Strategic Marketing Report (Businesses chosen British Petroleum and Assignment

Key Marketing Report (Businesses picked British Petroleum and General Motors) - Assignment Example It has seen many good and bad times throughout the years including issues of condition, government managing, investigation destinations, oil costs and such, however has stayed solid, with an extraordinary market nearness and brand value. The second is General Motors. One of the heavyweights in the twentieth Century car scene, GM saw chapter 11 out of 2009 after a large number of its items and arrangements fizzled. With government holding and new administration set up, GM is en route to recuperation. This paper examination the systems of these two organizations, alongside certain recommendations that they could use sooner rather than later. This paper will contemplate the current advertising procedures of British Petroleum and General Motor. These organizations are among the greatest players in their individual businesses. Notwithstanding, the ongoing full scale monetary condition has affected the approaches adjusted by both. This paper will look at the particular showcasing techniques and will give my own understanding into them. General Motors Company is probably the biggest automaker on the planet, headquartered at Detroit, USA. GM utilizes around 235,000 individuals all inclusive and has nearness in 140 nations in different areas around the globe (gm.com, 2009), with a total brand arrangement of Buick, Cadillac, Chevrolet, GMC, GM Daewoo, Holden, Opel, Vauxhall and Wuling. As indicated by organization site, GM fundamental business domain and market is the United States, at that point China, Brazil, the United Kingdom, Canada, Russia and Germany. GM has experienced numerous pinnacles and troughs throughout the years however the ongoing taste of chapter 11 was a staggering low for the organization. Having changed from General Motor Corporation to General Motor Company, GM has luckily diverted out genuinely well from being in the decrease stage. Regardless of whether this turnaround is effective for the organization is not yet clear. There is as yet a requirement for GM to build up a culture with a progressiv ely particular and reachable vision and get the whole association ready. The organization despite everything has

Problem of Child Labor in Modern Society

At the point when ionic solids disintegrate, they gap to give their positive and negative particles that make up the solids. These particles become hydrates and have a similar relative extents when in arrangement and when strong. The more the strong breaks up, the more the ion’s focus increments. This expansion and develop takes into consideration the converse response to happen. In this period of the response the particles solidify out all together for the response to have a more noteworthy possibility of happening. In the long run the pace of dissolving will approach the pace of crystallization. This is the condition of immersion. This can be perceived by a consistent shading or steady mass.      The dissolvability item steady, Ksp is given in the accompanying model:           Ksp for AgCl is                          Ksp = [Ag][Cl]           Ksp for PbI2 is                          Ksp = [Pb][I]2      This gives the connection between the particles in the soaked arrangement and is the greatest fixation conceivable without making precipitation. In this lab, arrangements of lead nitrate and potassium iodide will be blended at various weakenings. The responses will at that point be seen to see so, all things considered a hasten does not happen anymore. Ksp will at that point be expressed as a scope of qualities at room temperature, and the accelerate test cylinders will be warmed until the encourage is broken down so that Ksp might be watched and decided at various levels. In this investigation different arrangements of lead nitrate and potassium iodide were blended at various weakenings. Through the perception of the sum – or absence of encourage framed in every weakening, the numerical connection between the particles in a soaked weakening might be resolved. This relationship is known as the solvency item steady, or Ksp, and is characterized as follows, “The Ksp for an ionic strong is given by the result of the convergences of the particles, each raised to the intensity of the coefficients in the dissolving response.'; (Heath Chemistry). The Ksp articulation gives the most extreme conceivable convergence of particles in an immersed arrangement without causing precipitation. In light of the condition for this examination we can presume that the ksp articulation for this test is: Ksp = [Pb][I]2  â â â â The Ksp for lead iodide at 25oC is 8.5x10^-9. Through the replacement of the qualities for each test tube, the preliminary item, or KSPtrial was acquired. An accelerate then shaped in those test tubes who’s KSPtrial was more prominent than the Ksp, while if the KSPtrial was determined as being not exactly the Ksp, no hasten framed. Ionic Bond :: articles explore papers At the point when ionic solids break up, they gap to give their positive and negative particles that make up the solids. These particles become hydrates and have a similar relative extents when in arrangement and when strong. The more the strong breaks down, the more the ion’s focus increments. This expansion and develop takes into consideration the opposite response to happen. In this period of the response the particles solidify out all together for the response to have a more prominent possibility of happening. In the end the pace of dissolving will rise to the pace of crystallization. This is the condition of immersion. This can be perceived by a steady shading or consistent mass.      The solvency item steady, Ksp is given in the accompanying model:           Ksp for AgCl is                          Ksp = [Ag][Cl]           Ksp for PbI2 is                          Ksp = [Pb][I]2      This gives the connection between the particles in the immersed arrangement and is the greatest fixation conceivable without making precipitation. In this lab, arrangements of lead nitrate and potassium iodide will be blended at various weakenings. The responses will at that point be seen to see so, all in all an accelerate does not happen anymore. Ksp will at that point be expressed as a scope of qualities at room temperature, and the hasten test cylinders will be warmed until the encourage is disintegrated so that Ksp might be watched and decided at various levels. In this test different arrangements of lead nitrate and potassium iodide were blended at various weakenings. Through the perception of the sum – or absence of accelerate framed in every weakening, the scientific connection between the particles in a soaked weakening might be resolved. This relationship is known as the dissolvability item steady, or Ksp, and is characterized as follows, “The Ksp for an ionic strong is given by the result of the convergences of the particles, each raised to the intensity of the coefficients in the dissolving response.'; (Heath Chemistry). The Ksp articulation gives the most extreme conceivable convergence of particles in an immersed arrangement without causing precipitation. In view of the condition for this test we can presume that the ksp articulation for this investigation is: Ksp = [Pb][I]2  â â â â The Ksp for lead iodide at 25oC is 8.5x10^-9. Through the replacement of the qualities for each test tube, the preliminary item, or KSPtrial was gotten. An encourage then framed in those test tubes who’s KSPtrial was more prominent than the Ksp, though if the KSPtrial was determined as being not exactly the Ksp, no hasten shaped.

Deviance Essay -- essays research papers fc

"Discuss how one of the sociological hypotheses of aberrance can be utilized to clarify social marvels, for example, erotic entertainment, medicate use, self destruction and disability." By Vanessa Neil 1 - Introduction 2 - A Brief foundation to the Interactionist Perspective 3 - More ongoing advancements in the Interactionist Perspective 4 - Using the Interactionist Perspective to clarify social marvels 5 - Conclusion Presentation Degenerate conduct has tragically been a continuous event in the public eye from the beginning of time, all the more perceptibly in life today. Sociologists have been incited to study and structure hypotheses so as to attempt to clarify why social wonders, for example, self destruction, prostitution and medication use happen in our general public. The Interactionist Perspective, referred to numerous as the Labeling Theory, is keen on social procedures and looks at degenerate conduct utilizing such strategies as social composing. The Interactionists underline the job that implications play in the formation of freak conduct and increase a more prominent comprehension of committing activities that others name as degenerate. A Brief foundation to the Interactionist Perspective So as to examine how the Interactionist hypothesis can be utilized to clarify aberrance, it is important to comprehend the verifiable turn of events and approach of this hypothesis. The Interactionists initially accept that there are no practices that are naturally freak. Furthermore, Deviant activities are just those which are characterized as degenerate inside a specific culture or setting. Along these lines Interactionists center around social procedures by which certain practices become known as degenerate and the ramifications for the individuals who are named freak. (Aggleton, 1987, chpt 4) The Interactionist approach was at its stature during the 1960’s and 1970’s, shedding a totally different, new point of view on the investigation of abnormality. Here in Australia inquire about on aberrance was essentially Functionalist and Positivist, Until 1970 when progressively basic methodologies, similar to the Interactionist point of view started to show up. (Chief, Nillan & Winter, 1997, pg 387) Strikingly the birthplaces of the Interactionist approach return similar to eighteenth century Philosophers, contending with Positivist’s about how to best clarify social conduct. In 1938, educator, Frank Tannenbaum initially watched the genuine responses to specific practices, instead of on beha... ...n going in our general public due to the ‘stickiness of labels’ and ‘the unavoidable prophesy’ in which individuals develop into further vocations of abnormality, and the freak cycle proceeds. Book index Aggleton, P. (1987). Abnormality. London: Tavistock Publications Anleu, S.L Roach. (1991). Abnormality, Conformity and Control. Melbourne: Longman Cheshire Goode, E. (1990). Freak Behavior. New Jersey: Prentice Hall Pontell, H.N. (1999). Social Deviance. New Jersey: Prentice Hall Rubington, E & Weinberg M.S. (1999). Abnormality, The Interactionist Perspective. Boston: Allyn & Bacon Chief, M & Nilan, P & Winter, G. (1997). The new Sociology for Australians. Melbourne: Longman Traub, S.H & Little C.B. (1994). Hypotheses of Deviance. Illinois: F.E Peacock Publishers Extra Reading Cohen, S. (1977). Pictures of Deviance. Britain: Penguin Books McGrath, J.H & Scarpitti F.R. (1970). Youth and Drugs, Perspectives on a Social Problem. Illinois: Scott, Foresman and Company Wilson, P.R & Braithwaite, J. (1978). Two countenances of Deviance. Queensland: University of Queensland Press

Critically assess how international investment law should be modified Essay

Basically evaluate how universal speculation law ought to be adjusted to address the development of outside direct venture from em - Essay Example The pattern shows an expansion in FDI outpourings from developing markets. During the 1980s, FDI outpourings from developing markets were roughly US$50 billion yearly. Since that time the FDI outpourings have increment exponentially. For instance in 2007 the FDI surges from developing markets was US$2.1 trillion and in spite of the monetary downturn in 2008, the FDI outpourings from developing markets was US$1.9 trillion.5 This pattern is additionally characteristic of the way that developing markets are turning out to be crucial players in the worldwide economy.6 It has been contended that the best technique for improving FDI inflows to developing markets is for both sensible and believable duties to both local and universal changes toward changing capital markets.7 This is especially significant in light of the fact that states wishing to draw in FDI inflows are liable for directing their household venture laws. The way where national laws and national market changes are made are i mperceptibly affected by â€Å"international lawful commitments or by monetary necessity.†8 International lawful commitments are coordinated by settlement commitments which are typically as Bilateral International Treaties (BITs).9 Multinational exchange understandings, for example, the World Trade Organization (WTO) and Preferential Trade Agreements (PTAs) additionally manage how individuals states must treat remote speculators, subsequently empowering more prominent portability of capital across borders.10 Since the 1990s, BITs between developing markets and between developing markets and created states have expanded exponentially.11 The primary trouble is that there is no â€Å"single model† presenting what ought to include global venture law comparative with FDIs.12 Given the multifaceted nature of FDIs, and the dangers and vulnerabilities, the need to adjust the rights and obligations of outside financial specialists requires some level of solidarity between state s.13 A progressively durable worldwide venture law system is likewise important for making everything fair between contending developing markets and between developing markets and created states.14 This examination study explores the complexities of FDIs, its centrality to monetary development and advancement in developing markets and contends that there is a requirement for the execution of universal speculation laws to adjust the contending rights and commitments of host state and outside financial specialist. This is especially significant for guaranteeing that rising states profit by the capability of FDIs to enable these state to create and develop in financially and politically noteworthy ways. The test under scrutiny in this examination is the degree to which universal venture law ought to be changed to forestall the exponential development of FDI surges from developing markets and to empower further development of FDI inflows to developing markets. Worldwide Investment Law R egulating FDIs Bilateral Investment Treat Law Since the 1990s there has been a critical increment in the quantity of respective outside speculation settlements (BITs).15 Studies show that BITs have expanded the progression of FDIs to developing markets especially those in South-East Asia.16 There is additionally proof of an expansion in FDI surges from and

DEMONSTRATION OF A CRITICAL UNDERSTANDING & AWARENESS OF PROJECT Essay

Showing OF A CRITICAL UNDERSTANDING and AWARENESS OF PROJECT MANAGEMENT ISSUES - Essay Example At present, it is very hard to track down a task, in progress without Project Management, as it tends to be cataclysmic toward the end with immense misfortunes of time, cash and notoriety. Indeed, even the workplace is in finished chaos, with everybody being befuddled over the sequencing of the undertaking. We as a whole realize that the way to progress isn't one without difficulties; and there are variables of Project Management that, if not satisfied appropriately, can cause preventions and along these lines, disappointment of the venture. Following are such factors alongside their strategies in a specific system. Data is the most essential asset for the culmination of a fruitful venture. It is principally worried about point by point data about the necessary gauges of the last item, the time given for its fruition, and the financial plan accessible for the errand. Data with respect to the idea of each part of the task is significant for the right decision of work power employed for that specific occupation, yet at the same time remembering spending imperatives. Similarly, you ought to know about spots where you can remove the most extreme out of the at first set spending when searching for the necessary hardware for the task. Absence of data can prompt a total calamity of the venture. ... For instance, in the event that you don't have data with respect to the point of the last item, it is difficult to fabricate an item that flawlessly meets its motivation. Absence of data in regards to the various imperatives and subtleties of the idea of the item can prompt a terrible decision of human and material assets alongside imperfect quality administration. Every one of these issues joined will make an item not even close to the necessary one. Let us keep the BSI (2006): 6079-4 structure in thought and experience it deliberately with deficient data. Initially, the plausibility of a venture can't be found effectively in the event that you don't have a clue about the nitty gritty nature of the item. At that point, a slight change in the diagram plan of the undertaking will begin a chain of occasions disturbing the plan and definite structures as well. This clearly causes abandons in building and development works and hence the ideal item isn't fabricated. (Organized PM and CW) Model: Figure 1: The Eden Project in Cornwall. Building (Rawlinson, 2006) The Eden Project is a recreational spot in Cornwall now in its fourth period of development. It has been a triumph as of not long ago as it is a colossal vacation destination and an extraordinary development venture being great inside spending plan and time limitations. Truth be told, it was really an achievement, as fine focuses from this task, were utilized in the improvement of the 'DLivering Success', a mainstream framework that investigations the status of a venture. The Eden Project is an enormous accomplishment as the data took care of into its system was proper and complete. It had no missing element either in its arranging, sequencing or in planning. That is the reason it has a perfect structure and is very inside the scope of the accessible time and cash. So now, we can see

Describe Leadership and Qualities of a Good Leader - 1100 Words

Describe Leadership and Qualities of a Good Leader (Essay Sample) Content: Leadership and Qualities of a Good LeaderNameInstitutionInstructorDateIntroductionLeaders and leadership is a field that has been faced with critical controversies. The qualities of the leader may be developed, inborn, or inspired by the followers. Many leadership theories that attempt to explain the concepts of leadership have been developed. The writer will evaluate his admired leader in the lens of the three leadership theories. The three leadership theories will be the trait, the behavior, and the transformational theory. The writer will explore the qualities that have made him a success and evaluate his personal leadership qualities in the lens of the admired leader. The writer will explain his idea and plan for his leadership improvement.Analysis of the Admired LeaderMy admired leader is the recent United States president-elect Donald Trump. The person has come from a humble background and has established a multi-billion real estate business building it from scr atch. In the last elections held in the United States, the person emerged the winner despite most of the former leaders failing to support him. The person was vying for the presidential seat using a political party that to the eyes of many was most likely to lose. However, the outcome of the results was a rude shock to most of the people that thought their opinions and votes would determine the results. However, for the keen people like me, it was possible to sit back and reflect on the leadership qualities that had made Donald Triumph despite the rejection of most of the people and the lack of the majority of the electoral votes.Donald can be explained as a leader that is capable of setting his mission and relevant goals that he is able to follow through (Ewoh, 2013). From the establishment of a multi-billion real estate business from the scratch, it can be inferred that the person had a higher mission and goals of seeing his business prosper. He has followed the mission and the vi sion that has seen the business grow from nothing to a world leader and competitor. Through his business involvements, Trump can be seen as a person that possesses appropriate negotiation and communication skills relevant for a leader and a winner. To close the deals in the real estate in a winning position, the person need to have the best negotiation skills and ability to determine the least value he can take in the deal and when to let go.Trump can be seen as a person that believes in himself and is not afraid of saying what he is convinced despite the other people`s perceptions. The idea of having the majority as right and the minority as wrong to him is alien. He believes that in most of the cases, the majority are misguided and it is the duty of the leader to transform them and make them see the light. He employed the design in showing that most of the Americans and the World was wrong about the leadership in the US and that it was in dire need for the change. Throughout his c ampaign, he stuck to what he had said despite receiving critical condemnation and dissipation from the people of different opinion that were perceived to be many.However, his conviction, patience, and ability to set goals and follow them through made him stick to his original plan (Ewoh, 2013, p. 124). It was quite fascinating to see the persons that were critiquing his ideas at first without giving them a thought pose and analyze the meaning and interpretation of the ideas later in the campaign. Donald had successfully employed the effective communication leadership strategies in his campaign. The issues that he had raised had caused stir and raised eyebrows in the US and in the globe. The design made sure that he had the attention of all the people in the America and across the globe. With their attention, what remained next was how to utilize the opportunity for his benefit and winning. Holding their attention depended on his leadership and performance that he utilized effectivel y throughout the campaign.Eventually, he disconnected from the interest at the final day by identifying with the other party, indicating his interest in protecting the concerns of the other party above his interests, disclosed what the other party was to gain by voting for him and what was at stake, and lastly, giving the voter the action point. The strategy represented the qualities of a good leader that identifies the concerns if the other party in the negotiations. The leader ensures a win-win situation for the concerned parties. Trump employed a rare marketing leadership stunt of prompting the target audience to towards a specific desired action (Ewoh, 2013, p. 129).Analysis of My leadership SkillsAssessment of my leadership abilities were developed in the four critical management functions and leadership perspectives. In the management dimension, I employed the systems management theories while in the leadership theory I employed the Maslows hierarchy of needs (Cory, 2004). My management design involves evaluation and focus on the effective performance of the organizational operation and functional non-human resources and the effective working of the systems through the human interface. I am a person that is focused on optimization of the organizational resources through multi-tasking rather than job specialization. I value innovation and creativity in the organization above the experience and the demonstrated skills and professionalism. I believe the creative and inventors are the workers that are responsible for changing the businesses and giving them a competitive upper hand in the business through invention and creation of bett...

Financial Forecasting Impacts In Strategic Growth Of Firm - 550 Words

Impacts Of Financial Forecasting In The Strategic Growth Of A Firm (Essay Sample) Content: Financial ForecastingNameInstitution AffiliatedDateIntroductionA financial forecast is a projection of the anticipated finances in terms of income, revenue and expenses. It gives a firm a reasonable idea of the anticipated revenues over a given period of time. This is essential to the strategic growth of the firm involved. Financial statements are also required in financial forecasting to ease the task of coming up with a business strategy. A firm has to come up with an accurate financial forecast to avoid business failure.DiscussionFinancial forecast should not be confused with a financial plan. Forecasting involves estimations, projections and anticipations of future finances. On the other hand financial planning involves clearly stated steps to generate and manage future finances. It is important to note that financial forecasting is a key consideration before coming up with a financial plan. Therefore, a financial forecast will highly affect the content of the fi nancial plan.A business plan is a tool for strategic planning which eventually if followed by strategic business growth. A financial forecast tries to predict what might happen in the future in terms of revenue and expenditure of a firm. This anticipated ensure that as a business lays down strategic steps it covers a given period with a general expectation. Planning also involves seeking financing. A forecast will project when the firm will need external funding and thus can be used by a bank as an evaluation resource before lending out a loan (Grant 2016). Therefore, financial forecast is important is seeking financial help which is important in achieving strategic growth goals of the firm.Very many risks face a business; that it why every entrepreneur needs to be a risk-taker. Unprecedented risks are the major causes in business failure. A firm that has a capability of foreseeing impeding risks will always have an upper hand in the market. This is what sets apart firms that are ab le to experience achieved strategic growth to be multinational and those that fail as startups (Bracker, Keats Pearson 1988). A well modeled financial forecast is able to foresee the expected and even at times unexpected risks and helping a firm in coming up with strategic growth plans that cater for the occurrence of the risks.Innovation is an important tool in strategic growth of a business. Firms that exhibit continued growth are always coming up with new products and ways to ensure the market is hooked up to them. A financial forecast is important when a company is to release a new product or employ new techniques into the market. The forecast will try to project the cost that the firm will undergo when launching a new product and the expected income that such products will earn the firm (Rhyne 1986). If the forecasting is precisely done, the firm will take measures to ensure that the business benefits maximally from the release of new product.A firm may use relevant employees to come up with a business forecast or may employ experts to do so. Whoever comes up with the business plan, they will be required to use financial statements. Financial statements help keep records of the business transactions. Forecast ideas are based on the firms financial sta...

Classical Composers Luigi Boccherini And Ludwig Van...

Luigi Boccherini and Ludwig van Beethoven are amongst some of the most well-known Classical composers of all time. They have contributed many works to the Classical Period and will forever be recognized and cherished as artists. Luigi Boccherini, born on February 19, 1743, was a Classical Italian composer and cellist. He was born into a musical family and at a young age studied in Rome, and later flourished under royal patronage. Beethoven, baptized on December 17th, 1770, was a German composer and pianist. Boccherini’s father began to give his son cello lessons when he was five years old, and continued his studies with Abbeà © Vanucci, the musical director of the cathedral at San Martino. Boccherini’s compositions were first published when†¦show more content†¦His orchestral music includes around 30 symphonies and 12 cello concertos. Beethoven composed 9 symphonies, 5 piano concertos, 1 violin concerto, 32 piano sonatas, 6 string quartets, his great Mass the Missa solemnis, and one opera, Fidelo. Beethoven devoted himself to study and performance and while working under Haydn’s direction; he sought to master counterpoint – counterpoint being the relationship between voices that are harmonically polyphony yet independent in rhythm and contour. This was European classical tradition, and much of the common practice of the Baroque period. Beethoven lost his hearing around 1798; having the cause of his deafness unknown, his hearing only partially recovered and during its gradual decline, was impeded by a severe form of tinnitus – the hearing of sound when no external sound is present. This is where he threw himself the music writing Sonatas for Piano and the second and third symphonies. The third symphony being in honor of Napoleon Bonaparte. The move from Heiligenstadt back to Vienna marked a change in his musical style. This was the start of his â€Å"heroic† period which was characterized by many original compositions of a grand scale – a term more frequently used as an alternative name for the middle period. Beethoven wrote the lastShow MoreRelatedMonteverdi, Vivaldi, Pachelbel, And Handel1708 Words   |  7 Pagesmusic. These periods are Baroque, Classical, and Romantic. In these periods there were several different composers who helped shape that period. Here are but a few in each of the period. In the Baroque period, some composers are Vivaldi, Monteverdi, Pachelbel, and Handel. There, of course, are much more as these are just four composers. First, Vivaldi, his full name is Antonio Lucio Vivaldi. Vivaldi was born in 1678 and grew to be an Italian violinist and a composer. He was born with angina pectorisRead MoreNotes On Beethoven String Quartet 1128 Words   |  5 PagesDaniel Hamin Go Dr. Reiko Fueting Beethoven String Quartet 11 May 2016 String Quartets by Beethoven One could argue that Ludwig van Beethoven’s string quartets are one of the most significant collection of compositions in the history of classical music. These works range from the very beginning of his career, to the very end of his life, and therefore are labeled as: early (op. 18), middle (op. 59, 74, 95), and late (op. 127, 130, 131, 132, grosse fuge, 135) quartets. This essay will examineRead MoreEssay on Baroque Music1669 Words   |  7 Pagessuch as fugues and cannons developed and different instruments were introduced. There were many composers that wrote music throughout the baroque era, some more significant than others but each contributing a large amount to the development throughout this period. Corelli was one of the first prominent composers of the Baroque era; he was an Italian composer and violinist writing music in a chamber style and in the form of the late baroque era. Corelli was born

Technology Is A Force For Social Change - 1257 Words

Facebook has been a one of the biggest phenomenons for the past decade and has had a huge affect mostly on the younger population. Technological determinism is that technology is a force for social change and Facebook does have some of the aspects of this. It is factor of â€Å"The Global Village† because we rely on it to connect with other people from all over the world. Facebook has fortified behaviors such as narcissism and shyness. In the younger generations Facebook has problems with dependency and addiction for it’s users. It has become a social norm in the younger generation to have a Facebook account and the younger generation who do not are in the small percentage. â€Å"Facebook (2014) reveal that as of March 2014 there were 1.28 billion active users on the site per month, and at least 802 million of these users logged into Facebook every day.†(Ryan,133). It is the most used social media site in the world and It has become apart of over 800 million peop le’s everyday lives. It seems sometimes people are controlled by Facebook it becomes apart of them. Technological determinism and Facebook share some of the same qualities but are not completely intertwined with each other. Marshall McLuhan composed the term â€Å"The Global Village† it states how technology allows for fast commutation connecting everyone together as one village. He was talking about television this was way before Facebook was even invented but Facebook to a certain degree integrates with this. An example of thisShow MoreRelated Does Technology Drive History? Essay688 Words   |  3 PagesA theme that appears over and over in discussions about technology is whether or not technology is the cause of major social, cultural, political, and economic changes in modern society. Of course, we can find many, many examples of technologies associated with enormous social changes. 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The Unwarranted Arrests Of The Gypsies - 999 Words

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Anti Aging And The Japanese Diet - 1273 Words

Anti-aging and the Japanese diet was a focal point of an article in the May 2011 issue of Life Extension. The Japanese diet is largely comprised of seaweed in which there are specific types that have high content levels of a certain substance referred to as fucoidans. These fucoidan molecules have an important role regarding numerous functions physiologically, and most people on the western part of the globe get very few of them. The Japanese Diet The people of Japan have always been known to consume a diet rich in fruits, vegetables and lots of fish. Along with their food is medicine perspective the population there, these two things combined are believed to have advanced them in aspects of anti-aging. Another distinctive key player†¦show more content†¦According to the article the fucoidans are related to halting inflammation while destructing invaders at the same time. 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Scientific Management for Planning and Organizing-myassignmenthelp

Question: Discuss about theScientific Management for Planning and Organizing. Answer: Introduction Management is the activity of managing the things or activities conducted in an organization. Management is the act of supervision and includes planning, organizing, staffing, direction control in a business in order to achieve goals (Morden, 2017). BOD (Board of Directors) have important role in the management. In this assignment we are going to discuss four approaches of management. First is scientific management. This method focuses on using scientific approach in each and every activity of organization that how work should be done, also match work according to the special skill of workers. Second is job enrichment, in this responsibility of employees is increased by assigning them some work of higher authority, which improves their position gives employee a greater satisfaction. In the third approach that is Japanese management concentrates on team work or collectivism. Finally in the fourth approach re-engineering, process of business is redesigned. Four Approaches to Management Scientific Management The idea of scientific management was given by Frederick Winslow Taylor. He was the first to bring in notice to work scientifically and defined the way work should be done. He suggested that managers should measure productivity scientifically and set high level of records for workers to achieve (Cohen, 2013). Managers should cooperate with workers. Scientific managers focused supervisors to walk around with stop watches and note pads carrying out time motion studies on workers in various department of the organization (Trujillo, 2014). It is the piece rate system in which workers are paid for the work done not for their time. It simplifies the job and increases efficiency productivity. Selection of the people who are right and efficient can be done by following this process and such people should be hired in future. It focuses on the lower level of management and the relationship among nature of work and workers (Jeacle Parker, 2013). Scientific Management leads to specialization, technical competence organizational efficiency. Principles of scientific management: Replace rule of thumb by scientific approach to get efficient management: Rule of thumb is basically guideline that is given on a particular subject or topic to accomplish a task. It develops by practice and experience by an employee whereas scientific management is knowing already what to do exactly and knowing this goals can be achieved easily. Assign work to the workers in which they have specialized skills: Scientific management focuses on the specialization. The persons who are specialized in a particular process brings more efficiency to the organization. Monitor task of workers, check the way they perform the activity and supervise them: Managers assign the task to employees check the way they perform initially and according to that they assign the work further and supervise them (Waring, 2016). Divide work between top level and low level of management so that managers can plan work to be done scientifically: Managers divide the task between top and low level management as managers are already known to scientific management which can bring specialization to lower level (Vance, et. al.,2014). Job Enrichment Job enrichment is the common motivational technique in which management motivates employees by giving them some extra work which was reserved for managers (Adeyemo, Sehoole Cueno, 2015). Job enrichment makes work more interesting and challenging. It reduces repetition of work. It provides opportunity for employees growth, achievement, advancement and recognition of employees. It gives satisfaction to employees and satisfied employees are more productive loyal towards organization (Saleem, 2012). Employees found themselves a level higher, also it reduces boredom. It is a medium through which employees learn new things and creates a better work for environment. Components of job enrichment: Social needs: Social needs can be appreciation, intimacy, acceptance, love, friendship, relationship, companionship and belonging. Social needs are essential for growth development. If a persons social needs are fulfilled then that person can save himself from depression, anxiety and loneliness (Dastranj Helali, 2016). A person feels encouraged when he or she is in good relationship with friends relatives. Problems of employees can be solved by interacting and supporting them, which helps them to contribute their efforts towards growth of organization. Achievement: Achievement is a motivator that an employee develops. Achievement can be something such as completing a project, reaching goal, achieving targets. It improves performance and increases productivity. Achievement leads to employee recognition. Once a person gets desired results then he is more focused on the work from which he achieves something. Achievement gives financial reward to employees in the form of bonus, incentive and gifts. Recognition: Recognition is the acknowledgement of an individuals efforts towards the growth of an organization. Employee recognition is important as it enhances employees loyalty, builds up morale, increases motivation let them know that their work is valued and they are important to organization. Some activities can be conducted for employees recognition such as leadership rewards, personal note to the employees, praise by top level management for the contribution of employees, gift them as a sign of appreciation, mention their achievements at notice board. Responsibility: When employees understand what other members of the organization expect of them, then it is much easy to understand their rights responsibilities towards organization. Responsibilities of an employee towards organization are to be punctual, loyal, treat customers as he is the owner of business, ensure safety and security of clients, and follow instructions of employer carefully. Employers responsibility is reporting to employees, ensure employees health and safety at work place, welfare of employees, guidelines, training and supervision and provide them instructions. Japanese Management The Japanese management approach was derived in japan in 1988. To see the success of companies in japan, many other countries also have opted this concept. This method is based on living style working conditions of japan. This concept stresses on improvement in quality and reduction of waste. The Japanese companies provide the best working conditions with best salary packages (Danford, 2013). But the job in these Japanese companies is a dream which is limited to the men and women who are graduated from top thirty colleges universities in japan. The students who dont get admission in these colleges and universities have no chance to work in these companies. So they have to work in small and medium size enterprises. The key features of Japanese management are: Practice of permanent employment: Employees are hired on the basis of their intelligence and educational background not on the basis on their specialization skills (Wakabayashi Yamada, 2017). These employees are hired directly from colleges and trained for six months to one year. After a few years of practicing in an organization, employees know each and every aspect of the company. If the employees survive for initial six months then they are expected to survive for their whole life in that organization only. This is productive to an organization. System of promotion and reward: Seniors have the better condition in the organization compared to the younger ones. Youngers accept this fact because they know that their condition will also be better in the future once they are experienced (Fried, et. al., 2014). So, seniority is given more importance in the organization and they will have more rewards and better promotions. Rewards are given in the form of tangible and intangible benefits such as low cost of loans, vacations and more. Decision making process: Employees have fully involvement in decision making process. Top level management has important role in the decision making process. Seniors understand each and every facet of organization, so they can take decisions appropriately. Youngers are kept away in decision making process. High salary packages: Companies who are following Japanese management are in better working conditions. Japanese management companies provide excellent salaries and permanent employment. These companies provide all the elite facilities, which increase their contribution towards the company. It is the dream of everyone to work in such company. Once the employees are satisfied towards company it will impart to companys progress. Employment welfare: Employment welfare is the main element of Japanese management. It is done by providing health care facilities, low rent homes, vacations, low cost of loans, medical facilities, holidays and more (Haghirian, 2016). Increment in salary and promotions are given every year based on their work. Welfares main purpose is to bring change and remove stress in the organization. Training: Training is given on time to ensure an employee meets the requirement of job easily. Management trainees who are recruited directly from colleges universities have to complete a six month probation period and are trained in the company way. Research Development activities are also conducted for the improvement of organization. Re-engineering Re-engineering approach also known as Business Process Re-engineering (BPR) is re-design of business processes to achieve improvements in productivity and quality. The concept of BPR was first introduced in 1990.BPR is the activity to rethink and redesign the processes that how work should be done which helps to reduce costs and achieve organizational goals (Abu Naser Al Shobaki, 2016). By concentrating on the ground up design of the business process BPR can restructure the organization for concentrating on the design we are supposed to follow some principles of re-engineering: Build-up leadership: Leadership is the most important principle of Business process re-engineering. A leader always lead and is followed by his followers. Qualities of a leader are honesty, confidence, creativity, positive attitude, responsible, sense of humor, ability to inspire and managing failure. Process orientation: Identify all the processes of organization and prioritize them according to urgency. Organize around outcomes, users of output must perform the task. Those who perform the process must use the output. Define customer needs: BPR is used mainly to increase customers. This is the reason a business keep on redefining the process to meet customer requirements. Capture information: Information and knowledge are the sources that are aimed to achieve competitive advantage. Capture information once and at the source (Matthews, et. al., 2015). Goal-oriented: A business should focus on the goals not on the task. If a business is not able to achieve the goals then the process is redesigned to achieve the goals. Stress on value added activities: This principle states that value added activities should be identified and focus should be on these activities as it adds something to organization. Non value added activities should be eliminated as it is time wastage plus resource wastage to an organization. Techniques such as ABC Analysis realizes the value focus principle. After knowing the principles of BPR, it is easy to attempt the process. Business process re-engineering is also called business process redesign, business process transformation. Steps involved in re-engineering process are: Refocus on customer needs. Put together a team of experts. Recognize all processes in an organization and redesign them if needed. Use information technology to improve performance and cut cost (Doumeingts Browne, 2016). Recognize issues related with organization. Improve business process of whole organization. An organization opts for re-engineering when it needs to be fast. After knowing the process of re-engineering, we need to concentrate mainly on these two points: Focus on leadership: An organization functions more effectively when the leaders are appointed. Characteristics of leadership include hardworking, competence, patience, involvement goal oriented. Leaders motivate employees to redesign the organization by using information technology. Leaders bring realization to employees that their efforts can contribute to organizational goals and can manage performance. Persons who are leading involve in the process of redesigning the process conducted in an organization. Successful and unsuccessful BPR depends on the competitive advantage of leadership. Successful BPR leaders use leadership style that fits into the type of task to be performed. This is the reason leadership is the reason for the high rate of success and failure of BPR projects. Focus on customer: BPR activities ultimately lead to increasing the number of customers and users. Customer satisfaction is the ultimately aim of BPR. Process is redesigned to response customer needs. The process of re-engineering is to make organizations more effective, flexible and efficient for their customers. Value added systems are also recognized to satisfy and prioritize them. Value added systems are used to generate valuable output of value to the customer. It directly increases the profitability and efficiency of the organization. Conclusion From this report, it has been concluded that organizations have become more efficient and productive after applying scientific techniques because scientific management leads to specialization. Employees become more responsible and loyal to the organization after applying job enrichment because repetition of work is reduced and position of employees is improved. After adopting Japanese management, companies started providing better work conditions with good salary packages and employee welfare is also given more importance. So, as a result employees started giving more contribution to the organization. Companies whose performance is not good have started re-designing the process of organization and as a result company gained competitive advantage. Information technology is also applied in the process. This shows that scientific management principles are important to the organization. References Abu Naser, S.S. and Al Shobaki, M.J., 2016. Enhancing the use of decision support systems for re-engineering of operations and business-applied study on the Palestinian universities. Adeyemo, K.S., Sehoole, C. and Cueno, C.G., 2015. The use of the job enrichment technique for decision-making in higher education: The case of the Philippines.SA Journal of Human Resource Management,13(1), pp.9-pages. Cohen, Y., 2013. Scientific management and the production process.Science in the twentieth century (Amsterdam, 1997), pp.111-24. Danford, A., 2013.Japanese management techniques and British workers. Routledge. Dastranj, F. and Helali, F., 2016. Implementing" Job Enrichment" with using Ergonomic Checkpoints in an'Appreciative Way'at a Manufacturing Company in an Industrially Developing Country and its Meta-reflection.Journal of Ergonomics,6(4). Doumeingts, G. and Browne, J. eds., 2016.Modelling techniques for business process re-engineering and benchmarking. Springer. Fried, Y., Laurence, G.I., Shirom, A., Melamed, S., Toker, S., Berliner, S. and Shapira, I., 2014. The Relationship Between Job Enrichment And Abdominal Obesity: A Longitudinal Field Study Of Apparently Healthy Individuals.Cardiology,128, p.70. Haghirian, P. ed., 2016.Routledge Handbook of Japanese Business and Management. Routledge. Jeacle, I. and Parker, L., 2013. The problemof the office: Scientific management, governmentality and the strategy of efficiency.Business History,55(7), pp.1074-1099. Matthews, J., Love, P.E., Heinemann, S., Chandler, R., Rumsey, C. and Olatunj, O., 2015. Real time progress management: Re-engineering processes for cloud-based BIM in construction.Automation in Construction,58, pp.38-47. Morden, T., 2017.Principles of management. Routledge. Saleem, S, 2012, The Impact of Job Enrichment and Job Enlargement on Employee Satisfaction Keeping Employee Performance as Intervening Variable , Kuwait Chapter of Arabian Journal of Business and Management Review.- 2012, Vol. 1, No.9, Pages 145-165. Vance, E.D., Loehle, C., Wigley, T.B. and Weatherford, P., 2014. Scientific basis for sustainable management of Eucalyptus and Populus as short-rotation woody crops in the US.Forests,5(5), pp.901-918. Trujillo, T., 2014. The modern cult of efficiency: Intermediary organizations and the new scientific management.Educational Policy,28(2), pp.207-232. Wakabayashi, N. and Yamada, J.I., 2017. 8 Networks and management in the Japanese creative.Japanese Management in Evolution: New Directions, Breaks, and Emerging Practices, p.157. Waring, S.P., 2016.Taylorism transformed: Scientific management theory since 1945. UNC Press Books.

Quality Management IIntensity on HRM †Free Samples to Students

Question: Discuss about the Quality Management Intensity on HRM. Answer: Introduction: Total quality management tool is considered as the total productive maintenance which demonstrates the approach of management to long term success by customer satisfaction. In the effort of total quality management, all members of the organization involve in the process of improving of the products, culture and services (Youssef, Youssef Ahmed, 2014). Dominos Pizza Enterprise has the largest chain of Pizza in Australia in terms of networks sales and network store number as well. It has been analyzed that it is the largest franchisee in the world for the brand of dominos pizza. Quality function deployment and problem solving process are the two total quality management tools which are selected in the dominos pizza. These two tools have been chosen because quality function deployment is the easiest way for a group to build a multiple ideas about the known problem. It would facilities to bring the possible solutions. Problem solving process is a useful decision making technique. It is the time management technique tool which helps dominos pizza enterprise to solve a problem by analyzing ten various factor in the favor or against a change. Quality function deployment will be effective tool for Dominos because it has the process capability. The success of Quality function deployment will be dependent on the team effectiveness (Talib, Rahman Qureshi, 2013). Work of two quality management tools Quality function deployment is approach to define the needs and requirements of customers in to specific plans. It helps to produce products to meet their needs appropriately. It is considered as the key of improvement quality by total quality management is connecting the designs of products and services in the procedure so that quality in products could improve. QFD refers to translate the requirements of customers in to efficient requirements of technical for each step of product or services deployment and manufacture. Problem solving and decision making is interrelated. In the TQM tool of problem solving involves identification of problems to implement the solutions (Kumar, Kumar, Sharma Sharma, 2017). For instance, in the earlier procedure we might need to decide when research should stop in to the problem and seek out to recognize the potential solutions. In that case dominos need to decide and take final decision along with deciding how to provide this solution to the customers who found it and can implement it. It is the tool which helps to determine business to take the decision in the favor of growth of the business. Decision making considerations is involved value and amount of information, utilization of management information system and creativity and decision making (Dale, 2015). Address the challenge The challenge in dominos enterprise is operations, decrease in sales mature, low staff retention and lesser number of eateries. It has so many franchised outlets which give outcomes to handle operation inefficient way. Population of Australia is health conscious and due to this revenue is getting decreased which have impact on business. The major challenge of dominos is lack of training and development program which is the reason of high attrition. It has been analyzed that dominos has number of delivery outlets in comparison of eating joints which is a issue in places such as malls and open market where mostly customers wants a place of sitting (Kassela, Kassela, Papalexi, Papalexi, Bamford Bamford, 2017). A quality function deployment is a formal method which involves considerable discipline for execution. It is ongoing commitment of resources that make ensure business about the release of potential benefits. To reduce the issues of Dominos pizza Australia, quality function deployment is a set of tools which will support the quality management of dominos. The approach of quality function deployment includes a strong focus on the needs of customer and desires. The focus of this approach is so string in comparison of any product or service design (Jimnez-Jimnez, Martinez-Costa, Martnez-Lorente, Rabeh, 2015). Implement the use of the selected tools within the Dominos The use of quality function deployment can be implemented by Dominos to resolve the issue of operations in dominos, QFD should implement following terms in systematic term. Describe top management commitment to QFD. To help supervision of worker collaboration in the efforts of QFD. To implement and support the QFD actions, build effective use of information and data of the business. Maintain effective relationship with customers. Make enable employee of dominos to develop and use of their capacity to satisfy the customers. To focus on increasing the tea building of QFD and flexibility approach that build synthesizing innovative ideas. Problem solving process is another aspect of total quality management functions; it is the process which is followed by every individual on daily basis. The movement of quality management is being involved in the progress of a range of process with include to solve the issues and decision making being efficient, ethical and justifiable (Skordoulis, Sparangis, Stampolis, Mougkolia, Papageorgiou Chondreli, 2015). It is the process which will help dominos to demonstrate what result must be achieved for an issue to be resolved. It has been evaluated that there are numerous ways to describe the issues. Recognize the two types of issues that are existent and latent. It stated by Asif, Awan, Khan, Ahmad, (2013), a problem can be solved in easy manner only when its contingency has become impossible or less probable. There are some several steps which should be implemented by dominos to take decision for solving the issues regarding operations and decreasing sales in mature of dominos. Thes e steps are mentioned below: Recognize the initial issues or problems. Illuminate the problem. Dictate the actual cause of root of problem. Develop and implement a preventive. Evaluate the effectiveness of preventive in solving the problems. Change the view. By using these steps, Dominos can implement the use of quality function deployment and process of problem solving in its business in appropriate way. References Asif, M., Awan, M. U., Khan, M. K., Ahmad, N. (2013). A model for total quality management in higher education.Quality Quantity, 1-22. Dale, B. (2015).Total quality management. John Wiley Sons, Ltd. Jimnez-Jimnez, D., Martinez-Costa, M., Martnez-Lorente, A. R., Rabeh, H. A. D. (2015). Total quality management performance in multinational companies: A learning perspective.The TQM Journal,27(3), 328-340. Kassela, K., Kassela, K., Papalexi, M., Papalexi, M., Bamford, D., Bamford, D. (2017). Applying quality function deployment to social housing?.The TQM Journal,29(3), 422-437. Kumar, V., Kumar, V., Sharma, R. R. K., Sharma, R. R. K. (2017). Relating management problem-solving styles of leaders to TQM focus: an empirical study.The TQM Journal,29(2), 218-239. Skordoulis, M., Sparangis, P., Stampolis, O., Mougkolia, I., Papageorgiou, A., Chondreli, C. (2015). A Framework for Quality in Education: Applying Quality Function Deployment to a Higher Education Institute. InProceedings of eRA-10 International Scientific Conference(pp. 1-10). Talib, F., Rahman, Z., Qureshi, M. N. (2013). An empirical investigation of relationship between total quality management practices and quality performance in Indian service companies.International journal of quality reliability management,30(3), 280-318. Youssef, E. M., Youssef, M. A., Ahmed, A. M. M. (2014). Total quality management intensity and its impact on HRM practices in manufacturing firms.International Journal of Productivity and Quality Management,13(4), 495-512.

Walking in another Persons Shoes How It Feels to Be Blind

Table of Contents Introduction How It Feels to Be Blind Conclusion Reference List Introduction Knowing what other people go through in life is easy, because it is matter of listening, reading, watch and sometime witnessing their experiences. Although experiencing other people’s feelings is almost impossible, one can learn and understand what others are going through by trying to ‘walk in their shoes.’ There are so many activities that can bring out this feeling in one, regardless of whether you have certain special abilities or not.Advertising We will write a custom essay sample on Walking in another Person’s Shoes: How It Feels to Be Blind specifically for you for only $16.05 $11/page Learn More For instance, trying to understand how it feels to be older becomes a reality gradually one grows older, or to understand how it feels like to be a father, mother, husband, or a wife can only become real when one bears the responsi bilities associated with each. The same case applies to experiencing what individuals who are disabled, for example blind feel. Although states like being blind, homeless, insane, or poor may never happen to many individuals, it is good to understand how individuals in this state feel, in order to be able to associate and treat them with respect. This essay will discuss ways in which one can learn and understand how it feels to be blind. How It Feels to Be Blind The main purpose of walking in someone else’s shoes is building empathy. It should be noted that building empathy depends on the different situations and experiences of the persons who you want to share their experiences. When an individual is blind, such an individual naturally feel a sense of detachment, curiosity, frustration and skepticism, because of the discomforts and challenges, which are associated with their situation. Hence, to be able to experience what these individuals to, it is important to have a sense of involvement and empathy. For example to experience the psychological state of being blind, individuals should try to close their eyes and assume they are blind. After assuming this, they should try to do thing as if they are blind, as this is one of the ways of experiencing the kind of difficulties that blind individuals go through as they try to execute their daily duties. Through this, many can realize that, they have no clues of so many things, more so the intangible ones that need the sense of sight. For instance, explaining to a blind person about different colors and how the sun looks like is very hard. As research studies show, most blind people have visionary experiences when they are awake and asleep, but they do not leave any reference point of perceiving them – there cannot say it looks like something. Hence, for them, they do not know whether things they hear of exist in reality.Advertising Looking for essay on psychology? Let's see if we can help you! Ge t your first paper with 15% OFF Learn More Such is the case because they use the power of imagination through what they feel, smell, hear and taste. Hence, by closing eyes and trying to perform some things, individuals will experience the same and learn to appreciate and help any blind person (Foley p 1). In addition to this, individuals can involve themselves in games that involve blindfolding each other and trying to locate objects or identify other people using their voices. Through failing to execute these duties, individuals will lean the kind of difficulties, which blind people go through, more so when it comes to using their simple Godly given perceptions to make sense of their world. On the other hand, individuals should interact with these blind individuals in order to understand how to manage their lives. This is important, because firsthand experience will make one to hear the reality of things from the â€Å"horse’s mouth†; hence, enhance the devel opment of healthy relationships. Conclusion In conclusion, to â€Å"walk in somebody’s shoes†, individuals must endeavor to involve themselves in activities, which will give them an opportunity of feeling or experiencing what individuals with such disabilities feel. For example, although one cannot fully experience the hardships that are associated with blindness, closing eyes and trying to do their normal duties, one can somewhat feel what it feels like to be blind. Reference List Foley, Kate. The Blind Child and Its Development. Future Reflections, 28.2 (2009). Web. https://www.nfb.org/sites/www.nfb.org/files/images/nfb/publications/fr/fr28/fr2/fr280206.htm This essay on Walking in another Person’s Shoes: How It Feels to Be Blind was written and submitted by user Plazm to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Arguments For High School Students

Arguments For High School StudentsWriting arguments and essays for high school students can be a great exercise. With a little guidance and good reading material, students will learn to create strong arguments that have legs. And with good writing skills, it's easy to turn an argument into a great piece of writing.Since so many high school students are involved in debating or writing about controversial issues, teachers are having a hard time choosing good argumentative essay topics for students. But you don't have to sit down and try to come up with some of the best ones yourself. There are several places where you can find some ideas. There are also plenty of resources available on the Internet.First, if you're interested in some great arguments that can be used in the classroom, try reading some of the law review articles. Law review articles are written by experts who help students apply and refine their ideas, and they also review some of the top issues in the legal community. T hey also help students develop their writing and presentation skills.Second, check out the Journal of Contemporary Issues in Education. This is a nonprofit magazine that focuses on debate and high school essay topics. It also publishes a quarterly newsletter with a lot of great advice for writers and essay topics. The Journal of Contemporary Issues in Education also contains a large number of printed copies for sale.Finally, you might want to check out some of the online sources. Online sources can be accessed free of charge, and there are many questions and answers sections on the internet that you can use to help you choose some good argumentative essay topics for high school students. Also, these sources can be searched for tips and information that will help you come up with better arguments.The most important thing to remember is that you can't just choose some sites to read, without thinking about what your high school students will use those topics for. But once you have a go od list of argumentative essay topics for high school students to work with, you can go back and look at the different sources you found. This will help you narrow down your list and make sure it fits the students' personalities and needs.Good high school students are often very active and love debates and discussions. Make it easy for them to do that by providing them with some great debate topic essays.

Catcher in the Rye- Personal Impact essays

Catcher in the Rye- Personal Impact essays This summer, my AP English reading assignment came, and one of the three books assigned was The Catcher in the Rye by J.D. Salinger, published in 1951. The letter read a book about a prep-school boy tells of the days preceding his admittance to a mental institution, not what I was expecting to read that summer. Since I had never heard of the book, I saved it for last. When I began to read the book, by the first page I could already tell it was not at all like any other book I had read before, especially as a school assignment. I didnt put that book down until I had finished it a few hours later, in the middle of the night. Then I read it again, and again- a total of six times before going to school the first day. The book wasnt a book that in reading I just read and forgot about. I was actually pulled into Holdens mind, thinking like Holden, for a short time, becoming Holden. And in doing so, I learned a new perspective. When in places my own thoughts went along with Holdens, the book helped me realize how well my way of handling some of those thoughts actually was working out, for I wasnt in a mental ward, failing out of school, or walking mindlessly throughout NYC. Also, the differences between our thoughts gave me more realization in seeing how others may be feeling around me, and I could never really tell, because no one could ever realize what pain and trouble were inside Holdens mind. Holden helped me realize that not everyone does what I do, and that not everyone is truly capable of doing what Im doing. In that, I realized that I need my own way to vent, otherwise I may end up just as Holden did. ...

Hearing Sounds Assignment Example | Topics and Well Written Essays - 500 words

Hearing Sounds - Assignment Example The outer ear is composed of three parts which are the pinna (or auricle), the external auditory canal (or external auditory meatus), and the tympanic membrane (or eardrum) (Net Industries and its Licensors ,par.2). The pinna is the organ on the side of our heads that we commonly call "the ear". The external auditory canal is a passageway in the temporal lobe of the skull that begins at the ear and extends inward and slightly upwards. The outer one-third portion of the canal is lined with a membrane containing ceruminous (ear wax producing) cells, and hair cells which protects the eardrum by trapping dirt and other foreign bodies. The purpose of the cerumen and hairs is to protect the eardrum by trapping dirt and to keep the canal moist. The tympanic membrane or eardrum is a thin, concave membrane stretched across the inner end of the external auditory canal and serves as a transmitter of sound by vibrating in response to sounds traveling down the external auditory canal, and beginni ng sound conduction in the middle ear. The middle ear starts from the inner surface of the eardrum. It is connected to a chain of three small bones called the ossicles, known as the malleus (hammer), incus (anvil) and stapes (stirrup). These bones conduct sound waves from the tympanic membrane to the inner ear.

Stanley Fish's Critique of John Locke's Concept of Toleration Essay

Stanley Fish's Critique of John Locke's Concept of Toleration - Essay Example Locke argues that there is no religious support for use of coercion, and thus it should not be used to bring persons to salvation. He also often cites his concerns on the level of hypocrisy, he points out that those persons who are so quick to persecute are themselves ignorant of the most grievous sins that happen around them. These transgressions represent a much greater threat eternally than do the sins that they seek to persecute. In the letter, Locke cites many more but similar religious arguments; he further proceeds to provide three reasons which he believes should provide enough grounds for preventing the state to coerce people into adopting specified religious beliefs. First, he identifies that the concern for human soul has not been bequeathed to the magistrate by either God or humans. This argument borders on the view presented in the Two Treatises to confound the natural freedom and sameness of humans. There is no authority within the Bible that requires the magistrate to commit people to the actual faith and that persons should not agree to such an idea for the state as it is impossible for human, at will, to accept as true what the magistrate identifies as true .Their faith is founded on that they consider as true and not really what they wish. Locke’s second argument holds that as the government’s power is yielded in its force, and religion is primarily about free choice founded on inward persuasion of the mind, then it follows that force cannot be used to compel people to follow religion. The third and last argument identifies that even though human’s state of mind could be altered through force, a state where all joined the magistrate’s religion would not bring additional people to the true religion. This is due to the fact that most magistrates ascribe to false religions. Locke’s view on religion and the state has been respected for a favorable period of time, it is not also uncommon to see modern person relat ing with the very elements of his thoughts. This should not be taken to mean that his argument as detailed in the Letter Concerning Toleration is flawed but it means that just like in every philosophical work owner’s prejudices find their way into the argument (Fish, 1997:2255). This is often exposed by a through look at the point’s advanced and constructive criticism of the same allowing a subsequent reader to identify the areas of weakness. Such is the case with Locke’s arguments, a number of modern thinkers have criticized his argument bringing out weaknesses that seem to weaken the argument. In the following part, this study focuses on such criticism as advanced by Stanley Fish. Fish’s criticism titled Mission impossible: Settling the just bounds between the church and the state seeks to reconcile the two, religion and state a task which appears impossible under John Locke’s restoration argument. Fish’s argument starts with Locke’ s assertion at the beginning of his letter that every church is orthodox to itself and that in a situation where there emerge conflicts between these orthodoxies there would be no one on earth able of moderating between them. In such situations Locke insists on the need for tolerance, however, the problem is that if this is allowed to regulate behavior then the role of government as a regulator of wrongful conduct would be curtailed by those who cite that their wrongful conduct is informed by their

Safeways Human resources management Essay Example for Free

Safeways Human resources management Essay Introduction I will be looking at the way Safeways Human resources management is run, Safeway is one of the leading grocery retailers in the UK with annual sales of around à ¯Ã‚ ¿Ã‚ ½9 billion, 90,000 employees and nearly 480 stores nationwide. Their stores attract around 8 million shoppers every week. Originally they were a US owned company called Safeway Food Stores Ltd. Their first UK store was opened in Bedford in 1962. Over the next two decades the companys portfolio of stores rose to 133, establishing it as a serious player in the booming UK food retailing market. This success reflects the radical changes they have made in the way they do business and their strategy is based on four key objectives which is focus on product and price, best at fresh, best at availability and best at customer service Argyll was formed in 1977 by James Gulliver and named after his Scottish birthplace, the company grew rapidly through acquisition, and during the 80s Argyll focused its retailing operation on the Presto brand while also operating a range of other food and drinks businesses. By 1987, Argyll had the necessary financial muscle to make a bid for the Safeway name and estate. In February 1987 Argyll bought the UK arm of Safeway for à ¯Ã‚ ¿Ã‚ ½681m and with it came a distribution network and the Safeway name, a programme was launched to integrate the best systems and processes from each company and convert many of the larger Presto stores to the Safeway fascia. As its food retailing operations became more important, Argyll began to sell its non-core businesses and invested in a massive store opening programme. In 1996 the company name was changed to Safeway plc and all stores reframed under the Safeway identity. Their human resources support management in recruitment, induction and training. HR policies on terms and conditions of pay and benefits, performance management, training and career development apply to all Safeway people. It believes that by building sustainable advantage over our competitors it can only be done through Safeway people. We are creating a business culture in which our people are passionate about our products, our stores and everything we do. If their employees have an unbreakable will to compete and have the skills, knowledge and resources to do their best every day. The Human Resources operation within Safeway affects all departments and impacts on all members of staff. Human Resources Managers are responsible for attracting, developing and retaining people who are great assets to the stores. They provide expert advice on a range of employee issues and work to help people achieve their full potential. Their HR strategy has been broadened to ensure they prepare both their business and people for the future and will continue to develop managers in the key areas needed to support this phase, e.g. change. Leadership will be a requisite skill to support their people and managers will receive ongoing development in this area. Safeways entire Supply and HR Divisions recently became Investors in People accredited. In the case of the Supply Division this achievement was unique as they employ both permanent employees and contractors at third party depots. Human Resources Planning The function of human resources within a business is considered to be one of very important elements in running private and public enterprises besides the financial capital. It envisages manpower planning which focus on the various ways of attracting sufficient candidates with the right qualifications. Broadly speaking, the role of human resources include among others manpower planning, recruitment and selection, training and development and performance of management so that a business can have the best people for jobs who are able to perform their respective tasks to the highest level possible. Other responsibilities also include designing jobs that are interesting, keeping within the law on issues such as health safety, equal opportunities, sex race discrimination and termination of employment. Another responsibility also include dealing with trade unions, staff association, disputes, industrial tribunals and other legal actions, also ensuring that organisational structures and procedures allow employees to express their views, ideas, complaints and worries. If a business is expected to be effective and efficient it needs to manage its employees or human resources well. If workers are well managed they will be happier, better motivated, more responsive and more productive. Badly managed employees are more likely to be less enthusiastic, less willing to show initiative and likely to miss work. and finally less productive. The external labour market is also considered to be a very important factor when dealing with human resources. It is made up of potential employees whether they are locally, regionally or nationally that may have the skills and experience required for a particular business. Manpower planning should cover the analysis of both internal staffing resources, and the monitoring of the availability of labour from external resources. If a business fails to analyse the pool of recruits within the working population both local national then it runs the risk of not being able to satisfy any additional manpower requirements from external sources. There are many different factors that affect the size and nature of the labour market. Labour Market The Labour market is defined as the combination of labour demand and labour supply. Labour demand refers to the total number of workers or even working hours required by employers and is usually measured by the number of jobs plus vacancies. Labour supply refers to the total numbers of hours that labour is willing and able to supply at a given wage rate. It can also be defined as the number or workers willing and able to work in a given occupation or industry for a given wage. National Labour Market A business must consider its ability to meet its manpower requirements so that it can operates efficiently and at the same obtain profit or at least cover its running costs in the short run. Overall a national labour market is influenced by the following factors: * Trends in the size of the working population. * Competition for labour within businesses industry. * Overall level of economic activity. * Education and training opportunities. * The effect of government legislation. A national external source also has to be considered, these include national policies, demographics trends and developments which can affect the ability of a business to recruit certain types of labour. Similarly all these factors can have an implication of salary levels and the conditions of employment. We can easily say that manpower planning must also take into account the following factors: * Economic trends which will affect the demands for different types of labour e.g. in todays environment there is a greater demand for people with technology skills. * National demographic trends may have particular implications for the growth of the working population. * Education and training trends which change the structure and emphasis of university courses and the provision of technical and vocational education in schools and colleges. * New legislation including government policies and European Union directives on wage and salary negotiations, the role of staff associations and trade unions, equal pay, sex discrimination, employment protection, working time and industrial relations. Local Labour Market Business needs to be aware of the labour supply in the location they are operating, they need to know about future and current supply trends. In order for a business to gain a clear understanding of the local supply conditions they must have access to such statistics. Other information can be obtained by local employment offices and job centres which have details of unemployment figures for their particular area, local employers also want information on local wage rates and income levels in order for them to pitch an appropriate wage level to recruit or attract the right sort of employees. The types of information a business needs to know about local employment trends are the following: * Local employment gives an indication of the general availability of labour and state how easy or difficult it will be to recruit. * Local Skills shortage, there are job roles that go into decline because the skills required for certain jobs are becoming redundant. * Competition for employees, it is in a business best interest to know whether its competitors are expanding. * Availability of labour. Local external sources have to be looked over when assessing future manpower requirements and how it can be satisfied by local labour markets and manpower planning should take into account the following: * Developments in the local transport system that determine the effective catchments for labour area. * Demographic trends paying particular attention on the overall size and age structure of the local working population, e.g. if there a lot of graduates in the area they might consider recruiting them. * Housing and the availability of different types of accommodation. * Environmental developments that influence the attractiveness of the area as a place in which to live, more homes and people. * The local effect of any changes in the governments regional and urban development policies, e.g. if a new retail park opens, there will be more jobs. * Unemployment rates and the availability of workers with particular skills, qualifications and experience for example higher labour market available for work higher demand for certain jobs then wages get higher. * The availability of part time and casual labour, e.g. students and mothers. * The quality of local education and training providers, people will be more skilled which means higher wages. * Local competition for labour and its impact on pay rates and fringe benefits e.g. one company might look at what benefits another company offers. Manpower planning and internal staffing resources The purpose of manpower planning within different organisations will vary and it is important to identify this purpose i.e. why your organisation needs to do manpower planning. Once the purpose is clear, then it is important to develop a consistent approach to meet these needs. Manpower Planning is the process by which an organisation determines its human resource management needs and issues, and develops and implements plans to address them, it also gives a clear picture of the supply of labour available to a business internally for example skills, attributes and the potential of the current employees. At this level the manpower planning function deals with understanding the staffing requirements necessary to implement the organisations overall plans. The focus here is on the wider implications of the organisations manpower plans in terms of, for example, skill mix and development programme requirements, as they affect the organisation as a whole. Manpower planning at an operational level deals with specific programmes defined as necessary by management to meet their objectives. Research and experience shows that workforce planning fails when it is applied in a manner which is inconsistent with the needs of the organisation. If it is viewed as too complicated, lacking serious senior management support or focused on issues which are not important to the organisations success, it may be perceived as just another personnel procedure. However, when it involves managers in meaningful and significant ways, when it provides useful information and stimulates effective decision making and when it addresses important issues before they become expensive problems, then workforce planning is seen as a valuable process of management. This should be based on a manpower inventory consisting of computerised personnel records on each employee which cover the following: * Age, gender and martial status. * Date employment commenced, the first day of their work. * How the employee first heard of the vacancy with the business, whether it was recommended. * Job title. * Department, section and job location. * Employment status (hourly, full-time, part time, shift). * Previous job titles within the organisation, whether they were once a checkout assistant and now a manager, we know that skills are there. * Previous work experience with other employees. * Performance and attainment, their ability. * Qualifications. * Training and development, what type of training they have and if they need more strengths. * Potential for transfer or promotion. Information from manpower planning can be analysed to help determine the resources that an organisation possess, and also identify important trends that may have implications for its future labour requirements. This plan should include records of employees that are no longer within the business and the reasons why these employees left for example if it was the companys fault or employee personal reasons. It gives an opportunity for measuring and analysing: Labour Turnover Labour turnover occurs when workers leave an organisation and need to be replaced by new recruits. The main reasons that workers leave are: à ¯Ã‚ ¿Ã‚ ½ Resignation (both voluntary and due to incapacity pregnancy, ill-health, etc) à ¯Ã‚ ¿Ã‚ ½ Dismissal (including redundancy). à ¯Ã‚ ¿Ã‚ ½ Retirement. It is calculated in percentage terms using the following formula: Labour turnover = number of employees leaving over specific period x 100 Average number of people employed A labour turnover ratio of 25% is generally considered acceptable, however when the rate reaches 30% or more, an organisation will need to pay attention to this particular area. High labour turnover can be expensive, although the actual costs are difficult to estimate. To get some indication, organisations can start by adding up the most obvious expenses those of advertising, recruitment and training, together with the cost of associated management and supervisory time. The annual total could well convince the organisation that time and effort spent reducing labour turnover is cost-effective. Increased expenditure on recruitment and training represents only a small proportion of the total cost of labour turnover. Much greater costs may be incurred through: * Poor recruitment with the wrong people being selected for the job, perhaps interviewer did not select the right person. * Low levels of motivation within a department. * Employee dissatisfaction with unfavourable wage rates or working conditions maybe not getting enough for their use and may introduce fringe benefits to keep their employees. For example Safeway offer a competitive salary and an employee can look forward to a range of benefits including: * Generous holiday entitlement. * Contributory pension scheme. * Staff discount card. * Subsidized meals and drinks. * Share save scheme to become a Safeway shareholder. * Safeway Lifestyle Voluntary Benefits which are a wide range of discounts on services including mortgages, electrical services, personal travel services and fitness. * Bonus scheme. * Staff uniform. * Premium payments for Sunday working. Safeway employees become eligible for further benefits such as medical cover as their career progresses, and their store social committee organizes different number of activities like theatre trips to Christmas parties. * Failing induction process and employees are not made to feel comfortable. It is also important that Safeway measure the labour turnover rate to warn of potential problems, so that the management can take appropriate action. The replacing of employees can cause a lot of disruption in the efficiency; it can also create costs for recruitment and training. For Safeway to meet its manpower planning it is important that it minimises labour turnover. Labour stability index This outlines stability because it emphasizes the employees that stay within the business rather than those that leave, this is another important ratio that is used and a measure which is more suitable is the labour stability index, as the labour turnover is generally measured. The labour stability index is measured by this formula: Labour stability = number employed with more than 12 months service x 100 Total number of staff employed one year ago The labour stability for Safeway is: 157 x 100 196 Labour stability = 80 The index stability represents stability because it emphasizes those employees that stay rather than leave. The labour stability, which is 80, means that only 20% of workers leave, so this is a very good employment for Safeway. Sickness and accident rates Absences are bad for companies as work is not done, and sickness rate is measured using the following formula: Sickness rate = number of working days lost per year due to illness x 100 Total number of available working days Due to the Health and safety at work act 1974, an organization is required by law to investigate a keep a detailed record of its accident rates, accidents can be caused by factors such as: * Insufficient safety training. * Stress, caused by too much to do. * A lack of safety equipment. * Poor motivation, money related perhaps due to unhappy with their work surroundings. These factors can result in ineffective working practices and reduced efficiency, keeping records allows an organization to protect itself from legal actions and will help identify and deal with causes of accidents before problems occur. Safeway circulate an annual health and safety report to employees in order to illustrate where we are and actions underway to improve our health and safety performance. They are always encouraging employees to consider key health and safety challenges facing Safeway and how they can make a difference: * Protecting members of public and visitors visiting Safeway premises. * Reduction in stock handling injuries to staff. * Motivation and training of staff in health and safety. * Improving the safety of contractors during construction and maintenance operations. Age Structure This information is useful for several reasons, it will help highlight a potential staff shortage that may be caused by a large number of employees all reaching retirement age, mostly students are most willing for jobs. When deciding the allocation of training opportunities a detailed analysis of the age structure of the workforce is needed, for example who is in need of training and you would not give training to pensioners, elderly as they are not in need of it. Succession This analysis identifies any managerial and supervisory posts that face a weak replacement position and for this reason the assessment of employees must be a continuous process, the manpower plan allows plans to be made for the effects of retirement or resignation among supervisory and managerial employees. An organization needs to know if it has the appropriate employees in order to promote and transfer them to the managerial positions. Safeways are committed to the provision of a full outplacement and career-coaching service at all levels. This will be supported by the development of their own internal re-deployment framework. They also plan to further enhance their system provision, enabling automated succession planning and competency modelling, which will support the above. To support improved communication across their Business. In October 2002 the ten year old Human Resources System was replaced by a new, more efficient management information system (People soft). This manages the companys and facilitates our performance management and succession planning processes:- * Recruitment administration. * All personal and job details. * Information about absence, discipline and grievances Recruitment and Selection The ultimate success of a business depends upon the quality and contribution of its workforce, businesses recruit staff for a variety of reasons. Before recruiting it is essential to ensure that there is actually a need to recruit workers. External influences such as technological developments can change job roles within the business creating a need to recruit new people with specific skills. Other reasons why businesses recruit include the following: * The growth of the business When existing jobs are being expanded human resources management simply needs to copy existing practice on a larger scale. In creating new jobs more detailed thought is required particularly if the jobs are quite different from those that already exist within the organisation. * Changing the job roles within the business Due to the rise in information and communication technology, there has been a change in businesses job structures. When developing new jobs requires considerable amount of research, which is often done by examining best practice in businesses or by looking at the development of new jobs in other countries. * Filling vacancies created by resignation, retirement or dismissal In all businesses people move on, they become older they either hand in their notice or are dismissed. So it is necessary for employers to replace their employees. * Internal promotion In any successful business there will be opportunities for internal promotion, this allows an employee something to aim towards in a business rather than looking elsewhere for something better. When one employee is promoted, sometimes they need a replacement. The recruitment process as illustrated is a tried and tested process that aims to reduce the risk of selecting the wrong person. It can be costly in terms of resources devoted to the process and costs associated with recruiting poor performing employees, it is important to select people accurately for interviews. Businesses need to be very clear always about the requirements of the job and about the kind of person they are seeking for. The following ways can be achieved through: * Job descriptions A job description is used as a job indicator for applicants, it is also used by managers to identify their roles and responsibilities within the business. This also can be used by businesses to provide information to be used in making a vacancy advert and for briefing interviews. A job description normally follows a similar pattern of headings: * Title of post, this should give a good indication of what the job is. * Position within business structure, state who the post holder is accountable to and who is accountable to them. * Duties and responsibilities that need to be performed by a job holder and the skills and qualities required. * Responsibilities for assets and materials, the rage of materials and physical assets the job holder will be responsible for. * Person specifications this describes the characteristics and attributes which a person needs to be able to do the job to the required standards. It can also be used to make sure a job advertisement conveys the qualities that prospective candidates should have and check candidates have the right qualities. * Achievements, what education, qualifications and experiences does the applicant need? * Personal attributes they have e.g. works well in teams or on their own. * The amount of experience in the business industry or related areas. * Carefully planning how and when to advertise This process is to attract only those people who fit the companys person specification Advertisements must reach those who have the qualities to fill the vacancy, the business needs to be aware of who there target audience is(manager, supervisor, etc) and also where the advert will be placed(on a notice board, broadsheet paper, local job centre).The presentation of the advert is very important as it gives prospective employees a first impression of the business. A good advertisement needs to contain the following information: * Job title, details about the business and who would I am working for. * Job description, what would I be doing. * Location, where would I be working. * Salary, what financial reward would I get and an indication should always be given. * Qualifications needed for the business must be stated clearly. * Address and contact, so that the applicant can contact the business for further information. * Fringe benefits, additional things an employee will receive other than pay. * Organisational identity, this may be in the form of a logo. Safeway as a Company undertakes a positive and proactive approach to equality and diversity. They recognize the benefits of providing a working environment in which everyone feels valued, respected and able to contribute to the success of the business and also wish to employ a workforce that reflects the diverse society of which they live in and serve. To ensure that all colleagues remain committed to and involved in promoting diversity, it undertakes the following activities:- * Dignity and respect training entitled Appreciating Differences is provided for managers throughout the Company. * Conduct diversity profiling across their workforce and this information is fed back to each of their stores, to ensure that the workforce in each location reflects the profile of their local community. * They advertise vacant positions both within their stores and through the distribution of fliers to local communities. * Use both internal and external posters and recruitment materials targeted at workers of different ages. * They also utilize the Age Positive and 50 Plus websites when advertising positions. * Springboard is used to target school leavers. * They are accredited to use the Positive about Disability symbol on our recruitment literature. * They are committed to interviewing all disabled people who meet the minimum job requirements. * They make any reasonable adjustments required to meet the needs of disabled applicants and colleagues. * We have developed partnerships with around 40 external providers such as Re-employ and the Shaw Trust. In 2002/3 we employed approximately 140 people on supported placements. * Identify the strengths and weaknesses of job application: CSVs and letters of application A CV is a document usually prepared by the job seeker, it is similar to an application form. It supplies an employer with the job seekers details. It must be truthful and positive and should have the following information: * Personal details. * Education. * Qualifications. * Work experience. * Interests. * Ambitions. Letters of application should be written to support a CV, it should have A clear structure, with beginning, middle and an ending. Which should state the following: * The reason applying for the job. * The contribution that can be made to the business. * The developed capabilities through training and education. * The skills and knowledge acquired that will help in the job. * Short listing candidates This process involves looking through the completed applications to narrow the number down to a manageable number, it helps eliminate all the applicants that do not meet the job requirements. * Taking references Most businesses an applicants reference will be considered by the employer before a contract of employment is agreed. It is an opinion usually in writing of a persons character, ability, honesty and reliability. Some employers tend to not even consider the job applicant until they have seen a reference from a college or previous employer. * Job analysis The first stage is to conduct a detailed analysis of the job, which may involve questioning the current job holder at work. It might be obtained through discussions with the job holders manager or supervisor. The job analyst compiles a description of the main responsibilities of the job by asking: * What are the main tasks of the job and how often do they need to be completed. * What mental processes are required to do the job. * Is the job holder required to take decisions and use initiative. * Is the output from the job a part or a whole. * Does the job holder have to work with others or control the work of others. * What are the required performance standards. Recruitment and selection are linked, selection interviews also present candidates with a realistic picture of what the job entails and what it will like to work for the business. Selection interviews are well organised they must be arranged at convenient locations and times. The selection should attempt to get the best people within the existing budgets i.e. candidates with the most appropriate skills, experience and attitudes. It should also select people who will stay with the business for a reasonable time and minimise the costs of recruitment and selection relative to returns. In Safeways selection depends on the position you have applied for, one of the following selection processes will apply: At this level, we call our store recruitment process Selecting for Excellence. It usually consists of 2-3 stages depending on the position youve applied for. Selection Process * Completion of the Application Form. * You may be required to complete a pencil and paper test, followed by a short practical exercise which measures a range of skills and abilities. * Attend a selection interview. The recruitment process in Safeway is highlighted below: * During 2002/3 they created 1500 net jobs (permanent roles only), principally in stores across the Company. * This year they have centralised recruitment centre in Warrington became fully operational, and received a weekly average of 11,300 phone calls to their recruitment hot line. * They advertise vacancies for all stores on-line in the Careers section of their website and receive approximately 820 job applications via the Internet each week. * 32 graduates have joined the business this year, 12 on the new store specific graduate programme. * The retention of people is a key part of their HR strategy on an ongoing basis. Safeways work with other External organizations concerned with diversity or are members of include:- * The Employers Forum on Disability. * The Disability Rights Commission. * The Retail Employment Development Group (RED Group). * Diversity Network. * Re-employ. * The Employment Services (Job Centre Plus). * Age Positive. * Commission for Racial Equality (CRE). * DEXTRA, Diversity Network Group. * The Employers Forum on Age. The Employment Rights Act 1996 states that the employees should receive certain information within the first two months of starting their employment. All contracts of employment should include the following: * The names of the employer and the employee. * The name and address of the place of. * The date when employment began. * The job title. * Employment conditions e.g. full time, part time, permanent, temporary. * The salary. * The intervas in which the employee will be paid e.g. monthly or weekly. * Any terms and conditions relating to holiday entitlements (including public holidays, sick pay and pensions). * The length of notice required from either party. * If the employment is temporary, how long it is expected to continue. * Any disciplinary rules to which the employee may be subject. * Signatures. Training and Development Training envisages all types of planned learning experiences and activities aimed at making positive changes to the performance of the employees and other behaviour, which will help them gain new knowledge, skills, beliefs, values and attitudes. As the technology develops and advances with a very high speed, it is necessary for the business to acquire these new innovations which will be available in the market and provide appropriate training to its human resources so that it will be in a position to operate efficiently and be able to compete with other business of the same nature. The training programme for a business is part and parcel of manpower planning which require a through analysis and continuous adjustment over time in relation to the existing and the new technology. Safeway believes that its employees are its best assets, they are provided with knowledge, skills and tools to be the leading retailer in our markets. Whether its providing customer service, offering exceptional products at a competitive price or learning the latest in merchandising and display. The companys training program provides the individual with a solid foundation to achieve their best. There are different forms of training, namely; * Induction Training It is when employers introduce new employees to the business. Employers also have to make sure the employees are aware of the new environment and have the necessary information on specific areas of the business so that they can perform their tasks. The new recruit is sometimes given an induction pack by the employer, also an overview of Health and Safety, Security and Equal Opportunities. * Mentoring It is used by businesses so that employees can develop a good working relationship and it also provides employees a chance to learn new skills. Mentoring is mainly when a trainee is allocated to a more experienced employee. If and when the trainee faces any difficulties or problems with their duties, they must seek advice from the mentor. * Coaching This is when an employees performance is assessed by the manager, which helps the manager to identify the employees strengths and weaknesses which intern they will need to work together to develop their skills. The manager needs to develop their coaching skills, otherwise this will affect the success of any coaching programme. The manager coaching has to have the appropriate skills and sufficient time should be allocated so that the time could take place. * In-house training This is when a business builds its own training department, which provides employees with training and development using resources within the business. * External training External training always takes place away from the real working environment, which is an external course that employees are sent on. * The national training system: * Training enterprise councils This is sponsored by the government and led by local people, which helps businesses to identify their own training needs. * Investors in People The initiative is that investing in people is the most effective way of improving the performance of the business. The Tecs help to asses businesses that want to be recognised publicly as investor in people. * Individual learning accounts This is a sort of bank account which the government, the employer and the individual all contribute money which is then used to buy training and education. * Modern Apprenticeships- Modern Apprenticeships have been designed for people whose learning styles are more suited to a job with training, most of your training is done while you are at work, and lasts for around three or more years. It is very flexible which can be structured to meet different needs of employers. * National vocational qualifications the national vocational qualifications are indicators which show occupational qualifications. It is the ability of an employee to reach a specific kind of skills or competence in carrying out a specific job. An NVQ is awarded to an employee after an assessment done by the appropriate institution or work place. Additionally, 210 Bakers have completed the craft baking NVQ and over 7,000 colleagues have received craft skills and systems training at one of Safeways three Regional Training Centres. The NVQ is a vital part of management training, awarded by city guilds it is nationally recognised and on successful completion they will become a qualified NVQ assessor in their own right * National learning targets the national learning target is set by the government and it is expected that every business institution in the private or public sector to achieve those targets. These targets for example includes target for young, adults and for a businesses as a whole. Training and development is a continuous process helping Safeway to deliver its goals and benefits to its colleagues as their skills, competence and capability grow. Training for skills remains critical, and this year they launched apprenticeship programmes for Butchers, Fishmongers and Florists, with over 200 colleagues attending the Fishmonger course and 116 the Meat course. They have continued to provide support to the growing Non food offer by delivering training to support our 6 Mega stores and 50 Home Entertainment centres. Driving improvements in customer service continues to be critical and their Star Service programme was broadened this year to include Friendliest Store in Town. To support this, their Selecting for Excellence recruitment tool was extended to assess this key area. By Safeway building sustainable advantage over our competitors can only be done through their people, they create business culture in which their people are passionate about their products and have unbreakable will to compete and have the skills, knowledge and resources to do their best. Purpose of Performance Management The purpose of performance management is to achieve objectives of the business, to provide better customer service, to increase market share (volume, units, and value). Also to maximize profit, to motivate employees (encourage hard work and set targets) and to improve competition within the business. To make the purpose of performance management understandable along with my businesses approach it is important to understand how the HR manager measures performance. * Performance Management The performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. Development plans should contribute to business goals and the professional growth of the employee. The planning process must also involve consideration of the emerging business environment, for some performance managers the changing environment offers many new challenges and opportunities. Performance managers and their employees are increasingly being asked to become generalists who step outside of traditional narrowly-defined job descriptions in support of team objectives and goals. These changes are resulting in the development of new approaches to human resource management. * Management by Objectives This is a system in which specific performance objectives are jointly determined by managers and their employees, the progress toward objectives is reviewed periodically and rewards are allocated on the basis of this progress. The principles of management by objectives are specific objectives for each employee, performance evaluation and feedback and explicit time period. All objectives should be discussed with both managers and employees, this process is used and is likely to be successful if the businesses objectives met the SMART criteria. These are known as the following: S Specific M Measurable A Agreed R Realistic T Time related * Monitoring Performance This process requires the measurement of performance which then needs to be linked with these performance measurements against the achievement of objectives. What needs to be taken into account when comparing performance with targets is the general context that a particular operation is taking place. * Individual Performance Review This process is for individual employees, which is usually implemented with the following review systems: All Safeway colleagues have a performance review at least once a year, although more frequent reviews may be requested by individual colleagues. The progress of new colleagues is reviewed at six, twelve, eighteen and twenty-six week intervals after appointment. * Appraisal This system is used by the employer to help them review the standard of work being done by employees within the business, and also assess the value or contribution of individual employees. It is used by employers to reinforce company goals, identify training needs and career opportunities, recognise good performance and review and set targets. Appraisals can be expensive and time consuming, but good appraisals have positive effect on employees motivation. Instead of appraising employees by rating their performance, which could intern discourage employees involvement and will not help overcome weaknesses. Some managers may use personal performance interview, which should cover a review of performance objectives over the previous year, an assessment of an employees strengths and weaknesses based upon key job related criteria and a personal job improvement plan. * Self Evaluation This is when an employee is asked to review their own performance before attending a performance review interview, this enables employees what their objectives are and identify training and development needs. * Peer Evaluation Peer evaluation can be a useful and valuable tool in helping employees to develop their critical skills and insight into the evaluation process. By making a critical appraisal of another employees work or performance, they can begin to understand the requirements of the business and what it entails. The only problem with this objectivity is that some employees might be in competition for a promotion or perhaps favour a friend to promote their own personal interests. * 360 Degree Evaluation This is one of the instruments that is used to evaluate the performance appraisal based on data collected from all around employee, such as customers, supervisors, peers and sub-ordinates. This evaluation provides feedback on abilities, skills, knowledge and effectiveness of the employee with the business. Based on the findings of the evaluation it can be highlighted the areas that need to be improved and type of training that needs to be undertaken to further develop the skills and the knowledge of the employees, further more the data collected will serve as a basis for any future improvement of the business activities as well as giving a new guideline for the management. This kind of evaluation will also help deal with emergency situations and build up a strong relationship between management and employee. * Managing performance in the modern business environment The business environment is subject a continuous changes and it is the most critical aspect of effective management. The performance management has to reflect these constant changes which have an extensive and complex impact on business. Managing Change These changes are of different nature, and the response varies with the situation. If these changes are badly handled can lead to serious consequences, which may include: * The frustration of sound strategies and the lack of its implementation. * The costs of implementation may rise. There might be unnecessary delays, spoilt work and emergency action to reduce the impact of delay all add to costs. * Benefit of the market may be lost due to the inability to compete with businesses in the market. * The human consequences of the change may be high. For example when people lose their jobs due to change or when the change is handled carelessly or without adequate planning. * Motivation reduced or lost within the business as people become confused due to poor management. * Resistance to future change may increase when they see their worst fears about the change are justified. The management has to adapt new methods in response to the changes in the labour, consumer, world and technological markets. The management has also to ensure that all measures in response to the changes should be smooth and effective with minimum damage to the employees and the business itself. Employee Welfare Any organization has the obligation to provide its employees with suitable and safe working environment and abide by the employees rights and interests. An organization has also the obligation of abiding by new government legislation and regulation and if it fails to do so it can face prosecution or financial costs. Some employers and business organizations are of the opinion that the recent legislation on working hours has limited their ability to operate flexibly and made it more difficult to improve their performance. Working Time Directive In October 1998 the UK government has introduced a new Working Time Directive as a measure designed to protect the health and safety of employees. This Directive covers seven areas: * Maximum working weekly hours- it should exceeds 48 hours, but it leaves the option for an employee to increase if he or she wishes. * Employees are entitled to have 11 consecutive hours in each 24hr period of daily rest. * An employee that has worked six hours is entitled to a 20 minute rest break. * In each seven day period employees are entitled to an uninterrupted rest period of 24hrs. * An employee must get at least four weeks paid annual leave by their employer. * An employer should make sure that employees take regular breaks and are not subjected to high risk tasks. * An average of eight hours in any 24hr period should be worked by night workers but if they should get sick they then must have the option to move to day jobs. Maternity and paternity leave According to the Sex Discrimination Act 1975 and the Employment Rights Act 1996 have entitled pregnant employees, maternity leave regardless their length. The maternity leave has been extended from 14 to 18 weeks, under the 1999 legislation. Employees are entitled to their statuary and fringe benefits during their leave period, and are free to come back to work after maternity leave. The earliest time that can be taken is 11 weeks before the baby is due. Many employers do not grant paid maternity leave, and there is no legal legislation for it. Although some companies and local councils grant paid leave, and the average leave period for paternity is ten days. Safeway aims to assist both male and female colleagues in managing their individual work-life balance, through a wide range of employment policies and practices in areas such as maternity and paternity leave and flexible working, many of which offer benefits over and above any minimum legal requirements. The Minimum wage In order to protect employees from exploitation this law was introduced in April 1999, it covers any UK employee who is aged 18 or older. The legislation covers agency workers, home workers, casual and temporary employees, and people on fixed term or freelance contracts as well as full and part time employees. Currently there are three bands for minimum wage: * A rate of à ¯Ã‚ ¿Ã‚ ½3.60 per hour for those aged 22 and over. * A rate of à ¯Ã‚ ¿Ã‚ ½3.00 per hour for those aged 18 to 21. * A rate of à ¯Ã‚ ¿Ã‚ ½3.20 per hour for those who are 22, and are within the first six months of a new job. * Improving performance through raising employee motivation * Motivation A strong team needs individuals who are dedicated to giving their best at work. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work. But if employees are lacking motivation the effects can be dramatic, such as low team morale, lack of initiative, lack of energy, mistakes and high staff turnover. Motivational experiences improve employee attitudes, confidence and performance. Good leadership demands good people-motivation skills, motivational methods are wide-ranging, from inspirational quotes and poems, to team building games and activities, as ice-breakers or warm-ups and exercises for conferences, workshops, meetings and events which are great for staff motivation. When you break down barriers such as misunderstandings, prejudices, insecurities, divisions, territories and hierarchies you begin to build teams. If you take a group of people in a room having fun with juggling balls or spinning plates and barriers are immediately removed, teams unite and work together when they identify a common purpose. It can also be generated by a pay increase, by promotion or by simply by the status and satisfaction associated with possessing a new skill using the most up to date machinery or equipment. Managers can use non financial and financial means to motivate employees. This year the key areas for them to focus on with regards to their colleagues will be retention, development, motivation and maintaining morale. They will need to do this whilst preparing for and responding to any changes which the business may face. * Hertzbergs two factor theory Hertzbergs two factor theories is a simple but powerful way to understand an employees needs. Hertzberg believed that Hygiene and Motivator are two levels of needs which are as equally important for job satisfaction even though they worked in different ways. If the lower needs are inadequate workers will quickly become dissatisfied, however, as these needs are satisfied trying to motivate staff by just adding more hygiene factors such as wages or work hours is an inefficient and short term solution. A better way would be to appeal to their higher level needs by giving them more responsibility or giving them greater scope for advancement, in this way the individuals goals are satisfied as well as those of the business. The two factors are the following: Hygiene Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: * Company policy and administration. * Wages, salaries and other financial remuneration. * Quality of supervision. * Quality of inter-personal relations. * Working conditions. * Feelings of job security. Safe has implemented its own hygiene management, a review of cleaning standards within stores has commenced with the objective of building on existing cleaning procedures. This has involved a comprehensive review of their cleaning procedures assessing developments in the cleaning industry to enable the best and most effective use of consumables and equipment used to clean their stores. Motivator Motivator factors are based on an individuals need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: * Status * Opportunity for advancement * Gaining recognition * Responsibility * Challenging / stimulating work * Sense of personal achievement * Personal growth in a job * McGregors theory X and theory Y Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book The Human Side of Management, he suggested that there were two types of employees each with different needs. McGregors X-Y theory is a simple reminder of the natural rules of managing people, which under the pressure of day-to-day business are easily forgotten. He also argues that the type of employee a person will become is influenced by the management style they are under. Theory X It conveys negative view of human nature, but is the primary source of most employee motivation. A Theory X manager assumes the following: * Work is inherently distasteful to most people, and they will attempt to avoid work whenever possible. * Most people are not ambitious, have little desire for responsibility, and prefer to be directed. * Most people have little aptitude for creativity in solving organizational problems. * Motivation occurs only at the physiological and security levels of Maslows Needs Hierarchy * Most people are self centred and must be closely controlled and often pushed to achieve business objectives. * Most people resist change. Theory Y This argues that employees gain reward from the job itself and are not money motivated, a theory Y manager makes the following assumptions: * Work can be as natural as play if the conditions are favourable. * People will be self-directed and creative to meet their work and organizational objectives if they are committed to them. * People will be committed to their quality and productivity objectives if rewards are in places that address higher needs such as self-fulfilment. * The capacity for creativity spreads throughout organizations. * Most people can handle responsibility because creativity and ingenuity are common in the population. * Under these conditions, people will seek responsibility. * Maslow`s hierarchy of needs Maslow`s theory consisted of two parts the classification of human needs and consideration of how the classes are related to each other. The classes of needs were summarized by Maslow as follows: A person starts at the bottom of the hierarchy and will initially seek to satisfy basic needs (e.g. food, shelter).Once these physiological needs have been satisfied, they are no longer a motivator. The individual moves up to the next level which is safety needs at work could include physical safety (e.g. protective clothing) as well as protection against unemployment, loss of income through sickness etc. Social needs recognize that most people want to belong to a group, these would include the need for love and belonging (e.g. working with a colleague who supports you at work, teamwork, communication) Esteem needs are about being given recognition for a job well done, they reflect the fact that many people seek the esteem and respect of others even perhaps a promotion at work might achieve this. Self-actualization is about how people think about themselves which often measured by the extent of success or challenge at work. Maslows model has great potential appeal in the business world. The message is clear if management can find out which level each employee has reached, then they can decide on suitable rewards. * Taylors principles Frederick Taylor in his 1911 book Principles of Scientific Management intensified the view that employees are motivated by money. Taylor discussed what he called a struggle for control of production between management and labour. In order to control production he developed methods for the measure and design of machining methods as part of a general plan for increasing the planning functions of management. By management planning and providing the support to show the workforce how best to do the job. It showed this clear line and staff organisational structure, productivity would increase because the employee recognizing the higher output would lead to higher pay. Taylors principles would support the use of these three pay systems, which are as follows: * Performance Related pay (PRP) Performance related pay has been much advocated by governments as a means of promoting labour market flexibility and generating higher productivity, this links output and performance to pay. Due to employee ability to reach specific targets they receive bonuses, PRP rewards good performance so it should motivate. Small increases can prevent feelings of dissatisfaction but to create motivation in a person who will be motivated by money it is necessary for the amounts to be large. Some think that this demotivating employees because it categorises them as good and bad performers because they fail to achieve their targets. * Piece rates Employees are encouraged to produce as much output as possible and maximize productivity, this allows employers to identify good performers. It provides employees with a variable income and payment is directly linked to output. Although by paying for quantity not quality, standards can be sacrificed as employees strive to gain rewards. * Commission based pay Is for sales staff and employees and are paid a percentage of the value of goods they sell. This motivates employees because due to the level of their salary is determined by their own performance ad help sell the company products. There is no doubt that the human resources management constitutes one of the important elements which contributes to the success of a business. Besides capital, the element of human resources management requires proper utilization, planning and investment. Investing in human resources includes staff training and development, motivation, recruitment and their wellbeing so that they can be retained in order to carry out their tasks and avoid the unnecessary turnover. Promotion, improvement of staff working conditions, better salaries all contribute to the high standard of production and to the high level of competition in the market. The healthier way of using capital is positively related to the better human resources management. Qualified human resources improve the competitiveness of business and allow it expansion. As the production technology develops and improves almost on daily basis, it is necessary to have staffs who are properly training to use the new technology. The use of new technology will allow competing with other businesses, reducing costs of production and increasing business profits. Safeway works very hard to maintain their competitive edge, but there will always be times when products are cheaper in one supermarket chain than another. In fact there are often times when Safeway are cheaper and they aim to stay ahead of their rivals by offering the best balance of quality and value and they trust that customers feel that in general they succeed. Here are some of their pioneering initiatives in this area: * Every week they offer customers great value promotions in Safeway Mega-Deals leaflet. * They were one of the first to introduce an economy range, Safeway Savers, which offers low prices. Conflicts may arise between different human resources management within the same business activities due to lack of coordination, understanding and proper planning. Activities need to be coordinated before undertaking. Conflicts can cause lost time, resources, and efficiency in any work team. But when managed well, conflicts can result in new ideas, more informed decision making, and better performance. But managing conflict effectively requires skill, knowledge and experience. These days every organization must train its employees to effectively manage conflict and resolve issues that block performance. If this were to occur at Safeway they should again need to use communication skills to avoid this problem, because this is a simple conflict that can be resolved by simple communication with the two human resources functions. If this was done they will see that the employee was the one who was not following his training techniques. However the member of staff may have not been trained and the performance management team may think he has and think his performance standards are not acceptable. These tools will help training and human resources professionals to provide members of their organizations with critical Conflict Management capabilities. These training programmes include workshops on management, leadership, communication, negotiation and diversity. Conclusion Effective Human Resources management is critical to the success of any firm. Human resources practices will contribute to the greater financial performance and productivity as well as reduced employee turnover. The changes expected in the next twenty years will cause many challenges to human resource professionals. Therefore, in order to facilitate these changes, many roles and competencies must be developed and the necessary tools such as information technology should be sought to aid along with the process. Over the last 20 years, the workplace has changed in more ways that one could have ever imagined, resulting from the increase in technology, innovation and globalization. The next decade will bring even greater change, impacting all facets of the workplace, including major changes for the Human Resources Department and human resource managers. In order to respond to the demands of globalization, HR managers will require new skills and competencies relating to language and culture, technological capabilities to facilitate overseas communication, methods to measure and quantify effectiveness and evaluate strategies and return on investment. Evidently, these new skills and competencies will result in an emerging new role for HR managers, requiring them to be strategic business partners, supportive of the overall corporate strategy. The future of role of human resources professionals will change from a less administrative role to more of a strategic role (Workforce, January 1998, 89). HR managers will continually be required to prove their effectiveness and their existence. They will be expected to understand international business practices and promote cultural diversity within the organization. They will need to understand the core business of the organization and become partners with line managers. They will need to prove that their initiatives and programs are results-oriented, providing specific measurable results in terms of business competitiveness that contribute positively to the bottom-line of the organization. They will be required to stay current with leading-edge as more and more organizations are faced with the demands of globalization and strategic alliances with other organizations around the world