. This behavior was particularly executed by the motorcyclists in India. Occasionally, I would see a traffic police officer taking a car to a side and investigating why the driver broke the rule, but the number of offenders in my observation far outweighed the number of traffic police encounters. Having observed this trend, I also crossed a traffic signal at the Red light once in India. While at that time, it felt like an adventure having dodged the traffic police, yet now when I reflect at that experience, it does not leave me with a good feeling in my heart. I feel that although I was not traced by any traffic police, yet it was very irresponsible and careless of me to have broken that traffic rule despite knowing it. Although that did save me few minutes that I would have otherwise wasted waiting for the signal to turn Green at the interchange, yet by breaking that rule, I did a dishonesty to the nation and the state. In addition, I could have been caught had a policeman chased me and I could have been fined in addition to facing the embarrassment. The extent to which people of a certain nation observe and respect traffic laws reflects the tendency of the whole nation to respect the laws and avoid crimes. This is so because traffic is essentially made up of people belonging to a certain society. My observation of the behavior of the traffic of India and my homeland has led me to the conclusion that people

Essay on Miltons Paradise Lost -Satan’s Myth of Free Will

Satan’s Myth of Free Will in Paradise Lost  Ã‚   Milton, through Satan's soliloquies in Book 4, shows that Satan's idea of free will is a facade, and God carefully manipulates him to fulfill his plan of Adam and Eve's fall. While speaking, Satan inadvertently places doubts in the reader's mind that his will is free. Satan proves through his actions that God created him to act in a very narrow range, even though he himself does not realize this. The combination of pride, ambition, abhorrence of subordination, and ignorance of his own state as a puppet lead to perpetually diminishing stature and divinity.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Satan introspects in the first soliloquy (lines 32-113), searching for the motivation and reasoning behind his fall. He struggles with why he felt the urge to rebel. This very doubting suggests that his rebellion does not originate from a conscious effort; it is part of his internal makeup. Therefore, God created a flawed angel from the beginning (this is also supported by the fact that Sin comes from Satan's head while he is still in Heaven).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Satan first acknowledges that his pride and ambition caused his fall (4.40). After his first mention of the two weaknesses, he says that God created "what I was / in that bright eminence . . ." (4.43); God not only created him, he gave him his pride and ambition. This begins to establish that God wanted him to fall. Satan further laments what has happened: "O had his powerful destiny ordained / Me some inferior angel, I had stood then / happy . . ." (4.58-60). What Milton suggests and what Satan does not catch on to is that God's destiny is for him to be in a position to fall. Still, Satan asserts that his will is his own: ". . . Since against his thy will / Chose... ...em free . . ." (3.122-4), just as mankind is. Milton's presentation of contrary information in Satan's soliloquies, and in the description of Paradise and Adam and Eve presents an argument that Milton was of Satan's party unknowingly as Blake said, because the lack of free will tends to prove Satan's assertion that God is a tyrant.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  This would in effect prove what Satan says in the second soliloquy to Adam and Eve: "Thank him who puts me, loath, to this revenge / on you, who wrong me not, for him who wronged," (386-7). If Satan truly had no free will, then nothing would be his fault, as he alleges. God tells Jesus that humanity can find grace because Satan deceives it into falling, (3.130-2). But, if Satan is deceived into falling, can he also find grace? Works Cited: Milton, John. Paradise Lost. Ed. Scott Elledge. 2nd ed. New York: Norton, 1975.

Google: Human Resource Strategy Essay

Developing an effective human resource strategy to manage an organization’s human assets requires considering employees as investments. Such an approach helps ensure that HR practices and principles are clearly coordinated with the organization’s overall business strategy. It also forces the organization to invest in its best opportunities and ensures that performance standards are met. Google is one company that has reinvented their approach to human resource strategies. Google has renamed their human resources to people operations. Several human resource strategies have made Google what it is in today’s market. The top HR strategies that have made Google a success include strategies in management, hiring, and recruitment, training and development, compensation and their 70/20/10 rule. The rationale behind each of these strategies is easily revealed through their overall business strategy. Keywords: human resource strategies, people operations Google: Human Resource Strategy Google has renamed human resources to people operations. This encourages employees to participate in running the company and building effective teams. One philosophy that Google focuses on is what they consider people management when it comes to human resource strategies. Sullivan (2013a) reveals a top priority for Google. They believe that innovations come from people and you cannot maximize innovations unless you are capable of recruiting and retaining innovators. Google uses a human resource strategy called databased decision-making strategy. This human resource strategy has been highly successful in attracting innovators and managing them within the company. â€Å"Almost everyone has heard about Google’s free food, 20% time, and wide range of fun activities but realize that each of these was implemented and are maintained based on data† (Sullivan, 2013a). The following will be a  brief description of some human resource strategies that Google uses for their people management practices as it relates to a data-driven approach. Management HR Strategy Human resource managers at Google have determined that great managers are essential for top performance and retention. One practice they use to keep manager’s performance high is to have their employees rate managers twice a year. The researched data proved that Google could maintain its success not by superior technical knowledge but by one-on-one coaching with management, which included expressing interest in employees and providing personalized feedback to those employees. Google also uses the PiLab. The PiLab conducts applied experiments within Google to determine the most effective approaches for managing people and maintaining a productive environment (Sullivan, 2013b). This data driven strategy has provided results to human resources on the approaches of how to be successful in their HR strategy. Hiring and Recruitment HR Strategy Google is also unique in its strategic approach to hiring because its hiring decisions are made by a group in order to prevent individual hiring managers from hiring people for their own short-term needs. They are explicitly seeking to attract the kinds of people to the company who will be successful in their open, collaborative culture (Zhong, 2011). Hiring the right people is a key HR strategy at Google. Their retention rate and turnover data proves that the organization has been successfully able to attract, retain, and motivate a younger generation of workers who would otherwise be more apt to leave an organization. Training and Development HR Strategy Another important HR strategy for Google is in its training and development program. Google employees are offered tremendous opportunities to learn and grow. Some of the professional development opportunities include classes on individual and team presentation skills, content development, business writing, executive speaking, delivering feedback, and management and leadership (Lawler, 2014). Google pays special attention to training for engineers due to their level of importance to the success of the company. They want to ensure the engineers as well as other employees have received  the mandatory training and development sessions for a minimum of 120 hours per year. This is about three times the industry average in North America of 43 hours per year. Despite the cost to Google, this is an essential part of their HR strategy and contributes to their overall business strategy. Compensation HR Strategy Google has an unusual HR strategy when it comes to its compensation structure. Google is often known as one of the most sought after and yet one of the most underpaying employers in the industry. Despite this, employees are still attracted to working their dream job at Google. More frequently than not employees are attracted to the support system, that can help them create anything rather than monetary returns. Therefore, the work hives at Google have day care and elder care centers, have spa and hair salons, car wash and oil check facilities, and virtually everything that a technology obsessed geek would like to worry least about, in the form of an all-inclusive liberal benefits package, but the actual take†out cash component is negligible (Sullivan, 2013b). Google offers all employees unlimited sick leave as well as 27 days of paid time off after one year of employment. This is highly unusual for most organizations but Google believes in an even work live balance and keeping their valued employees returning to work happy. 70/20/10 Rule HR Strategy Another important HR strategy for Google is the 70/20/10 rule. This HR strategy ensures creativity remains a top priority at Google. Employees are required to divide their time into the following three parts: 70 percent is spent on search and advertising 20 percent (1 day of the work week) on a project of their own choice 10 percent to far-out ideas  HR believes that with this strategy, employees will remain motivated and committed to innovation and novelty and therefore production will increase. Because of this rule, some very successful ideas have emerged such as Gmail, and Google Talk. HR Strategy Rationale Google is continuing to grow every year, and some of these HR strategies are  becoming more challenging. Behind every strategy comes rationale for using it and how it provides continued success within the company. It is important to note that HR strategies, activities, and policies are actually driving Google’s corporate business success. Google’s HR strategies reveal that the company’s approach helped in increasing employee productivity. The average Google employee generates more than $1 million in revenue each year (Lawler, 2014). The following will give rationale for each strategy previously discussed. People Operations Rationale People operations focus on the idea that HR is not just administrative functions but ideally focuses on the meat of the company. The meat of the company is people or human capital. Human capital is the stock of knowledge, skills, and abilities among employees that provide economic value to the organization (McShane, 2013). This rationale was developed as part of the overall business strategy at Google. Google takes pride in their human capital by ensuring they are part of the team and actively involved in the decision making process (Bock, 2011). Human capital can also consist of employee capability, employee satisfaction, and employee sustainability. These three components of human capital are considered an essential part of organizational growth. Employee capability is the creativity and knowledge that an employee contributes to the organization. Employee satisfaction refers primarily to an employee’s emotional or affective state. An employee’s overall satisfaction relates positively to job satisfaction, reflecting the difference between what the employees want from their job and what they perceive it as offering to their overall success within the organization. If employee satisfaction is high, then an employee’s commitment to the organization is high which will result in a greater retention of that employee. Management Style Rationale The main philosophy at Google that backs up their management style is open door policy. Top management leaves their office door open in order for workers to feel free to come and talk directly versus phone or email communication. The official policy states in part  Google desires to maintain a friendly, cooperative atmosphere between  employees and all levels of management. Consequently, the company provides opportunities for you to express yourself without recrimination. If you have a problem with your manager that, despite your mutual efforts, cannot be resolved, you may discuss this with the next higher level of management or with human resources. While Google prides itself on being an open organization where you can approach any member of management directly, we recommend you first attempt to resolve the issue through your manager or human resources (Gupta, 2009). This open style of management allows better communication between staff and management, and can help ensure staff is more productive at solving problems that may arise. Hiring and Recruitment Rationale The rationale for using small teams to do all the hiring for Google is quite simple. These teams seek to recruit and hire the most qualified individuals out of thousands of applicants. The hiring decisions are made by a team in order to prevent individual hiring managers from hiring people for their own short-term needs. Human resources also approach recruiting scientifically. They have developed a way to predict which candidates have the highest probability of succeeding after they are hired. This rationale saves time and money, and provides a greater success rate for new applicants turning into long-term employees. Training and Development Rationale A properly trained employee is an essential part of maintaining a successful organization. Research has shown that a majority of people learn by on the job training, including a hands-on approach. Google has adopted this rationale for their training programs by not focusing only on classroom training but by placing emphasis on hands-on training. Google has increased discovery and learning through project rotations, and learning from failures (Sullivan, 2013a). They believe a well-trained employee will increase production as well as increase the company’s reputation. As productivity and reputation rises the profits will also rise. Compensation Rationale Rationale behind the lower compensation packages offered at Google has to do with the importance of work/life balance philosophy. As previously discussed Google places a significant amount of importance on the benefits offered  instead of the actual monetary salaries. Money is important to survive but Google also wants to make everyday life easier for employees by offering in house daycares, and free meals along with many other benefits. If they can keep the employees from spending their work time performing life chores, then they will increase productivity by improving the employee’s job satisfaction. 70/20/10 Rule Rationale This concept allows the employee to grow in their abilities as an employee and as a person. By allowing this concept, Google is reinforcing its relationship with its staff and developing brand strength externally. Good news spreads quickly. As a happy employee who enjoys spending time creating their own projects, shares with outside friends and family, this increases customer satisfaction for the brand name of Google. This rule is part of Google’s HR strategy as well as their business model strategy. Analysis of HR Strategy Google has developed an effective HR strategy that does align with their overall organizational strategy. One of the biggest parts of their organizational business strategy is to focus on people. Google executives have learned that continuous innovation cannot occur until a firm makes a strategic shift toward a focus on great people management (Sullivan, 2013b). By shifting to this idea of hiring great people versus hiring mediocre people, the business decisions will reflect their knowledge, skills, and ability. Executives at Google have a clear understanding of strategies in the human resource department, and have a clear understanding of how they effectively tie into the overall business strategy of the company. One thing they have done successfully is to focus all business decisions on data and analytics. This is evident in the HR department with how they make their decisions. A mission goal that they highlight is to bring the same level of rigor to people-decisions than they do to engineering decisions (Sullivan, 2013b). Reinventing the HR strategy at Google has been a success. Top executives coached effective ways to measure human resources so they can improve in  this area. One deficient area Google was able to recognize was the areas of predictive analytics, statistics, and mathematics that would be needed to transition into the databased model of a HR strategy. Change can be difficult, and some HR managers are not open to this idea of a data based approach when they consider HR to be a people based function. The transition to the data based approach of HR could have been introduced in a more effective manner among current HR managers at Google. When this concept was first introduced, it was done ineffectively. Management decided to change the strategy and without warning made it effective. Open communication is key to effective strategies within an organization. A change of this magnitude needs to be tested, and employees should be coached and eased into before it can be an effective change. HR’s Effectiveness and Metrics HR metrics is important because it allows organizations to make the connection between the value of what HR is doing and the outcomes of the business. One of the key metrics within Google that make their HR strategies effective is the revenue factor. It indicates the effectiveness of company operation with the use of the employees as their human capital. Without this key metric, human resources would be the same as any other organization. Changes and Alternatives After researching Google, it is hard to think of many needed changes to their already effective HR strategies. I would recommend to HR and management that they continue to stress the importance of training and development with all current employees as well as any new employees. I would also recommend that HR take full advantage of continuing to implement the job rotation strategy. This will provide employees insight to each department, and the job duties of other employees as well as the different jobs available at Google. Call to Action In order to implement these recommended changes it will be necessary to call to action all management and the human resources department. One way for training and development to remain a top priority to all employees is to develop a reward system for completing the required number of hours of training, and additional rewards for extra training in the employees’ area of expertise. These rewards should be monetary. Human resources should develop a rotation schedule with the help of the employee’s on-site manager. Once the employee is properly trained in their area of expertise they should then be rotated through each department that works directly with their department. This will not only help employees learn about the other departments but they will also gain an understanding of the duties of other employees. This will make requests from other departments less stressful to all employees, as they will know what it takes to generate and submit that information. Conclusion Google has placed great emphasis on the people within their organization and made these valued people part of their HR strategies. This strategy has been highly successful to this organization. Many organizations could benefit from the simple HR strategies that Google has focused on in their company. Sometimes it is not what you know but whom you hire. This is a common philosophy at Google as they strive to continue to hire great people to do a great job. References Bock, L. (2011). Yale Insights. What’s the Google approach to human capital?. Retrieved August 11, 2014, from http://insights.som.yale.edu/insights/whats-google-approach-human-capital. Gupta, A. (2009). Strategic HR Planning at Google Inc. Scribd. Retrieved August 17, 2014, from http://www.scribd.com/doc/13286610/Strategic-HR-Planning-at-Google-In. Lawler, E. (2014). What Should HR Leaders Focus On In 2014?. Forbes. Retrieved August 17, 2014, from http://www.forbes.com/sites/edwardlawler/2014/01/15/what-should-hr-leaders-focus-on-in-2014/. McShane, S. L., & Von Glinow, M. A. (2013). Organizational Behavior Emerging Knowledge Global Reality. (6th ed). New York: McGraw-hill Irwin. Sullivan, J. (2013a). How Google Became the #3 Most Valuable Firm by Using People Analytics to Reinvent HR. Retrieved from http://www.ere.net/2013/02/25/how-google-became-the-3-most-valuable-firm-by-using-people-analytics-to-reinvent-hr/. Sullivan, J. (2013b). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved August 19, 2014, from http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/. Zhong, R. (2011). Human Resource Management Issues at Google. Human Resource Management Issues at Google. Retrieved August 15, 2014, from http://www.slideshare.net/rachelzhong814/human-resource-management-issues-at-google.