Connell and OConnell Surname Origin and Meaning

In Ireland, the surname Connell or OConnell is an Anglicized form of the famous Gaelic clan name OConaill, meaning strong as a wolf, from the Gaelic siol cuin or siol con which translates as descendant of Connall or Con. The name possibly derives from cà º (con) meaning hound or wolf, and gal meaning valour. In Ulster the Connell surname may also have derived from MacConn, an Anglicized form of the name Mac Mhiolchon, meaning son of the hound-like one. Connell may also be a modern Scottish surname for Congal or Congual. Connell is one of 50 common Irish surnames of modern Ireland. Alternate Surname Spellings:  Connal, Connell, Connall, OConnell, Cannell, Conell, OConnall, Conall Interesting Facts About the Connell Surname Three distinct OConnell clans, located in the provinces of Connacht, Ulster, and Munster, are the originators of many of the Connell families in Clare, Galway, Kerry. Famous People With the Surname Connell and OConnell Daniel OConnell - Irish politician and statesman, known as the Liberator.Evan S. Connell - American novelist.Richard Edward Connell -  American author and journalist, best known for his short story The Most Dangerous Game. Genealogy Resources for the Surname Connell OConnell Check out these great resources for learning more about the Connell name: Explore background information and history on various early OConnell families in Ireland at IrishOConnell.com.Trace the geography and history of the Connell surname through the British Surname Profiler. This free online database based on a University College London (UCL) project investigating the distribution of surnames in Great Britain, both current and historic.The Connell Family Genealogy Forum allows you to search this popular genealogy forum for the Connell surname to find others who might be researching your ancestors, or post your own Connell surname query.Find historical records, queries, and lineage-linked family trees posted for the Connell surname and its variations at FamilySearch.com.RootsWeb hosts several free mailing lists for researchers of the Connell surname.Cousin Connect  allows you to read or post genealogy queries for the surname Connell, and sign up for free notification when new Connell queries are added.DistantCousin.com is full of free databases and genea logy links for the last name Connell. References Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005. Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004. Hanks, Patrick and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003. Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997.

A Comparison of Seamus Heaneys Poem Digging and The song...

I have looked at the poem Digging by Seamus Heaney. The poem is about the poet digging into his past and appears to be a modest poem. The nicking and slicing neatly that Heaney says in his poem can also apply to the crafting of a poem. Heaney seems unhappy and distanced from his farming family roots however he shows a good amount of admiration for farming men. Heaney shows the skill and dignity of labour. The expertise is rather admired than the strength and the technique is very precisely explained. He constantly has memories of common places, which very few people would notice, but Heaney thinks that these memories should be recognised. He is frustrated at how different he is to his†¦show more content†¦And then I must scrub and bake and sweep, Till stars are beginning to blink and peep. In this quote the tone of her voice would be low and depressed because she must scrub and sweep till stars begin to blink and peep which means she has to work till late at night. The young people in The song of the old mother do not care for what the old mother does for them but Heaney is determined to dig with his pen and remember his roots. And the young lie long and dream in their bed. This quote also has another meaning, for this comparison the quote means that while the young lie long and dream they still take granted for what the old mother does for them. Over his shoulder, going down and down for the good turf. Digging. This quote is showing that he is digging and digging into his past and trying to remember his roots. In The song of the old mother the structure of the poem looks tight like her life could have been as in those days women werent allowed to do much apart from cook clean and look after the kids. The structure of Digging looks spaced out and free. This is how his life style could have been or the spaced out structure could represent the space and freedom you get from living on a farm. The structure could also represent the feeling you get when you have a vast

Talent management in academia performance systems free essay sample

The aim of this study is to provide a clearer picture on how academic talent is defined and recruited in order to obtain a better understanding of academic talent and performance management and on how that it is implemented in practice. Most universities currently operate in a global, complex, dynamic and highly competitive environment. Trends such as globalization, the increased mobility of academics and the retirement of the baby-boom generation are leading to a scarcity of academic talent in many disciplines.The sector is moving towards a more professional approach to staff management, not only in the Netherlands, but also in other Western countries. In the managerial model, the collegiality of academics of equal status working together with minimal hierarchy and maximal trust is replaced by a seemingly more objective, fair and transparent approach to evaluating performance. Part of this movement is the emphasis on recruiting talent and using performance indicators, which provides academics and HRS managers with the opportunity to select people for their institute. We will write a custom essay sample on Talent management in academia: performance systems or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page METHODOLOGY: This article draws on empirical material acquired in two research projects on the recruitment and selection of academic talent in the Netherlands. The first duty focused on senior academic talent: full professors; the second study on junior academic talent: PhD students, postcodes and assistant professors. The structure and composition of the academic career system in the Netherlands can be viewed as a pyramid.The number of lower and temporary positions is high (Pods and other scientific staff, such as lecturers), but the number of higher permanent academic positions decreases with each rising level. There are signs that fewer students are interested in pursuing a doctorate. Factors such as the salary system and the lack of career prospects exert a large influence on their decision. Doctoral graduates can be employed as postcode researchers or assistant professors.We initially started to explore four academic subfields: humanities, social sciences, STEM(Science, Technology, Engineering and Mathematics) and medical sciences, since these represent a large part of the academic spectrum (Becker and Trawler, 2001 ). An analysis of the predominant patterns revealed that some social sciences tend to resemble the human ties (in particular qualitative oriented studies such as anthropology, cultural studies and gender studies), whereas others tend to assemble the STEM fields (in particular quantitative studies such as psychology, sociology and economics).The social sciences were therefore regrouped accordingly so that our analysis consists of three and not four fields. Table 1 shows an overview of all contextual factors in the three different academic fields. TAB LE 1 Overview of the characteristics of the subfields (source: Study A + B) Humanities STEM(science, technology, engineering, mathematics) fields Medical sciences Prospects in the employment market outside academia Poor Good Very good Pool of candidatesAbundant number of PhD candidates, few positions Limited number of PhD candidates, reasonable Limited number of specialized PhD candidates Core activities Education and research Research Research, patient care Cooperation Individual projects/small units Conglomerates of research Multidisciplinary teams Knowledge/epistemic culture Subjectivity/diffuse subjects, concerned with particulars, qualities, complexity Objectivity, concerned with universals, quantities, simplification Objectivity, purposefulness, pragmatic, concerned with mastery of physical environment Subfield cultureAutocratic, pluralistic, loosely structured, personally oriented, political Science as vocation, egalitarian, task-oriented Practical, dominated by professional values, role-oriented Way of recruitment open (64%) Closed (73%) Closed (77%) Origin of professorial candidates Criteria Multi (teaching and research) Mono (research) Multi (research and management) jack of all trades Leadership style Strategic Facilitating (transformational Assertive Study A: professorial recruitment and selection: All 13 Dutch universities were invited to participate, but due to privacy issues ND limited resources among auxiliary personnel, only seven universities agreed to cooperate. The study included an analysis of 64 interviews with committee members, and 971 appointment reports. In total, 24 women and 40 men were interviewed in their function as chairpersons, committee members and HARM advisors. Information from 971 appointment reports in the period 1999-2003 was used to gather background information about the number of committee members and the number of closed and open recruitment procedures. These reports contain information about the basic refill, the applicants and the final nomination, and are written by the selection committees for the university executive board, which is ultimately responsible for the appointment of candidates.

The Challenges in Motivating People

Introduction The motivation of workers is one of the top priorities for both managers and leaders. These professionals have to find ways of making employees more committed to the goals set by the organization. Yet, in many cases, they cannot cope with this task. This paper is aimed at illustrating the difficulties in motivating people at the workplace.Advertising We will write a custom essay sample on The Challenges in Motivating People specifically for you for only $16.05 $11/page Learn More Such a film as Office Space directed by Mike Judge (1999) can throw light on the challenges that can be faced by business administrators when they try to enhance employees’ commitment to their work. Moreover, these examples that are presented in this movie can be connected to various theories of motivation, for instance, equity theory of motivation, ERG (Existence, Relations, Growth) model and reinforcement theory of motivation. Overall, it is possible to arg ue that an individual can be sufficiently motivated if the work is relevant to his/her talents and interests. Moreover, empowerment is also critical for the internal motivation of an employee. In contrast, only by relying on rewards and punishments, a business administrator cannot engage workers. There are several pitfalls that should be avoided, for instance, continuous routine, excessive supervision, and failure to recognize the individual achievements of workers. Managerial problems explored in Office Space The film Office Space portrays the culture of an IT company called Initech in which bureaucratic rules and paperwork stifle every initiative of employees who just have to cope with daily routine. In many cases, they simply pretend to work. Peter Gibbons, who is the main character of this movie, is dissatisfied with his work experience. To a great extent, this discontent can be attributed to the excessive supervision that bears no relevance to his work (Judge 1999). For instan ce, he has to submit the same report to three managers, while he can summarize in several sentences the work that he did in the past. Moreover, one can mention that many of the managers use extremely evasive language in order to conceal the fact that they rely only on coercion as their source of power. For instance, Bill Lumbergh, who is the Vice President of the division says, â€Å"Oh, oh, and I almost forgot. Ahh, I’m also gonna need you to go ahead and come in on Sunday, too† (Judge 1999). He does not want to state directly that Peter will have to work over the weekend. Instead, he tries to sound very casually as though he does not coerce an employee.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This information is critical for understanding some of the main problems that affect this organization. It has to be admitted that a cinematographic work cannot be viewed as rig orous empirical evidence. Nevertheless, they can throw light on the emotions and motives of characters (Smith 2009). Moreover, in this way, one can illustrate the application of different managerial theories (Champoux 1999). It should be kept in mind that film-makers usually describe problems or situations that take place in real life. Moreover, one can use situations to test existing theoretical assumptions. Difficulties in motivating people and theories of motivation This movie can demonstrate to what extent different theories of motivation are applicable. For instance, one can look at the Reinforcement Theory of Motivation. This theoretical model is based on the assumptions that the behavior of an individual depends on the consequences that it produces (Cole 2004, p. 47). If it leads to positive outcomes, a person is more likely to repeat his/her previous actions. In this case, the positive outcome is the reward offered by the management. In turn, the threat of punishment can be viewed as a force that prevents employees from acting irresponsibly or carelessly (Williams 2011, p. 379). These are the main principles of this approach. Yet, this film contains several examples that run against this theory. For instance, Peter Gibbons decides not to work over the weekend, even though his manager asks him to do so. Additionally, he deliberately violates the dress code established in the company. The protagonist understands that this behavior can result in significant problems for him. For instance, he may be denied promotion or even fired. Nevertheless, he accepts this possibility. This case is important because it suggests that rewards and punishment are not sufficient for the task of motivating a person. This is the main issue that should be considered by business administrators who should not rely on the methods involve only rewards or punishments. They should remember that the threat of punishment does not always make a person become more productive. Moreover, he/she should find inherent value in his/her work. Reinforcement model of motivation is closely related to the equity theory that should also be discussed. This theoretical framework implies that a person is more likely to be motivated if he/she feels that the contribution is adequately compensated (Schermerhorn 2010, p. 366).Advertising We will write a custom essay sample on The Challenges in Motivating People specifically for you for only $16.05 $11/page Learn More Moreover, according to this perspective, workers will not be willing to improve his/her performance if they believe that other people receive underserved rewards (Schermerhorn 2010, p. 366). This assumption is the main component of this model. Overall, the supporters of this theory pay close attention to employees’ perception and their assessment of the compensation system established in a company ((Schermerhorn 2010, p. 366)). The film Office Space is not aimed at examining this par ticular issue, but there are some interesting examples. For instance, one can mention such a character as Milton Waddams, who was fired because he did not bring any value to the company. In fact, he only passed information from one department to another (Judge 1999). However, due to a bureaucratic mistake Milton continued to receive paychecks virtually for nothing. The employees, who observed this situation, became less willing to work harder. Therefore, the principles of the equity theory should not be disregarded. Moreover, managers should remember that workers pay attention to the rewards given to others, even through this information does not affect the level of their material prosperity. So, absence of proper performance appraisal methods is a significant challenge that undermines the motivation of employees. Apart from that, one can take a look at ERG theory introduced by Clayton Alderfer. This theory is premised on the idea that an individual is concerned with three important aspects, namely existence, relatedness, and growth (Aswathappa 2005, p. 362). According to this model, people can be driven by the need to improve their physical existance. Therefore, they pay attention to such aspects of a job as compensation or healthcare benefits. Furthermore, they want to feel the sense of belonging to a certain group or community. This is why they attach importance to the corporate culture of a company. Finally, they are willing to fulfill their talents. So, they seek employment that offers them opportunities for professional growth (Aswathappa 2005, p. 362). In turn, managers can motivate employees by addressing each of these internal needs. To some degree, this theory can be supported by the examples from the film. In particular, one can mention that Peter Gibbons as well as other employees of Initech are very alienated from one another. They live in a very limited space of their cubicles (Judge 1999). Moreover, they are assigned only with routine tasks. Thi s is one of the reasons why they are not motivated to improve their performance. Moreover, it is possible to mention that the protagonist decides to work at the construction site. So, the interactions among employees have profound implications for their motivation. Furthermore, it is possible to mention humanistic theory of motivation. The supporters of this model argue that motivation is a person’s attempt to fulfill his/her potential (Wiseman Hunt 2008, p. 61). To a large extent, this theory places emphasis on the personal and professional growth of a person. According to this model, a person becomes dissatisfied if they cannot acquire or elaborate their skills.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In turn, managers can motivate workers by giving them challenging tasks that make people display their best skills. Certainly, rewards are also important for improving their performance. Peter Gibbons does not strive to achieve professional growth. However, his behavior can be partly explained by his unwillingness to work in a company that might be similar to Initech. Additionally, humanistic theory of motivation suggests that a person can lose motivation if he/she is continuously supervised (Hardina 2006, p. 7). To a great extent, Peter Gibbons also has to struggle with this supervision, especially when he has to submit countless reports to each of the managers monitor his performance. This problem is related to micromanagement which is so eloquently described in the movie. This issue means that a person is asked to concentrate on the minor details of a certain task, while its essential elements can be overlooked. For instance, Peter is constantly reminded that the title page of hi s TPS reports was not formatted properly. However, managers do not ask anything about the content of these reports. Conclusion Overall, this discussion indicates that there are several obstacles to effective motivation. First of all, business administrators should remember that monotonous task, which do not prompt employees to display their best qualities, can make them less willing to improve their performance. Furthermore, workers’ motivation can weaken significantly if their individual contribution is not properly valued. Lack of belonging can also be viewed as a factor that undermines the employees’ commitment to the goals of an enterprise. In turn, business administrators should concentrate on the following aspects: the development of workers’ professional skills their empowerment, team-building. Compensation is also an important tool that business administrators can apply to motivate employees. They should make sure that employees are properly compensate d for their contribution. Finally, one can say that the film Office Space throws light on the problems faced by bureaucratic organizations which are adversely affected by micromanagement and lack of cohesion. References Aswathappa, K 2005, Human Resource And Personnel Management, Tata McGraw-Hill Education, Delhi. Champoux, J 1999, ‘Film as a Teaching Resource’, Journal of Management Enquiry, vol. 8 no. 2, pp. 206-217. Cole, G 2004, Management Theory and Practice, Cengage Learning EMEA, New York. Hardina, D 2006, An Empowering Approach to Managing Social Service Organizations, Springer Publishing Company, London. Judge, M 1999, Office Space. 20th Century Fox, Los Angeles. Schermerhorn, J 2010, Management, John Wiley Sons, New York. Smith, G 2009, ‘Using Feature Films as the Primary Instructional Medium to Teach Organizational Behavior’, Journal of Management Education, vol. 23. no. 4, pp. 462-489. Williams, C 2011, Effective Management: A Multimedia Appro ach, Cengage Learning, Boston. Wiseman, D Hunt, G 2008, Best Practice in Motivation and Management in the Classroom, Charles C Thomas Publisher, Boston. 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