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Guru Granth Sahib
Composition, Arrangement & Layout
ਜਪੁ | Jup
ਸੋ ਦਰੁ | So Dar
ਸੋਹਿਲਾ | Sohilaa
ਰਾਗੁ ਸਿਰੀਰਾਗੁ | Raag Siree-Raag
Gurbani (14-53)
Ashtpadiyan (53-71)
Gurbani (71-74)
Pahre (74-78)
Chhant (78-81)
Vanjara (81-82)
Vaar Siri Raag (83-91)
Bhagat Bani (91-93)
ਰਾਗੁ ਮਾਝ | Raag Maajh
Gurbani (94-109)
Ashtpadi (109)
Ashtpadiyan (110-129)
Ashtpadi (129-130)
Ashtpadiyan (130-133)
Bara Maha (133-136)
Din Raen (136-137)
Vaar Maajh Ki (137-150)
ਰਾਗੁ ਗਉੜੀ | Raag Gauree
Gurbani (151-185)
Quartets/Couplets (185-220)
Ashtpadiyan (220-234)
Karhalei (234-235)
Ashtpadiyan (235-242)
Chhant (242-249)
Baavan Akhari (250-262)
Sukhmani (262-296)
Thittee (296-300)
Gauree kii Vaar (300-323)
Gurbani (323-330)
Ashtpadiyan (330-340)
Baavan Akhari (340-343)
Thintteen (343-344)
Vaar Kabir (344-345)
Bhagat Bani (345-346)
ਰਾਗੁ ਆਸਾ | Raag Aasaa
Gurbani (347-348)
Chaupaday (348-364)
Panchpadde (364-365)
Kaafee (365-409)
Aasaavaree (409-411)
Ashtpadiyan (411-432)
Patee (432-435)
Chhant (435-462)
Vaar Aasaa (462-475)
Bhagat Bani (475-488)
ਰਾਗੁ ਗੂਜਰੀ | Raag Goojaree
Gurbani (489-503)
Ashtpadiyan (503-508)
Vaar Gujari (508-517)
Vaar Gujari (517-526)
ਰਾਗੁ ਦੇਵਗੰਧਾਰੀ | Raag Dayv-Gandhaaree
Gurbani (527-536)
ਰਾਗੁ ਬਿਹਾਗੜਾ | Raag Bihaagraa
Gurbani (537-556)
Chhant (538-548)
Vaar Bihaagraa (548-556)
ਰਾਗੁ ਵਡਹੰਸ | Raag Wadhans
Gurbani (557-564)
Ashtpadiyan (564-565)
Chhant (565-575)
Ghoriaan (575-578)
Alaahaniiaa (578-582)
Vaar Wadhans (582-594)
ਰਾਗੁ ਸੋਰਠਿ | Raag Sorath
Gurbani (595-634)
Asatpadhiya (634-642)
Vaar Sorath (642-659)
ਰਾਗੁ ਧਨਾਸਰੀ | Raag Dhanasaree
Gurbani (660-685)
Astpadhiya (685-687)
Chhant (687-691)
Bhagat Bani (691-695)
ਰਾਗੁ ਜੈਤਸਰੀ | Raag Jaitsree
Gurbani (696-703)
Chhant (703-705)
Vaar Jaitsaree (705-710)
Bhagat Bani (710)
ਰਾਗੁ ਟੋਡੀ | Raag Todee
ਰਾਗੁ ਬੈਰਾੜੀ | Raag Bairaaree
ਰਾਗੁ ਤਿਲੰਗ | Raag Tilang
Gurbani (721-727)
Bhagat Bani (727)
ਰਾਗੁ ਸੂਹੀ | Raag Suhi
Gurbani (728-750)
Ashtpadiyan (750-761)
Kaafee (761-762)
Suchajee (762)
Gunvantee (763)
Chhant (763-785)
Vaar Soohee (785-792)
Bhagat Bani (792-794)
ਰਾਗੁ ਬਿਲਾਵਲੁ | Raag Bilaaval
Gurbani (795-831)
Ashtpadiyan (831-838)
Thitteen (838-840)
Vaar Sat (841-843)
Chhant (843-848)
Vaar Bilaaval (849-855)
Bhagat Bani (855-858)
ਰਾਗੁ ਗੋਂਡ | Raag Gond
Gurbani (859-869)
Ashtpadiyan (869)
Bhagat Bani (870-875)
ਰਾਗੁ ਰਾਮਕਲੀ | Raag Ramkalee
Ashtpadiyan (902-916)
Gurbani (876-902)
Anand (917-922)
Sadd (923-924)
Chhant (924-929)
Dakhnee (929-938)
Sidh Gosat (938-946)
Vaar Ramkalee (947-968)
ਰਾਗੁ ਨਟ ਨਾਰਾਇਨ | Raag Nat Narayan
Gurbani (975-980)
Ashtpadiyan (980-983)
ਰਾਗੁ ਮਾਲੀ ਗਉੜਾ | Raag Maalee Gauraa
Gurbani (984-988)
Bhagat Bani (988)
ਰਾਗੁ ਮਾਰੂ | Raag Maaroo
Gurbani (889-1008)
Ashtpadiyan (1008-1014)
Kaafee (1014-1016)
Ashtpadiyan (1016-1019)
Anjulian (1019-1020)
Solhe (1020-1033)
Dakhni (1033-1043)
ਰਾਗੁ ਤੁਖਾਰੀ | Raag Tukhaari
Bara Maha (1107-1110)
Chhant (1110-1117)
ਰਾਗੁ ਕੇਦਾਰਾ | Raag Kedara
Gurbani (1118-1123)
Bhagat Bani (1123-1124)
ਰਾਗੁ ਭੈਰਉ | Raag Bhairo
Gurbani (1125-1152)
Partaal (1153)
Ashtpadiyan (1153-1167)
ਰਾਗੁ ਬਸੰਤੁ | Raag Basant
Gurbani (1168-1187)
Ashtpadiyan (1187-1193)
Vaar Basant (1193-1196)
ਰਾਗੁ ਸਾਰਗ | Raag Saarag
Gurbani (1197-1200)
Partaal (1200-1231)
Ashtpadiyan (1232-1236)
Chhant (1236-1237)
Vaar Saarang (1237-1253)
ਰਾਗੁ ਮਲਾਰ | Raag Malaar
Gurbani (1254-1293)
Partaal (1265-1273)
Ashtpadiyan (1273-1278)
Chhant (1278)
Vaar Malaar (1278-91)
Bhagat Bani (1292-93)
ਰਾਗੁ ਕਾਨੜਾ | Raag Kaanraa
Gurbani (1294-96)
Partaal (1296-1318)
Ashtpadiyan (1308-1312)
Chhant (1312)
Vaar Kaanraa
Bhagat Bani (1318)
ਰਾਗੁ ਕਲਿਆਨ | Raag Kalyaan
Gurbani (1319-23)
Ashtpadiyan (1323-26)
ਰਾਗੁ ਪ੍ਰਭਾਤੀ | Raag Prabhaatee
Gurbani (1327-1341)
Ashtpadiyan (1342-51)
ਰਾਗੁ ਜੈਜਾਵੰਤੀ | Raag Jaijaiwanti
Gurbani (1352-53)
Salok | Gatha | Phunahe | Chaubole | Swayiye
Sehskritee Mahala 1
Sehskritee Mahala 5
Gaathaa Mahala 5
Phunhay Mahala 5
Chaubolae Mahala 5
Shaloks Bhagat Kabir
Shaloks Sheikh Farid
Swaiyyae Mahala 5
Swaiyyae in Praise of Gurus
Shaloks in Addition To Vaars
Shalok Ninth Mehl
Mundavanee Mehl 5
ਰਾਗ ਮਾਲਾ, Raag Maalaa
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Employers Favour English-sounding Names
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<blockquote data-quote="Archived_Member16" data-source="post: 154819" data-attributes="member: 884"><p><span style="color: Navy"><strong><span style="font-size: 18px">Employers favour English-sounding names</span></strong></span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy"><strong><em>Survey finds that job applicants have a better chance of a callback if their names aren't Chinese, Indian or Greek</em></strong></span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">By Douglas Todd, Vancouver Sun - October 14, 2011 3:20 AM</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">If your name is Alison Johnson or Matthew Wilson, an inventive national study suggests you could do better in the job market than if you go by Min Liu, Samir Sharma or Lukas Minsopoulos.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">A comprehensive survey of employers in Vancouver, Montreal and Toronto has discovered that job applicants with English-sounding names have a much better chance of receiving a callback than if they have Chinese, Indian or Greek names.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">Released today , the new report, titled Why do some employers prefer to interview Matthew, but not Samir?, was based on employers' response rates to thousands of online job applications.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">The study, supported by Metropolis B.C., a federally funded diversity-research agency, was conducted to find out why recent immigrants are struggling much more in the Canadian job market than immigrants did in the 1970s.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">To test possible discrimination by human resource officials in Canada's largest and most multi-ethnic cities, academic researchers sent dozens of employers identical resumes - changing only the name of the applicant.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">On average, University of Toronto researchers Philip Oreopoulos and Diane Decheif found that resumes featuring English names were more than 35-per-cent more likely to receive a callback than a resume featuring Chinese, Indian or Greek names.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">Of the three cities surveyed in 2010, however, the study discovered Metro Vancouver employers, both large and small, were the least swayed by the ethnicity of applicants' names.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">In Vancouver, resumes featuring English names were just 20-per-cent more likely to get a callback than those with Chinese or Indian names.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">The Metropolis B.C. study is the first of its kind to cover ethnic hiring practices in three major Canadian cities, as well as to quiz job recruiters about why they make their hiring decisions. It also suggests ways to combat possible bias.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">The researchers interviewed time-pressed Canadian employers who told them they were highly concerned that job applicants with foreign backgrounds would have inadequate English-language and social skills for the Canadian marketplace.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">But the researchers also suspect many recruiters, whom they found fearful of making a "bad hire" in a tough economic climate, were making many decisions based on "subconscious" ethnic discrimination.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">"It should not be overlooked that many recruiters are clearly concerned that immigrants may lack critical language skills for performing well on the job," concluded Oreopoulos and Decheif.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">"It appears that many employers' unconditional concerns are based on real productivity worries. [However] we cannot rule out that the stated reasons for discrimination belie underlying prejudice."</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">The researchers theorized that name-based discrimination may well be a factor in Canada, since recruiters did not seem to improve their callback rates if resumes emphasized that applicants with Chinese, Indian or Greek-sounding names were fluent in English or French and a mother tongue.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">The extensive study for Metropolis B.C., whose federal funding will run out this year, was conducted by having researchers respond to online job ads in Montreal, Toronto and Vancouver. Each sample resume said the applicant had a bachelor's degree and four to six years experience.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">In a related test of Canadian hiring practices involving immigrants, the researchers sent out a series of virtually identical resumes to company recruiters - changing only the country in which the applicant had job experience.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">"We find that employers value Canadian experience more than Canadian education when deciding to interview applicants with international backgrounds, suggesting that employers are more interested in internationally-born applicants with more Canadian experience," wrote Oreopoulos and Decheif.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">Recognizing the importance employers place on good language and communication skills, the report recommends that recruiters find ways to efficiently assess an applicant's English or French - including by making quick phone calls to see if an interview would be worthwhile.</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">To counter possible ethnic discrimination in hiring, the authors also suggested that hard-pressed recruiters "consider masking names on applications before making initial interview decisions."</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy"><a href="mailto:dtodd@{censored}">dtodd@{censored}</a></span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy">© Copyright (c) The Vancouver Sun</span></p><p><span style="color: Navy"></span></p><p><span style="color: Navy"><strong>source: </strong><a href="http://www.{censored}/life/Employers+favour+English+sounding+names/5549572/story.html" target="_blank">http://www.{censored}/life/Employers+favour+English+sounding+names/5549572/story.html</a></span></p><p> <span style="color: Navy"></span></p><p> <span style="color: Navy"></span></p><p> <span style="color: Navy"></span></p><p> <span style="color: Navy"></span></p></blockquote><p></p>
[QUOTE="Archived_Member16, post: 154819, member: 884"] [COLOR="Navy"][B][SIZE="5"]Employers favour English-sounding names[/SIZE][/B] [B][I]Survey finds that job applicants have a better chance of a callback if their names aren't Chinese, Indian or Greek[/I][/B] By Douglas Todd, Vancouver Sun - October 14, 2011 3:20 AM If your name is Alison Johnson or Matthew Wilson, an inventive national study suggests you could do better in the job market than if you go by Min Liu, Samir Sharma or Lukas Minsopoulos. A comprehensive survey of employers in Vancouver, Montreal and Toronto has discovered that job applicants with English-sounding names have a much better chance of receiving a callback than if they have Chinese, Indian or Greek names. Released today , the new report, titled Why do some employers prefer to interview Matthew, but not Samir?, was based on employers' response rates to thousands of online job applications. The study, supported by Metropolis B.C., a federally funded diversity-research agency, was conducted to find out why recent immigrants are struggling much more in the Canadian job market than immigrants did in the 1970s. To test possible discrimination by human resource officials in Canada's largest and most multi-ethnic cities, academic researchers sent dozens of employers identical resumes - changing only the name of the applicant. On average, University of Toronto researchers Philip Oreopoulos and Diane Decheif found that resumes featuring English names were more than 35-per-cent more likely to receive a callback than a resume featuring Chinese, Indian or Greek names. Of the three cities surveyed in 2010, however, the study discovered Metro Vancouver employers, both large and small, were the least swayed by the ethnicity of applicants' names. In Vancouver, resumes featuring English names were just 20-per-cent more likely to get a callback than those with Chinese or Indian names. The Metropolis B.C. study is the first of its kind to cover ethnic hiring practices in three major Canadian cities, as well as to quiz job recruiters about why they make their hiring decisions. It also suggests ways to combat possible bias. The researchers interviewed time-pressed Canadian employers who told them they were highly concerned that job applicants with foreign backgrounds would have inadequate English-language and social skills for the Canadian marketplace. But the researchers also suspect many recruiters, whom they found fearful of making a "bad hire" in a tough economic climate, were making many decisions based on "subconscious" ethnic discrimination. "It should not be overlooked that many recruiters are clearly concerned that immigrants may lack critical language skills for performing well on the job," concluded Oreopoulos and Decheif. "It appears that many employers' unconditional concerns are based on real productivity worries. [However] we cannot rule out that the stated reasons for discrimination belie underlying prejudice." The researchers theorized that name-based discrimination may well be a factor in Canada, since recruiters did not seem to improve their callback rates if resumes emphasized that applicants with Chinese, Indian or Greek-sounding names were fluent in English or French and a mother tongue. The extensive study for Metropolis B.C., whose federal funding will run out this year, was conducted by having researchers respond to online job ads in Montreal, Toronto and Vancouver. Each sample resume said the applicant had a bachelor's degree and four to six years experience. In a related test of Canadian hiring practices involving immigrants, the researchers sent out a series of virtually identical resumes to company recruiters - changing only the country in which the applicant had job experience. "We find that employers value Canadian experience more than Canadian education when deciding to interview applicants with international backgrounds, suggesting that employers are more interested in internationally-born applicants with more Canadian experience," wrote Oreopoulos and Decheif. Recognizing the importance employers place on good language and communication skills, the report recommends that recruiters find ways to efficiently assess an applicant's English or French - including by making quick phone calls to see if an interview would be worthwhile. To counter possible ethnic discrimination in hiring, the authors also suggested that hard-pressed recruiters "consider masking names on applications before making initial interview decisions." [email]dtodd@{censored}[/email] © Copyright (c) The Vancouver Sun [B]source: [/B][url]http://www.{censored}/life/Employers+favour+English+sounding+names/5549572/story.html[/url] [/COLOR] [/QUOTE]
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