Strategic Human Resource Management is related between strategic management and HRM

Strategic Human Resource Management is related between strategic management and HRM Introduction: Strategic Human Resource Management is related between strategic management and HRM. SHRM is intended to create decisions organizations employees important works of its business strategy. It gives the general way of an organizations hope to achieving objectives through its people. SHRM is run for long term issues of the people in business. It is also connected to the organizations structure and its culture, requirements of future business. Its performance can change the total management. Task 1: Human Resource Management Strategy: 1.1 Importance of Strategic Human Resource Management of Nokia: Strategic human resource management emphases on human resource programme of Nokia that has long term objectives. It is focusing on internal human resource issues as well as on addressing and solving problems that effect management programs in the long term. so the main goal of strategic human resources is to boost employee productivity by focusing on business resistance that take place outside of human resources. SHRM of Nokia employs strategies that help to develop the business performance of Nokia and help an environment of modernism and flexibility among employees. The main actions of Head of SHRM Juha Akras are to identify key HR areas where strategies can be implemented in the long run of progress the overall employee motivation and productivity. SHRM also describe about the companys internal strengths and weaknesses. This is very important as the strengths and weaknesses of a companys human resources that have a straight effect on the companys future. 1.2 The purpose of Strategic Human Resource Management activities of Nokia: SHRM has a unique purpose to meet the companys objectives. Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. The SHRM activities are as follows for Nokia and it has a great purpose for companys future: 1.2.1Resource planning: Resources are very important and should accessible to get together present and potential business requirements in favour of business policy. Nokia Resource planning directed executive or global and part or narrow system which is done by SHRM of Nokia. Particularly, talented workers or real apprenticeship schemes must be used. 1.2.3 Workforce planning and recruiting: Workforce planning is the development of assessing a companys current and future human resources needs. Workforce planning also includes managing any training and recruitment process to make sure the organisation has the exact staff inexact place. Nokia work force planning has a great purpose to properly express one way to make a workforce receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-quality decisions and increase the organizations flexibility. 1.2.4 Performance management: Nokia SHRM has a system to run employee performance. It ensures individual objectives are copied from company strategy and policies. This is for motivate Nokias employee. 1.2.5 Recruiting and exit procedures: Nokia SHRM makes sure the capable and qualified persons are appointed to open positions, according to real need. The dealers check the quality of candidates. SHRM provided with a work contract or offer letter, basic or specific training. SHRM shall ensure that exit procedures are acquiescent with local legislation, international labour law and appropriate collective agreements. 1.2.6 Nokia specific training and certification: Nokia SHRM has the essential guidance on Nokias organization and product marketing, if required any compulsory Id or certificates to be trained the community procedure of engaging multicultural, multi-country employees in generating and agreeing on a set of values and to search and get deeper considerate of the relationships between strategy, culture, values and business outcomes. 1.3. Contribution of Strategic Human Resource Management to the achievement of Nokias organizational objectives. To continue a strong, booming and well-organized atmosphere Nokia connects with its workforce in the core target to make an situation for all its workers anywhere they can fulfil their prospective. 1.3.1 Company growth: Nokia expands their business in regularly basis with new innovations and ideas. That is why Nokia needs lot of skill and experienced persons to meet their business growth. For example Nokias Research Development work was spread crosswise in 69 web and its 19,579 technical expertises to activate and build up their own facts. In these situations Human Resource played a vital role. It recruits them and trained them in specific way to success in this project. Nokia is operating their business all over the world and so the human resource providing a socio cultural environment to its employee relationship and workplace. 1.3.2 Profit increasing: Every company is profit oriented. They want to increase their profit in every aspect. Nokia is also increasing profit very successfully by making new ideas implementations. Human resource has a effective involve to increase their profit by reducing labour cost and other activities. Human resources is the organization of resources other than natural resources and capital resources. 1.3.3 Satisfaction of Stakeholders: Human Resource of Nokia always try to satisfy its Stakeholders like its employees, investors, suppliers and others. It has an member of staff approval training and employee judgment assignment and can get achievement on the grades of the training. It makes sure that information related to employees such as industry performance, communicated crossways the society and ensure performance is evaluated fairly and independently.HR of Nokia provide to dealer forces at Nokia services. Task 2: Human Resources Planning: 2.1 Business factors of Coca-Cola that underpin human resource planning: Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. Though, the term of HRM has come to mean more than this because people are different from the other resources that work for an organisation. Coca-Cola Human Resource department involves in company strategic planning in various way. When it makes human resource plan there is involve company business factor and external environment factor. 2.1.1 Business Growth: Coca-Cola is a leading beverage company. It increases its business all over the world in every year in different way. So needs lot of staff to meet this incensement of business. Human resources planning takes its consideration forecasting future manpower requirements, where using arithmetical view to plan growth in the monetary situation and expansion of the business. 2.1.2Business Change: Coca cola change their business plan strategy sometimes very frequently in consideration of economic, market variation, competitor and other relative factors. Human resource of Coca-Cola also takes such consideration when it plans in a long term basis. 2.1.3 Impact of Technology: In every certain time all over the world modern technology is invented. Coca-Cola always takes it a challenge when they make a Human resource plan. HR is considered to its existence employee and recruits skilful employee to meet this challenge successfully. 2.1.4 Business Competition: There is a huge competition of all over the world. In this competition rivalry making efficient the organization is a real challenge. Coca-Cola Human resource plan think about this competition and make it organization to fit in this situation. 2.1.5 Labour Cost Control: Coca-Cola Human resource planning includes in a wide way about Labour cost control by maintain waste of time, proper use of materials. Its Human resource always approach training programme to its productions stuff to make difference and make them skilful as they can work fast and more easily. Not only its taking consideration for planning or developing its production stuff it also concentrates its: à ¢-  IT specialists. à ¢-  Engineers. à ¢-  Project Specialist à ¢-  Product designer à ¢-  Executives. à ¢-  Admin stuff Other variations should take for consideration   new legislations like new health requirements,  safety requirements, Changes in government policies   Ã‚  like tax tariff, labour demand and supply. 2.2 Human resource requirements in a given situation: According to the New York Times July, 2009 Coca-Cola market was slipped in U.S. market but Coca-Cola still the best carbonate cola. In this situation there was 60% market share was Coca-Cola. Generally its market share relay between 75%-85% in U.S market. In this situation Coca- Cola surveyed their market and find out the barrier and solved it by various planning implementation. Besides the other department Human Resource Management played a vital role to recover the market as well. In Such kind of situation Human Resource makes sure several things that are as follows: 2.2.1 Personal Requirement: HR will arrange the operation teams and then give exact point to its members. According to the size of industry and the involvedness of the operation, might also need to create sub teams. The following points provide options HR might consider in regard to managing some important issues: à ¢-  Let to know and familiar with the specific operations: . à ¢-  Special training is given to employees; new employees also are placed with old ones to learn work and the values prevalent in the company. 2.2.2 Workplace: They must provide sufficient working space to per employee. The temperature must be reasonable. The workplace must be adequately lit and where the work can be done seated seats must be provided. Human resource management makes sure promote an comprehensive atmosphere that inspire all workforce to build up and get to their complete possible, consistent with a promise of human rights in our place of work. 2.2.3 Organizing operation teams: SHRM will help to make a team of talent in safety way also serve up as influential of secondary teams. Team members have to have such skills that are valuable according to the requirements. 2.3 Development a human resources plan Coca-Cola: The Human Resource Plan should also be closely tied to strategic planning. In order to effectively meet their strategic goals and objectives, a world leading company, hire or develop staff with the required skills, knowledge and attitudes to Perform the needed functions. The Human Resource Plan of Coca-Cola can be completed in six steps: 2.3.1 Step 1: Setup a big picture: The main purpose of the first step is to bring the group to realize the meaning of and the need for a business strategy and agenda of Coca-Cola. To understand the business strategy the specific department executives will run a workshop and it can be two days workshop. In this two-day workshop the business unit executive reviews business strategy in any issues to impact the business. HR highlights the key driving forces of business such as Technology, distribution, competition, the markets etc and also the implications of the driving forces for the people side of business the fundamental people contribution to bottom line business performance. 2.3.2Step 2: Develop a Mission Statement or Statement of Intent: This come up to human resources planning mirrors the section in business plan of Coca-Cola dedicated to clearing up why your company exists and what value it presents. Human resources planning will be based on your organizations mission statement, goals and objectives because your workforce will be in alignment with the company values. 2.3.3 Step 3: Conduct a SWOT analysis of the organization: This analysis will looks at the internal environment of company. By this analysis the human resource will find out what is Coca-Colas present strengths and what is weakness as well as current in future opportunity and threats to know the whether they able to achieve with the current human resources. SWOT analysis will ensure the clear image about the organisation resources such as capital worker. 2.3.4Step 4: Develop consequences and solutions; Human resource will amalgamate all essential for meeting the company objectives. It will take steps for developing the Human Resource Plan as below: Teamwork of staff to lower levels to the management level should be developed to support in various ways that able to consider necessary in things to build up communication and promote better relationship among all level of employee. The management should emphasize on good quality of corporate culture to build up employees and make a positive and favourable work environment. The reasonable and complete process of human resource management is Performance appraisal. Through the performance evaluation HRM can collect and proves basics for recruiting and selecting new staff and can give training to its existing staff to develop their skill. It is motivate and maintain a work force by satisfactorily and correctly rewarding their dedications. Human Resources Management will defiantly fall down without a dependable performance evaluation system. 2.3.5 Step 5: Implementation and evaluation of the action plans: Developing a human resource strategys main purpose is to make sure that the objectives set are similarly helpful so that the reward and payment systems are incorporated with employee training and career development plans. 2.4 Evaluation of how a human resources plan can contribute to meet Coca-Colas objectives: Human Resource Plan has a great value to achieve of an organisations overall strategic objectives and it is clearly explain that the human resources role completely understands and supports the route in which the organisation is touching. A complete HR plan will also support other exact strategic objectives undertaken by the marketing, financial, functioning and technology departments. Generally Coca-Cola evaluates its HR plan in various ways which are below: à ¢-  It has the exact people in exact place. à ¢-  It has the accurate combination of skills. à ¢-  Employees show their correct attitudes and behaviours. à ¢-  Employees are organized in a effective way. Coca-Cola take decision a HR strategy plan can attach importance to the organisation if it has the values which are below: à ¢-  Some more clear of the common things which recline at the back the success of other plans and strategies which didnt show previously. à ¢-  Recognize basic an essential issue which has to be addressed to its people as the are motivated more dedicated and work successfully. The next area should be including: à ¢-  Workforce planning issues à ¢-  Making plan successful. à ¢-  Workforce skills campaign. à ¢- Employment justice plans. à ¢-  Motivation and reasonable behaviour issues. à ¢-  Recruitment design in compensate levels, retain and motivate people à ¢-  A reasonable grading and payment system which is serving proper incentive for dedications. à ¢-  A constant performance management structure which is considered to assemble the requirements of all sectors of the business including its people. Furthermore, the HR strategy of Coca-Cola can put in worth is by making sure that, in all its other plans takes its version of and plans for changes in the bigger environment, those are likely to have a major impact such as: à ¢-  Changes in the in general service marketplace. à ¢-  Development of the member of staff relations weather is need. à ¢-  Changes the legal framework which surrounding employment. 3.1 Explanation the purpose of human resource management policies of Coca-Cola: Coca-Cola believes in delivering better performance requirements better capabilities. So its HR policy is planned in procession with this approach and stand on attracting and retaining the brilliant people and developing them constantly. Employees development is the main issues for human resource management. It constantly educated on How to Develop People. Employees, business objectives and ability levels are followed up by the performance management.   Reward system and career management systems are considered on job family model. As a fraction of career management system, internal appointment procedure is used so as to grant them career and job upgrading opportunities. In 2007 there are 97 placement have been filled through internal assignments. Winning and potential employees are reviewed efficiently and exclusively. Talent re-evaluate meetings are planned for next steps with individualized development programs. 3.2 Analysing the impact of regulatory requirements on human resource policies of Coca-Cola: The HR policies can help an organization both internally and externally. It meets requirements for diversity, ethics and training as well as its commitments in relative to instruction and commercial governance. The HR policy of Coca-cola establishes a cultural diversity. HR policies also played a very effective at supporting and building the desired organizational culture. These are lots of system and that actually beneficiary from a company as well as from employee. All around the world, Coca-cola makes sure with 27000 of Expatriates that they be given the kind of correspondence and ongoing support that makes their replacement a positive experience. Coca-Cola team Management with all policies for international mobility with a long term basis. Coca-cola accepted such kind of policies about its internal environment that make sure that they are flexible, smart and complete enough on the way to contract with the large range of needs and issues that is very essential to run a business successfully. Task 3: Reviewing Human Resource Management 4.1 The impact of an organisational structure on the management of human resources: There is a significant impact of HRM of Tesco on organizational structures to get nearer into sight organization in a effective way. The fundamental decision-making scheme was unsuccessful to react quickly to managers desires and concerns. So, Tesco taking place scrapping conservative, hierarchical professional structures in act of kindness of compliment, decentralized management systems. Then smaller number managers were concerned in the decision-making process and companies were adopting more of a team advance to management. HRM professionals, as the management change and were charged with reorganizing workers and escalating their effectiveness. This hard work also resulted in the detonation of part-time, or contract, employees, which necessary human resource strategies that contrasted with those applicable to full time workers. 4.2 Analysing the impact of an organisational culture on the management of human resources: Organizational culture and environment factors are such kind of factor where an organization exist determines the way of managing the organization (Saffold, 1988:547). The connection between organizational culture and human resources practices can be say as follows. When the member of organization i.e. employees, understand and internalized the organzational culture which can be said as the way things are done around here it will enable for employee to choose strategy, and behavior that fit with their personality as well as with the main routines of organization activities. Since Indonesia is belong to country with high power distance and low uncertainty avoidance, it is likely that organizational culture that fit with this condition is parochial type. Parochial culture is characterized by the tendecy to give much attention to some factor such as family relationship, social relation, and personal backgroud, and less attention to capability and competency needed to perform the task. The main power is on the one hand, a powerful person such as the owner or the founder of the company, where the destiny of an employee depends on the hand of the most powerfull person (the boss). There is a division of work, the boss is the planner, the other are the doer. In the high power distance society, good leader or good manager in the eye of the employees, is someone who can act like a good father (Hofstede, 1997). This type of relationship will lead to less participative management in decision making. 4.3 The effectiveness of human resources management is monitored at Tesco: The central point on HR for developing the employees through constant teaching is essential to the achievement of the business; it would amount to a waste of resources. As the UKs largest merchant crossways 14 countries consists of 470,000 members of staff. 4.3.1 Value: These apply together to consumers and employees, and for the latter focus on teamwork, trust and respect, listening, supporting and saying thank you, and sharing knowledge and experience. 4.3.2 Support: Tesco can claim a perpetual support from the employees even though the company faces a dispute concerning the distraction that includes financial services. The company also stretched internationally and economic downturn is enough to keep the companys values. 4.3.3 Growth: The Tescos HR functions are extremely entrenched. They are doing type to both short-term and longer term growth. The company is created 11,000 new jobs in 2009 and they will target the long-term unemployed.   4.3.4 Meritocracy: Tesco boasts the best employee remuneration package in the food retail sector, with an award-winning pension scheme. Some 170,000 staff own shares or are members of share schemes, and there is discounted dental, health and life insurance on offer. 4.4 Justified recommendations to improve the effectiveness of human resources management in Tesco: 4.4.1 Composition of the audit team: There has to be a representative from the HR function and from among senior line managers if the effect has to have any credibility. 4.4.2Identify the functions main customers: It is important to review to measure that what customers main functions are. 4.4.3 Mission reports reconsider: This declaration explains the cause for the HR functions continuation, its principal actions and its most important values. 4.4.4 Reconsider the activities role in implementing the companys strategy: This is critical point to establishing the connection between HR policy and practices as well as the organizations overall business strategy. 4.4.5 Reconsider the HR policy and practices: The benefit of this approach is that line managers can go anywhere if they are not happy with the service they be given from the HR function within the organization. 4.4.6 Create domestic comparison to set up best practice: The organization have to make and continually keep posted a exclusive database of HR practices that gives an overview of developments within the worlds major organizations today. 4.4.7Review the outcome of analysis: Performance gaps have to be identified and the policy implications have to be discussed with the customer. The commitment for implementing the necessary improvements should be gained. 4.4.8 Apply the decided improvements: The metrics selected should be the decided on right indicators of the HR functions performance and evaluate the results with industry averages, competitors, best practice firms, and/or with set targets or previous performance ratings.

Consolidation of Learning

I have come to understand that in order for a student to develop professional nursing skills, he or she needs to have the ability to apply knowledge from theory into practice. This I believe is a fundamental key to the success of becoming a competent nurse. My practice and the invaluable experiences I have gained from my placement, as a nursing student, have enabled me to reflect on the dimensions of nursing practice. I can testify that clinical practice is really an essential component of learning process for any nursing student. My Clinical practice has allowed me to have direct experience with the real world of nursing, to practice the clinical skills required for the job and to learn about the responsibility of the nurse. Reflecting back at my previous semesters, I can begin to say that my acute clinical experience has served as a wonderful and memorable learning opportunity for me to practise some of the skills that I have learned. I had a lot of mixed feelings going into this clinical because I did not know if I was going to make a difference. And little did I know how much this experience would impact me. As I reflect on this experience, I realised that I finished my clinical not only with more experience than when I started, but with a different aspect of nursing all together. In this paper, I will discuss an in-depth factual experience on my role in caring for a hypertensive patient. I will critically analyze my actions, feelings and strategies that I used to deal with the situation. I will also present how I was able to connect the knowledge that I had gained from my nursing classes and clinical laboratory. Over the course of my clinical placement, I was assigned to different patients with different illness. Caring for these patients has deepened my understanding of the need to develop my intellectual capacity for good clinical judgement and safe decision making. While caring for these patients, I encountered situations that were both positive and negative. Regardless of the outcome of these situations, I believe I have learned one or two things from them. There was a particular event that really stood out for me among the patients that I cared for. The reason why this event stood out is because of the impact it had on my learning. This event helped me to start pulling information from all the resources available to me right on the spot. THE SIGNIFICANT NURSING EVENT I was on an evening rotation on this fateful day. I had done my patient research and ready to carry out my care plan for my patient. Unfortunately, I was not able to implement this care plan because my patient assignment was changed due to staffing issue. An undergraduate nurse was the primary nurse of the same patient that I was assigned to. Due to the policy that I have to be monitored by a registered nurse, my patient assignment was changed. I was then assigned to an eighty two year old woman diagnosed with acute renal failure with history of hypertension. I had very little time to quickly research my patient diagnosis; my primary nurse just gave me brief information on her status. I had to quickly go in to do my initial assessment and take her vital signs. As I approached her room, I was prepared for all reactions, but my patient responded with soaking kindness. I introduced myself, asked her how her day was going and informed her of the care that I will be providing for her. Then I began to perform a head to toe assessment and I explained the rationale of each test and action. My patient would always smile and respond with â€Å"I know that you are a student just do what you gotta do†. Then I began to check her vital signs and realised that her blood pressure was way over the normal range120/80. I was startled, so I decided to check the blood pressure on the opposite arm, just to reaffirm the data obtained previously. This time around I knew I had obtained the same data, which were 180/ 98. I auscultated her lungs fields bilaterally and there was an adventitious sound. I palpated her peripheral pulses for their strength and equality and auscultated her apical pulse rate to check for the rhythm and the quality of heart sound and I could hear an abnormal sound of blood rushing. In this paragraph, I will discuss on my feelings and thinking that took place in the event. Based on my knowledge about the implications of high blood pressure and knowing that she is hypertensive and over eighty years old, that would increase her risk of having stroke or heart attack. I was fearful of handling this patient being my first time of experiencing this situation. Reflecting in action, I began to have a therapeutic conversation with my patient. Understanding my own values and beliefs I composed myself and tried not to sound scared, while I was asking questions regarding how she was feeling. I used all my senses of perception to assess her and asked if she was having chest pain or feeling light headed. My patient complained of being fatigue, a little bit dizzy, and that she was finding it hard to breathe, and then I knew something was certainly wrong. This can be supported by (Quote) At the same time I did not want her to panic or aggravate the situation. I knelt down and checked if there was any urine in her Foley catheter bag, but there was nothing. I asked her when was the last time that her bag was drained and she replied that she was not sure if it was early in the morning or at midnight. Then I noticed that she had edema in her lower extremities, I inspected her legs and palpated the areas of edema, noting the tenderness and pitting. I went on to ask her if she had been going for a walk around the unit and if she knew her blood pressure baseline, and she responded that it’s been very high lately, but for me I was not really satisfied with the data. Certainly my patient was having fluid retention, and other symptoms which might be as a result of her kidney failure or hypertension. Given the assessment and further investigation this was a possible indication of stroke or heart attack. While reflecting in action, I told myself that I needed to act fast as soon as possible because I could not tell what the outcome will look like. According to the Canadian Nursing Association (CNA, 2008) state that nurses should provide safe, compassionate, competent and ethical care. Instantly I knew I had to quickly determine my goal of care for my patient because I was certain that something was wrong. I came up with three goals, firstly I have to make sure that her blood pressure get lowered and controlled. Secondly, make sure that she was having adequate urine output and lastly, encourage her to go for a walk in order to increase her blood flow. In order to achieve these goals I had to find a way to get hold of my primary nurse or instructor, to inform them on what was happening to the patient. Carper, (1978), notes that it is of paramount importance to understand the clinical situation, act timely and appropriately for the good of the patient. This was an opportunity to take what I had learned from my courses and in lab and apply to real situations. I was not really prepared but I was very excited to use my skills and knowledge that I had gained so far from the nursing courses and laboratory. At the same time, I always had it at the back of my mind to always make sure I stay within my scope of practice and also critically think about the care I want to provide to the patient. I excused myself and told my patient that I needed to see my primary nurse. I quickly logged in to the SCM to check her flow sheet and realised that her previous data was 139/85. I checked to see if there was any order or medications if her blood pressure gets beyond certain parameter. I found that an order was made and that if her blood pressure get above 180/100, hydrazaline should be given every four hours and patient should be monitored continuously. I researched the drug class, it usage, side effect and contraindication of hydrazaline, so that I know what I am giving my patient and what I need to watch out for after administration. My findings deepened the knowledge about implications of high blood pressure and what I thought and knew. In response to my findings, I knew for sure that she was having the signs and symptoms of stroke or heart attack. I was really eager to pass on this new information to my primary nurse and instructor. I really felt that I had paid full attention to my patient while performing my head to toe assessment. Tanner (2006) stated â€Å"that clinical judgement is more influenced by what the nurse brings to the situation than the objective data about the situation at hand† (p. 204). I hurried quickly and informed my primary nurse on what was happening, and she came with me to get the medications. As we approached the room the nurse took the patient vitals again, I believe that she needed to confirm the data herself. My nurse got the same data and asked me to administer the medication to the patient. My primary nurse then asked me what my goal of care was for the patient and I responded with what I had planned earlier. I began to evaluate if my intervention was achieved by monitoring my patient’s blood pressure and ensuring that her other vital signs were all in the normal range. About fifteen minutes later, I asked my patient if she was still having the signs and symptoms that she mentioned to me earlier, and she replied that she was feeling much better. Brunners & suddant stressed that educating the patient on self care is a therapeutic regimen that is the responsibility of the patient in collaboration with the nurse. I began to educate my patient on the importance of lifestyle changes and medications to control the blood pressure. I emphasized on the concept of controlling her blood pressure, rather than curing it. I encourage her to develop a plan for weight loss, limit food high in salt and fats and increase intake of fruits and vegetables. It was all a new experience getting to see the symptoms and effects in first hand. Everything makes so much more sense when you get to connect the dots yourself. Although I did not have enough time to research on my patient diagnosis, this experience really impacted my learning because I realised that in the real nursing world, nurses do not have any knowledge about the patient that they will care for. This has really made me reflect on my actions and my future practise. It also made me to really value the learning from the class, clinical labs and evidenced based research. Above all, knowing my patient was very integral to my practice and this event raised some questions for me.

A Farewell To Arms †Love And War Essay

Love and War Love is an unexplainable relationship between a man and a woman. The relationship can start one way and then transform into something completely different without warning. Each character in this novel has a different understanding of love. In A Farewell to Arms, by Ernest Hemingway, the relationship between Catherine Barkley and Frederick Henry closely parallels Rinaldi and the priest’s different views of love. The character Rinaldi does not take love seriously; he is always in and out of love and always has many short-term flings. For example, Rinaldi is always looking for a new girl conquer, â€Å"That’s nothing. Here now we have beautiful girls. New girls never been to the front before† (Hemingway 12.) Rinaldi looks at girls and relationships as if they are a game that he can play. Girls to him are material possessions that he can keep as long as he wants, and then get rid of. Furthermore, Rinaldi can only see one facet of relationships, â€Å"Where did you meet her? In the Cova? Where did you go? How did you feel? Tell me everything at once. Did you stay all night?† (Hemingway 11.) He can only see the physical and sexual side of his and others love affairs. He doesn’t go deeper into what truly makes up the relationship, the feelings that a couple has for one another. In addition, Rinaldi is phony towards the women, he does whatever it takes to get what he wants, â€Å"I must make on Miss Barkley the impression of a man of sufficient wealth† (Hemingway 12.) When it comes to women, Rinaldi is never his true self. He feels that it is better to be someone you aren’t and get what you want, than not get anything at all. He is unlike the priest in his views of love, he is shallow and does not understand what it is to love. The priest has a sincere and deep understanding of love, his relationship with God symbolizes the true awareness of what love is. For example, the soldiers try to make fun of the priest because he does not take advantage of girls like they do, â€Å"He should have fine girls. I will give you the addresses of places in Naples. Beautiful young girls†Ã¢â‚¬ accompanied by their mothers. Ha! Ha! Ha!† (Hemingway 8.) The priest is the butt of all the jokes because he is unlike the other men. He does not always have to be involved in the physical act of love like the others do. Furthermore, he does not participate in the immoral actions that the soldiers do, â€Å"We go  whorehouse before it shuts† (Hemingway 9.) The men have a constant desire for physical gratification, it is like a emptiness they always have to fill. The priest’s relationship with God keeps him continuously satisfied. In addition, God provides the priest with an endless fulfillment of all his spiritual needs, â€Å"People soon become thirsty again after drinking this water. But the water I give them takes away thirst altogether. It becomes a perpetual spring within them, giving them eternal life† (John 4:13-14) The physical needs the men have are short term and will not last. The spiritual needs the priest has, the ones that are most important, are met by God. The soldier’s relationships leave them empty and wanting more, while the priests relationship with God keeps him full with love. Catherine and Henry start off as a fling, but then grow into something more, a love that is real. For example, when the relationship first takes shape, it is not a true love that exists between them, â€Å"The love that he feels is almost entirely sexual, however, and derives from the pleasure she gives him†Ã‚ ¦Ã¢â‚¬  (Donaldson 157.) The love Henry feels for Catherine it is more of a lust. It is purely physical and he is using her for the pleasure he gets from being with her. In addition, throughout the novel Henry does not show any true feelings for Catherine, it is not until the end of the novel where he begins to show true love, â€Å"Throughout their affair, Frederic rarely displays honest and thoughtful concern for Catherine’s feelings. Where she invariably thinks of him first, he often does not think of her at all. Only when she lies dying of childbirth in the Lausanne hospital does he finally begin to want to serve and to sacrifice for her† (Donaldson 160.) It is not until Catherine is threatened with death that Henry’s true emotions begin to form. The thought of life without her sparks this reaction inside Henry. Furthermore, Henry’s sacrifices show how his love for Catherine has changed, â€Å"Please go and get something to eat,’ Catherine said. â€Å"ËÅ"I’m fine, really.’ â€Å"ËÅ"I’ll stay awhile,’ I said.† (Hemingway 314.) Henry gives up eating so he can stay be side her. This action shows a big change in Henry, he is beginning to think of her before himself. This is the beginning of what true love really is. In conclusion, Henry’s love for Catherine began to mature when he put her  needs above him. In reality this is what true love is. True love is not just a physical one; it is emotional, and spiritual as well. â€Å"Mature lovers share equally: they give and gain by giving† (Donaldson 173.) Works Cited Hemingway, Ernest. A Farewell to Arms. New York: Scriber Paperback Fiction, 1995. Donaldson, Scott. â€Å"Contemporary Literary Criticism.† Rev. of A Farewell to Arms by Ernest Hemingway. Gale Research Company 1980 The New Living Translation: American Bible. â€Å"John 4:13-14† Bible.Crosswalk.com 2001.

Despedirse Conjugation in Spanish, Translation, and Examples