Abstract
An account of Bertrand Russell's theory of descriptions and ways in which it bears on the analysis of proper names, as well as the distinction between ordinary and logically proper names.

From the Paper
"Russsell rejects the standard idea that supposedly defining phrases are readily meaningful. Rather, most such expressions are not informative but really ambiguous, lacking in meaning. Russell's theory of descriptions is a way of giving a satisfactory account of how a certainty of meaning for a word can be arrived at. A description as Russell discusses it is a method of explaining how a meaning makes sense or how a statement about a thing reaches meaning. It is possible to identify a thing by giving it a name but the..."

Tags:Theory of Descriptions, proper names, Bertrand Russell, logical propositions, analytical philosophy

Abstract
A case study discussing job descriptions at Whole Foods Market.

From the Paper
"The following job structure reflects an assortment of positions at Whole Foods. It is presented in descending order of seniority and chain of command within the organization. Regional Coordinator Prepared Foods Department Job H. Prepared Foods Department Team Leader Manager Job C. Assistant Prepared Foods Team Leader Job G. Prepared Foods Team Member Job D. Kitchen Deli Manager Job A. Kitchen Deli Assistant Job E Stock Inventory Manager Job F. Stock Inventory Clerk Job I. Checkout Clerk Job B. This structure reflects the superior..."

Tags:case study, job descriptions

Abstract
The job description is a concise, complete, organized outline and description of the tasks, priorities and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. The paper shows that rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs. The paper shows that in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and comprehended, can be of equal value to managers and employees throughout the organization.

From the Paper
"Job analysis typically produces a great deal of information--all of which is not directly applicable to the job description. But since the purpose of the description is to provide a basic source of information, on which employees, supervisors, senior management, and the HR specialist can draw, the larger knowledge base produced by job analysis is entirely desirable. As Siegel notes, as many as 14 different types of data might be assembled in job analyses, including government-mandated licensing or training, professional standards, job responsibilities, environmental information, identification of outputs (products and services), specific machinery and equipment employed, work performance standards, physical job demands, elemental motions, activities, trait requirements (knowledge, skills, abilities and personal attributes), and examples of outstanding or inferior performance in the position (Siegel 12)."

Tags:Total, Quality, Management

Abstract
The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work.

From the Paper
"The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. But, rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs (often with a combination of incumbent self-report, supervisor input, and administrative contributions and control). They can be the result of extensive job analysis or they may be less formally prepared. But, in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and..."

Abstract
The following paper will argue that any description of cross-cultural similarities and differences is best founded on a consideration mainly of culture-specific dimensions rather than culture-general dimensions; beyond that (and just as importantly), if one wishes to be competent in cross-cultural communication and learning, a firm grasp of culture-specific dimensions is critical. With that in mind, the following paper will look at how emphasis upon culture-general dimensions can lead someone to overlooking the subtleties that distinguish various cultures. The paper will also, in the interests of fairness, highlight how knowledge of culture-general dimensions can allow someone to feel "more at home" in an alien culture - and it can humanize others in the minds of a person traveling to a new location for the first time. Lastly, the essay ends by returning to its support of culture-general communication by citing the time saved, by making it easier to distinguish the "real" commonalities between cultures, and because it makes possible more experiential opportunities.

From the Paper
Intercultural Study: Why Descriptions of Cross Cultural similarities and differences are best founded on consideration mainly of culture-specific dimensions rather than culture-general dimensions The following paper will argue that any description of cross-cultural similarities and differences is best founded on a consideration mainly of culture-specific dimensions rather than culture-general dimensions; beyond that (and just as importantly), if one wishes to be competent in cross-cultural communication and learning, a firm grasp of culture-specific dimensions is critical. With that in mind, the following paper will look at how emphasis upon culture-general dimensions can lead

Tags:specific, dimensions, culture

Abstract
Managing human resources is a challenge in today's dynamic business environment. New approaches to traditional tasks have been implemented to help human resource professionals. This paper gives the tools to aid businesses in approaching job analysis and design, and to work to develop job descriptions which are integrated with the company's overall goals and objectives in order to increase productivity.

From the Paper
"There are typically three different methods used in job analysis: task, behavioral and ability (Milkovich & Newman, 1996, p. 78). Task data focuses on the fundamental units of work with an emphasis on the purpose of each task. Task data must be developed for each job individually since the purpose behind each task varies from job to job. Thus a programmer might "consult with engineers to determine program specifications" in a task environment, but the engineer might "consult with programmers to develop specifications". In both cases, both the purpose and the task are specific to the job and cannot be substituted."

Tags:employment, productivity, professional, business, objectives

Abstract
The paper describes numerous characters from "Ethan Frome" and "My Antonia".

From the Paper
"Zeena Frome first proposes an occasional night out for her cousin and helper Mattie Silver. She does so to encourage the girl to remain in the house and to continue helping her with the domestic work. Zeena is impossible to transplant to a larger town. Ethan wants to move from his home to such a place but Zeena refuses because she feels she will not be happy. Ethan, glimpsed by the narrator, seems to be a permanent..."

Tags:Ethan Frome, My Antonia, characters

Abstract
There are many names that police officers are referred to nowadays, especially by the media. Police officers have several names; for the most part we think of them as protectors, rather than just patrol officers or beat cops. Society today has become what we know as a place of personal freedom; these freedoms enable us to label people as we choose. News media people refer to police officers as crime fighters, social servants, order maintainers, and crime preventers. This paper lists the names, and each one is analyzed. The writer determines whether or not the depiction is real or just an image.

From the Paper
"Some people see police officers as "crime-fighters"; others see a policeman as a person that is always there to lend a helping hand. In my job, we are crime-fighters; we are the ones that do what has to be done. We work traffic, handle citizen complaints and fight drug trafficking. One news story that might depict what a crime-fighter is an article from www.PoliceOne.com, entitled "9 Million Worth of Cocaine Seized in Texas". This article tells how DPS troopers pulled over an 18-wheeler on I-40 near Groom and discovered a hidden compartment. "The trooper noticed some unusual tool marks and rivets that didn't match the other rivets in the trailer, and he suspected that this had been tampered with, so he got a consent to search from the driver. To make a long story short, the trooper got consent from the driver and found a hidden wall, which unveiled 9 million dollars worth of cocaine."

Tags:crime, descriptions, fighters, maintainer, media, order, preventer, role, servant, social

Abstract
The paper provides a brief overview of descriptive and inferential statistics and shows how these two types of statistics clearly serve different functions, with the former (descriptive statistics) describing things as they are whilst the latter (inferential statistics) describe things as they may prove to be. The paper eschews examples of either type of statistic in operation.

From the Paper
"The following paper provides a brief overview of descriptive and inferential statistics. These two types of statistics clearly serve different functions, with the former (descriptive statistics) describing things as they are whilst the latter (inferential statistics) describe things as they may prove to be. Descriptive statistics are best defined as statistics which define a phenomenon as it presently exists: it consists of percentages, averages,..."

Tags:descriptive, inferential, definition

Abstract
This document discusses a series of descriptive statistics questions. These range from the four types of errors related to measurement as well as response and non-response related errors. Finally, the paper makes several statistical calculations in order to establish the efficacy and practicality of descriptive statistics. Specifically, these problems rectify issues of accuracy and estimation.

From the Paper
"The four major sources of measurement error are respondent, situation, measurer, and instrument. Respondent errors might occur through respondent misinterpretation of a given question or, in the case of a written survey or questionnaire, actual response error (Lomax, 2001, pp.29-31). A situational error would occur when, for example, a political survey for a given district was being taken in another district. Measurer originated errors can occur in several ways from construction and design of the actual study to poor selection of participants as well as misinterpretation of study results or actual errors in compilation of results. Instrument, such as surveys or questionnaires, often occur because they question or respond to something other than what is being tested or researched. "

Tags:statistics, descriptive, research