Peter S. Angermeyer focuses on the linguistic tactics and roles that court interpreters need to take to effectively aid their clients in an article titled “Translation Style and Participant Roles in Court Interpreting.” According to him, a skilled interpreter must have a deep awareness of the culture and language of both the language being translated and interpreted to translate a dialogue accurately. A mastery of both of these languages is essential in the interpretation.
Angermeyer’s Points
Angermeyer’s claims include that for interpreters to be successful, they need to have an in-depth knowledge of the culture that is associated with each language that they interpret[1]. He also says that people who interpret for the court need to be skilled in both the language being translated and interpreted. In addition, he speaks on the need for interpreters to develop a technique of interpretation that enables them to accurately communicate the subject matter of a conversation and safeguards the original intent of the people speaking.[2]. In other words, he stresses how important it is for interpreters to develop their style of interpretation. In summary, from Angermeyer’s arguments, one can deduce that cultural awareness and language skills are essential to be an effective interpreter.
Methods of Research and Analysis
Angermeyer provides evidence supporting his assertion by investigating the function of the translator and the various language strategies that should be utilized. To demonstrate how important it is for interpreters to have an in-depth knowledge of the culture that is associated with each language that they interpret, as well as the culture of the source language and the culture of the target language, he draws on previous research and provides examples of successful court interpreting.[3]
Angermeyer’s Audience, Contributions, and Assumptions
The audience of Angermeyer includes sociologists, linguists, court interpreters, and anyone interested in court translating. His work contributes to the ongoing discussions that surround judicial interpreting, particularly those that concentrate on the value of linguistic precision. Lastly, to make his claim about interpreting in court, Angermeyer assumes that all translators use the same method.[4]. The second assumption is that people’s positions in a court case would remain consistent, and finally, all target audiences appreciate the significance of an accurate translation.
Problems posed by Angermeyer’s Assumption that might affect his own Goals
While the author’s use of such assumptions may serve his purposes, it may cause issues for those of a different worldview, posing a problem to his own goals. For instance, the interpreter may be unsuitable for court interpreting since they don’t share the same approach to translation. It’s also possible that the argument doesn’t hold water because people in court sometimes have set responsibilities. Finally, the article’s message may only be adequately transmitted if all readers appreciate the significance of accurate translation.
Reflection from the Article and Conclusion
After reading this article, I got a deeper understanding of the relevance of judicial interpretation. According to the findings of Angermeyer’s research, for interpreters to be successful, they need to acquire a profound awareness in addition to the culture, not only of the language they are interpreting from but also of the language they are interpreting into that is associated with each language they are solving.[5]. Only then will interpreters be able to achieve the level of success necessary for them to succeed. This is necessary for interpreters to translate effectively from one language into another. This article is an essential resource for anyone interested in court interpretation since it provides insight into the linguistic tactics and roles that court interpreters are obliged to create.
Bibliography
Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
[1] Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
[2] Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
[3] Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
[4] Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
[5] Angermeyer, P. S. (2009). Translation style and participant roles in court interpreting 1. Journal of Sociolinguistics, 13(1), 3-28.
Talent And Workforce Management Essay Example
According to Ansar&Baloch (2018), organization’s talent and workforce management strategies are significantly influenced by the practices of human resource management, which play a very important role in the process. This is because these practices play a very important role in the process. The procedures have been thoughtfully crafted to contribute to the achievement of the organization’s goals while simultaneously promoting the health and safety of its workforce as well as career advancement opportunities for those individuals (Ansar&Baloch 2018). In this essay, we will investigate the role that human resource management plays in critical thinking and strategic management, as well as the connection between human resource management practices and workforce management strategies and talent management strategies. In addition, we will investigate how human resource management practices link to organizational development. In addition to this, the essay conducts an analysis of the capabilities of an organization’s strategic management, as well as an analysis of the tactics that might enhance talent and workforce management. The methods to total incentives as well as the ethical and legal duties that are associated with talent and workforce management will be analyzed in this article as well.
There is a strong connection between the practices of human resources management and the strategies of talent management (Sparrow et al 2015). According to an article published by Harvard Business Review, the function of human resource management is to ensure that people are both developed and interested in their job. Additionally, it is responsible for luring and maintaining the best possible talent. This objective is intended to be supported by the talent management methods, which are aimed to provide workers chances that promote personal growth and professional advancement. The tactics for managing talent also create an atmosphere in the workplace that is conducive to inventiveness and originality (Sparrow et al 2015). When human resource management methods and talent management strategies are linked in a company, a culture that appreciates and supports its people is formed. This, in turn, leads to increased employee engagement and retention, as well as greater levels of overall performance (Huselid 2018). The management of human resources is also an essential component of strategic management since it requires critical analysis of potential solutions in the context of the overall aims and priorities of the company. This requires taking into consideration a variety of elements, such as the corporate culture, the limitations of the budget, the need to comply with legal requirements, and the identification of possible risks and possibilities. If a company manages its human resources using a strategic approach, it can guarantee that its talent and workforce management methods are in line with the company’s overarching goals and objectives.
In order to assess the level of strategic management competencies possessed by a business, one must first have an understanding of the firm’s distinct advantages, disadvantages, opportunities, and threats. The results of this research make it possible to determine which aspects need further development (Huselid 2018). In addition, the study makes it possible to determine the organization’s capacity for change and growth, both of which are essential objectives (Sparrow et al 2015). It is essential to conduct an analysis of the organization’s leadership in addition to gathering information on the culture and values of the company. This is because culture and values play a critical role in the implementation of any talent and workforce management plan.
In order for the company to improve its talent and workforce management, it needs to devise a strategy that not only makes the most of the advantages it already possesses, but also addresses the challenges it currently faces and seeks to eliminate them (Ansar&Baloch 2018). This strategy should include initiatives such as providing employees with development and training programs that equip the employees with better skills, creating a work environment that is flexible and supportive, and even implementing performance management systems that support the development and growth of the employees (Huselid 2018). All of these different initiatives need to be taken into consideration. The company might also improve its overall rewards programs by offering competitive remuneration packages, in addition to perks and incentives that encourage employee well-being and career advancement (Martin, 2015). This could be done to make the company’s rewards programs more attractive to potential employees.
The organization has a responsibility to take into account the ethical and legal responsibilities that are associated with the management of talent and employees, not only within the organization itself but also in society as a whole (Martin, 2015). This includes issues of ethics such as diversity and inclusion, fair treatment of workers, and the protection of sensitive information, in addition to the compliance with labor laws and regulations. One facet of this is ensuring that one complies with all applicable labor laws and regulations. If the company manages its talent and workforce in a way that is both ethical and responsible, it will be able to protect its reputation and brand, as well as the trust and allegiance of its workforce, and it will also be able to preserve its image (Huselid 2018). In conclusion, talent management and workforce management are essential components that go into making a company successful. If the company implements these ideas, it will be able to ensure the highest possible levels of output as well as revenues.
Reference
Martin, A. (2015). Talent management: Preparing a “Ready” agile workforce. International Journal of Pediatrics and Adolescent Medicine, 2(3-4), 112-116. https://doi.org/10.1016/j.ijpam.2015.10.002
Huselid, M. A. (2018). The science and practice of workforce analytics: Introduction to the HRM special issue. Human Resource Management, 57(3), 679-684. DOI: 10.1002/hrm.21916
Sparrow, P., Hird, M., Cooper, C. L., Sparrow, P., Hird, M., & Cooper, C. L. (2015). Strategic talent management (pp. 177-212). Palgrave Macmillan UK. DOI: 10.1057/9781137313775_7
Ansar, N., & Baloch, A. (2018). Talent and talent management: definition and issues. IBT Journal of Business Studies (JBS), 1(2).DOI:10.46745/ilma.jbs.2018.14.02.14
A Review Of The Giving Tree By Shel Silverstein Essay Example
Love comes in many forms in the modern-day world. The interpretation of what love entails and the extent to which the parties, either giving or receiving the love go to display their affection to one another has been frequently questioned, especially in instances where the effort is not perceived to be mutual. It is one of those things only the wearer of the shoe can truly give detailed accounts of whether the way they receive love is positive or detrimental to their emotional well-being. The tale of The Giving Tree, as told by Shel Silverstein, is one such case of controversial views in relation to unconditional love. The children’s book showcases the relationship between a tree that acts as the relentless giver and a boy who plays the receiver.
In the story, a young boy regularly visits a tree for apples. The tree is happy to give without expectations, only wanting the company the boy offers as he plays on its branches. The tree is described to be happy at this point. The relationship carries on throughout the course of the boy’s development into a young man. The difference now becomes that the boy only visits the tree when in need of something and rarely wants to spend as much time around the tree as he did when he was younger. Even then, the tree is open to offering the now grown man its apples not just for consumption but as a way to make a livelihood by selling the produce. The tree keeps giving now more than it has the capacity to sufficiently remain healthy as the young man takes not only the apples but other parts of the tree, like its branches so the boy can build a house and even its trunk so the boy can build a boat. This continuous giving obviously leaves the tree deteriorated and only as a stump. Even then, the boy, who is now an old man, pays the tree a final visit, and the tree happily allows him to rest on its stump.
Certain themes are depicted throughout the book to show love and its effects. Self-sacrifice comes off strongly as the tree offers everything it can to a boy who only seems interested in taking from it. Even then, the tree is described to be happy. This relationship can be compared to a parent-child relationship in the modern-day world. It is not uncommon to hear tales of parents who have sacrificed more than they can comfortably give for their children to live better lives. Even though it is often interpreted as the parent’s duty to be a full-time provider for the child, certain levels of giving leave the parent in a state of disarray and continued suffering. The disheartening part is when, after finally getting a better life, the child leaves the parent abandoned in their now full of distress lives, as seen every time the boy leaves the tree only to come back years later.
The notion that it is possible to give without expecting returns is adequately portrayed in Silverstain’s book, as the tree is often quoted as being happy. In one instance, the writer writes, “and she loved a boy very, very much… even more than she loved herself” (Silverstein). The discussion on whether such relations should be encouraged, especially in a modern world where mental well-being is given just as much priority as physical fitness, remains open for debate. From the tree’s perspective, giving makes it purposeful to the boy, and seeing the boy happy gives the tree joy. This is shown when the boy as an older man visits the tree, and the tree complains of feeling sad, considering it can no longer offer the boy apples or branches to swing from, but on realizing that the now older man neither has the interest nor the capability to chew apples or play, resolves to allow him to rest on its stump. Being of help once again restores the tree’s happiness.
From the story, the consequences of taking without giving are adequately displayed as the once healthy and fruitful tree remains only a stump after years of offering the boy its parts. Compared to relationships in real life, situations where one party is continuously giving have been noted to result in resentment and feeling used by the receiver and, in most cases, affect the quality of the relationship. This cuts across romantic and platonic friendships, as they all involve emotional ties to a friend or partner. The idea that unconditional love does exist is portrayed in the story from the tree’s perspective as it’s represented as being selfless even after the boy started visiting only for what it can give.
As a children’s book, Silverstein brings out long-term friendship in a beautiful way as he shows the relationship between the tree and the boy over different phases of their lives. Since the boy was young to being an older man, the book encourages maintaining relationships with those close and always being ready to offer a helping hand, especially to friends, regardless of how many times they come back to ask.
Giving is portrayed as a good thing, a helpful thing, and a way to share one’s blessings with those around us. Every time the tree has something the boy needs, it is excited to give without a need for the boy to reciprocate. As illustrated severally, when the boy comes back with a new request after a long time of absence, the tree is happy to be needed once again and is glad it can help out an old friend. The story emphasizes putting positive energy into the world rather than taking from it. It is by giving that we realize more pleasure than in receiving.
In conclusion, the story shows two sides to generosity; one that can be harmful to the giver when left unchecked and another one that brings joy to the giver just by being able to offer assistance to a friend in need. Finding balance should be a key factor in the modern world so that both sides don’t drain each other with one-sided favors. Healthy relationships involve effort from both parties. When the receiver is continuously taking without having anything to offer in return, the relationship turns to dependency, which is a less admirable trait and an act of selfishness to the relentless giver.
Works Cited
Silverstein, Shel. The Giving Tree. Atria, 2014.