Using Que as a Conjunction in Spanish

Using the Spanish  Although que is most often used as a relative pronoun in Spanish it is also frequently used as a subordinating conjunction. The distinction may not seem obvious to English speakers, because que in both cases is usually translated as that. However, the distinction is important in some situations, such as those listed below when translating that after a noun. Forming Sentences With Que as a Conjunction Que is used as a conjunction in the following sentence construction: Main or independent clause que dependent clause. The main clause includes a subject and verb, although the subject may be understood rather than explicitly stated. The dependent clause also has a subject and verb (although the subject again may be implied) and could stand alone as a sentence, but it depends on the main clause to indicate its significance. The usage is similar in English: Main clause that as a conjunction dependent clause. The main difference is that in English it is common to omit that, while que is nearly always mandatory. A simple example should make this clearer. In the sentence Olivia sabe que Francisco està ¡ enfermo (Olivia knows that Francisco is sick), Olivia sabe (Olivia knows) is the main clause, que is a conjunction, and Francisco està ¡ enfermo (Francisco is sick) is the dependent clause. Note that Olivia sabe and Francisco està ¡ enfermo each has a subject and verb. Note that when que functions as a conjunction, it never is accented to form quà ©, which is a pronoun. Examples of Que as a Conjunction Here are some other examples of que as a conjunction: Todos creemos que fue un asesinato. (We all believe (that) it was a murder.)Esperamos que este fin de semana sea mà ¡s productivo. (We are hoping (that) this weekend will be more productive.)Quiero que me quieras. (I want you to love me. Literally, I want that you love me.)No creà ­ que fuera fisicamente posible. (I didnt believe (that) it was physically possible.Predigo que la banca mà ³vil expandirà ¡ en el futuro. (I predict (that) mobile banking will expand in the future.) When De Que Should be Used If the main clause ends in a noun, de que is used as a conjunction instead of que: Tengo el miedo de que sea un virus. (I am afraid (that) it is a virus.) ¿Tienes celos de que Andrew pase tiempo con Lauren? (Are you jealous (that) Andrew is spending time with Lauren?)Hizo el anuncio de que el primer sencillo de su segundo à ¡lbum se llamarà ­a  «Move ». (He made the announcement (that) the first single from his second album would be called Move.) Note, however, that when que is used as a relative pronoun after a noun, de que cannot be used. An example: Hizo an anuncio que nos sorprendià ³. He made an announcement that surprised us. One way whether you can tell that que in the above example is a relative pronoun is that you could translate it as which and still make sense (i.e., he made an announcement which surprised us). But in the examples above where de que is used, that and not which must be used in translation. When a verb or a phrase is commonly followed by de and an infinitive or noun, often de que followed by a clause can be used instead: Estoy cansado de que me mientan. (I am tired of them lying to me. Literally, I am tired that they lie to me.)Estamos felices de que haya boda. (We are happy (that) there was a wedding.)No me olvidà ³ de que la literatura puede servir de entretenimiento. (I didnt forget (that) literature can serve as entertainment.) Using the Subjunctive Mood with Que It is very common for the verb in the clause following que or de que to be in the subjunctive mood. This typically occurs with the clause before que is used to express doubt, hope, negation, or an emotional reaction. Dudamos que su coche pueda funcionar. (We doubt (that) her car can run.)Tus amigos y yo esperamos que vengas pronto. (Your friends and I hope (that) youre coming soon.)No existe la posibilidad de que las plataformas de Xbox y PlayStation se unan. (The possibility doesnt exist (that) the Xbox and PlayStation platforms will merge together.)Me sorprendià ³ que la pizza se sirve con pià ±a. (It surprised me (that) the pizza is served with pineapple.) Key Takeaways Que functions as a conjunction when it comes between two clauses.When the first clause ends in a noun, the conjunction becomes de que.Que or de que as a conjunction is usually translated as that, which is often optional in English.

Essay on General Sir Arthur Currie - 1964 Words

LIEUTENANT--GENERAL SIR ARTHUR CURRIE (A brief account of the battle of Passchendaele) nbsp;nbsp;nbsp;nbsp;nbsp;Lieutenant-General Sir Arthur Currie was the most capable soldier that Canada has produced. Certainly, he did not look like the great soldier he had become. A very tall man, at six-foot-four, he was also somewhat overweight. Through his successes as the Commander of the Canadian Corps, he knew how to delegate authority and stand by the decisions of his subordinates. nbsp;nbsp;nbsp;nbsp;nbsp;Currie, however, was not a professional soldier. He was born in Strathroy, Ontario, on December 5, 1875 and raised, he had moved to Canada’s west coast in his late teens. As an adult, he movedto Victoria, British Columbia, he had†¦show more content†¦nbsp;nbsp;nbsp;nbsp;nbsp;Lieutenant-General Sir Arthur Curries was not pleased at the prospect of going to Passchendaele. Currie, like many Canadian soldiers, had grim memories of the Ypres salient, and grim memories to he Ypres salient, and admitted that his â€Å"experience in the salient in 1915 and in 1916 were such that I never wanted to see the place again.† Unfortunately, on 3 October, Currie was warned that the Corps might be sent north, to take part in the offensive in Flanders. Currie could make no sense of Passchendaele, and he was furious. â€Å"Passchendaele!† he raged in front of his staff. â€Å"What’s the good of it? Let the Germans have it--keep it--rot in it ! Rot in the mud! There’s a mistake somewhere. it must be a mistake! It isn’t worth a drop of blood.† Although Currie was not at all happy that the Canadians had been told to take Passchendaele. One of Currie’s first moves was to assign intelligence officers to the various headquarters with which the Canadian Corps would be associated: Second Army, II Anzac Corps, which was responsible for the sector the Canadians would be taking over, and its front-line divisions, the New Zealand and 3rd Australian. These officers, and the general staff were to acquire early and thorough information as regards to details of German defenses and dispositions, and especially for the purpose of arranging the daily programme of bombardment. TheseShow MoreRelatedBattle of Vimy Ridge 837 Words   |  3 Pageswhich was easier for Germanys to kill their target. After countries failing to capture Vimy Ridge, Canada decided they were going to attempt to fight for Vimy Ridge. For th e first time Britain asked for generals to lead Canada to victory for the battle of Vimy Ridge. Sir Julian Byng and Major Arthur Currie were asked to lead the Canadian Military to win the battle of Vimy Ridge. After months of practicing a strategy Canada was ready. April 1917, Canada went to battle with Germany for Vimy Ridge. ThisRead MoreArthur Currie : A Remarkable Leader And Notable Canadian1291 Words   |  6 PagesAbonti Mukherjee CHC 2D3 Mr. Halliday January 10, 2015 Arthur Currie: a Remarkable Leader and Notable Canadian When one thinks of a leader, many an image can come to mind, but rarely that of Arthur Currie. He did not seem like the type of man that could be a leader, yet he turned out to be one of the most remarkable leaders Canada has ever had. It was his qualities of leadership, not a strong, intimidating appearance, that made him as such. These qualities then allowed him to have the impact thatRead MoreEssay on The Battle of Vimy Ridge: The Birth of The Canadian Nation1355 Words   |  6 Pagessoldiers. After their victory, however, both Britain and France viewed Canada and their soldiers as a military force to be reckoned with. In fact, Sir Arthur Currie became commander of the entire Canadian corps after his performance in commanding the first Canadian division at Vimy. This showed that the British commanders gained tremendous respect for both Currie and his troops as they allowed him to take responsibility for a much larger amount of soldiers. Not only did the battle affect the way Ca nadian’sRead MoreGrowth of Canada as a Nation during WWI945 Words   |  4 PagesCanada being allies with Britain had to support those in the war even know they weren’t in there and fighting all on the front they were backup just in case the German soldiers broke through the trenches and head towards France. Later on the Governor General also declared war on Germany but the Canadians fought under the ruling of a Britain commander. The achievements of Canadian military during the First World War came during the Somme, Vimy Ridge, and Passchendaele battles and what later became knownRead MoreCanada s Influence On Canada1091 Words   |  5 Pagesand one of the most important, Vimy Ridge. It was here that Canada had accomplished a victory of capturing the land and defeating the Germans in 2 hours, in which the French had failed to do so earlier, losing 200, 000 lives. Lieutenant General Sir Arthur Currie is a heroic figure, as he led the 80 000 Canadians to victory. (à ¢â‚¬Å"World War I†) â€Å"Canada entered World War I as a colony and came out a nation† (â€Å"World War I†) This became known as the greatest battle in Canadian Military History and provedRead MoreAssess the Role of Canada in the First World War.1500 Words   |  6 PagesRidge, which was a commanding position that the French army had been unable to wrestle from the German army. 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Multiple Effect of Human Resource Development Interventions

Questions: Post no.1 Introduction Daft and Marcic (2009) defined management as the the attainment of organizational goals in an effective and efficient manner through planning, organizing, leading and controlling organizational resources (Daft and Marcic, 2009 pp 8). Therefore, planning form part of the management (essential) function mandate. In an era of rapid changing environment, and where human resources are at the (priority) forefront to accomplish organizational objectives; HR play a major role in ensuring that the organization is prepared to deal with inevitable changes. Couch (2009) indicated that one leading concerns of CEOs are the capacities and effectiveness of talent. Hence, one of the fundamental roles of HR is to ensure its human resources have the capabilities for competitive performance. Pilbeam and Corbridge (2010) prelude (in chapter 12) that organizations incorporating Human Resource Development (HRD) aim to ensure that the learning process develops both the employees and the organization as a wh ole. Human Resources Development (HRD) Pilbeam and Corbridge (2010) indicated that the aim is to understand; 1, the internal learning capacity; 2, the gap that may exist between the capacity and the capacity required; and then implement systematic approach to impart the training necessary to get personnel to be at the level of competencies that they ought to be. Therefore, it is ultimately necessary to identify and analyze the learning needs of the organization in order to meet its goals. Pilbeam and Corbridge (2010) highlighted three main stages into analyzing the capacity gap, namely through; data collection, capability and performance gap assessment, and finally making recommendations. Kalyani and Sahoo (2011) like (Pilbeam and Corbridge, 2010) draw on the importance for this process to be linked with organization strategies and further indicated that for organizations to sustain competitive advantage through HR, resources must be of value difficult to imitate organized committed to deliver responsive to market [and] must be strategic (Kalyani and Sahoo, 2011). Management commitment to Learning and Development Management that is committed to training and development serves as a basis of motivation and empowerment. There is a saying that goes that knowledge is power. And, it is very satisfying as individual when you are able to perform in accordance to the organizations goals and expectations. Hence, a balance of HR activities should be balanced; providing a balance of both intrinsic and extrinsic motivation, and portraying equity in its reward systems, to avoid individuals from retaining information necessary for quality performance. As a result, organizations require having certain level of trust in the individuals. Challenges Pilbeam and Corbridge (2010) stated that knowledge is embedded in the individuals (explicit knowledge) and challenges are faced when individual is reluctant to share knowledge. At this point, it is crucial that HR management ensure that the imparted knowledge does not remain with them; and as a subsequence of egoism of gaining as much knowledge to gain bargaining power within the organization. Therefore, the reward system and HR activities should recognize information sharing and the importance that it is for the growth and sustainability of the organization. Pilbeam and Corbridge (2010) highlighted the four building blocks of (Lank and Windle, 2003) knowledge productive organization, namely to make knowledge visible increase knowledge intensity create knowledge infrastructure and develop a knowledge culture (Pilbeam and Corbridge, 2010 pp 373). Conclusion The human capital, within an organization, is core to obtain competitive advantage. However, the performance of each individual ought to be aligned with the overall objectives of the organization. Therefore, it is crucial for organizations to trust, develop training and development strategies, implement equitable reward systems, inter alia, to ensure that the organization is equipped with the organizational knowledge to adapt and deal with changes. Post no.2 Population Ecology(Hannan and Freeman 1988) is based on the theory that the business environment can only support a limited number of organizations at a given time In Darwinian terms this is known asthe survival of the fittest. According to this theory companies can be compared to species, which inhabit distinct ecological environments. Those companies that are unable to adapt to changing conditions, like the dinosaurs, eventually become extinct. What causes companies to fail? Organizational structures and cultures that do not match the needs of a changing business environment. Investment in specialist resources that are not transferable to a new business environment. Failing to define themselves correctly in terms of their competition. Becoming associated with a particular product or service that diminishes their capacity to move into another market. Post no. 3 If organization wants to stay competitive in global environment it should continuously strive to change from its current state to desirable organizational state. Change management is a process where organization plans the rout to desirable stage through assessing its cultures and people to identify organizational strategies, structures, processes which will impact the change. (Creasey, T., 2007) From Human Resource Development (HRD) perspective organizations need to ensure that people and organization can improve performance through training, learning and development and thus adapt to changes. (Pilbeam, S and Corbridge, M. 2010, p. 350) Pilbeam, S and Corbridge, M. 2010, p. 350 described HRD as the activities organizing collective and individual learning opportunities which enables development of people and organization. Harrison (2000, cited in Armstrong, M., 2006, p. 530), described strategic HRD as development that arises from a clear vision about peoples abilities and potential and operates within the overall strategic framework of the business. Main purpose of strategic HRM is to improve capability of human resources according to organizations belief of what human capital is that will be one of the biggest sources of competitive advantages. Thus, right people with right skills on the right positions are important to meet organizations current and future needs. (Armstrong, M., 2006, p. 534) Pilbeam, S and Corbridge, M. (2010, p. 351) described effective HRD as a systematic process business-focused process with planning and implementing learning, training and development opportunities, rather than reacting on identified immediate skill shortages. Systematic approach is formed based on four aspects: Identifying training needs through analysis. Plan and design learning opportunities Deliver learning and training in appropriate and suitable way Evaluate the outcomes As learning and development opportunities are developed according to specific needs and view of an organization of people skills and capabilities, it has a vital input in organizations competitive advantage. Role of HR in change management We live in a dynamic world and if changes are not planned and managed correctly it can be an obstacle for HR to assist business in creating a competitive advantage. HR professionals need to have required level of skills abilities and knowledge to adapt changes. As HR responsibilities cover management and development of people within organization and they involved in strategy and policies implementation such as human resource planning, talent management, knowledge management learning and development etc., it should be able to identify when adaptation is required and need to know how to leverage successfully those opportunities. Answers: Post 1: This post supports the idea that the human resource plays an important role. This fact is very true as an organization not only requires human resources for running its daily operations but also to grow and develop in the present day competitive world. Thus it becomes rather crucial to update the caliber and skills of the human resource in an organization so that they can achieve higher objectives and goals to bring in sustenance in business process. Training and development programs along with the reward systems help in better transfer of knowledge and skills to the employees(Adeniyi, 2005). To bring effectiveness in this change process the management need not be reluctant to share knowledge as this will result in becoming obstacle to achieve the desired outcome. Therefore the commitment of the organization and its management as important for establishing an effective and efficient change through training and development process(Brunello et al., 2009). Post 2: This post has to the point and very useful outcomes that defines the cause of the companies failing to exist in the changing environment. It is very correctly said that those who do not change become extinct like dinosaurs. This is true and naturally been proved. Similar is the case with the organizations who do not change and becomes extinct sooner or later. The change is therefore an essential for development of every business organization. Every organization needs to bring change as per the changing circumstances. This is required so that the investment of the business can be turned towards higher return giving deals and arrangements(Gill, 2002). Also the change process initiated through the change in organization structure and culture can help the organizations in gaining economies of scale and achieve cutting edge advantage in the highly competitive markets of the present day world. Therefore for a company that adopts change and has the ability to move as per the changing enviro nment can achieve sustenance in the business operation in the long term(Garnaut, 2008). Post 3: This post has rightly stated that the best outcome of effective HRD activities is that the best person is placed for the right position. Therefore the human resource planning and execution is an important process that helps in placing the best person for the best job so that the companies can easily obtain its desired output and returns from the business operation. Various HRD activities also gives support to the present employees to develop skills and abilities so that the objectives of the organization can be easily achieved. The systematic approach for identifying the training needs and establishing the required outcome is also discussed that could positively help in achieving various HRD objectives(Rowold, 2008). Finally the change management is discussed which clearly states that the role of HR manager in successive application of HRD activities is important so that the right policy and programs are placed such that the desired outcome is achieved and wastage of time and money c an be avoided(Reichwald, 2005). References: Adeniyi, O.I., 2005. Staff training and development in Ejiogu. Lagos: Maltho use press ltd. Brunello, G., Garibaldi, P. Wasmer, E., 2009. Education and Training in Europe. Oxford: Oxford University Press. Garnaut, R., 2008. The Garnaut climate change review. Cambridge: Cambridge University Press. Gill, R., 2002. Change management or change leadership? Journal of Change Management, pp.3 (4), 307-318. Reichwald, R., 2005. Leadership excellence, lessons form an exploratory study in large multinationals. Journal of European Industrial Training., 46(5), pp.743-60. Rowold, J., 2008. Multiple effect of Human Resource Development interventions. Journal of European Industrial Training, pp.32-44.