On Popularity free essay sample

In middle school, I never was. On my firstday of sixth grade, walking the narrow halls, I was quiet. I walked downthe center, never moving out of anyone’s way because I figuredthey would. I had goals, objectives I marched toward, and as I marched,my thighs rubbed together. On some days it bothered me so much I’dtry to walk like a cowboy, but I’d never seen a real cowboy, sofor all I knew they didn’t exist. Even if they did, their purposeseemed as frivolous as the pre-pre algebra class I must have beenapproaching. In this moment I recall being focused on getting to mathclass and at the same time, finding ways to poke holes in my sweater. Math was as pointless then as it is now, the main differencebeing that back then I could get away without doing homework, studying,caring and still get an A. I tended to go unnoticed by both theteacher and other kids, so I turned my attention to the girls gossipingbehind me and discovered the school’s social hierarchy (I’djust moved to Santa Monica). We will write a custom essay sample on On Popularity or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Now, social hierarchy in middleschool can be quite complex, because, in high school it is determined bylooks, while in middle school, this is not the case since everyone looks12. Popularity in middle school, I soon realized, was much meaner, andthe people who strove for it were meaner. You could argue that they wereinnocent because anything indecent one does in youth can be reconciledlater with claims of immaturity, but the truth is that people are thesame, just merely uninhibited when they know they’ll have an alibilater on. Of course I was a target. I was 55 and 160 pounds ofunbridled love for â€Å"Rent.† I wore gym shorts to school as ifthey were were real clothing since I was too shy to change in front ofthe other boys and had a voice as high and pure as helium. I’dbeen called a f-g but didn’t know what it meant. Well, I guess Idid, but not really. I just knew to keep yelling â€Å"F you†because if I yelled loud enough a teacher would hear me and I would besent to the principal and then I could be in the office, alone.Profanity was sacred, it was more useful than all those pre-pre algebraformulas, and its influence left bad habits that are still hard to shrugoff. At times profanity wasn’t enough. Once when I waswalking home from school only three blocks I passed by two kids andthey stopped. I told myself not to turn around, but one yelled,â€Å"Hey you fing fat f-t, I bet you’d like a †and I knew not to say anything. I tried to walk faster, and my thighsrubbed together frantically, and so I hobbled. I hated my body then -160 pounds and out of breath and didn’t look back to see if theywere chasing me. I ran while every breath I took burned and turned sharpinside of my throat until my lungs couldn’t take in any more airand I threw up. Ironically, as a result of all my profanity Iwas viewed as the meanest kid on campus and who knows, maybe they wereright. But, I take that with both a grain of salt and pride, since backthen I didn’t know anyone at school. If I didn’t know them Ididn’t have to care about their feelings, which appeared to bemuch more resilient than mine. I know what it’s like to hurt sodeep that you want to cut everyone deeper and make them feel your painand know you more than as just that fat kid with the high voice. When Ithrew up half a block away from my house, I wanted them, everyone, tobleed a little. Time passed and it was the end of eighth gradeand I knew that if I wanted to get back at those who’d hurt me, Ineeded to play their game, learn their language and attitudes that wouldgive me the popularity and power so I could call the shots. I could bethe one who chose the target that everyone else used to push themselveshigher, and I thought that I would be a far better judge. In highschool, I could have been popular and maybe for a second I was. I lost50 pounds and was much taller, attractive and skinny. I laughed at myfriends’ shocked looks when I told them about my â€Å"fatdays.† They’d respond, â€Å"I could never imagine youlooking any different.† I couldn’t either, and so after awhile I stopped bringing up that fat kid, and he seemed to disappeareven from my memories. My quirkiness, however, led me to some of myclosest friends, but it also allowed me to become a tool of amusementfor kids I never really fit in with. I’d go to a party and be thebig personality while everyone else was apathetic. Entertaining peoplemade me feel confident in a way that only having a trust fund could do.I made them laugh with my stories of real frustrations that were funnybecause they had life in them and reminded them that some people stillcared about such pointless things as school, family and art. Inmaking the transition from public to private school, I had tore-evaluate what it took to be popular: instead of putting others down,you had to show them up. Everyone found their personality in clothing.No one liked each other, and everyone was quite content to do drugs andpretend their nights had meaning even when they were always the same.But going to party after party became monotonous and for me, the show Iwas obligated to put on became tiresome. If you judge popularity basedon friends, then you could say I dabbled in popularity. However, thepersonality and energy I had that amused this crowd also alienated themand prevented/protected any of them from getting close to me. I thinkthey knew as much as I did that none of what I did or said was natural,and the apathy I began to wear as a mask didn’t fit either.That’s when they started getting into trouble; I was worried andupset while everyone else kept their faces still. I cared for thosepeople who cared nothing for m e. My plans for revenge died whenI realized that being popular no longer really appealed to me; hedonismand nihilism are fine words to drop if you want to sound intellectual,but ultimately this was an unfulfilling lifestyle. Had I gone down thesame path as some my friends, I could be dead or in rehab, too. Quitefrankly, I didn’t give a damn anymore about anyone from middleschool, and it seemed no one who was popular ever gave a damn aboutanything. Apathy and popularity are fine in high school ifyou’re rich and self-important, but they don’t add up toanything in the real world; these people live in the pretenses of labelsand price tags and use their whole lives to be beautiful. And they arebeautiful, they sell their beauty, their image of poise, as a commodityto those who have none. And people buy into it: they invest their timein the popular crowd based on the confidence that what they have iseternal. But what happens when these people turn 30? What happens whentheir flirtation with drugs, the money they gamble away on nights ofseemingly endless possibility, becomes an addiction? Popularitymeant I was giving up the expression that is present in everything I didthat made me unique and gave me the hope that I could have some impacton this world in writing or art or music. I don’t really careanymore if people roll their eyes when they see me running through thehalls singing songs from â€Å"Rent.† When I have yoga, I wearsweatpants to school as if they were real pants and still compulsivelytear holes in my sweaters. I still zone out in math class and curse waytoo much, and thank God, I’m still a bit of that socially awkwardsixth grader, marching ahead with my goals in mind.

Julius Caesars Character Analysis Brutus essays

Julius Caesar's Character Analysis Brutus essays Character Analysis on Julius Caesars The most favorite character of mine of Shakespeares Julius Caesar was Brutus. Although at times his trustworthiness was to the point of naivenss he was also the most moral character in the play. His leaderistic quality convinced him that the assassination of Caesar was the best thing to do for the public and for himself. Idealistic about nobility and honor (which was as a convincing point by other characters) he can almost be seen as a tragic hero. Perhaps one of the most admirable traits of Brutus was his morality. That never floundered in his decisions. His vacilitaty in between being part of the conspiracy or not was because of his moral standards. Killing a close friend was not in his wanting, but he determined it as the best for the public (another moral justification of joining the conspiracy). Yet another reason for the assassination of Caesar was that Brutus didnt want him to have all power because then he wouldnt have the same amount of power as he did now. That leadiristic or dictatorial quality in him leads him to also keep Cicero out because he wants the power reserved for himself. At that point in the play already Brutus has taken over the conspiracy and he isnt bad at it because even though everyone agrees to have Cicero in the conspiracy, Brutus objects and his decision alone stands over the three other conspirators. Brutuss trust in Cassiuss words and idea that he should be a conspirator takes over his indecisiveness and conscience to kill Caesar. Although Brutuss suicide proves that his head was making the decisions, not his heart. His idealism with nobility and honor lead other people to have a great point when convincing Brutus of doing something. For example, Cassius convinces him by telling him that Caesar shouldnt be more important when he says, W ...

Ethics and Professionalism Article Example | Topics and Well Written Essays - 500 words

Ethics and Professionalism - Article Example PR exercises are increasingly used to emphasize and disseminate information about the organizations, in order to establish a closer relationship with the various stakeholders, including investors as well as with their valued customers. Public Relation Society of America or PRSA's Code of ethics is highly relevant in the current environment of cut throat business. The well defined code promotes responsible actions and emphasizes accountability, honesty, transparency, loyalty and fairness (PRSA). They are important part of business strategy because they facilitate consistent, accurate and the right message to be communicated to the audience, to investors as well as customers. Public relation campaigns significantly strengthen company's position and provide an effective competitive edge over its competitors in business. Ethically correct practices encourage dissemination of correct information to the public and other stakeholders. Violation of academic trust through plagiarism, cheating, falsifying information or aiding and abetting in any of the nefarious activities are now serious offences and they are considered as totally unacceptable conduct in all areas of work.

Blood doniation Essay Example | Topics and Well Written Essays - 2000 words

Blood doniation - Essay Example Blood donation is one of the noblest acts any person could do for another. A. Blood Donation: It is believed by the World Health Organization that safe access to blood is a basic human right. This is something that is yet to be achieved in developing countries. There has been a great concern about blood access from paid donors being very risky. This is why today we gather here to advocate for free unpaid blood donation. Blood donation is very crucial and especially the safe donation. Statistics show that out of eighty million blood donors, only a third is form developing countries. C. It is the aim of WHO to triple the number of blood donors who are unpaid. This is because it is both safe and cheap. There are procedures that are undertaken when voluntary blood donations are being taken. Blood testing is compulsory to ensure only safe blood is given to patients. There are many diseases that could be passed through blood donatio0n like HIV/AIDS. There is an unceasing scarcity of blood all through the year in several parts of the country. However, in toting up, heightened scarcity occurs during summer months and the holiday period. The rate at which blood is donated blood donation drops significantly. A number of patients are perishing because of a lack of blood for transfusion. The good news is that there are millions of people who are saved from blood donations each day most of which are women and children from poor and rural countries (Brown et al 29). The process of blood donation is very simple. A volunteer must be over the age of sixteen to donate blood. He or she must also be over a hundred and fifty pounds and must be physically fit. A patient simply lies on their back and blood is removed from the upper hand and pumped into a plastic bag which is sterilized. This blood is then taken to the laboratory for testing of any pathogens. It is then stored in the blood

ABC, Inc. Case Study Essay Example for Free

ABC, Inc. Case Study Essay Introduction Hiring 15 new employees in early April as part of his first recruitment effort, Carl Robins is the new campus recruiter for ABC, Inc. Hired to work for Monica Carrolls, Operations Supervisor, these new potential employees require training on company policy, being oriented to the organization, and screened for drugs. Carl himself is behind on their training, has not completed all the required processing, in addition to the fact that some of the employees haven’t even completed applications, nor have submitted transcripts. Orientation needs to be arranged somewhere other than the original location, due to double booking conflicts. The training material also needs to be reviewed and confirmed for the employees prior to the seminar. Mr. Robins is quickly falling behind, so he needs to formulate a plan of action, and implement it concisely. See more: Satirical essay about drugs Background Having successful hired 15 new people in early April, Carl had plenty of time to prior to June 15th in which to organize everything, but procrastinated until it became a scramble to handle everything at once. While he is in fact fairly new to his own job, having only been with ABC for six months now, he should still be able to handle this workload, and produce the desired results. This inexperience can explain some of the improper planning, and his lack of knowledge about how long it actually takes to complete his task, but does not excuse it. However, after evaluating his choices and finding a solution, I believe Carl will find the July deadline attainable, albeit with a bit more of an effort put in. Key Problems There are a few basic, key problems, the root of them all being improper planning and lack of experience. The problem of improper planning itself is easily solved, while the lack of experience is simply something that comes with time and practice. Building up from the lack of proper planning, we can  see what issues stemmed from this, such as: Needing a location for orientation Drug screening completion Unfiled or incomplete paperwork Lack of required training materials Attempting to handle every task alone Taking an in depth look at the various issues can help us find solutions, so I’ll go over each problem individually. Needing a Location for Orientation: After reviewing, an immediate scheduling conflict between the orientation for the new trainees and technology services arises. The scheduling log shows the training room booked for the whole month of June for computer training seminars. June is the month in which the orientation is scheduled to occur, and so the training room is unavailable. Drug Screening Completion: A drug screening is required for all the new hires, and thus they need to be sent to the clinic for such a drug screen test. As of Memorial Day, such has not happened for any of the 15 trainees, less than 20 days prior to the scheduled orientation date. This is something Carl is required to do, having been in contact with Monica to confirm such things would get done as part of his work, so he should not have been surprised that it was not yet completed. Unfiled o r Incomplete Paperwork: Also while reviewing his trainee file, it is found that not all the trainees have not completed their applications, nor have all the trainees gotten transcripts on file, another task Carl could and should have handled promptly. While it may seem obvious that these things are required, a lack of communication could have caused such a simple issue. Lack of Required Training Materials: Once reviewed, the training material is obviously lacking and in need of replacement in some form. Another task where it was procrastinated until becoming a larger-than-necessary issue. This is a separate issue from the others because it is something that doesn’t require another party to be handled (i.e. confirming appointments with the clinic requires contacting the clinic, a second party that could have separate issues). Attempting to Handle Every Task Alone: This doesn’t become an issue until the issues stated above have come about. Given the timeline, all the tasks could have been handled by a single person and more man power would have been  unnecessary. However, even something as simple as checking the orientation manuals becomes a stressful task when suddenly heaped with work that appeared to be put off. Alternatives Having reviewed these key areas and confirming them as coalescing from one core problem, the lack of proper planning, it is possible to come up with solutions to each problem as it stands currently. A quick solution to all these problems is to call Monica and inform her that the trainees won’t be ready by July 15th, and attempt to push the deadline back in order to complete all the required tasks without rushing. I find this one inadvisable, however, because it causes a setback for Monica herself, and it proceeds to cause further setbacks down the line, causing a ripple effect of delayed projects. These are called concurrent delays, or delays that cause further delays (Singh Associates, 2014). In order to find a solution that doesn’t cause concurrent delays, Carl should make and maintain a priority list, in which he lists all the above problems and completes them in an order of greatest importance to least importance. Below are individual solutions to each problem, which can be used to complete tasks on the priority list. New Location for Orientation: One of the easier tasks to handle, it has a few possible solutions. Carl could contact a nearby hotel and see about possibly using a conference room or use a nearby office (Allfreepaper.com, 2011). Looking for another available space in the building is by far the best solution here, but not necessarily possible if the training room is the only room meant to accommodate 15 or more people. A second step to that solution is to split trainee orientation up into two or more days, allowing them to rotate in for orientation. Schedule Drug Screenings: Handling this is one of the slightly more complicated aspects, because it includes not one, but two other parties, for each trainee individually. The first thing Carl can do is contact a local clinic, either one approved by ABC, Inc., or the National Drug Screening Administration to get a recommended company to come in and take over the process, if ABC, Inc. doesn’t have a drug program he can draw from. Set up a block of dates, three or four days in which to schedule his trainees, and then contact each trainee and schedule a day for them to go in within that block of days. File and Complete Paperwork: This is a task able to be completed in a single day,  and can in fact be handled on the same day he calls to schedule the appointments for drug screening. After contacting the trainee individually, Carl can set up their appoint as stated above, and then discuss their paperwork status with them, either the application completion, whether or not it is in fact completed, and get transcripts on file as needed. While not everything may be completed immediately, the process can be started (i.e. ordering transcripts can be completed, but may take additional days to be received and put on file). Obtain Orientation Manuals: This is quickly solved one of two ways. The first thing Carl needs to do is look up the manual in his SOPs (Standard Operating Procedures) and determine if the manuals themselves can be reprinted or if they need to be ordered. Then his solution is simple from there; he either orders new manuals if they need to be ordered, or prints off new copies. Either way, Carl should go a step beyond and order or print at least twenty manuals instead of 15, to prepare for accidents and get a step ahead for his next round of trainees. Request Help: One of the absolute best things Carl can do in this situation is admit that he messed up and now needs help. As a new employee himself, it isn’t unusual to need help, and it will help take some burden off his own shoulders, freeing his mind to tackle the tasks at hand. Getting help will insure he gets the job done. Proposed Solutions I advise assigning Carl a temporary partner, one senior to him in the company, who can offer advice and guidance, as well as help with tasks, without taking over the job completely. This will insure that the job gets done, and will also allow Carl to gain the experience needed to complete future jobs without help. As a team, they should then split the orientation into two days and use one of the smaller rooms in the building. Carl should be the one to make most of the phone calls, including getting in touch with each individual trainee to complete paperwork and schedule days for the drug screening. Obtaining new training manuals should be done by whichever means is available, either printing new ones or ordering them. As I advised above, order more than needed to compensate for accidents and the next round of trainees. Recommendations Most of these problems stem from a lack of knowledge and experience, for  which Carl is hardly to blame, and which he will gain with time and practice. He should, however, have planned ahead appropriately, and not put off the work until it became a rush to complete everything. If the solutions I stated above are implemented, Carl should be able to complete his tasks on time, and concurrent delays will be avoided. References Case Study Analysis of ABC, Inc. COMM 215 Essentials of College English. (2005, February 12). In WriteWork.com. Retrieved 16:07, September 25, 2014, from http://www.writework.com/essay/case-study-analysis-abc-inc-comm-215-essentials-college AN unorganized Campus Recruiter (2011, January 18) In AllFreePapers.com. Retrieved 15:37, September 26, 2014, from http://www.allfreepapers.com/print/Unorganized-Campus-Recruiter/753.html Singh Associates. (2014). Lexology. Retrieved from http://www.lexology.com/library/detail.aspx?g=fcea453a-de87-4aa9-9f4c-b140695c597d

Graduation Speech: Its All About the Good Times :: Graduation Speech, Commencement Address

As we leave the comfort and familiarity of our home, school and community, we are vulnerably subjected to a wide array of new experiences. We are happy to be graduating but at the same time sad to leave our friends and nervous for what's ahead. Advice is the key necessity in this time of change, and who better to listen to than the peers who have been by our side for the past 13 years of schooling and are going through the same thing as you are right now? I asked many of you, the students of the class of 2012, this question, "If you could tell the senior class one thing at graduation, what would it be?" Take a moment to listen to their answers and advice as we branch out and go our separate ways. Megan reminds us to "Enjoy your youth." Her advice is well-needed to remind us that although we are now bombarded with a plethora of new responsibilities, we are still young; take advantage of it, have fun, and don't grow up too fast. And to keep us looking young, Tom advises us to "always wear sunscreen." It is also important to set goals, follow your dreams and reach for the stars, which Alma put most eloquently when she said, "Be bold about your dreams, and work hard for them." She is right in that we need to pursue our visions, as well as take risks that may be foreign to us. Ashley puts it simply, "Take every chance or opportunity that comes your way, because they go fast, and regret is the one thing that can never be made up for." Amanda's theory is simple, but its importance cannot be stressed enough. She said, "In everything you do, think about it and how it affects you and everybody around you." Expanding on this idea is Adrianne's quote to "stay safe and realize that the choices you make today will affect the rest of your life." They both really hit on how important your every move is, and how your life can strongly impact those around you. Kelly Gorr also touches on this subject as she reminds us to "wear deodorant or stop smelling." Similarly, Jay advises us to "clip your toenails or leave your socks on." Willow truly inspired me with her quote to "always be true to yourself and never apologize for who you are.

CIPD Profession Map Essay

Introduction This report is a brief summary of the CIPD Profession Map, the two core professional areas, the specialist areas, the bands and the behaviours. It will be going into more detail in the activities and knowledge specified within the professional area of Performance and Rewards at band 1 level. It will identify the activities and knowledge most essential to my own HR role. The CIPD Profession Map (CIPD, 2013) The professional map is a universal platform for HR professionals, which describes what you need to do, what you need to know and how to do it. It is designed by professionals for professionals. The 10 Professional Areas There are two core professional areas; Insights, Strategy and Solutions and Leading HR, these sit at the centre of the profession and are relevant to all HR professionals in all roles, locations and at all stages of the HR career. These two areas support the direction of the profession as a business discipline. Insights, Strategy and Solutions – Developing an understanding of an organisation and its back-ground in order to style its strategy and solutions and to meet its needs for now and in the future, by reading relevant information and articles to build and broaden an understanding of new initiatives and practices across areas of HR. Leading HR – Act as a role-model to expand the influence HR makes to the organisation both through its own efforts and through supporting, developing and measuring others across the organisation. This can be done by providing advice confidentially based on a sound understanding of the organisations policy and practice. (CIPD, The CIPD Pr ofession Map, pp. 10, 14) The remaining eight professional areas are: Organisational Design – To ensure the organisation is suitably planned to deliver maximum impact in the short and long term. Organisational Development – Identify organisational and individual capability requirements  and support all processes to enhance effectiveness and achieve organisation goals, culture, behaviours and skills Resourcing and Talent Planning – Ensuring the organisation has the right resource, competence, ability and talent to achieve the immediate and strategic goals. Learning and Development – Build individual and organisational capability and knowledge to meet current and strategic requirements. Performance and Reward – Deliver programmes that reward and recognise key employees, in a fair and cost effective manner. Employee Engagement – Strengthen the connection between the organisation and employees so that employees are more fulfilled by their work. Employee Relations – Underpin the organisations culture, practices, policies and relevant law. Service Delivery and Information – Customer focused delivery across the entire employee lifecycle. (CIPD, The CIPD Profession Map, pp. 17-39) The 4 Bands and Transitions The four bands of professional competence outline the influence that professionals make at every stage of their HR career. The transition challenges relate to moving from one band to another. (CIPD, The CIPD Profession Map, pp. 6-7) The 8 Behaviours Below are eight behaviours that each HR professional needs to carry out their activities: 1. Curious 2. Decisive Thinker 3. Skilled Influencer 4. Personally Credible 5. Collaborative 6. Driven to Deliver 7. Courage to Challenge 8. Role Model (CIPD, The CIPD Profession Map, p. 43) The Professional Area of Performance and Reward Performance and rewards is defined as: â€Å"Help create and maintain a high-achieving organisation culture by delivering programmes that reward and recognise key employees capabilities, skills, behaviours, experience and performance, and ensure that reward systems are market-relevant and cost effective† At Band 1 the following activities need to be done: Identify requirements and develop strategy Diversity and compliance Implement pay and reward practice Execute individually tailored and international rewards Communication and performance culture The most essential to my role is Identify Requirements and Develop Strategy, in the last annual appraisals I was tasked with collating the appraisal forms and analysing the data on the forms to provide information to directors as to how employees felt about their future within the organisation and what the organisation could do to further their career progression. The most essential area of my role is: Collate Data Analyse Data After completing the evaluation of My HR Map tool the following areas were identified for development: Become a policy expert Know the organisation by studying the performance and rewards data and familiarise myself with the policies and practices. Keep abreast of relevant employment law Spend time with expatriate employees to understand impact Use my own network to provide feedback. Conclusion This report has briefly summarised the CIPD Profession Map – the 2 core professional areas, 8 specialist professional areas, the 4 bands and 8 behaviours. It has also commented on the activities and knowledge specified within the Performance and Rewards professional area at band 1. Activity 2 How a HR Practitioner should ensure the services they provide are timely and effective: Within my HR role, my three main customers are: 1. Current Employees 2. Future Employees 3. Management Customers Needs Current Employees Information on employment contracts and policies Future Employees Induction – information on company policies Management Guidance and advice on staffing issues Firstly you need to establish what the customer’s requirements are by asking questions and collating the data to understand the customer’s needs. Your service delivery approach should use effective technology and comply with the organisations procedures. It is important to build a customer service culture and measure its effectiveness. Prioritising the needs of each customer can be problematic, as each one can feel their need is greater. For example current employees may need information regarding their benefits such as private medical and future employees may be asking questions on company policies with regard to annual leave before they sign their employment contract, which in turn will mean management will be chasing for this to be resolved as quickly as possible. As an HR professional it would be your job to ascertain which demands were the most urgent, ensuring that customer focus needs are managed in a timely and effective manner. It is important that all customers are kept informed and given realistic expectations of how and when HR can deal with their questions. Effective Communication Below is a table with 3 examples of effective communications to customers: Communication Advantages Disadvantages Telephone Conversation Instant Personal Global Reach Ability to Conference Call Time Zones Unable to Read Body-language Signal Problems No Audit Trail Social Media Instant Large Audience Visual Good for Recruitment Not Confidential Character Size Limit Access Mis-use Post Recorded Personal Confidential Audit Trail Slow Cost Time Consuming Unsure if message has been understood Delivering Service on Time and on Budget For effective service delivery HR needs to prioritise to ensure that any queries are handled in an effective manner according to urgency and what impact it has on the customer and the organisation. To deliver the service  you must ensure you are consistent and that you understand what expectations your customers have. Managing time and current workload is crucial to ensure that the service is delivered on time. An HR practitioner should always be aware of the cost constraints and the organisational financial model supporting service delivery. It is important to have service delivery targets within an organisation, such as a Service Level Agreement, which is an extension of the customer care concept. Dealing with Difficult Customers and Resolving Complaints When dealing with difficult customers it is important to plan your response carefully and to ensure that the following steps are met: Listen to what they are saying – do not interrupt Sympathise / empathise Don’t justify Ask relevant questions Agree a course of action Check the course of action – use their words to clarify If the above is followed, it will make the customer feel valued and promote the HR department for giving excellent customer service. Bibliography CIPD. (2013). www.cipd.co.uk. CIPD. (n.d.). The CIPD Profession Map.