Jokes About Engineers and Engineering

Jokes About Engineers and Engineering Browse this collection of engineering jokes, engineering riddles, and other engineer humor. Definition of an Engineer What is the definition of an engineer? Answer: Someone who solves a problem you didnt know you had, in a way you dont understand. Scientist Versus Engineer A scientist can discover a new star, but he cannot make one. He would have to ask an engineer to do that.- Gordon L. Glegg, British Engineer, 1969. Engineers and Glasses The optimist sees the glass as half full. The pessimist sees the glass as half empty. The engineer sees the glass as twice as big as it needs to be. Engineers: Wife or Mistress? An architect, artist, and engineer were discussing whether it was better to spend time with their wives or mistresses. The architect said, I like spending time with my wife building a firm foundation of a marriage. The artist said, I enjoy the time I spend with my mistress because of all the passion and energy. The engineer said I enjoy both. If you have a wife and a mistress, both women think you are with the other so you can go to work get more done. Engineering Joke A girl asked her boyfriend, an engineer, Dont you want to see where I was operated upon for appendicitis?The engineer replied, Oh, I hate to see a hospital. It Takes One to Know One Engineer and Mathematician (males) were given the opportunity to compete for a very attractive woman. But there was one condition: You can only run half the remaining distance between you and the lady. Eng. sprinted forward while Math. didnt. Why arent you running? Asked members of the Committee. Because, by definition, I will never be allowed to reach my target. And you Eng. why are you running? Dont you know the same? Yes, said Eng. my learned friend is correct. But I will get close enough for all practical purposes. Engineer Priorities An engineering major sees classmate riding up on a new bike and asks when he got it. I was walking back from the computer lab when the most beautiful woman I had ever seen rode up on this bike, stopped, took all her clothes off and said to me Take what you want! Good choice, the friend replies. The clothes probably wouldnt have fit you. EE Humor I keep trying to find a phone number in Atlanta, but all the websites keep returning Not Found errors. (Explanation: The area code for Atlanta is 404 as in HTTP 404, the error code for File Not Found) Engineering Degree Joke A graduate with a Science degree asks, Why does it work? A graduate with an Engineering degree asks, How does it work? A graduate with an Accounting degree asks, How much will it cost? A graduate with a Liberal Arts degree asks, Would you like an apple pie with that? Mechanical Engineers, Civil Engineers and Chemical Engineers What is the difference between Mechanical Engineers and Civil Engineers? Mechanical Engineers build weapons; Civil Engineers build targets. Chemical Engineers are engineers that build targets that explode really well.

Introduction to JavaScript

Introduction to JavaScript JavaScript is a programming language used to make web pages interactive. It is what gives a page life- the interactive elements and animation that engage a user. If youve ever used a search box on a home page, checked a live baseball score on a news site, or watched a video, it has likely been produced by JavaScript. JavaScript Versus Java JavaScript and Java are two different computer languages, both developed in 1995. Java is an object-oriented programming language, which means it can run independently in a machine environment. It is a reliable, versatile language used for Android apps, enterprise systems that move large amounts of data (especially in the finance industry), and embedded functions for Internet of Things technologies (IoT). JavaScript, on the other hand, is a text-based programming language meant to run as part of a web-based application. When first developed, it was intended to be a compliment to Java. But JavaScript took on a life of its own as one of the three pillars of web development- the other two being HTML and CSS. Unlike Java applications, which need to be compiled before they can run in a web-based environment, JavaScript was purposely designed to integrate into HTML. All major web browsers support JavaScript, though most give users the option of disabling support for it. Using and Writing JavaScript What makes JavaScript great is that its not necessary to know how to write it to use it in your web code. You can find plenty of prewritten JavaScripts for free online. To use such scripts, all you need to know is how to paste the supplied code into the right places on your web page. Despite the easy access to prewritten scripts, many coders prefer knowing how to do it themselves. Because it is an interpreted language, no special program is required to create usable code. A plain text editor like Notepad for Windows is all you need to write JavaScript. That said, Markdown Editor might make the process easier, particularly as the lines of code add up. HTML Versus JavaScript HTML and JavaScript are complementary languages. HTML is a markup language designed for defining static webpage content. It is what gives a webpage its basic structure. JavaScript is a programming language designed for performing dynamic tasks within that page, like animation or a search box.   JavaScript is designed to run within the HTML structure of a website and is often used multiple times. If youre writing code, your JavaScript will be more easily accessible  if placed them in separate files (using  a .JS extension helps identify them). You then link the JavaScript to your HTML by inserting a tag. That same script can then be added to several pages just by adding the appropriate tag into each of the pages to set up the link. PHP Versus JavaScript PHP is a server-side language that is designed to work with the web by facilitating data transfer from server to application and back again. Content management systems like Drupal or WordPress use PHP, allowing a user to write an article that is then stored in a database and published online. PHP is by far the most common server-side language used for web applications, although its future dominance may be challenged by Node.jp, a version of JavaScript that can run on the back end like PHP but is more streamlined.

International Corporate Finance College Essay Example | Topics and Well Written Essays - 2000 words

International Corporate Finance College - Essay Example Its population is estimated to be about 1,306,313,812 as of July 2005 making it the world's most populous nation. It has strictly advocated the "One child policy" in 2002 to control its population but the downside of it is that it is now one of the rapidly aging nations in the world. Its population is said to peak to 1.6 billion by 2050 before stabilising. Culture: In China, business meetings are often very slow, and the businesses are built on assurance of a good relationship. The person in charge is addressed most respectfully, and refusal of ethnic or exotic food or drink is considered as a slight. All business done in China will need to be programmed for a long term since it takes a while to establish trust and run the enterprise in the Chinese landscape. Business deals and negotiations are better done with the presence of a local partner who not only deals with the corruption in the government sector but is also accustomed to dealing with local labour and mitigates risks due to cultural differences. Economy: China's economy grew at an average rate of 10% per year during the period 1990-2004, the highest growth rate in the world. China's gross domestic product (GDP) grew 9.3% in 2003, and even faster, 9.5%, in 2004, despite attempts by the government to cool the economy. China's total trade in 2004 surpassed $1.1 trillion, making China the world's third-largest trading nation after the U.S. and Germany. The Chinese government is firmly committed to economic reforms and opening up to the outside world. Government policies have moved markedly towards allowing market forces influence economic activity and have been reformed in order to assist in the progress of the price determination, foreign trade and investment, exchange rates, entry barriers, internal markets etc. All this seems to have paid off and at this current rate of growth China is supposed to have the fourth largest GDP by 2010. The immediate years to follow are crucial for China. China's accession to the World Trade Organization (WTO) in 2001, China presents a vast market that has yet to be fully tapped and a low-cost destination for export-oriented production because it is labour intensive and has a surplus of labour due to its enormous population. Environment and infrastructure: China is one of the most polluted nations in the world due to its rapid industrial advancement at the cost of its natural resources. A 1998 World Health Organization report on air quality in 272 cities worldwide concluded that seven of the world's 10 most polluted cities were in China. It is no surprise that respiratory and heart diseases related to air pollution are the leading cause of death in China. Most of its rivers are polluted to some degree and half of its population does not have access to clean water. Water scarcity is a rampant problem. China's leaders are increasingly paying attention to the country's severe environmental problems. In recent years, China has strengthened its environmental legislation and in 1999, China invested more than 1% of GDP in environmental protection, Beijing is investing heavily in pollution control, as it is the host of the 2008 Olympiad. Education: China was long lagging behind India for its mastery over the English language.

Fauquier Gas Company Logistics Assignment Example | Topics and Well Written Essays - 750 words

Fauquier Gas Company Logistics - Assignment Example A change from agricultural life to commercial and residential life within a society increases the demand for gas thus the business needs to react urgently to serve the customers’ needs. It is a fact that different departments within Fauquier gas company operate independently as opposed to one unit. It thus makes communication within the organization difficult. Another fact within the organization is that the organization’s heads of departments respond slowly to the news. That aspect is evidenced by the fact that even after Mr. Murphy heard about the new pipe construction project and made efforts to contact all the heads of the department’s partaking the project in January. By April 14 he is yet to receive a purchase request and pipe specification (Hood, 2013).The main problem within the organization is communication. Whereas communication is enhanced after inquiries about certain events are made, timely information is essential for an organization’s develo pment. As logistics entails efficient flow of information within an organization’s department, it is thus important if communication within the organization is effective and timely (Drucker and Marciariello, 2009). In order to cater for the rising customer demand, Fauquier Gas Company requires undertaking a mega investment decision. To ensure sufficient gas supply to customers, three and a half miles of new gas needs installation by September (Hood, 2013). Though the capital investment seems to be taking progress, all the departments involved in achieving that objective are not equally engaged. It seems awkward to realize that Mr. Murphy, being the head of supply management is unaware of the undergoing project within the organization. Investing in a three, and a half mile gas line requires a lot of resources and to make such decisions regarding authorization of material purchases, sufficient  information is necessary.  

Civil Liberties, Habeas Corpus, and the War on Terror Essay Example for Free

Civil Liberties, Habeas Corpus, and the War on Terror Essay Civil liberties, Habeas Corpus, and the War on Terror have been the forefront of Congress since 2001 with the terrorist attack against The United States. Although there have been many attacks before, none have hit the American people in such a manner to question whether our civil liberties are at stake. As a member of the Armed Forces I swore to support and defend the constitution of the United States against all enemies both foreign and domestic at all cost. A sense of pride, loyalty and commitment engulfs me when I hear the words for equal justice and liberty for all when it comes to erving my country that practices and honors American citizen’s civil liberties. Unfortunately, the liberties that most Americans take for granted; are the same liberties that other people from different realms of the world come to obtain. The War on Terror would impact lives deeply from this point on and the civil liberties of every American citizen and noncitizen would change the history of what we were founded on. Former President George W. Bush and his administration set out to capture those thought to be responsible for the terrorist attacks on American soil. In addition Former President Bush and his administration went to great lengths to go beyond the reach of the judicial system which enforces the writ of Habeas Corpus. These actions have been highly debated across the nation. Habeas Corpus original meaning can be best defined as a demand by the courts to which a government agency produces a prisoner and demonstrates that they have the proper grounds in which to hold them. â€Å"It is the process by which Common Law countries ensure the second freedom mentioned in the U. S. Declaration of Independence Liberty and the right not to be imprisoned arbitrarily in its most fundamental form† (MacMillan, K, 2010). Habeas Corpus was written into the first article of the constitution reading as such: The privilege of Habeas Corpus shall not be suspended, unless when in cases of rebellion or invasion, the public safety may require it. No bill of attainder or ex post facto Law shall be passed. (Article 1, Section 9, U. S. Constitution). Furthermore, the Habeas Corpus in the U. S. Constitution guarantees the people the right to require the government to justify detaining or imprisoning, the right not to be outlawed without fair trial, freedom from laws passed after fact. So the questions to ponder about re: Did the tragedy of September 11th, justify the actions of the Former President? Is it fair that prisoners were and still are locked away, and stripped of their basic rights under the writ of Habeas Corpus? And is the â€Å"Land of the Free and the Home of the Brave† such a great nation, that is so powerful that the laws that were put in place to protect civil freedoms and liberties, do not apply to us? Jonathan Turley, professor of constitutional law at George Washington University stated, What, really, a time of shame this is for the American system. What the Congress did and what he president signed today essentially revokes over 200 years of American principles and values. I agree whole heartedly about this comment. The President’s decision to deny the detainees Prisoner of War (POW) status remains a point of conflict, especially overseas with some arguing that it is based on an inaccurate interpretation of the Geneva Convention for the Treatment of Prisoners of War, which the assert requires that all combatants captured on the battlefield are entitled to be treated as POWs until an independent tribunal has determined otherwise. One notable date in military history is on October 17, 2006, when President Bush igned a law suspending the right of habeas corpus to persons determined by the United States to be an enemy combatant in the Global War on Terror. President Bushs action drew severe criticism, mainly for the laws failure to specifically designate who in the United States will determine who is and who is not an enemy combatant. This however was not the first time in the history of the U. S. Constitution that it’s guaranteed right to Habeas Corpus has been suspended by an action of the President of the United States. In earlier years of the U. S. Civil War, President Abraham Lincoln suspended writs of habeas corpus. Both presidents based their action on the dangers of war, and both presidents faced sharp criticism for carrying out what many believed to be an attack on the Constitution. President Bush suspended writs of habeas corpus through his support and signed into law the Military Commissions Act of 2006. This bill granted the President of the United States almost unlimited authority in establishing and conducting military commissions to try persons held by the U. S. in the Global War on Terrorism. In addition, the Act suspends the right of unlawful enemy combatants to present, or to have presented in heir behalf, writs of habeas corpus. â€Å"Members of volunteer corps, militias, and organized resistance forces that are not part of the Armed Forces are entitled to POW status if they meet the criteria specified in the treaty. Groups that do not meet the standards are not entitled to POW status, and their members who commit aggressive acts may be treated as civilians under the Geneva Convention Relative to the Protection of Civilian Persons in Time of War†( Terrorism, the Laws of War, and the Constitution Policy Archive ). These â€Å"unlawful combatants† are not afforded immunity for their ostile acts. [A petitioner must be treated as a prisoner of war until a competent tribunal has decided otherwise, and that a military commission may not proceed with their trial. Although 250 detainees (including three children under the age of 16), 13 have been released from the detention facilities at the U. S. Naval Station in Guantanamo Bay, Cuba, and some detainees are being rewarded for cooperation with better living conditions while the status and treatment of detainees who remain in custody continue to be a source of contention] (â€Å"Enemy Combatants† Journal, Wuerth). Although the President has inherent power under the Commander-in-Chief Clause Article II to take measures he deems appropriate during wartime, he uses The law of war principle. President Bush as well as past presidents having been using this to detain, convict or, â€Å"(We understand Congress grant of authority for the use of necessary and appropriate force to include the authority to detain for the duration of the relevant conflict, and our understanding is based on longstanding law of war principles. ); id. at 548-49 (Souter, J. ) Combat Status Review Tribunals (CSRT), which were established by the Defense Department, were put into place for the sole purpose of hearing the cases of the detainees. However, there are many flaws in having such a system determine the legality of one’s detention. The Supreme Court recognizes that the CSRT process for hearing cases puts many â€Å"constraints upon the detainee’s ability to rebut the factual basis for the Government’s assertion that he is an enemy combatant† (Boumediene v. Bush). Some flaws the court points out is that the CSRT assumes that the detainees are guilty before the trial has even started and it is all up to the detainee to prove that they are in fact, not enemy combatants. This goes against the typical US court proceedings when all suspects are presumed innocent until proven otherwise. The bias shown by the members of the CSRT puts the detainees at a disadvantage. Furthermore, while many of the detainees have a limited knowledge of English, they are not given the specifics as to what crimes they are being charged with because the information may be classified. Additionally, with no textual evidence, the detainees often go into the CSRT board empty handed and without legal representation. Not only do the proceedings of the CSRT seem nfair, it also seems to be designed to intentionally make it difficult for detainees to secure their freedom. In closing, the Founding Fathers placed the Suspension Clause in Article 1, Section 9 in the Constitution. This is important because if the founding fathers specifically intended to apply the Suspension Clause to US citizens only, then they would have placed it in the Bill of Rights which are specifically reserved for the people to protect them against the government. Furthermore, the rest of the clauses in Article 1, Section 9 specifically state what types of activities that the Legislative Branch cannot do. Hence, the Suspension Clause, because of its placement, was intended to be a limitation upon the abuse of power by the Legislative Branch. Lastly, the principle of separation of powers came from the idea that each branch would be able to check one another (Checks and Balances). The Military Commissions Act (MCA) of 2006 was an amendment to the Detainee Treatment Act (DTA) which did not allow the Federal Courts to hear writs of habeas corpus from the detainees at Guantanamo Bay. The US Supreme Court decided that because the DTA was an inadequate substitution for habeas corpus, then the MCA annot strip away Federal courts jurisdiction to hear habeas corpus cases. The Military Commission Act of 2006 effectively stops the Judiciary Branch from doing its job therefore making the act or Bill unconstitutional. . So as I read and watch videos to acquire information I ask myself, Are not constitutionally correct? Detainees, Enemy Combatants, or POW should have the same fair and equal treatment whether it is on our soil or their soil. Presidential power, Congress and the Supreme Court should not rule on emotions, but on the principles that guide us as the â€Å"Greatest and most Powerful Nation in the world.

Stereotypes and Stereotyping of Characters of The Great Gatsby Essay

The Stereotypical Characters of The Great Gatsby      Ã‚  Ã‚   F. Scott Fitzgerald is well known for being an excellent writer, for expertly describing the Jazz Age, and for having a drinking problem.   However, he is not so well known for creating deep and intriguing characters.   In The Great Gatsby, the majority of the characters remain one-dimensional and unchanging throughout the novel.   They are simply known from the viewpoint of Nick Carraway, the participating narrator.   Some insight is given into characters in the form of their dialogue with Nick, however, they never really become deep characters that are 'known' and can be identified with.   While all of the participants in the novel aren't completely flat, most of the main characters are simply stereotypes of 1920's people from the southern, western, and eastern parts of America.    "Proper Southern Belles 1. Never blow their noses in public, 2.   Never chase after a man- they connive a man into chasing them, 3. Always get what they want, 4. Are extraordinary hostesses, 5.   Always look their best, 6.   Are always a bit mysterious, and 7.   Are witty and charming." (Suney)   In short, a typical Southern Belle is lovely, well mannered, and above all, wealthy. Daisy Buchanan is lovely, well mannered, and above all, wealthy.   She was known as the most beautiful girl in Louisville, and her family was very rich.   Daisy, being the most popular girl amongst the soldiers, could pick any man she liked to 'connive' into chasing her.   When Jay Gatsby came around, she fell in love with his lie of being rich and from a good family.   But after he went away to war, she became impatient and couldn't wait for the man she thought she loved.   When she met Rich Easterner Jock, Tom, she marrie... ...nts of conversation with Nick, the characters remain on the levels of small talk and public knowledge.   The only insight given to their lives is that they can easily be defined by a stereotype.   Daisy is the Southern Belle/Easterner: rich, proper, and reckless.   Gatsby is a Western Pioneer: continuously working toward his dreams.   Tom is the Rich Easterner Jock: large, hypocritical, and ignorant.   Fitzgerald used these common 1920's stereotypes to create the one-dimensional characters in this very multi-dimensional story, The Great Gatsby.    Works Cited and Consulted F. Scott Fitzgerald.   The Great Gatsby.   New York: Scribner Paperback Fiction, 1925. F. Scott Fitzgerald. (1934) Columbia Quotations. [Online]. Available: www.Bartleby.com. Suney. (1999) Proper Southern Belles. Personal Website. [Online].   Available: www.dbteck.net/~suncastl/lady.

Recruiting and Selecting Employees Who Look Good and Sound Right Essay

Present day business industry is highly dependent on the general success of the people within organizations who are commonly referred to as the human resource. Important to note is that the human resource prospect is defined under two categories within any given organization; firstly there is the employees of an organization themselves and secondly the people in management who are responsible for promoting the values of the organization through ensuring that human aspects within an organization are satisfactorily taken care of (Fernandez-Araoz, Groysberg and Nohria 2009 ). With regards to the aforementioned details, the human resource department is usually tasked with the responsibility of bringing in new employees whose skills sets suit an organization’s mandate and values in general through a rigorous recruitment and selection process. During the recruitment and selection process of prospecting employees, companies usually set out on a hunting mission for the crà ¨me de la crà ¨me who are available in the job search market. How an individual who is in pursuit of a job opportunity dresses and carries themselves in an interview and further their conversational skills greatly determine whether or not an organization will hire them; this is what is described as looking good and sounding right in this paper. How an employee is dressed decimates into how they think and interrelate with customers in an organization thereby offering quality services and creating a conducive business environment in return. The underlying chapters of this paper will be keen on reflecting on the prospects and influences of dressing smart and sounding right with an inference on analysis and compilations from multiple academic literatures on the same topic while at the same time illustrating the influences of looking good and sounding right through the lens or organizational examples. Having a human resource that thinks right and has an exquisite recruitment strategy in place is what defines organization’s competitive edge in the current market; it is every organization’s dream that its employee’s appearance influences how the customers relate to the company on a broader perspective thus promoting their brand in the long run (Warhurst 2012). The prospect of looking good and sounding right within organizations Human resource practitioners will agree to the fact that a great deal of time goes into activities and processes related to recruiting and selecting new staff for a particular position in an organization. Many at times the long durations tied to recruitment are connected to the ideal of companies to not only want to source for staff who are knowledgeable about what their companies deal in but also look the part of any given brand and are easily approachable by customers. Staff selection during a recruitment process of an organization is one of the most vital decisions that the organizations have to undertake to ensure that their normal operations are running smoothly (Taylor 2008). Businesses have to know what they are clearly looking for in an employee before signing them up, not only how red-hot the skills of an individual seeking employment look will determine the long-term success of an organization and recruitment of the correct person but also the most important aspect is how t hey look and how they carry themselves while conversing with customers in an actual business setting (Quast 2012). It is critical that organizations have systems and a recruitment process in place which is capable of accessing how the applicants of a particular job opening portray these traits before their full time absorption by any organization. Take the case of Richer Sounds an electrical retail chain store with over 53 stores across the nation: it has in place a three stage recruitment process for new staff seeking any job opportunities within the company. The first stage of recruitment involves placement of advertisements at the stores windows and also through the company website where people who are interested are requested to e-mail a CV to the company. The former kind of advertisement mainly targets people who pay attention to their brand and customers who are regular visitors to the shop thus are knowledgeable about the products (Fisher 2014). On the other hand, the latter advertisement is aimed to attend to a greater pool of applicants irrespective of their familiarity with Richer Sound s products. Considering the advertisement strategies imposed at this point, it is evident that a great pool of applicants will be willing to be signed; the most integral part of this initial stage is demonstrated through a store manager’s initial interview who is keen on sorting the applicants to remain with those who look the part through analysis of their dress code and personality. Operations director John Clayton suggests that, â€Å"Richer sounds hires on the basis of personality then later train for skills (Martin and Whiting 2010).† These instance posters a scenario where people get accessed on the basis of how they look even before a company takes a look and considers an individual’s qualifications. Second in line of the recruitment strategy is a paid trial day for an applicant which in some circumstances stretches beyond the one day period. Here, the applicant is accessed on whether or not they are consistent in their dressing and how they sound when conversing with customers. Upon completion of the trial stage, other members of a particular store are asked on their opinion of what they think about a new recruit and whether they embody the company’s aspect of looking good and sounding right (Nickson and Dutton 2005). Last in queue of the recruitment process is stage three where an applicant’s qualifications are now accessed to see how suitable they are for the job after considering that the individual’s personality is suitable for Richer Sounds. From the Richer Sounds case, it is evident that the way companies approach their recruitment processes over the years has greatly revolved and now companies are keen on how an individual looks and how their conversa tions sound before customers. Irrespective of the costs of recruitment, companies are willing to dig deep into their financial coffers so that they can get the right group of employees; Williamson argues that, â€Å"it is arguably more expensive hiring wrong people in an organization as opposed to the cost of having a stringent recruitment strategy in place that is time consuming (McMillan 2014).† Richer Sounds is just one among the many companies that are currently inclined towards accessing applicants for job openings on the grounds of how they look and opulence they execute through their conversations with customers. On a broader perspective, how an individual looks has a great influence on the operations of people within different organizations; important in the process of advocating for employees who look good is an employer who serves up to their word of promoting smart dressing for the workplace by leading as the actual ambassador of what their brand should be defined as. Looking good while pursuing a job opportunity has positive impacts and a higher probability one is going to achieve the job, people will ascribe good qualities on the prospect of your perceived appearance thus want to always associate their company with an individual who looks good. A Macquarie University research carried out in both the United Kingdom and United States suggests that looking good improves the chances of one scoring a job opportunity and also is responsible for boosting one’s career once they are employed in different organizations (Arkin 2007). The research further suggested that employees who look go od and sound right are usually rated highly by their employers and the probability of them losing their jobs is usually minimal. In essence, looking good attracts a myriad of premium rewards for both the person and organization at large whereas those who are unattractive and have a poor personality in most situations lose out on several job opportunities (Boxall 2008). Moreover, having in place a clearly defined staff is the key component that ensures customers to a particular organization have a clearly defined experience that warrants their coming back for the same services once again and consequently creates a solid positive internal culture of an organization. It is ideal that organizations have a culture that existing employees are well versed with so that when the recruitment process for new staff is commenced, it is one that runs smoothly. New recruits to any given organization should find in place, a culture where staff are usually well dressed and converse excellently with customers thereby prompting an easier transitioning process for new staff into the operations of an organization. Efficiently articulating a particular dress code for existing staff is key in determining and sourcing for new recruits who will promote the same culture and easily get acclimatized with the practices of any given organization which in return will yield posit ive results for the same company (Churchard 2010). Indeed, some positions within an organization do require employees with a particular set of skills usually defined as experience and qualifications for a specific job but setting out a hunt on this basis is the first step that organizations usually make during their recruitment process; companies should attend to the recruitment process with a different perception where the individual’s character is assessed for they are buying into the person’s character and not their qualifications. Possessing both this attributes is a plus for any prospecting employee and is a sure combined package to score one a job (Faccini and C 2010). Arguably, the perception of looking good and sounding right in a respectable number of business circles usually refers to an individual’s physical appearance, a definition that has triggered a trend of the working class turning to the gym as a means of staying fit. The service sector for instance has rampantly changed over the years where unlike the previous years where service providers never met their customers currently employees are always in constant contact with their customer; a fact that influences the need for staff to dress the part and portray their organization in positive light (Emott 2007). How affluent and efficient an employee’s speech is determines the placement of any given company as a brand to all its customers which is greatly dependent on the employees. The enforcement and prescription for employees to embody both the aspects of looking and sounding good is referred to as aesthetic labour and this characteristics play an integral point of how new e mployees to any organization relate with customers. Companies have learnt that before their recruitment process, that for the success of any business to be achieved, recruitment of workers should be expressively based on labour aesthetics of any individual before they are taken in. Finding and incorporating the right people with this kind of characteristics is a daunting task for many organizations and the only means of recruiting an individual with the right skill set involves having in place a well structured selection system during the recruitment process (Hofstede 1997). However, the daunting recruitment process does not stop at this point, it is equivocally difficult to select out a specific candidate who suits the needed requirements for your organization. Fast forward to the case of Nestle Group of companies which has a human resource policy that the company abides by whenever any recruitment is being carried out in their group of companies across the world (Kaplan 1992). Their recruitment processes is respectful of the varied legislation practices of different countries but above all the recruitment strategy is underpinned under the mantra of looking good and sounding right as a means of selecting new recruits into various positions of their wide range of companies across the globe. Underpinned in the promotion of its human resource policy, is the responsibility for employees of the organization to be capable of satisfying the needs of its customers (Hutchinson 2003). The human resource department is tasked with the requisite responsibility of proposing individuals that suit the aforementioned requirements. Furthermore, the Nestle Group has in place a mentorship programme that offers guidance to new recruits into the organization so that the company’s mission statement can be achieved in the simplest ways possible after assessment of recruits on the basis of how they look and sound good before the customers (Letmathe 2008). This partnership and mentorship programme between existing staff and new incoming staff is an efficient means that has been in use for a very long period of time for people recruitment and their management in general. The recruitment cases of both Nestle Group and Richer Sounds demonstrates that companies are currently turning to the looking good and sounding good trait in applicants as a means of selecting who is suitable for any given position within their organizations (Paton 2008 ). This trend has been fuelled by the fact that there exists a broader pool of unemployed individuals with right qualifications but they cannot secure for themselves any jobs; looking good and sounding right is the ideal means used to disqualify this wide pool of applicants. Looking good and sounding right has become the ideal filtering tool for companies when they are sourcing and on a search for new employees through a well structured recruitment process. Irrespective of the fact that recruitment of new staff by the human resource department is a difficult task, clearly defining what the human resource management is looking for in a customer then crafting a description of the same as a recruitment step is usually in strumental in attracting the right cadre of individuals any given company is keen on hiring despite the fact that there are many people out there looking for jobs. Looking out for these two qualities in individuals is the first step towards narrowing down the wide numbers of applicants for any given job so that any company’s job opening can remain with only potential clients that can meet the values of the company while at the same time promoting the mission statement of the same company. Categorical in the recruitment process and requirements for applicants is the prospect of an applicant having passion for whatever job they are trying to achieve, their commitment to any given company, their general problem-solving skills and lastly any relevant experience they have in the field being advertised (Ritzer 1985). Clearly outlining what as an organization you need in an applicant is instrumental in helping organizations know how attentive applicants are to detail as opposed to only looking at their resume which offers little or rather basic information about an individual. Before conceptualizing and kick-starting any particular recruitment and selection process, an organization must first attune its strategy to be relatively inclined to the values of the organization and is fully supportive of the organization’s culture. Pre-employment testing like the case of Richer Sounds is an ideal way in determining whether or not a company is making a wise decision by investing into an individual with the set capabilities of looking good and sounding right so that an organization can fully accrue its set goals (Gilmore 2000). The people recruitment strategy is a determining factor on whether a company is going to succeed or fail and also influential on how employees develop during their stay in a particular organization thus there general motivation that in return bears fruit through excellent service delivery to customers. New recruits embodying the prospect of looking good and sounding right is highly dependent on how the company itself is culturally inclined towards the promotion these two traits. References Arkin, Anderson. â€Å"Street Smart .† People Management , 2007: 28-29. Boxall, . Purcell. Strategy and Human Resource Management. London : Houndsmills: Palgrave McMillan , 2008. Churchard, Christopher. â€Å"Power brokers.† People Management , 2010: 38-40. Emott, Drucker. â€Å"CSR Laid Bare .† Harper Business , 2007: 14-32. Faccini, R., and Hackworth C. â€Å"Changes in output, employment and wages during recesrecessions in the UK .† Bank of England Quarterly Bulletin, 2010: 43-50. Fernandez-Araoz, Claudio, Boris Groysberg, and Nitin Nohria. â€Å"The Definitive Guide to Recruiting .† Harvard Business Review , 2009 : 14-21. Fisher, Annie. How to spot the right cultural fit in a job interview. August 8, 2014. http://fortune.com/2014/08/08/job-interview-cultural-fit/ (accessed January 16, 2015). Gilmore, Stewart. The McDonaldization of Society: New Century Edition. London : Pine Forge Press, 2000. Hofstede, George. Cultures and Organisations: Software of the Mind. London : McGraw Hill , 1997. Hutchinson, Purcell. â€Å"HR roles and responsibilities: the 2010 IRS survey.† IRS Employment Review , 2003: 14-17. Kaplan, Norton. â€Å"The balanced scorecard.† Harvard Business Review , 1992: 71-79. Letmathe, P. Brabeck. The Nestle HR Policy Report . Policy Report , New York : Ndestlesy Inc. , 2008. Martin, Malcolm, and Fiona Whiting. â€Å"Human Resource Practice .† In Recruitment and Selection , by Tricia Jackson, 109-157. London : CIPD , 2010. McMillan, Andrew. Recruitment at Richer Sounds . London : Cambridge University Press , 2014. Nickson, Dennis, and Eli Dutton. â€Å"The importance of attitude and appearance in the service encounter in retail and hospitality.† Managing Service Quality, 2005: 195-204. Paton, Oliver. Gen Up: How the Four Generations Work Together,. Joint Survery Report , London : CIPD , 2008 . Quast, Lisa. Companies Are Using Social Media In The Hiring Process. May 21, 2012. http://www.forbes.com/sites/lisaquast/2012/05/21/recruiting-reinvented-how-companies-are-using-social-media-in-the-hiring-process/ (accessed January 17, 2015). Ritzer, Solomon. â€Å"Packaging the service provider.† Service Industries Journal, 1985: 65-72. Taylor, Kate. Recruiting and Hiring Top-Quality Employees. August 23, 2008. http://www.entrepreneur.com/article/76182 (accessed January 16, 2015). Warhurst, Chris. â€Å"Employee Screening nad Selection .† References for Business , 2012: 134-152. Source document