Business - Labor Shortage Essay Example | Topics and Well Written Essays - 750 words

Business - Labor Shortage - Essay Example Also, as the global economy improves, talent shortage will be further more evident. Job descriptions have become more complicated and are therefore out of reach of the vast majority looking for employment. Jobs have extensively evolved and are not as simple as they were in the past, what with now requiring more skills to man a particular position compared to before. This is a case of having a job demand, there is a workforce supply but it simply isn’t what the demand is looking for. This disparity created from such causes unemployment not only on particularly countries but rather globally, and it also affects the global economy in its entirety. There are also uncontrollable factors that affect the employment in relation to the line of work and how it is fairing in the economy, especially during recessions where the economy is volatile and unpredictable. A large composition of the unemployed is from the fresh graduates, with statistics saying that 89% of students with new bache lor’s degree cannot secure a job (Carnevale et al., 2012). A college degree does not guarantee a secure job these days. Companies demand that the people they hire have significant experience and are not only knowledgeable but also possess intangibles such as good critical thinking abilities and creativity. I confess myself as lacking in experience in order to play in the global field of competition and economy. Also, having the critical skills in problem solving cannot be verified and certified by a piece of paper, but it should be proven by experience. In order to alleviate such dilemma, it is only a rational decision to further develop ones talent and skills in order to attain job security (Schneider, 2011). Choosing the right course also significantly increases employment. By acquiring an EMBA degree, one achieves an assurance that the knowledge gained in such degree will never become obsolete or unnecessary since it is deemed as the ultimate business credential (Davies & Cline, 2005). Such degree holders are always specially sought by companies. If we follow the same train of thought of the common wisdom of corporations, by acquiring this EMBA degree, I further myself from the others looking for employment because with such I am being equipped with the ability and knowledge on how to generate more productivity and innovation. By completing this program, companies that I apply into are assured that they are looking at a prospect who has in depth knowledge in the economy and business aspects. While experience could still remain an issue, it could easily be overshadowed by the potential that is promised by a person who finished an EMBA degree. In order to finish such, one would and should be able to think critically and give in depth analysis on scenarios and situations and make good and educated procedures in order to solve problems. This degree will also help me be globally savvy regarding economics and marketing, which is a prime asset in this age o f globalized trade and commerce. Not to mention the entrepreneurial skills that I shall have honed that will help me implement and think of creative and innovative ideas, and also the international network shall I shall have developed. Although there is really no clear blueprint to follow in order to have good employment, it never hurts your chances to further develop

Like Water for Chocolate Essay Example for Free

Like Water for Chocolate Essay Suggests that the soup has made her feel like a baby again given that while she is still in her mom’s belly she cries very hard when onions are chopped and it suggest the impact of food to Tita. After drinking the soup Tita has miraculously recovered from the loss of pigeons which she kept as pet and that triggered her sense of loosing Pedro and R erself to cook she fell in love with it and got a part time job as an assistant to a cooking teacher. Even though she has a lack of precision she was hired because she wasn’t afraid to fail and has a passion to cook unlike the others and getting hired made her feel confident, hence gaining control of life through cooking. The protagonist, Tita in Like Water for Chocolate gains control through cooking as well. Cooking is the only thing Tita love to do because Mama Elena bans her from doing a lot of things; the kitchen is the area where she can retreat from Mama Elena’s demands. When she cooked quail in rose petal sauce she controlled and triggered a lot of peoples emotion. Her sister Gertrudis was the first on affected by the dish, it aroused her sexual desire. She fled naked from her burning shower and when on a horse, galloping away with a soldier. Another incident where she gained control is the Chabela wedding cake she made for her lover Pedro and Rosaura. Even though she couldn’t stop the wedding, she made everyone cry. She made people cry for her tragic experience not only the guests cried, Mama Elena cried as well. She lost control of her life but through cooking she gain control of people’s emotions. In Like Water for Chocolate, food is not just a nutrition it acts as a very important nurturing role. The ox-tail soup Dr. John gave Tita has recalled the best moments of her life and brought back memories of her and Nacha making ox-tail soup together, chopping onions. It suggests that the soup has made her feel like a baby again given that while she is still in her mom’s belly she cries very hard when onions are chopped and it suggest the impact of food to Tita.

Hydroelectric Energy :: essays research papers

Hydroelectric energy potentially is the result of a fortunate coincidence in which nature and the need to modernize, are combined together in an on- going cycle. The cycle being evaporated, precipitation and concentration. Having water, though, does not necessarily mean having hydroelectric potential. To be in usable form, that water must be in continuous supply, accessible and concentrated in rivers with a volume flows and a descent rate, sufficient to drive generating turbines. The only way that this system would become non-renewable would logically be if the lakes, rivers and streams dried up, therefore the resource of water becoming unavailable. The likeliness of this happening in our lifetime is next to nothing, especially in Ontario and Quebec. These areas have and abundance of lakes and down-falling rivers. Availability The availability of water in this area of the world is great. Being able to have water flowing on a downward slope is another story. It is useless if it is not flowing. The steeper the water flows, the more electricity it will produce. Hydroelectric plants can be turned into what are called peaking units in areas where power plants and high populations exist. That is because electricity demand in an area can vary widely over a period of time, sources that can easily be turned on or off are needed to meet demand peeks. Environmental Concerns Large dame change a self-regulating ecological system into one that must be managed. Placed on a river without thought to their upstream and downstream impacts they can bring disaster. Because lakes cannot survive some of the abuses that rivers can, traditional farming and waste disposal practices must be changed. The dams themselves can be threatened by the silting of reservoirs caused by soil erosion, which may destroy a dams ability to store water and generate energy. Dams can endanger little known plant and animal species. Many tropical plants or animals with potentially high economic value will be lost forever if dam reservoirs are built, because so many tropical species have be yet to be named. Even where threatened species have been indented, pressure to destroy their habitats can be irresistible. Where fish species migrate long distances to breed, dams can decrease their stocks. The Columbia river salmon fisheries in North America declined sharply after dams were built there, despite programs to build fish ladders and restock the river. How much is there? In different areas of the world, water can range to an abundance of it, to none at all. With the hydrologic cycle there will always be the same amount of water on Earth. It will just be distributed differently throughout the biosphere. Hydroelectricity can not be created unless there id Hydroelectric Energy :: essays research papers Hydroelectric energy potentially is the result of a fortunate coincidence in which nature and the need to modernize, are combined together in an on- going cycle. The cycle being evaporated, precipitation and concentration. Having water, though, does not necessarily mean having hydroelectric potential. To be in usable form, that water must be in continuous supply, accessible and concentrated in rivers with a volume flows and a descent rate, sufficient to drive generating turbines. The only way that this system would become non-renewable would logically be if the lakes, rivers and streams dried up, therefore the resource of water becoming unavailable. The likeliness of this happening in our lifetime is next to nothing, especially in Ontario and Quebec. These areas have and abundance of lakes and down-falling rivers. Availability The availability of water in this area of the world is great. Being able to have water flowing on a downward slope is another story. It is useless if it is not flowing. The steeper the water flows, the more electricity it will produce. Hydroelectric plants can be turned into what are called peaking units in areas where power plants and high populations exist. That is because electricity demand in an area can vary widely over a period of time, sources that can easily be turned on or off are needed to meet demand peeks. Environmental Concerns Large dame change a self-regulating ecological system into one that must be managed. Placed on a river without thought to their upstream and downstream impacts they can bring disaster. Because lakes cannot survive some of the abuses that rivers can, traditional farming and waste disposal practices must be changed. The dams themselves can be threatened by the silting of reservoirs caused by soil erosion, which may destroy a dams ability to store water and generate energy. Dams can endanger little known plant and animal species. Many tropical plants or animals with potentially high economic value will be lost forever if dam reservoirs are built, because so many tropical species have be yet to be named. Even where threatened species have been indented, pressure to destroy their habitats can be irresistible. Where fish species migrate long distances to breed, dams can decrease their stocks. The Columbia river salmon fisheries in North America declined sharply after dams were built there, despite programs to build fish ladders and restock the river. How much is there? In different areas of the world, water can range to an abundance of it, to none at all. With the hydrologic cycle there will always be the same amount of water on Earth. It will just be distributed differently throughout the biosphere. Hydroelectricity can not be created unless there id

Intrusion Detection Systems Essay

A user with full permissions and who misuse his powers. Clandestine user: A user who acts as a supervisor and tries to use his privileges so as to avoid being captured. [edit] Types of intrusion detection systems For the purpose of dealing with IT, there are two main types of IDS: Network intrusion detection system (NIDS) It is an independent platform that identifies intrusions by examining network traffic and monitors multiple hosts. Network intrusion detection systems gain access to network traffic by connecting to a network hub, network switch configured for port mirroring, or network tap. In a NIDS, sensors are located at choke points in the network to be monitored, often in the demilitarized zone (DMZ) or at network borders. Sensors captures all network traffic and analyzes the content of individual packets for malicious traffic. An example of a NIDS is Snort. Host-based intrusion detection system (HIDS) It consists of an agent on a host that identifies intrusions by analyzing system calls, application logs, file-system modifications (binaries, password files, capability databases, Access control lists, etc. ) and other host activities and state. In a HIDS, sensors usually consist of a software agent. Some application-based IDS are also part of this category. An example of a HIDS is OSSEC. Intrusion detection systems can also be system-specific using custom tools and honeypots. In the case of physical building security, IDS is defined as an alarm system designed to detect unauthorized entry. [edit] Passive and/or reactive systems In a passive system, the intrusion detection system (IDS) sensor detects a potential security breach, logs the information and signals an alert on the console and or owner. In a reactive system, also known as an intrusion prevention system (IPS), the IPS auto-responds to the suspicious activity by resetting the connection or by reprogramming the firewall to block network traffic from the suspected malicious source. The term IDPS is commonly used where this can happen automatically or at the command of an operator; systems that both â€Å"detect† (alert) and/or â€Å"prevent. † [edit] Comparison with firewalls Though they both relate to network security, an intrusion detection system (IDS) differs from a firewall in that a firewall looks outwardly for intrusions in order to stop them from happening.

Sex Eduacation in School

Sex Education Sex education in the United States has experienced serious changes over the past three decades. It all started in 1981 the Reagan Administration, with federal funding promoting abstinence-only-until-marriage to sex education programs. The support of this abstinence only until marriage idea has increased exponentially since 1996. Although this approach seen to be beneficial to many in the sense at rates of teen pregnancy would decrease. Many others see the prohibitive nature of this approach to be controversial.The public also show the need for sex education programs to include not only abstinence but also to include information about contraceptives as well. This excessive priority on promoting only one sex-education method seems to be at odds with what the high mass of adults and teenagers think is more important. For example in a the national survey published in 2007, out of 1000 adults and 100 teenagers organized by the National Campaign to Prevent teen and Unplanned Pregnancy.In the survey it was acknowledged that even though most of adults (93%) and teens (90%) believe that providing young teens with information about abstinence is an important message to give out. In the same survey more than the half of adults (73%) and teens (56%) also believed that the young people need way more information about abstinence and contraception than what they are given today, rather than either/or. These results of having teens comprehend sex education are more consistent with the previous survey conducted such as programs that rather only promote abstinence-only-until-marriage.More surveys have shows the promoting abstinence only has become more ineffective. The medical journal Archives of Pediatrics and Adolescents Medicine in 2005 to 2006 performed a surveys resulting with overwhelming support of 83% for a comprehensive approach and with only 36% supporting only abstinence education. In the January and February 2007 issue of Public health Reports announced that premarital sex is not out of the ordinary as many would think it is.According to the reports by the age 20, 77% of applicants have had sex, 75% have had premarital sex, and 12% had married; by the age 44, 95% of the applicants have had premarital sex. After these results, many people argue that abstinence-only-until-marriage programs are neither practical nor realistic now days. Randy Elder a task force member of the Center for Disease Control and Prevention (CDC) reported in November 2009 Washington Post articles stating that â€Å"There is sufficient evidence that comprehensive risk reduction efforts are effective. He further explains â€Å"As regards abstinence education, after a similar look the task force determined that based on a number of problems with the studies presented to them there was insufficient evidence to determine their effectiveness. † Author Kat long informs in her March 2008 article for the Gay Gender issues Web site called â€Å"Abstinence Teac hing Ignores LSBT’s. † In her article it reads â€Å"There rules imply that lesbian, gay, bisexual or transgender students will not fit into the ‘expected standards’ of human sexuality.They also infer same-sex relationships are less meaningful and legitimate than opposite-sex ones and may cause ‘harmful’ effects. † Also according to analysis by the Washington University law Review in an article titled â€Å"Abstinence-only Education Fails African American Youth’. This article states that â€Å"Black adolescents’ higher rates of sexual activity couple with evidence of their fundamentally different attitudes towards sex relative to Whites adolescents suggest that abstinence-only sex education is bound to be ineffective among Black youth. Some policies changes that are about to happen be President Obama appears to be ready to sign into law the 2010 Omnibus Appropriations Bill passed by the Congress in December 2009. This wou ld be the first time since 1981 that abstinence-only-until-marriage sex education programs will not be receive any funding. Some of the abstinence programs would be replaced by comprehensive programs that target to reduce the number of teen pregnancy. This policy started in 2010. In the study by Margaret J. Blythe is a professor of pediatrics at University School of Medicine and chair for the Committee on Adolescence, American Academy of Pediatrics.It states that â€Å"Comprehensive sexuality education emphasizes abstinence as the best option for adolescents, but also provides age-appropriate, medically accurate discussion and information for the prevention of sexually transmitted infections and unintended pregnancies. † People against comprehensive sexuality education don’t understand that when this program also emphasized abstinence while still offering age-appropriate instruction to prevent sexually transmitted diseases (STDs) and to prevent unwanted pregnancies for teens who are having ex. With programs such as abstinence only have proven to delay sexual intercourse and also refuse to inform the youth about condoms and safe sex. Without this information it leaves the young people less prepared to protect themselves. In fact, not only is abstinence-only programs ineffective but it also can cause harm to the young that may practice it. Abstinence-only provides incomplete and inaccurate information and resulting in participants failure to use safer sex practices once they start have intercourse.In a national study, sexual health risks of adolescents who received abstinence-only education and those who received comprehensive sex education to those who received none. Teenagers who were reported having received comprehensive sex education programs before coming cross to any sexual intercourse were extremely less likely to report a teenage pregnancy compared to other teenagers that received no sexual education and while there were no effect of absti nence-only education. Some of the problems with abstinence-only education would be schools failure to help students understand and embrace their sexuality.This has become a problem to particular for kids for color, who represent a big majority in many public schools around the country. Too many of the colored young teens are left to sort through this confusing times and are left with little or even no guidance. Blacks and Latinos account for 83% of teen HIV infections. Black girls are more than four times likely to get gonorrhea as their peers. Also a chronic bacterial disease known as syphilis has increased greatly among the Black teenage boys and slowly starting to increase among the Latino boys.In late 2006, the federal health monitors announced that teenage pregnancy went up for the first time that year since 15 years. Teenage pregnancies were more common among Black and Native American teenage girls. Since 1997 the federal government had invested more than $1. 5 billion dollars in abstinence-only programs, which were proven to be ineffective programs in which blocked and excluded information that could help young people to protect their own health. But the President Barack Obama administration’s proposed budgets for Fiscal Year 2010 (FY10) to remove funding for abstinence-only programs.Instead to create funding for programs that have been proven to be effective at reduce teen pregnancy, delaying sexual activity, or increasing contraceptive use. Not surprisingly, the only program that they found to work was comprehensive sex education programs. Researcher Douglas Kirby for the National Campaign to End Teen and Unplanned Pregnancy examined studies of prevention programs. Two-thirds of the 48 comprehensive sex ed programs studies had positive effects. * 40 percent delayed sexual initiation, reduced the number of sexual partners, or increased condoms or contraceptives use. 30 percent reduced the frequency of sex, including a return to abstinence. * 60 percent reduced unprotected sex. After many research done to determine whether abstinence-only or comprehensive sex education is better for the young teens. It has clearly showed that comprehensive sex education does not encourage teens to start having sexual intercourse, does not increase the frequency with teens have intercourse, and does not increase the number of teenage sexual partners. At the same time, surveys and evaluations have shown repeatedly no positive changes in sexual behaviors over time when it comes to abstinence-only programs.Even though comprehensive sex education is very beneficial to teenagers it is very important that students take responsibility for their sexual health. Caitlin Myers from Southern Methodist University (SMU) class of 2009, involved with the college’s newspapers. As a contributing writer to the Daily Campus, wrote an article named â€Å"Sexual Health† which emphasizes that all students meaning male and female should have to take r esponsibility for their sexual behavior. Overall the only strategy that would work most effectively is comprehensive sex education.Children and adolescents need accurate and comprehensive education about sexuality not only to practice healthy sexual behaviors as adults but also to avoid early risky sexual activity that may lead to health problems. Comprehensive sexuality education is an effective strategy for helping young people delay initiation of sexual intercourse. In several published and well evaluated studies is has shown that sex education is a better choice rather than abstinence-only-until-marriage. Work Cited â€Å"Children Have the Right to Comprehensive Sex Education† by Barbara Miner. Do Children Have Rights? Christine Watkins, Ed.At Issue Series. Greenhaven Press, 2011. Barbara Miner, â€Å"We're Here. We're Sexual. Get Used to It,† Colorlines, May-June 2008. â€Å"Comprehensive Sex Education Is Effective† by Margaret J. Blythe. Sexually Transmitt ed Diseases. Roman Espejo, Ed. Opposing Viewpoints ® Series. Greenhaven Press, 2011. Margaret J. Blythe, â€Å"Testimony of Margaret J. Blythe, MD, FAAP, FSAM, on Behalf of the American Academy of Pediatrics,† Before the Committee on Oversight and Government Reform, United States House of Representatives, April 23, 2008. â€Å"Comprehensive Sex Education Reduces Teen Pregnancy† by Advocates for Youth.Teen Pregnancy and Parenting. Lisa Krueger, Ed. Current Controversies Series. Greenhaven Press, 2011. Advocates for Youth, adapted from â€Å"Comprehensive Sex Education: Research and Results,† September 2009. www. advocatesforyouth. org. â€Å"Sex Education. † Current Issues: Macmillian Social Science Library. Detroit: Gale, 2010. Gale Opposing Viewpoints In Context. Web. 28 Nov. 2011. â€Å"Students Need to Take Responsibility for Their Sexual Health† by Caitlin Myers. Student Life. Karen Miller, Ed. Opposing Viewpoints ® Series. Greenhaven Press , 2011. Caitlin Myers, â€Å"Sex, STIs and Responsibility,† Daily Campus, April 16, 2008.

Unresolved Alphonso essays

Unresolved Alphonso essays The Color Purple, written by Alice Walker, which Is a novel on many letters written to God by one little girl as she grows up. It is based on a women living in rural Georgia named Celie. She grows up living in pain and misery from her stepfather Alphonso. Celie lived with her mother and sister along with the frightening stepfather. Early on Celies sister runs away after the mother had died. So Celie was stuck at home with Alphonso who had remarried soon after his wifes death. Celie was lucky to escape the pain he brought her but was scared for life. She soon married a man named Mr. _____ who had beaten her also throughout the marriage. As she finds a friend of the name Shug Avery, who Celie admires and looks up to, as well as respect. But as Shug befriends her, she feels horrible, but not otherwise hate toward Shug. They become friends and go through life together, even though Shug had been ill. As time goes on Celie rejoins with her sister in the end as she thought she was dead aft er no communication. The unresolved era of Alphonso goes throughout the novel with nothing resolved for what has happened to Celie. Alphonso was Celie stepfather which she had no idea about till she was rejoined with her sister. He would beat her and abuse her frequently, having Celie no control over what was happening. He would also rape her, impregnating Celie twice. Celie would explain in detail what he would do to her. Then he push his thing inside my pussy. When that hurt, I cry.(p.1) With Alphonso taking the baby both times and getting rid of them, Celie had no idea what had happened to them. Alphonso had full control over everything Celie and sister Nettie did. So Celie is in a way forced to marry Mr. _____ who also beats her. As Celie gets out of the home away from her father. I got to get rid of her. She too old to be living here at home (p.9) As Alphonso says to Mr. _____ to get Celie out of ...

Reflexology Essays - Manual Therapy, Pseudoscience, Reflexology

Reflexology Essays - Manual Therapy, Pseudoscience, Reflexology Reflexology The origins of Reflexology evidently reach back to ancient Egypt as evidenced by inscriptions found in the physicians tomb at Saqqara in Egypt. The translation of the hieroglyphics are as follows: Dont hurt me. The practitioners reply:- I shall act so you praise me. We cannot determine the exact relationship between the ancient art as practiced by the early Egyptians and Reflexology as we know it today. Different forms of working the feet to effect health have been used all over the ancient world. Dr. Riley maintained that this form of healing spread from Egypt via the Roman Empire. The Zone Theory was the precursor to modern Reflexology which began with Dr. William H. Fitzgerald, M.D. whom Dr. Edwin Bowers, M.D., encouraged to publish the many articles he had written on the subject of Zone Analgesia. In the forward to their combined book, Relieving Pain At Home published in, 1917, he wrote, Humanity is awakening to the fact that sickness, in a large percentage of cases, is an error - of body and mind. How true this has proved to be. Dr. Fitzgerald, was an Ear, Nose and Throat specialist working at the Boston City Hospital, as well as at St Francis Hospital in Connecticut. He called his work Zone Analgesia where pressure was applied to the corresponding bony eminence or to the zones corresponding to the location of the injury. He also used pressure points on the tongue, palate and the back of the pharynx wall in order to achieve the desired result of pain relief or analgesia. He made use of the following tools: elastic bands, clothes pegs and aluminum combs, on the hands, surgical clamps for the tongue, nasal probes and a regular palpebral retractor for the pharynx, He was responsible for formulating the first chart on the longitudinal zones of the body. Dr. Fitzgerald discovered a very interesting fact, that the application of pressure on the zones not only relieved pain but in the majority of cases also relieved the underlying cause as well. The same result is experienced through Reflexology today, which is based partially on the Zone Theory. Dr. Shelby Riley, M.D. worked closely with Dr. Fitzgerald and developed the Zone Theory further. It seems that he added horizontal zones across the hands and feet, together with the longitudinal zones and thus determining individual reflexes according to the Zone Theory. He, like Fitzgerald, espoused continual pressure on the reflex or point of contact. Eunice D. Ingham, a Physical Therapist, worked closely with Dr. Riley and was fascinated by the concept of Zone Therapy and started developing her foot reflex theory in the early 1930's. She had the opportunity to treat hundreds of patients where each reflex point of contact had been carefully and thoughtfully checked and rechecked until with all confidence she was able to determine that the reflexes on the feet were an exact mirror image of the organs of the body. Dr. Riley encouraged her to write her first book entitled Stories The Feet Can Tell where she documented her cases and carefully mapped out the reflexes on the feet as we know them today. This book was published in 1938 and was later translated into seven foreign languages which spread the benefits of Reflexology way beyond the borders of the States. The confusion between Reflexology and Zone Therapy started at this point because the foreign publisher changed the name of Eunices book, The Stories The Feet Can Tell to Zone Therapy and in some parts of the world it is still thought of as Zone Therapy. However, there is a distinct difference between the two therapies. Zone Therapy relies solely on the zones to determine the area to be worked, whereas Reflexology takes the zones as well as the anatomical model to determine the area or areas to be worked. After the publication of her book Eunice Ingham found herself on the program at many health seminars. She traveled around the country giving book reviews. Only sick and dilapidated people attended these book reviews/ seminars where she would teach people by working on them and discuss their particular health problems. As these sick people, whom everyone else had given up on, got better the word

The New LinkedIn Recommendations Section What You Should Know

The New LinkedIn Recommendations Section What You Should Know You might have noticed that a few weeks ago, chaos reigned with LinkedIn Recommendations. You could request a recommendation, but the intended recipient did not receive the request. You could accept a recommendation, but you couldn’t ask for a revision – and the recommender could not submit a revised LinkedIn recommendation. Yes, this happened to me. All of it. Thankfully, these issues have been resolved with the new LinkedIn Recommendations section – well, mostly resolved. My new edition of How to Write a KILLER LinkedIn Profile will have all the updated information that you need. Here are the basics of how LinkedIn Recommendations works now. There’s more in the book! The New LinkedIn Recommendations Interface From anyone’s profile, you will now find the option to request or offer recommendations by clicking on the â€Å"More† button, or (depending on your version) on the three dots in the upper right-hand corner of the person’s top information box: If you want the person to recommend you, choose â€Å"Request a recommendation† and you’ll be brought to this screen: Or, scroll down to the Recommendations section of your profile and click on the Ask to be Recommended button:    Write a friendly note to the person and ask if she would be willing to write you a recommendation. If you havent been in contact for some time, be delicate. Maybe start with a phone call. And at some point you might want to remind the person of something that will refresh their recollection of your skills and accomplishments. Then ask your recommender to tell a clear, specific story or two about you. Accepting or Revising Recommendations Once you receive a recommendation, you should be notified in your inbox. You can also check your pending recommendations by clicking the link in your Recommendation section: Or visit this direct link: https://www.linkedin.com/recs/received You’ll have the opportunity to accept or dismiss the recommendation. If there is an error or something youd rather that someone say differently, you can ask your recommender to correct it, which I encourage you to do if what they wrote is not exactly the way you want it! Most people are very cooperative when you make a request for a replacement. Unfortunately, LinkedIn eliminated the feature that allowed the recipient to request a replacement recommendation, so if you need a revision, youll have to Dismiss the original recommendation and request a new one. Accompany your request with a copy of the original recommendation and your suggested changes so your recommender does not have to start from scratch. Recommendation Challenges Here are some issues that commonly come up with people seeking LinkedIn Recommendations: 1.   I havent talked to my recommender in 5 years I would be so embarrassed to ask! In this situation, think about how you would respond if the tables were turned. Wouldnt you be happy to hear from someone who did good work for you or who was a great boss or colleague 10 years ago? I say it’s always worth asking if you think they will say something valuable! 2. My recommenders arent on LinkedIn. In this situation, there are at least three options that can address the issue: Invite the person onto LinkedIn. It might be just the nudge your recommender needs to join the millions of LinkedIn users! Attach your recommendation under the relevant job as a link or file. Include the recommendation in the summary or experience section of your profile. 3. My previous company has a policy against recommendations. If your past supervisors are precluded from recommending you due to company policy, you might have hit a dead end- but your coworkers might still be able to write a recommendation; and keep track of those supervisors, as they might move to a new company and be freed up to write a recommendation for you. Pay attention to the daily emails you receive with updates and look for news about potential recommenders! Show or Hide LinkedIn Recommendations You can display the LinkedIn Recommendations you choose at any given time. To show or hide your recommendations, click on the pencil icon: If you do not want to display a recommendation, click the Show slider to change it to Hide and the recommendation will be hidden (see example below). Giving Recommendations I encourage you to recommend people as well as to request recommendations. Here’s how: If you want to recommend Nancy, go to her profile and click â€Å"Recommend Nancy.† You’ll be brought to this start box: Tracking Your Recommendations Want a quick run-down of all your received and given recommendations? Scroll down in your profile and here’s what you’ll see: Or, want to see all the recommendation requests people have sent you? Go to https://www.linkedin.com/in/brendabernstein/detail/recommendations/requests/?view=received Looking Good in Your LinkedIn Recommendations Section By accumulating recommendations, you will gain the trust of potential employers, clients, and whomever else you want to impress on LinkedIn- trust that can translate into business or into a job. I have had many people choose to work with The Essay Expert based on the strength of the recommendations posted on my LinkedIn profile. Imagine, if you are a business or sales person, having clients come to you already having decided youre the person they want to work with! Recommending people can also get attention from recruiters. It’s a little-known fact that recruiters search on the recommendations you’ve given, not just on the ones you receive! In summary, the strength of your recommendations can get you your next client or your next job. What are you waiting for?

Business Project High School Assignment Example | Topics and Well Written Essays - 1000 words

Business Project High School - Assignment Example 3. Target Market - the target market for the business is the small business owners especially in the Bondi junction area of Australia. The reason behind this is the number of office goers and the numbers of foreigners who actually know more about the organic food and also who are more interested in organic food consumption are relatively high. Also, if the small business owners are targeted, it will be easy to handle them and also the amount of risk is relatively less. 4. Consumer Analysis - The organic food industry in Australia booming. According to a recent study, currently the cost of the organic food market in Australia is $200-$250 million per year. This figure is restricted to the domestic market alone. Apart from this the amount of organic food exports is $50-$80 million per year. There is approximately 20-30% of consumer demand in the market for organic foods. The annual growth of the organic food market in Australia is estimated to be 60%. 5. Reaching the customers - In order to reach the customers either e-mail marketing can be considered or even point-of-sales advertising also can be considered. Both the methods are equally advantageous. Flyers also can be distributed. These have got the flexibility in color, shape and dimensions. Also the sales promotion activities can be linked up with the point-of-sales advertisings. ... 4. Consumer Analysis - The organic food industry in Australia booming. According to a recent study, currently the cost of the organic food market in Australia is $200-$250 million per year. This figure is restricted to the domestic market alone. Apart from this the amount of organic food exports is $50-$80 million per year. There is approximately 20-30% of consumer demand in the market for organic foods. The annual growth of the organic food market in Australia is estimated to be 60%. 5. Reaching the customers - In order to reach the customers either e-mail marketing can be considered or even point-of-sales advertising also can be considered. Both the methods are equally advantageous. Flyers also can be distributed. These have got the flexibility in color, shape and dimensions. Also the sales promotion activities can be linked up with the point-of-sales advertisings. This way there would be value addition. 6. The competition - The major source of competition would be the already existing players in the market. Apart from them non-organic producers who carry out mass production also can be a threat to the business. Carrying out an industry analysis would help in identifying the number of players in the market and their respective market share. Price differences between the competitor and our product over a particular period needs to be observed and analyzed. Depending on the analysis and alongside keeping the profit margin in mind the prices of the products can be revised. Also the transportation costs, production costs etc need to be analyzed. The cost of shipping the products to other places between the competitors can be identified and analyzed. Foods that have high potential and consumer demand need to

No topic Coursework Example | Topics and Well Written Essays - 250 words - 7

No topic - Coursework Example The video implicitly states that a virtuous individual follows orders that are in enforced often externally. The video also notes that this statement is in conflict with Kant’s ideology about these orders being enforced from inside the virtuous individual. As a result, Kant calls this self-enforced order a categorical imperative. The example of an intruding murderer scheduled by formulating orders for the viewer concerning the most ethical decision one â€Å"ought† to make. Turning the basis of this decision into a universal law is important for a categorical imperative as identified by Kant. These main points built the argument in the video by demonstrating how a single responsibility supersedes another. By demonstrating the possible outcomes of lying to the murderer, the video shows how Absolutism is holistic by denying any exceptions. This argument is sound in the sense that it does not allow any exceptions in any situation. However, when there are no ethical principles to consider exceptions, then there lacks any means of solving ethical predicaments, which are situations involving two or more conflicting ethical

Samsung company analysis Essay Example | Topics and Well Written Essays - 2500 words

Samsung company analysis - Essay Example The market is expected to grow at 7% annually globally between 2012 and 2015 with the 3D TV product category as the fastest growing segment in the industry. Sales in consumer electronics recorded a 10% growth in 2011 (almost $965 billion) from a 13% sales growth in 2010 ($875 billion) (Reportlinker 2013). One of the leading consumer electronic brands in the industry is Samsung Electronics, part of the Samsung Group which is headquartered in Seoul Korea. The company registered revenue of KRW 145,044,766 (USD 129,666,338) in the 3rd quarter of 2012 (latest figure available) and had been experiencing an average increase of net profit of 50 % since 2009 (Data Monitor 2011). The company occupies the top position in the television and monitor product category and the world’s largest producer of DRAM, SRAM, and flash memory. It is also involved in the manufacture of other consumer electronics product such as smartphone, computer tablet and home appliance. According to its CEO, Samsun g prides as the â€Å"fastest in commercializing original technologies† where innovation is encouraged by holding â€Å"competition between four main divisions--semiconductors, telecommunications, digital media and flat-screen panels† on who could best deliver the most innovative product that made the company a market leader in color TVs, VCRs, liquid-crystal displays and digital memory devices (Foroohar 2004). II. Environmental/back ground Analysis The external environment of Samsung is highly competitive (see appendices). Industry players are always looking for ways to innovate their products and ways to cut on their prices to make their product more attractive to the consumers. In addition to it, they are also looking for ways to develop new products that would debunk existing products such as the case of Sony Walkman that became obsolete with Apple’s iPod. Suppliers are also used as strategic weapon to leverage companies against competitors. In sum, the cons umer electronics industry is one of the most competitive industries because many players wanted to cash in on its phenomenal growth. III. The Company – Internal Analysis Samsung has undoubtedly strong brand recall. This is substantiated by Fortune’s ranking of Samsung Electronics as the second most admired company in global electronics which bids well for Samsung in its position in the market. A strong brand recall provides a company a strong competitive edge because consumers tend to patronize brands that they trust. Research and development is one of the strongest if not the strongest component of Samsung Electronics as a company. This constant focus on research and development enabled the company to become one of the leading brands today from being a nuisance brand in the 1990s. This penchant for research and development has been the company’s practice since 1990s particularly during the Asian Crisis where it was the only activity in the company that Samsung did not cut on cost. It continued its focus on R&D that in 2010, it spent as much as 5.9% of its total revenue in research. This focus in R&D did not only help Samsung to dominate certain product categories but also helped the company to launch new products recently and contributed to its success signfiicantly. Its effort and allocation of its resources

Erin Brockovich Movie Project Review Example | Topics and Well Written Essays - 1500 words

Erin Brockovich Project - Movie Review Example Erin is a single mom, who is unemployed with three (3) kids to support. The lawyer of the defendant committed grave ethical misconduct by criticizing Erin for her current status in life. She was accused by lawyer of extorting money from his client who is a rich doctor because she was desperate to find a way to earn money to support her kids. According to the doctor, from the moment Erin saw the doctor’s expensive car, a Jaguar, she saw it as a â€Å"meal ticket† or an opportunity to earn money by ramming her car against his car in order to get compensated. This act of the doctor is conduct unbecoming because she misjudged the Erin based on her status in life because she was penniless and underprivileged, thus not giving her a fair trial. She was prejudged because of her profile, an unemployed mother with 3 kids to support, broke and $17,000 in debt. She was disfavored because of her status in life and not by the facts of the case, making the jury render a decision not i n her favor. Therefore, the lawyer of the doctor committed a violation of his duty as a lawyer by not giving Erin a fair trial which is prejudicial in the administration of justice. 2. ... The water was contaminated by a substance was known as hexavalent chromium or chromium 6, which is in a high level, which can be toxic and harmful to human beings. This toxic substance can cause serious bodily harm and diseases like chronic headaches and nosebleed, respiratory and liver disease, chronic heart failure/disease, reproductive organ failure, bone deterioration, and even the fatal cancer disease. It was evident that cheating was present when the people were made to believe that the water was good for consumption and the water where their kids swam was safe. It was later discovered by Erin and her companions that this problem has been present all along way back 1996. The doctors who treated the patients also committed violation of the Code of Medical Ethics when they committed dishonesty by cheating on their patients by making them believe that they were healthy and well and on their way to recovery, when in truth and in fact, they were not getting well. The doctors were pa id a hefty sum of money by PG&E to tell lies to their patients to convince the patients that they are safe and being taken care of. The employees of PG&E also committed bribery on the people by offering money to drop the charges against PG&E and for them to testify in court that their health problems were not in any way related to PG&E. PG&E corporation also committed violations on their duty to uphold the corporate social responsibility by violation of environmental laws and bringing danger and harm to the community. The corporation, through desperate measure also resorted to the use of threat and harassment on Erin to stop her from investigating the case. This manifests unethical behavior on the part of PG&E by employing force

The Federal Reserve Essay Example | Topics and Well Written Essays - 500 words

The Federal Reserve - Essay Example Monetary policies are conducted through open market purchases, changing the discount rate, and determining the reserve requirement among banks. The main premise of any monetary policy instituted by the Fed is that any change in the money supply will consequently affect aggregate demand, price level, and the GDP deflator. Open market purchases allow Fed to buy and sell T-bills and T-bonds at discounts in order to take advantage of the gains from the purchase price and maturity value. These instruments are generally considered as less risky investments as they assure Fed of a sure yield at maturity dates. Fed, with its discretionary power, can also opt to purchase and sell stocks. However, as Fed is mandated is act like a "prudent person" and limit itself to less risky financial instruments, it will not engage in such operations. Accordingly, Fed is not allowed to enter in transactions that a prudent man will not undertake. It should be noted that stock markets like the NYSE are highly volatile and stocks are high risk investments. Selling and buying stocks will expose Fed into the risk of losing all its investments with the failure and collapse of business organizations.

Erin Brockovich Movie Project Review Example | Topics and Well Written Essays - 1500 words

Erin Brockovich Project - Movie Review Example Erin is a single mom, who is unemployed with three (3) kids to support. The lawyer of the defendant committed grave ethical misconduct by criticizing Erin for her current status in life. She was accused by lawyer of extorting money from his client who is a rich doctor because she was desperate to find a way to earn money to support her kids. According to the doctor, from the moment Erin saw the doctor’s expensive car, a Jaguar, she saw it as a â€Å"meal ticket† or an opportunity to earn money by ramming her car against his car in order to get compensated. This act of the doctor is conduct unbecoming because she misjudged the Erin based on her status in life because she was penniless and underprivileged, thus not giving her a fair trial. She was prejudged because of her profile, an unemployed mother with 3 kids to support, broke and $17,000 in debt. She was disfavored because of her status in life and not by the facts of the case, making the jury render a decision not i n her favor. Therefore, the lawyer of the doctor committed a violation of his duty as a lawyer by not giving Erin a fair trial which is prejudicial in the administration of justice. 2. ... The water was contaminated by a substance was known as hexavalent chromium or chromium 6, which is in a high level, which can be toxic and harmful to human beings. This toxic substance can cause serious bodily harm and diseases like chronic headaches and nosebleed, respiratory and liver disease, chronic heart failure/disease, reproductive organ failure, bone deterioration, and even the fatal cancer disease. It was evident that cheating was present when the people were made to believe that the water was good for consumption and the water where their kids swam was safe. It was later discovered by Erin and her companions that this problem has been present all along way back 1996. The doctors who treated the patients also committed violation of the Code of Medical Ethics when they committed dishonesty by cheating on their patients by making them believe that they were healthy and well and on their way to recovery, when in truth and in fact, they were not getting well. The doctors were pa id a hefty sum of money by PG&E to tell lies to their patients to convince the patients that they are safe and being taken care of. The employees of PG&E also committed bribery on the people by offering money to drop the charges against PG&E and for them to testify in court that their health problems were not in any way related to PG&E. PG&E corporation also committed violations on their duty to uphold the corporate social responsibility by violation of environmental laws and bringing danger and harm to the community. The corporation, through desperate measure also resorted to the use of threat and harassment on Erin to stop her from investigating the case. This manifests unethical behavior on the part of PG&E by employing force

Grammy Nominees Essay Example | Topics and Well Written Essays - 500 words

Grammy Nominees - Essay Example The lyrics to this powerful melody are pleading, calming and contemplative. They are words the audience identifies with easily. The signature banjo beat adopted in the song gives it a developed alternative rock sound (Natasha, 1). The band remains true to their sound while capturing a wide fan base. The use of upbeat instruments creates hope for the rather sorrowful lyrics. This is especially appropriate as the song it titled, â€Å"I will wait†. Snoop Dog & Wiz Khalifa featuring Bruno Mars deliver â€Å"Young, Wild and Free† in a simplified manner that earns the song the top vote in the Rap category. The song contains one of the most catchy choruses of the year behind that of â€Å"We are Young† by Fun. Bruno Mars’ vocal infusion to the chorus softens the track. The collaborative effort between Wiz Khalifa and Snoop is blended, continuous and refined. The song is memorable beyond several hip hop songs. Miguel captures the attention of the world with his song â€Å"Adorn†. It gets the best R&B song as a result of its soulful feel. The song is intimate and sincere. The video delivers the songs most powerful elements alongside Miguel’s powerful voice. The song’s quality makes it a track that will remain relevant for several years to come. It elevates Miguel from an underdog R&B singer to a top performer. â€Å"Even if it Breaks your Heart† by Eli Young Band wins the Best Country Song. The track depicts the essence of optimism and resilience in failure. It is a great lesson for the audience. The track is well developed with great musical instruments and vocals. The winning point for the song is the poetic lyrics that pushes composition boundaries (Dukes, 1). The Best Gospel Song vote goes to Marvin Sapp with his song, â€Å"My Testimony†. It is an autobiographical account of the singer’s struggle with the death of his wife following a long battle with cancer. The song is soulful, hopeful and inspiring. The powerful lyrics captivate the listener

Conan Doyle detective fiction Essay Example for Free

Conan Doyle detective fiction Essay Some people say that one of the reasons they enjoy reading crime stories like Sherlock Holmes is that order is always restored, good always triumphs over evil. Crime fiction is popular still today because there are many programmes on T. V today i. e. A Touch of Frost, Taggart, and Wire in the Blood. It is also in books like the novels of Ian Paterson. The genre is so popular because people enjoy it and there is an atmosphere of expectation in most stories. Conan Doyle was popular with the Victorian audience because the criminals always got caught, and his stories were published in a magazine read in a parlour or on a train journey. The basic structure of a crime story is that at the beginning there is order and all is well. Soon, however something happens usually a crime to disrupt that order. Then the detective investigates and solves the case. Finally order is restored again as good has defeated evil. This structure is evident in The Man with the Twisted Lip. For example it begins orderly at the beginning of the story as we read about Dr Watson and his wife in the sitting room just before the hour that a man goes to bed. His wife is knitting and Dr Watson sat in his chair. Then the order is disrupted when the doorbell rings and one of Dr Watsons patients Kate Whitney is at the door and she tells whats up. Dr Watson then goes to find Kate Whitneys husband and whilst there, finds Sherlock Holmes in the Opium den. The crime Sherlock Holmes has to investigate is the apparent murder of Neville St Clair. He solves the case by realising that Neville St Clair is in disguise as Hugh Boone. Finally order has been restored because Holmes gets to Neville St Clair and undisguises him as evil is defeated. Conan Doyle uses all the right ingredients and description to his villains which strikes fear into any reader. Dr Roylott is a perfect example of this. Conan Doyle describes him as So tall was he that his hat actually brushed the cross-bar of the doorway, and his breadth seemed to span it across from side to side. A large face, seared with a thousand wrinkles, burned yellow with the sun, and marked with evil passion, was turned from one to the other of us, while his deep-set, bile-shot eyes, and the high thin fleshless nose, gave him somewhat the resemblance to a fierce old bird of prey. This shows the sheer size and fierce looks that he has. I am a dangerous man to fall foul of! See here He stepped swiftly, seized the poker, and bent it into a curve with his huge brown hands. This shows how strong Dr Roylott is and to warn Sherlock Holmes off because other people fear him. In The Speckled Band Conan Doyle describes how aggressive, violent and Greedy Dr Roylott and that he uses his knowledge of medicine for evil doings. Jim Browner is another Conan Doyle that is very well described. His aggression, jealousy and uncontrollable rage are shown here. I swore to my wife that I would kill her if I found her under in his company again, and I led her back with me, sobbing and trembling and as white as a piece of paper. His cunning ways are shown here I had a heavy oak stick in my hand, and I telly you I saw red from the first; but as I ran I got cunning and hung back a little to see them without being seen. His violence and vengeance is shown here Crushed his head like an egg. I would have spared her, perhaps, for all my madness, but she threw her arms around him crying out to him I was like a wild beast that had tasted blood. This also shows there is no stopping him and that he gives no mercy. Conan Doyle carefully describes his settings to create tension and suspense. An example in The Man with the Twisted Lip Conan Doyle describes the opium den internally and externally to brilliant effect. The modern reader knows this is a place where sinister events happen, a black gap like the mouth of a cave Out of the black shadows there glimmered little red circles of light. The Victorian reader very familiar with the atmosphere in London and would be gripped by Watsons struggle to see and all the detail that Conan Doyle describes the Opium Den with. Sir Conan Doyle uses great language to create a tense atmosphere in The Speckled Band. In section where Helen Stoner relays what happened on the night her sister mysteriously died, he uses the story within the story to great effect. Firstly an atmosphere of foreboding is created as the weather is described The wind was howling, animal imagery which creates the effect that there is a wild beast outside. The rain was beating and splashing against the window which is describing the weather to create atmosphere of foreboding and uses words like beating to show violent imagery. Conan Doyle uses sentence structures effectively to create different atmospheres. He uses short sentences to create drama and also short sharp sentences followed by an exclamation mark to create a scary and tense atmosphere. For example in The Speckled Band when Julia shouts Oh my God! Helen! It was the band! Another example of a short sentence is when Helen says I knew that it was my sisters voice. Conan Doyle is very successful in writing detective fiction that appeals to a modern reader because he uses all the right ingredients and structure. Conan Doyle uses very interesting characters and evil villains, which makes the readers addicted to his detective fiction stories. He uses different types of language and sentence structure, which is very appealing to the readers.

Personal Skill Audit And Self Assessment

Personal Skill Audit And Self Assessment A personal skills audit is a very good way for an individual to identify his/her strengths and needs to develop in a healthy atmosphere. It has been proven very useful for people to keep themselves on the career track mainly ambitious managers and entrepreneurs. The personal skills audit depends on the area of business you are working in too and varies with the different areas and environments. Here we will realize the whole idea from the prospective of an individual that how one can evaluate himself in the light of some of major personal attributes and skills required for a better and bright career. The whole personal skills area can be distributed in few sections under which come few questions identifying the presence of that particular skill in your personality through the responses you give against those questions. I have divided the audit in 5-6 such sections naming Ability and eagerness to learn new things, Information seeing skills, Reading and note making, Communication skills , General business skills, management skills , leadership skills etc. now under these sections are the questions against which an individuals response is recorded these responses may be in terms of ratings one gives to a particular attribute that is how important a particular skill is or it can be the other way which I have adopted. Few sections and questions that I have used for my personal skills audit will be presented here to give the exact idea of the whole scenario. The responses are divided in four categories Can do this, need more practice to do this, cant do this, priority of the skill. (How to change careers a personal skills audit) Learning and organization- I plan my strategies to manage my time I am able to work under deadlines I am able to prioritize my tasks and continue learning Communication skills I am good with expressing my views verbally I am confident and have a very little stage fear I am ready to listen views of others and appreciate it Management and leadership skills- I am good with managing my resources and bring the best out of them I work well as a part or member of the team as well as the leader of the team I am good with convincing people and get my work done I am good at addressing and motivating my team mates Stress management- I know what the causes of stress are I know my extent of handling the stress I can use my strategies to handle any kind of mental stress These questions will be answered in the responses can do, need practice to do and cant do along with this they will be given a priority number according to the importance of an individual skill in ones personality. Personal Development Plan Next part is analyzing the Personal development planning which will directly be linked with the personal traits we have discussed above as on the basis of our responses given against each of the question under each section we can figure out our strong and weak points and know what we are really good at and what not which will help us to bring our best qualities out and strengthen them also there might be some attributes of our personality which may be hidden and might come out after this analysis and can be used later on for some good. (How to change careers a personal skills audit) Under personal development planning our first question is- Am I able to identify my personal goals? As we know without a goal a person is nothing but a rolling stone which goes in any direction he is kicked but that only because he cannot think about this we human beings have this ability to set and figure out personal goals for ourselves and make efforts to achieve them. Every individual might have a different goal some of us want to be big business men and some want to be social workers for me it is a combination of both I want to be an entrepreneur who can bring technology to masses and give them its advantage. Am I being able to judge my strengths and area of development? The idea behind the personal skills assessment was bringing out strong and weak points of an individuals personality and finds the scope of improvement in the weak points if any. So its very important to know your strengths and use them in a constructive manner. Am I being able to spot opportunities of learning and growth of my career? This is one very important point for every ambitious individual who is looking to grow the field of his expertise. Spotting out opportunities which can give you chance to enhance your learning and scope to grow your career is of utmost importance in any working environment and should always be kept in mind. Now these questions are needed to be asked in a regular interval of time from ourselves and take the feedback of how much we are following the plan we had set for ourselves. This feedback will always help us to asses us in the light of the goals set before us and give us the exact idea of any further improvements if needed. Overall Progress Setting Objectives The objective one puts in front of himself is the ultimate goal he is looking for but things like this do not come very easily and soon. There is a lot of effort and regular monitoring is involved. I review my objectives and steps I suggested to be taken to achieve the same in every month and analyze the extent I am close to it and what were the right steps I took in this direction and what were wrong. for example if I have decided to read a particular book at the starting of a month and I have spend most of the time in other activities rather than reading that book then at the end of the month when I will review the whole situation it will come out itself that my focus and will power is not that strong and I need to work on that which will help me to achieve my objective ultimately which is reading the book in this case and as this is just an example the concept can be understood in a broader prospective which is career and life. (Business tips and tricks) Learning Style Each individual has its own way of learning and analyzing the information in different way. While most of the people deliver the information is one convenient way still here we will analyze different important and famous learning styles which are used today. There are many ways to classify the learning styles and most of such classifications are based on individuals perception. On the basis of the perception of one such individual we have categorized the learning styles in four categories listed below- Converging- It is based on understanding the abstract concepts and implementing them practically Diverging It is based on coming up with new ideas and seeing things from a different prospect Assimilating- It is based on building theoretical models by inductive reasoning Accommodating- It is based on actively participating in the important ideas going around My learning style among these four categories is Converging as I believe in understanding the concept first and then visualize it in a real time scenario with the help of technical and personal skills I am having. (Business tips and tricks) Lifelong Learning The concept of lifelong learning is not new usually people expect learning to be a source and medium too to build a bright career and earn a pile of money which is not at all wrong but that should not be the ultimate objective as we say its not all about luxury but for the life as well. Four very important factors this whole idea strongly lies on are Learning to know Learning to do Learning to live together Learning to be It also proves the point that learning is an integral part of life not only to earn money but also to live a happy and transient life. My suggestion to encourage the lifelong learning is the same frame of mind which promotes education and learning beyond the money and luxury column and it should always kept in mind that learning doesnt have any age or status bar and it is supposed to move with you throughout your life being a very integral part of your life. Time Management Strategies The major time management strategies I have adopted to achieve my objectives are following with their importance in ones daily schedule. Dont waste time: Seems quite obvious but very important point. I used to waste a lot of time watching videos, checking email often and using social networking websites which consumed most of my time without giving me any valuable knowledge so I decided to quit that. Make a Calendar: Running things that you have to do in your head is not an ideal way to keep track of things it will be better to have a calendar and mark important date in it because if you are free it might be easy to keep such things in mind but once you have a lot of work it is hell of a job and in a fast era like today you are not allowed to make many mistakes so keep yourself updated. Work from anywhere and everywhere: Use online tools like Gmail, Google documents and others so that you can work from anywhere from your computer as internet is available everywhere today it will help you to stay ahead of the curve. Break your work into chunks: Do work in small pieces as it might be possible that you have a little time but a lot of work so you might not start as you cant finish it in that much of time so break your work in small pieces. (6 essential time management strategies)

Unethical Pitbull Owners Essay -- Animals Dogs Pit Bull Terrier essays

Never Mind the Dog Beware of the Owner   Ã‚  Ã‚  Ã‚  Ã‚  The American Pit Bull Terrier is a good breed of dogs that has earned its popularity throughout the world. The Pit bull is well known to be a loyal, brave and a very good companion to its owner. However, caution should be taken to avoid these terriers from getting into the hands of unethical owners.   Ã‚  Ã‚  Ã‚  Ã‚  According to the United Kennel Club (UKC), the standard for the American Pit Bull Terrier is a dog that is square and powerful with a blocky head, prominent cheeks and jaw, taut, and muscular body. The dog’s ears maybe cropped or snipped. These dogs have a deep chest, and a short, glossy coat of any color. Size can range from 30-50 pounds for females and 35-60 pounds for males. The average pit bull today will cost you any where from one hundred and fifty dollars to one thousand dollars. Pit bulls have great physical and mental characteristics that make them excellent partners for responsible, active and caring owners (PBRC). Pitbull are very responsive to training, intelligent, strong, energetic, agile, and adaptable and are always eager to please (PBRC). For example, the Pit bull was America’s first war dog serving in WWI, saving many lives from soldier of nerve gases and other chemical and biological harm. Pit bulls were also used as watch or alert dogs. In a California based APBT (American Pitbull Terrier) rescue group-encompassed training for Pitbulls to assist persons with disabilities, and with people who needed ther...

Rethinking Project Management Essay

The systemic models show behaviour arising from the complex interactions of the various parts of the project; they demonstrate how behaviour arises that would not be predicted from an analysis of the individual parts of the project and thus show how the traditional decomposition models in some circumstances can be inadequate. The project behaviour shown in this body of work is complex and non-intuitive. It shows causal feed-back, leading to nonlinear behaviour, and produces e? ects which can sometimes manifest themselves after signi? cant time-delays; and the behaviour of such systems is di? cult for the human brain to predict and understand intuitively. Furthermore, the models di? er from the bodies of knowledge in their empha- is on ‘‘soft’’ factors; the factors within the feedback loops are not only hard ‘‘concrete’’ factors: ‘‘soft’’ variables are often important links in the chains of causality and are thus critical in determining the project behaviour; such variables might include morale, schedule pressure, client changing his mind and so on; in addition, there is a recognition that the models need to incorporate not only ‘‘real’’ data but management perceptions of data. ‘‘Systemic’’ models have been used to explain failures occurring in projects which might have been well-managed by traditional project-management methods. The failures analysed by these methods are in complex projects subject to uncertainty. Conventional techniques are designed for projects with large numbers of elements, but the assumed structures are subject to very limited types of interdependence, and conventional methods are even more unsuited to projects under high uncertainty. It is when uncertainty a? ects a traditionally-managed project that is structurally complex that the systemic e? ects discussed above start to occur. But the systemic models demonstrated an important aspect: it is management actions to accelerate perturbed projects which particularly exacerbate the feedback; when the project is heavily time-constrained, so the project manager feels forced to take acceleration actions, and this produces the problems from feedback. Thus we have identi? ed the three compounding factors which come together in complex structures of positive feedback to cause extreme over-runs when projects are managed conventionally: structural complexity, uncertainty and a tight time-constraint. Recognition of the problems inherent in conventional prescriptive procedures has led to the development of contrasting project management methodologies. While being within a strategic framework, these methodologies are usually identi? ed by words such as ‘‘lean’’ or ‘‘agile’’, and are particularly prevalent in the software industry [55] (perhaps due to the particular goal-uncertainties of such projects). These methods contradict the underlying emphases of conventional approaches: the project emerges rather than being entirely pre-planned; the management style is much more co-operative, recognising that the Plan prepared pre-project is fallible and incomplete, and there is acceptance that the plan cannot be fully prepared because of the in? uence of the external environment. The systemic modelling work analysed the reasons for project over-runs for many seriously over-run project, giving explanations in terms of positive feedback, often exacerbated by management actions, and importantly including both ‘‘hard’’ and ‘‘soft’’ factors in the causal analysis; the analysis shows that conventional methods can be inappropriate and potentially disadvantageous for projects that are structurally complex, uncertain, and heavily time-limited. Projects which exhibit these three characteristics would appear to lend themselves less to conventional methods and newer methods might be more appropriate, such as ‘‘agile’’/’’lean’’ methods often called ‘‘agile’’ or ‘‘lean’’. However, the thesis of Williams [54] is not that we should simply ignore conventional project 684 S. Cicmil et al. / International Journal of Project Management 24 (2006) 675–686 management methods and move to these opposing techniques. Rather, with the understanding gained from this analysis of the systemic modelling work, we need to move our discourse to take account of the e? ects encompassed in this work; then we need to categorise projects according to the dimensions which give projects a propensity for the type of systemic e? ects, so that an appropriate management style can be speci? d, in particular an appropriate balance between conventiona l methods as espoused in the bodies of knowledge and these contrasting methods. This work suggests that once a project is subject to disruptions and delays dynamics then the traditional project management tools are probably inappropriate for managing the project. The use of traditional tools is likely to unintentionally exacerbate the undesirable consequences and lead to greater overruns than need be the case. Even the nature of the agenda at project progress meetings needs to have a di? erent focus and emphasis. Awareness of the potential consequences of mitigation becomes important as possible traditionally ‘obvious’ actions are proposed. 7. Conclusions, implications and the way forward Our aim in this paper has been to discuss critically the nature of knowledge that could be created about the actuality of projects and how it contributes to our understanding of project environments, to improvements in practice, and to educational and developmental e? orts. We attempted to shed some light on the assumptions behind theoretical and methodological approaches to researching the actuality of projects and project management that, in our view, can be helpful in broadening the boundaries of the project management body of thought and contributing to more satisfactory processes and outcomes of contemporary projects. Researching the actuality of projects, as presented in this article, draws on: – a combination of practical philosophical considerations and concrete empirical analyses towards understanding human action, and for that matter, managerial action in the concrete situation and – requires a theoretical shift from more common normative rational approaches to individual and project performance towards a more developmental one which focuses on practical action, lived experience, quality of social interaction and communicative relating, operations of power in context, identity, and the relationship between agency and structure in project environments. The research presented in this paper as exemplars of actuality research provide some compelling and interesting insights into the actuality of managing projects addressing on-going gaps in our knowledge of how to e? ectively manage complex undertakings. Cicmil and Marshall develop an empirically grounded understanding of project complexity that incorporates processes of communicative and power relating among project actors dealing with ambiguity and equivocality related to project performance criteria (success/failure) over time that is in constant ? ux. Cicmil and Hodgson’s work casts light on the traditional foundations of project management practitioner development and demonstrates the need for developing both instrumental and value rationality as the basis for project management practice. The research by Thomas and Buckle questions the underlying assumptions embedded in traditional project management discourse and explores the impact of these embedded assumptions on the practice and practical discourse of practitioners. The Strathclyde research team’s work on understanding complex project failures contributes signi? cantly to our understanding of the complex interactions between the actuality of projects and the unintentional consequences of applying traditional ‘‘best practice’’ control oriented project management to complete projects under extreme time pressures. All of these research studies make signi? cant contributions to an understanding of the actuality of projects and provide insights into how project management practitioner development needs to change to address these project realities. Methodological issues (epistemology, ontology, and representation) are also of dominant concern in these studies. The argument is that theory and empirical research must proceed simultaneously on micro and macro levels of analysis and within both objective and subjective methodological traditions, focusing on action which is habituated, practical, tacit, dispositional, and at the same time structured. From this perspective, it is important not only to explore or explain what is but also to examine why it is as it is and what activities are encouraged or discouraged by this focus, and how it comes to be. The recommended methodological approaches are capable of addressing a much wider range of mportant project issues such as: the social responsibility of management, ethical conduct, bounded rationality, anxiety, emotions, the operation of dominant discourses, power/knowledge relationship, culture, and identity. Despite this, we do not promote ‘actuality research’ as a comp eting or privileged stream of thought to the more mainstream ones. We argue for it as an alternative lens through which new insights into projects and project management practice can be generated. One of the key assertions is that the understanding which drives much of project management literature does not satisfactorily explain the richness of what actually occurs in project environments. http://www.uwe.ac.uk/bbs/trr/Is7-cont.htm

The Four Shipping Markets Economics Essay

Transporting industry ‘s resort area is a alone similar in some construction of other markets where trade goods are sold or purchased on one platform. Transporting market construction is distinguishable. The construction of the market is determined by its features like â€Å" the supply of service being offered, the type of the merchandise, the figure of operators, the barriers to entry or go out, the figure of consumers demanding the service. â€Å" ( Mc Conville 1999 ) . Some theories describe these market signifiers utilizing different theoretical accounts runing from perfect competition to Monoply. Transporting services is provided by four closely related markets, although trading in different trade goods. Even though the sections vary in character and intent, they still compete for lading and they all operate within the Four Markets of Shipping ( Stopford, 2009 ) . The alone mechanism of this market is that it is about unpredictable, nevertheless â€Å" the best commercial chances frequently arise when the markets behave inconsistently † . ( Stopford, 2009 )The four transportation marketsHarmonizing to Stopford ( 1997 ) the transportation industry can be divided into four markets, the: 1. Newbuilding market – where ships are being ordered 2. Cargo market – where they are being chartered ( used for transit ) 3. Sale and purchase market – where they are being sold to other ship-owners 4. Destruction market – where they are being sold to trash paces Key characteristics of transporting markets: –The Newbuilding marketThe new edifice market brings new ships into the transportation industry and sends hard currency out of the market as stuffs, labor and net income. The newbuilding market is merchandising ships that are non yet built in other words the ship ‘s keel may hold been laid. Hence, one time a ship is ordered, it will take up to four old ages to acquire ready for its sea tests. By this clip the full market conditions may hold been changed. It is hence of import to hold good anticipation of the hereafter before telling. Reasons for a purchaser to take to order a new vas alternatively of purchasing a pre-owned one can change, but in most instances it depends on the monetary values and besides depends on the proprietors design standards. The monetary values of the newbuilding market seems, harmonizing to stopford ( 2009 ) , to be merely every bit volatile as the sale and purchase market, hence at some occasions the newbuilding market can hold lower monetary values than the second-hand market.The cargo marketThe cargo market is seen as one individual international market divided into bomber markets for different types of ships. Harmonizing to Stopford ( 2009 ) , there are two different types of minutess in the cargo market, the: Freight contract where the shipper buys transit from ship-owners at a fixed monetary value per ton of lading. Time charter where the ship is hired on a daily footing Depending on which sector the shipowner and lading holder meet in, there are different types of contractual understandings used when â€Å" sealing the trade † . How the costs and duties are shared between the shipowner and shipper will settle the type of contact to be used ( Stopford, 2009 ) . i‚ ·iˆ Voyage charter: The shipowner transports the shippersaˆY lading from A to B for a fixed monetary value per ton. i‚ ·iˆ Contract of affreightment: The shipowner transports a series of lading packages for a fixed monetary value per ton. i‚ ·iˆ Time charter: The charterer is given operational control of the vas transporting his lading while the shipowner still has ownership and control over the direction of the ship. This can either be arranged for a individual trip or as a period charter. i‚ ·iˆ Bare boat charter: The charterer has full operational control of the vas, but does non ain it. This is normally arranged for longer periods ( 10-20 old ages ) . i‚ ·iˆ Freight derivative contract: The contract is arranged against an in agreement hereafter value of a cargo market index. The ship is fixed after all the formalities of type of contract and when the cargo rate is agreed between the two parties.The process is simple, a ship-owner has a vas for hire, a charterer has a lading to transport, and a agent puts the trade together. ( Stopford, 1997 )The Sale and purchase marketThe singular cardinal characteristic of this market is that the second-hand ships are traded like pokes of murphies at a state market. The participants are a mix of shippers, transporting companies and speculators and shipbrokers play an of import function in covering with minutess. Trade is between the ship proprietor and an investor who normally is another ship proprietor so the hard currency does non go forth this market and hence from the industry. The ships may be for sale because they are excessively old or make non follow with industry ‘s ordinances, or the proprietor may be hard currency strapped or has decided to alter company ‘s portfolio. Ship monetary values are really volatile, and the value depends on the cargo rates, age, rising prices and outlooks.The Destruction marketIt is the recycling market of the transportation industry. This market can be compared to the sale and purchase market, but the difference here is that the purchaser is a destruction pace and non a shipowner. When a ship-owner is no longer able to sell a ship S & A ; P, they will turn to the destruction market which is non, harmonizing to Stopford ( 2009 ) , a less glamourous market, nevertheless an indispensable portion of the full industry. This market can be compared to the sale and purchase market, but the difference here is that the purchaser is a destruction pace and non a ship proprietor, here every bit good ship agent plays an of import function. As the cargo market this market is besides a beginning for hard currency to the industry, here the purchasers of the disused ships are the scrap pace who demolish the ship and trade in the stell and other of import equipment and trim parts. This is particularly an of import beginning of hard currency in a recession and besides in order to maintain balance between supply and demand. These four markets are seen to be closely correlated, since the activities in each of these markets to a great extent affect all these four markets. These four markets work together linked by hard currency flow. ( Stopford,2009 ) Outside of these four markets are extra closely related markets, like the agents, funding, insurance, etc. This makes the full transportation industry composite where every party is of import for the full transportation industry, since they are impacting one and another so as to work closely to each other. Even though each market trade in a different trade good, we find the same shipowners trading in all 4, and their activities are closely correlated. They all respond to rhythms in trade, and as transporting companiesaˆY trade in all four markets, the hard currency flows in and out of the market is what drives the transporting market rhythm ( Stopford, 2009 ) .Transporting Market Model & A ; Shipping CycleThe maritime economic sciences is highly complex topic as Stopford asserts because of its â€Å" wavy nature † ( COSCO Summit 2007 ) , so one has to understand its theoretical account by foregrounding those factors that are most important.The economic sciences here is no different than others which take into history the demand and supply.Here It is the market mechanism which regulates supply and demand. The primary demand and supply driver in the transportation industry is freight rates, which determines the gross of transporting companies. Other drivers of the transportation industry are: Trade growing Geographic concentration of trade Menace of wars, buccaneering, storms and hurricanes Government countenances on cargo Entree to and suitableness of other manners of cargo The supply drivers of the industry include: Demand for oil and dry majority Climatic conditions ( rains, storms and tides ) Government limitations on cargo hypertext transfer protocol: //www.maersktankers.com/PublishingImages/Illustrations/tankermarket_illustration.gif Beginning: hypertext transfer protocol: //www.maersktankers.com/PublishingImages/Illustrations/tankermarket_illustration.gif Stopford ( 2009 ) nowadayss Ten variables in the transportation market modelfive each on the demand and supply side viz. DemandA A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A A Supply 1. World EconomyA A A A A A A A A A A A A A A A A A A A A 1. World Fleet 2. Seaborne Commodity TradeA A 2. Fleet Productivity 3. Average HaulA A A A A A A A A A A A A A A A A A A A A A A A A 3. Shipbuilding Production 4. Political EventA A A A A A A A A A A A A A A A A A A A A A A A 4. Trashing and losingss 5. Transport CostA A A A A A A A A A A A A A A A A A A A A A 5. Freight rates Ten variables in the Transporting Market Model Beginning: Stopford, 2009 This Model, he breaks down into three constituents viz. Demand, Supply and Cargo market, Any instability provenders through into the 3rd portion of the theoretical account which links the other two through hard currency flows. Overview of the Dynamics ( As deduced from stopford 2009 ) When ships are in short supply, cargo rates ( ( i.e. , monetary value of sea conveyance ) are bid up and hard currency flows into the bank histories of ship owners.Eventually the increased hard currency flow starts to impact the behavior of both the shippers and shipowners. Although the cargo rate is non the lone factor that affects transportation, it is merely a benefit that the shipper additions from a combined conveyance operation ( Branch, 2007 ) . Other hard currency influxs come from the destruction market. The shipowners will likely get down telling new ships, while the shippers look for ways to cut theirA conveyance costs by detaining ladings, exchanging to closer providers or utilizing bigger ships. When there are excessively many ships, rates are bid down and shipowners have to pull on militias to pay fixed costs such as fixs and involvement on loans. As militias diminish some proprietors are forced to sell ships to raise hard currency. Monetary values of ships fall to a degree where shipbreakers offer the best monetary value for the older ships, cut downing supply.Changes in freight rates may besides trip a alteration in the public presentation of the fleet, through accommodations to rush and layup. This nexus between market balance and cargo rates is one of the most of import economic relationships in the theoretical account and it is controlled by shipowners who decide how to react. This theoretical account gives transporting market rhythms their characteristic form of irregular extremums and troughs. This is the market theoretical account lineation which controls transportation investing. The four mar-kets drive the transportation market rhythm. When the cargo rates in the beginning of the rhythm starts to raise the hard currency will flux into the transportation industry, taking to higher monetary values for second-hand ships. As monetary values continue to lift, this will take investors into the newbuilding market. When ship-owners have ordered sufficient of new ships, the rhythm is normally at its extremum, and finally the procedure will travel into contrary. When cargo rates start to worsen taking to less hard currency influxs, this will hold a negative impact on ship-owners, since in this phase they will get down to pay for their newbuilding ships. If ship-owners do non hold adequate liquidness this will coerce them to sell their ships on the 2nd manus market for garbages. If there are adequate new ships supplied in the 2nd manus market to low monetary values, the older ships will non acquire any offers and the proprietors are forced to direct them to the destruc tion market. As more ships are scrapped the supply of ships will travel down and freight rates will one time once more get down to lift and the whole market rhythm will get down from the beginning. ( Stopford, 1997 )Freight rate mechanismThe supply of sea conveyance is influenced by the cargo rate. This is a mechanism that the market uses to actuate determination shapers to set capacity in the short term and to happen ways to cut down costs in the long tally. Supply and demand are linked together through the cargo market and harmonizing to the balance of available ships and lading in the market, shipowners and shippers negotiate and seek to set up a cargo rate which best reflects this ; when there is a excess of ships the rates are low and when there is a deficit of ships the rates are high ( Stopford, 2009 ) . On the demand side, the demand map shows how shippers adjust to alterations in the cargo rate. For an single ship the supply map describes the sum of conveyance the proprietor can provide at each degree of cargo rates In response to freight rates the supply map plants by movingships in and out of service. There are three factors impacting the incline of the short-run supplycurve. First, the age of the vas, an older ship normally has higher operating costs, so lay-up will happen at a higher cargo rate than for newer ships. Second, the size of the ship ; larger ships have lower transit costs per ton of lading. Third, is the relationship between velocity and cargo rates, which can be defined from economic theory ; if the market is absolutely competitory, the ship will be operated at the velocity at which fringy cost peers the cargo rate ( Stopford, 2009 ) . Sellers and purchasers transact in the market and their supply and demand demands do the monetary value to travel. The â€Å" traveling monetary value † is an equilibrium value of the monetary value. This can be explained if we combine the demand and supply curve diagrams. The sea conveyance demand map shows the measure of sea conveyance shippers would buy at each degree of the cargo rate. The sea conveyance supply map shows the measure of sea conveyance bearers would offer at each degree of the cargo rate. The supply and demand curves intersect at the equilibrium monetary value in the transportation market, which determines the cargo rate at which the measure demanded by shippers for transportation services is equal to the measure supplied by bearers. At this point, both shippers and bearers reach a reciprocally acceptable cargo rate degree. Figure illustrates the cargo rate mechanism. In consequence the cargo rate mechanism is the ‘switch box ‘ which controls the sum of money paid by shippers to shipowners for the conveyance they supply. ( Stopford 2009 )Features of Transporting CyclesOverall, transportation is a cyclical, seasonal and volatile concern. Global economic conditions and political developments affect the demand side, while the size and handiness of the planetary fleet affect the supply side. Imbalances between demand and supply affect plus values, cargo rates and net incomes. The intent of transporting market rhythms is to take the weak histrions, go forthing merely the strong to last and turn. This will in the long-term create an efficient and competitory transportation concern ( Stopford, 2009 ) . Economists like Fayle ( 1933 ) , suggested that the transportation rhythm starts with a deficit of ships. The addition in the cargo rate stimulates overordering of new edifices. Finally, it leads to market prostration and a drawn-out slack. The transportation rhythm is a mechanism to equilibrate the supply of and demand for ships. If inordinate demand exists, the market rewards investors with high cargo rates until more ships are built. If there is inordinate supply, the market squeezes the gross with low cargo rates until ships are scrapped.What Causes the Transporting Cycle?The transportation market is driven by a competitory procedure in which supply and demand interact to find the cargo rate. Excessive demand leads to a deficit of ships, which in bend increases the cargo rate. On the other manus, inordinate supply of ships leads to a decrease in the cargo rate. In general, the transportation rhythm is alone, consisting the undermentioned features ( Stopford 2004 ) : The transportation rhythm is a mechanism to organize supply and demand in the transporting market. A complete transportation rhythm has the undermentioned phases: trough, recovery, extremum, and prostration. There are no set regulations about the length of each phase. There is no expression to foretell the form of the following transportation rhythm. Business rhythms are straight relative to transporting rhythms, these are the cause of fluctuations in seaborne trade and ship demand and these do non follow any set form therefore foretelling them becomes a really complex undertaking.

Human Resource Planning Essay

Organisations such as Boots undertake human resource planning to determine a course of action, which helps them to function more efficiently by having the right labour, in the right place, at the right time and cost. Human resource planning was known as manpower planning. It has been defined as: â€Å"The activity of management which is aimed at coordinating the requirements for and the availability of different types of employees† Boots need to forecast their manpower needs, both in terms of the number of employees needed and the types of skills and qualities required. It is also important to monitor and assess the productivity of the existing and available workforce and recognise the impact of technological change on the way in which jobs are carried out. Boots human resource planning team also needs to be able to identify and analyse the factors influencing and shaping the labour markets from which the organisation recruits staff to satisfy its manpower needs. Human resource specialists have to work within these labour markets to acquire sufficient resources to meet the productive needs of Boots. Influences On Human Resource Planning Recruitment and Selection One of the most important jobs for the human resources manager in Boots is recruiting and selecting new employees. Without the right employees the business will be unable to operate efficiently or serve its customers properly or make any profits. With the proper recruitment and selection techniques, Boots can make as sure as possible that they can achieve these objectives. Boots may need to recruit for several of reasons. The growth of Boots can generate additional demand and therefore create a need for extra labour. External influences such as technological developments can change job roles within the organisation, creating a need to recruit new people with specific skills. Alternatively, vacancies can be created through resignation, retirement and dismissal. The Recruitment Process Job analysis Job description Person specification Finding suitable candidates Choosing the best person Taking references Making appointments Training and Development An important part of manpower planning is the continual review, identification and update of training and development. Factors such as the introduction of new technology or new working methods can create training needs that have to be met if Boots is to remain competitive. In recent years there has been growing employer awareness that training can play a significant role in developing a flexible and multi-skilled workforce. Boots organise training and development programmes for several of reason: * To motivate employees and increase job satisfaction, thereby reducing absenteeism and labour turnover * Reduce wastage and accident rates by creating a consistent performance across the work force * Develop the skills of existing employees to cope with labour shortages * To establish the most effective and efficient working methods in order to maximise productivity and remain competitive * Reduce employee’s resistance to change, perhaps deriving from the introduction of new equipment and the application of new technology. Performance Management Boots needs to manage the performance of its employees effectively if it is to remain competitive. This means that there must be effective management control exercised at both individual and organisational level. A range of processes and techniques need to be in place, which allow individual employees to know how well they are doing, and for managers to be able to monitor how well their subordinates are performing. Performance monitoring provides information, which is of value for identifying future training or promotion opportunities, and areas where insufficient skills or knowledge could be deemed a threat to an employee’s efficiency. Managers exercise control at an individual and organisational level through: * Planning by setting objectives and targets * Establishing performance standards * Monitoring actual performance * Comparing performance against targets * Rectifying mistakes and taking action. The Performance Management Process Labour Turnover The labour turn over ratio is used to measure the total number of employees leaving an organisation in a given period of time, usually a year. It is calculated in percentage terms using the formula Number of employees leaving over specific period x 100 Labour turnover = Average number of people employed It is important that labour turnover is continuously measured by Boots to warn of potential problems so that management can take appropriate action. Replacing employees disrupts efficiency and creates recruitment and training costs. For a business to meet the objectives of its manpower plan, it is important that it minimises labour turnover. A high labour turnover is bound to affect the quality and level of output as well as incurring manpower costs associated with the recruitment and training of labour. Labour Stability Index The labour turnover ratio is a rather general measure. A more subtle indicator is the labour stability index, which is calculated using the formula: Number employed with more than 12 months service x 100 Labour stability = Total number of staff employed one year ago This index denotes stability because it emphasises those employees that stay rather than leave. Age Structure The information on the age structure of the workforce – analysed by different categories of employees – is useful for several reasons. It will highlight a potential staff shortage problem that might be caused by a large number of employees all reaching retirement age during a relatively short period of time in the near future. It might show that a particular age group dominates certain positions within the company, frustrating the promotional aspirations of other employees A detailed analysis if the age structure of the workforce of Boots, when linked to skill audits, can also be of considerable value when deciding upon the allocation of training opportunities. For example, boots short-term objective might be to train all employees to use a new form of computer technology by the end of the year. When deciding who should receive training, Boots needs to know which employees already possess the required skills and which employees are nearing retirement age, as training people who are shortly to leave the company would not be cost effective. I am going to be covering the areas that surround Boots in Brent they are: > Alperton > Barham > Sudbury > Sudbury Court > Preston > Tokynton > Wembley Central (where Boots is based) Ward % Under 8 years % Under 15 years Working Age (16 – PA) % Pensioner age % 85 and over Alperton 14.1 20.9 67.8 11.7 1.1 Barham 18.7 19.3 64.4 15.6 1.3 Preston 11 18.1 64.1 17.8 1.6 St Raphael’s 16.6 28.6 60.5 10.9 0.6 Stonebridge 13.1 21.8 66.1 11.1 0.7 Sudbury 9 20.1 64.7 15.9 1.1 Sudbury Court 11.7 20.4 67.9 11.7 0.7 Tokyngton 12.1 20.8 65 14.2 1.1 Wembley Central 13.2 22.2 66.2 11.6 0.7 This data shows the percentage of people’s age in each ward. As you can see looking at the data Wembley central employ 66.2% of working people being the third highest ward. Therefore in this area where Boots is located there would be a lot of workers working there. The data also shows the percentage of pensioners, in Wembley central the percentage of pensioners is low. This means businesses in Wembley central do not employ old people as there isn’t many old people in this area as there are in Preston where majority of pensioners live. Boots would look at recruiting people that who are young, as they want young and active staffs. They would employ young people so they can gradually train them as they go along. By doing this Boots can offer a better service to there customers. Ward Total Unemployment Rate Estimated Rate for Black Groups Alperton 12.3 15.1 Barham 11.7 9.6 Preston 10.3 13.8 St.Raphaels 22.8 27.5 Stonebridge 23.1 27.3 Sudbury 10.7 14.7 Sudbury Court 8 10.6 Tokyngto 12.7 15.5 Wembley Central 13.8 15.2 This data shows the unemployment rates in Brent and the estimated rate for black groups. Unemployment rates for Black and Asian groups were higher than for White groups. White unemployment rates were 10.9% whereas black unemployment rates were 16.5%. While there are no up-to-date unemployment figures by ethnic group, there is no reason to suppose that the differential between white and other ethnic groups has lessened significantly. Based on this assumption, the data above, estimates black unemployment rates in January 1996 compared with the rate for the whole population. This has been estimated by calculating the differential rate in unemployment between the black and other ethnic groups and all groups, then applying the difference to the January 1996 unemployment figures. For example black and other ethnic groups unemployment rates were 22.7% higher in 1991 in Alperton ward than for the white population. This percentage difference is then applied to the current rate. The resulting figure is intended to give a broad estimate of the likely unemployment rate for the black and other ethnic groups. The data shows that the lowest unemployment rate is in Preston ward and the highest rate is in Stonebridge. In Wembley central where Boots is based it looks like an average of unemployment members. This means that in this area there aren’t many unemployed people as the area is very busy due to businesses operating in the area and competition with other businesses occurring. As a result of this businesses will need to recruit more people. For example if Boots were to employ more staff the business will be doing more work, the more work they do the more customers they get. % In Education Rank in Brent Persons (18 +) qualified Rank in Brent Alperton 60 23 12 20 Barham 71 14 15 14 Preston 71 13 18 11 St. Raphael’s 54 28 7 30 Stonebridge 54 27 9 27 Sudbury 74 9 19 9 Sudbury Court 74 8 27 1 Tokyngton 65 19 10 26 Wembley Central 71 11 13 15 These data shows the percentage of pupils in education in each ward. It also shows the percentage of people that are already qualified in Brent. As you can see that Sudbury Court have the number 1 rank in Brent whereas Wembley Central have the rankings of 15. % In Education Rank in Brent Persons (18 +) qualified Rank in Brent Alperton 60 23 12 20 Barham 71 14 15 14 Preston 71 13 18 11 St. Raphael’s 54 28 7 30 Stonebridge 54 27 9 27 Sudbury 74 9 19 9 Sudbury Court 74 8 27 1 Tokyngton 65 19 10 26 Wembley Central 71 11 13 15 Those wards which have high proportions of the population qualified to a level above GCE â€Å"A† level are those wards which have the highest proportions of people in professional and managerial occupations. This tells us that Sudbury Court has the most workers with qualification. Weekly average earnings (Full Time à ¯Ã‚ ¿Ã‚ ½) 1984 1986 1988 1990 1992 1994 Greater London – Males 214.7 255 312.6 383.1 434.4 467.3 Greater London – Females 142.8 169.3 208.2 258.9 308.6 336.5 Brent – Males 204.1 242.4 283.3 338 381.2 402.1 Brent – Females 120.1 159 172.5 225.8 267.9 282.7 This data shows the average weekly earnings (from 1984-1994) for male and females in Brent and Greater London. We can see from the data that from 1984 the males weekly earnings have increased as the years have gone on. The female’s earnings have also increased as the years have gone by, but not the same amount as the males. Some females argue that they are getting unfair pay, as their earnings do not match the males when they are working the same hours and the same jobs as them. If females feel neglected in the workforce they seek the equal opportunities for advice. We can see by looking at this graph that the level of males earnings in 1994 in Brent have increase, so has females earnings. However female’s earnings are not as much as males earning. Recruitment And Selection The first stage of recruitment is to conduct a detailed analysis of the job, which may involve questioning the current jobholder or observing the jobholder at work. The information gathered is carefully recorded and analysed. Further information might be obtained through discussions with the jobholder’s manager of supervisor. When the job analyst gathered all this information, it should be written down in a summary report setting out what the job entails. This report is called job description. It contains two types of information. It describes the tasks of the job and describes the behaviour necessary to actually do these tasks. This is what a job description summary looks like: Job Description Job Title: Sales Assistant Directly responsible to: Store manager Directly responsible for: No one Contact with: Managers, other sales assistants, personnel department, other stores and customers Job outline: To help meet customer’s requirements by providing them a high quality service to ensure they remain satisfied. To be able to deal with customer complaints, request and offer advice when required. Job responsibilities: you need to maintain up-date knowledge of all products ranges and developments. As a company representative a professional, polite and sensitive manner should be adopted at all times. Whenever possible the company’s own brand products should be promoted over those of its competitors. Job requirements: all customer’s orders must be processed correctly using the company system as soon as the order is received. Overall an individual target must be met. Complaints must be dealt with politely and immediately. A person specification, which is also known as a personnel profile, describes the characteristics and skills, which a person needs to be able to do the job to the required standards. There are many ways to set out this information. This is what a person specification looks like: Person Specification Physical appearance: Smart personal appearance, clear, articulate speech Achievements: Five GCSE’s at grade C or above. No previous experience required, however it would be an advantage. Specific skills: Good communication skills. Ability to listen to problems and offer practical suggestions. Willingness to learn. Competent with money. Interests: Any position of social responsibility or participation in team related activity Personality: Polite, pleasant and cheerful, ability to deal calmly with aggravated customers and to cope under pressure. Good team worker Personal circumstances: Reliable person, good time-keeper, living locally and willing to do additional overtime work during holiday periods. The next stage of the process is to attract only those people who fit Boots person specification. Therefore Boots need to advertise for a staff and it is important to advertise in the right areas. It is important to think about the type of people it is trying to attract and the publications they read. The advertisement should be done a well clearly and noticeable. The advertisement should also make it quite clear how any interested person should apply, and state whether applicants need to submit a copy of their curriculum vitae. Once Boots has attracted applicants who match the person specification, the next stage is to gather information on each applicant. The main sources of information are: 1. Application forms 2. Curriculum vitae 3. Interviews The purpose of an application form is to gather information about the candidate that will give definite clues about personal attributes, qualifications, experience, etc. Boots make decisions about which candidates to short list by comparing the information on application forms to the person specification. The completed application form is regarded as part of a candidate’s contract of employment. It is important that no false claims are made or any deliberate misinformation is included, otherwise the contract of employment could be void. A curriculum vitae (CV) is a document usually initiated and prepared by a job seeker. It serves a similar purpose to an application form. The CV includes the job seekers personal details, education, qualification, work experience, interest and ambitions. In addition, the CV should include any other information that would be likely to persuade a prospective employer to consider granting and interview. This is how a CV looks like and should be presented. (See next page) Curriculum Vitae Name: Salma Ahmed Address: 50 Tudor Court South Wembley Middlesex HA9-6SE Telephone: 0208 900 9018 Home) 07958172964 (Mobile) Date of Birth: 20/11/1985 Marital status: Single Nationality: British Occupation: Student Education: Preston Manor Sixth Form Centre Carlton Avenue East Wembley Middlesex HA9 8NA Sep 2002-2004 Qualifications: GCSE French B Maths C Art C English Literature A English Language B Science C/C History C DT C Personal Profile: I am a very hard working person. I like meeting deadlines and I am very reliable. I like working as a team as my communication skills are very well developed. I can work independently as well as in a team and work to the best of my ability. Work Experience: Business: Insight UK (Computer suppliers) Position: I.T. Assistant Address: Alperton House Bridgewater Road Wembley Middlesex HA0 1EH Start: 04/06/01 Finished: 15/06/01 Duties & Skills: During my experience at insight my duties were to deal with technical trouble and solving them. I had to do mail orders and general office duties including filing, faxing, photocopying and other duties that were required Achievements: Throughout my five years at Preston Manor, I have achieved many duties and responsibilities. I was a prefect where I had to help out the school with any events or forthcoming events. I was also a member of the school council committee. I took part in many school activities and extra-curricular activities such as basketball, football and cricket. I had entered for a poem competition and the poem was published in a book called â€Å"kaleidoscope†. Interests: In my spare time I make myself useful. I like to stay healthy and fit, l play lots of sports such as football and basketball. I also play snooker. I am sociable too as I go out with friends to different places. At home I enjoy reading books and listening to music. I take a lot of interest in computing and learn to develop my knowledge on it at home with computer books. I also use the Internet regularly everyday as I find it very interesting and take a big interest in this too. Reference: Are available upon request The structure of the selection interview depends on the nature of the vacancy and the size of the Boots. For some jobs, applicants may be interviewed just once on a one to one basis. Other jobs often interview an applicant several times before they employ them or dismiss them. This is and example of the types of questions that may be asked during an interview at Boots: 1. Why did you apply for this job? 2. Tell me more about you’re past experiences? 3. Why did you leave your last job? 4. From your CV I can see that you have developed your skills, what are your strength and weaknesses? 5. In Boots you may have to deal with annoyed customers, how would you deal with the situation? 6. Give me an example of a situation you have faced? 7. How well do you think you can contribute to the success of Boots? 8. Do you have any references? Before we finish do you have any questions? These are questions that maybe asked by the interviewee to the applicant. During this type of interview, which would be face to face, the applicant must show that they are willing to carry out this job at high standards and are able it impress the interviewee with skills and experiences that have been achieved During the interview the interviewee would usually mark the applicant(s) on a checklist, which would be created to see whether the applicant is right for the job. This is how a checklist would look like: After this process is done the Human Resource department then work out who is perfect and suitable for the job. This is the type of recruitment process that Boots would use. Often other jobs are advertised in the local newspaper and when the people see them they send off a letter of application, as they have no application forms or they never received any. A letter of application is simply a letter asking for the job and explaining why the writer is suitable for it. The letter will be structured in any way the writer thinks is appropriate, and this very fact makes it a useful selection method. If the letter is badly structured, poorly expressed and full of spelling mistakes, it could indicate that the applicant is not suitable for a clerical or administrative job, which requires neat well-structured work. On the other hand, a poorly structured letter, which is nevertheless imaginative and interesting, could indicate that the applicant may be suitable for the job. On the next page is an example of a letter of application. This job place was found in the local newspaper for a job at Chorospan Ltd. John Bates Personnel Director Chorospan Ltd Preston Manor Reginal Road Carlton Avenue East Chester Wembley CH2 7KB Middlesex HA9 8NA 10 January 2003 Dear Mr. John Bates, Post of Personnel Assistant: I am interested in applying for the job of personnel assistant advertised in the Wembley Observer on 9/01/03. I am presently studying for the Advanced Vocational level in Business at Preston Manor Sixth Form College, which I will finish at the end of June this year. My qualifications and educational details are in the curriculum vitae attached. I am very interested in personnel work and I did two weeks work experience at Action.com, (which now is known as Insight UK) in London in June of last year. I am also studying a personnel unit on my course, which has increased my interest and understanding in personnel work. I am available for an interview at any time convenient for you, apart from the dates of January 27 and January 30. Yours Sincerely Amit Patel Training And Development Programme Training is the acquisition of a body of knowledge and skills, which can be applied to a particular job. The resources devoted to training can create substantial costs. It is important that training needs are correctly identified and the desired standard of skill is established. The training programme needs to be administrated efficiently and evaluated – the results achieved by employees that received training should be compared with the standard of performance it was hoped to achieve. Nowadays most large organisations like Boots employ professional training officers to run training programmes for employees. In a large manufacturing or services company, for example, the training manager will have teams of training instructors to teach all kinds of courses to employees. Even in small businesses several types of training will still be necessary Training can be dived into two main categories: ‘on the job’ training or ‘off the job’ training. ‘On the job’ training This means that the employee acquire their training or development in the workplace itself. For many people they enjoy the direct link with their job and can see more clearly how relevant the training or development is to the performance of that job ‘Off the job’ training This means attending courses, which may be in a college or a training centre away from the workplace. This type of training is important to an employee’s career development as well as being an integral part of training a training programme. There are various types of training: Induction Training Induction is the process of introducing new employees to the organisation and its way of life and culture. Employers use induction training as a means of introducing new employees to the organisation and ensuring they have necessary information and skills to perform their tasks to the required standard. Induction training can help to minimise labour turnover among new recruits by ensuring that they are made to feel welcome and are fully aware of what the job entails. Induction training provides new employees with information about: > The organisations policies and objectives > Future career opportunities > Pay, training and fringe benefits > Health and safety > The organisational structure and layout > The requirements of the job > Colleagues and managers Good induction training programmes successfully balance the amount of information that needs to be conveyed with the length of time employees can sustain their concentration. Mentoring Mentoring schemes are used by businesses both to develop good working relationships between employees and to provide employees with the opportunity to learn new skills. Employees are allocated a mentor, usually an older or more experienced existing employee, whose role is to advise and answer their concerns. The employee benefits from advice on issues such as career development and managing change. The mentor benefits from an increase sense of responsibility and the opportunity to pass on their personal knowledge. For some professional and senior posts, it has been found that mentoring is more effective if the mentor comes from an external organisation. The mentor would be expected to have a wide range of professional skills and experience and be able to offer independent advice and support. Coaching Coaching involves regular informal meetings between a mangers and an employee, which allow discussion of the employee’s performance in relation to the achievement of any objectives or targets. These informal performance assessment sessions enable a manager to identify an employees strengths and weaknesses. Coaching provides managers with a means of both assessing an employee’s suitability for promotion and analysing the way an employee has coped with any additional responsibility or extra authority. In House Training This is where employers run courses inside their own organisation. Courses might be held in an ordinary office room or in a smart training centre owned by the organisation. In house training schemes often referred to as on the job training, because it provides training and development to employees using resources within the organisation. The main benefits of using in house courses are: > They are fairly cheap – there is usually no need to employ outside trainers and lecturer > Course content is tailor made for your organisation > Reference and examples to highlight points can be related to your own organisation > Everybody knows one another, so there is no time wasted in having to get to know people The success of in house training schemes is dependent upon the teaching skills of the instructors. Instructors need to possess good communication skills and be able to break down, explain and prioritise each section of a particular task. External Courses Sometimes it is necessary to send staff to do courses elsewhere. This may be with another employer or at a specialist-training centre or at the factory of an equipment supplier. Externally run training schemes are normally used by smaller organisations, as they usually have too few employees requiring training to justify expenditure on specialist training facilities and full-time instructors. The benefits of using external courses are: > They bring together specialist trainers who would never be available to an ‘in-house’ course chiefly because of the high cost > Course members get together from several organisations, and this enables them to learn more about each other and how their respective organisation operate > Trainers place great value on the benefits of being away from the workplace – the course members are in a comfortable and peaceful environment away from any distractions External courses are generally quite expensive because this includes fairly luxurious accommodation in lavish surrounding and the guest speakers are highly paid. This means employers have to think very seriously about the value of such courses to the organisation and they have to carefully identify which staff The National Training System Training and enterprise councils This was first established in 1990. This helps businesses to identify their training need. Sponsored by the government and led by local people, there are some 80 TECs in England and Wales. Their mission is to encourage economic growth through effective training and enterprise. Investors in people TECs are also responsible for assess firms that wish to be recognised publicly as investors in people. The idea behind the initiative is that investing in people is one of the most effective ways of improving business performance. To gain recognition as an investor in people, companies like Boots must meet exacting training standards. Individual learning accounts Individual learning accounts are designed to help individuals manage, plan and invest in their own learning and, therefore, take charge of their career and future. They are sort of a bank account into which the government, the individual and the employer all make a contribution, and the money is used to buy training and education, both now and in the future. Modern apprenticeships Modern apprenticeships provide young people with a means of obtaining a nationally recognised qualification while gaining valuable work experience. This is basically when young people are working and having education at the same time (part time college). National vocational levels NVQs are occupational qualifications based upon an employee’s ability to reach defined levels of skill or competence in carrying out various tasks connected with their particular occupation. The basis for awarding an NVQ is an assessment of an employee’s level of competence, and any necessary underpinning knowledge. Several techniques can be used to help promising employees to develop their abilities and give management a better idea of exactly where the employee’s future may lie: Job Rotation Giving people a range of jobs in rotation widens their experiences and increases their skills. Job Enlargement Giving people extra tasks to do gives management a better idea of the employee’s true capacity, ability and stamina. Job Enrichment Adding more interesting and more difficult tasks to the job. This might be done with a person of very great potential to see just how capable he or she really is. There are so many other courses of trainings that a business like Boots can look into. These are the key aspects of the training and development program. Most of the methods of trainings shown before are some of the trainings that Boots themselves take up on. The other types of trainings Boots could look into to help develop their staffs and train them to offer a better service to the their customers. Human Resource Management: The Potential For Conflict In a large organisation like Boots conflict is inevitable. Basically, the resources that can be devoted to this area are limited and everyone wants a large share of them. The main areas of conflicts are as follows: Department Rivalry Boots does not have unlimited resources to devote to its human resources activities such as training and staff development. The human resources management has the difficult task of deciding who should be given the benefits of those activities and this is also an area where there is huge potential for conflict. Departmental managers will all want to make sure that their departments do not miss out but they cannot all get bigger slice at the cake if the cake is of limited size. Appraisal This is a common feature of most organisation but it is a very difficult area and fraught with difficulties. To some long standing employees, appraisal is simply unacceptable. They hate to think that someone is â€Å"looking over their shoulders† or making decisions on how good they are. Even if all staff are fully trained and happy to accept an appraisal system, there is still some potential for conflict. Staff might have a higher opinion of their performance that their managers and this can lead to disagreements and disputes. There can be suggestions of favouritism or victimisation even in a well – organised systems such as that of Boots. Recruitment And Selection The department that controls selection and recruitment is in a strong position to reward individuals and give them better salaries or more attractive jobs. In making decisions, the department is never going to please everyone. If Boots decided to appoint externally then this could have caused conflict with all internal candidates. Trade Unions One of the functions of the trade unions or representatives of the staff or any organisation is to gain the maximum pay and the best conditions for the employees. The human resource department have to ensure that salaries and wages are the minimum to attract the best or most appropriate staff. Performance Management And Motivational Theories It is important that Boots measure the performance of their employee’s against their aims and objectives and mission statement. This way they can see whether the company are doing well. This term is known as management by objective, in which the performance of the individual and organisation is consistently being measured against objectives and targets, which have been agrees jointly by managers and employees. The monitoring process requires the measurement of performance and then linking these performance measurements against the achievement of objectives. For individual employees, the monitoring process, is usually complemented by some or all of these review systems: > Appraisal > Self evaluation > Peer evaluation > 360 degree evaluation An appraisal system is used to review the standard of work being undertaken by people within an organisation and to assess the value or contribution of individual employees. Appraisal and performance review interviews are used by employers to: > Reinforce company goals > Identify training needs and career opportunities > Recognise good performance > Review and set new targets The person who appraises is called the ‘appraisor’ and the person being appraised is the ‘appraisee’. It is important that consideration is given during the appraisal interview to the extent to which an employee has reached objectives agreed at an earlier meeting (such as the previous years appraisal). Firstly, the appraisor writes an appraisal report of the appraisee. Secondly, this is discussed with the appraisee at an interview. There are several options available: Self Evaluation Before attending the interview, individual employees might be asked to consider their own view of their performance for Boots. Self-evaluation enables an employee to decide what his or her objectives are and identify training and development needs. The main problem with self-evaluation is that it can be highly biased. Some employees overestimate their performance through a fear of admitting their weaknesses and this is what the appraisor look out for. Other employees under estimate their performance because they do not want extra responsibility or because of false modesty. Peer Evaluation To inform the performance review process, many organisations also look at peer evaluations of the individual. This is based on the idea that the best people to provide feedback on an individual’s performance are those who operate at a comparative level. Obviously this can only be carried out in complete confidentiality, so that the people making the peer evaluation do not feel that there can be any come back. 360 Degree Evaluation This is the most modern approach – it is sometimes called ‘peer appraisal’. In 360 degree evaluation the apraisee is appraised by most of the people they deal with. Therefore a ‘middle manager’ would get appraised by staff working for them, by fellow managers and by their boss. This gives an extremely thorough picture of an employee and it pinpoints strengths and weaknesses very well. However, it takes up much staff time. Nevertheless it is very popular. It is important that Boots employers carry out appraisal interviews every year or every six-month so that they can keep on track how their employees are doing and also check if they are meeting the businesses objective. They can also set new objectives and targets to the employees in this type of interview as the appraisor would have found out what the employees strength and weaknesses are. The benefits of performance appraisal: > It helps to identify training needs > It may reveal other problems > It may untap useful new skills > It improves communication between employees and managers – a few words of encouragement and praise for doing a good job are often highly motivating. Motivation Motivation describes the extent to which an individual makes an effort to do something. Boots are likely to improve performance, in terms of productivity, attendance rates, cooperation and quality, if they can find ways of increasing the willingness of their employees to make even greater efforts at work. Motivation is the force that drives people to satisfy their needs. Human needs are varied and complex, and it is only relatively recently that psychologists have started to analyse how these forces operate and interact in the workplace. During the 1950’s two American researchers, Abraham Maslow and Frederick Herzberg, evolved theories about human needs, which have since helped managers to understand how to encourage people to perform more effectively at work. Abraham Maslow and ‘The Hierarchy Of Needs’ Maslow’s ideas focus on the value of developing self – esteem and of helping people to fulfil their potential. Maslow said that all motivation comes from meeting unsatisfied needs. He stated that there was a ranking of need, which must be achieved in the correct order – from the bottom to the top of a pyramid. Basic physiological needs like food and water are at the bottom and self-actualisation is at the top. The need†¦ Which is achieved by†¦ Self-actualisation: Personal growth and self-fulfilment Esteem: Recognition Achievement Status Social needs: Affection/love Safety needs: Security Freedom from pain and threats Physiological needs: Food, water, and air Once these have been satisfied, increasingly higher level need start to come to the fore in determining what motivates us. When one level of need is satisfied, it decreases in strength and our actions are then dominated by the next level – and so on. Basic physical needs – these include things like food, shelter and warmth Security needs – these can be things like a safe place to live and security of employment. Need for social contact – people need contact with family members, friends and work colleagues. Need for self-esteem – people gain self-esteem when they feel that their achievements are recognised and rewarded. This may be anything from a few words of praise to tangible things like a new house or car Need for fulfilment – this usually involves some form of personal development, achieving goals or the successful completion of an ambitious project Maslow has contributed much to our understanding of the wide range of needs that working people have. He was one of the first researchers to realise the importance of motivational factors such as: > Enhancing people’s self-esteem > Giving them a challenge > Providing opportunities for personal growth > Giving people extra responsibility Frederick Herzberg and The Two Factor Theory In 1957 Hezberg devised the ‘motivation-hygiene’ theory, which stated that two groups of factors affect employees motivation. He studied thousands of workers to find out what satisfied and what dissatisfied them about their jobs. He discovered, naturally enough, that some things gave employees satisfaction while other things made them dissatisfied. Herzberg called the things that satisfy people job content factors and the things that dissatisfy people job context factors. He said that certain elements in a job motivate people to work harder. Job content (inside circle) normally involves aspects such as achievements, recognition, opportunities from promotion, responsibility and the nature of the work itself. Job content factors are factors within a job that can cause satisfaction. These factors are sometimes known as satisfiers or motivators. Job context (outside circle) includes aspects such as working condition, pay, company policy, organisational structure and administration. They are called job context factors because they are outside the job. Poor job context factors can cause dissatisfaction and can demotivate, but good job context factors are not enough in themselves to provide job satisfaction. Mangers must focus upon some of these factors if they want to increase job satisfaction and motivate employees. As we can see looking at both Maslow’s and Herzberg theories, that these methods will help employers and managers motivate their employee’s to get the best work out of them to keep the company alive. It is important that motivation takes part in all businesses, as motivation is a key aspect of the performance management part of the business. We can now see how businesses like Boots are influenced by these two motivational theories, however there are more theories that cover the whole concept of motivation We can see the main purposes of performance management and why it is so important to large and small businesses like Boots. Performance management plays a big successful part in a business as long as it keeps the employees happy and motivated. Planning The Workforce (Human Resource Planning) There are four main reasons for human resource planning: 1. It encourages employers to develop clear links between their business plans and their HR plans so that they can integrate the two more effectively, for all concern 2. Organisations can control staff costs and numbers employed far more effectively 3. Employers can build up a skill profile for each of their employees. This makes it easier to give them work where they are most value to the organisation 4. It creates a profile of staff which is necessary for the operation of equal opportunities policy Because of the dynamic nature of the modern global business environment, human resource planning is an ongoing process. A business like Boots needs to alter its objectives continuously to take account of: > New technology > Emerging world markets > Green and ethical issues > Workforce demands New Technology The rate of technological change is accelerating. It permeates every aspect of business activity: design, production planning, production control, automated production, warehousing, despatch, transportation, administration systems, management information systems, and so on. Robotics, automation and information technology are still in their early stages of development. As progress continues, the nature of industry and commerce will change even more dramatically. Human resource plans should consider the likely impact of technological change on the type of employees that the organisation will require in the future as well as considering the training implications for existing employees. World Markets International companies are able to exploit world markets, enjoying considerable economies of scale, particularly as transport costs continue to fall in real terms. Worldwide production facilities, automation and access to instant information anywhere in the world are changing the nature of companies. Businesses, which do not deliver quality goods and services on time, are being bypassed. Consumers demand more choice and new products. Product life cycles are shortening and product development time scales have had to speed up. Internet selling has become firmly established and organisations require highly flexible work forces to survive in such an environment. Green And Ethical Issues Businesses have to maintain a good relationship with their customers and suppliers. That relationship can be threatened by bad publicity, and companies need to be aware that they are scrutinised by many pressure groups that seek to publicise unfair or unethical practices. Green peace, for example, protests against environmentally unfriendly practices, and it sometimes targets action against individual companies as well as putting pressure on business as a whole. There have been many examples or pressure groups staging high-profile demonstrations against individual companies and organising boycotts of their products. Workforce Demands Conditions at work have improved enormously, compared to how they were a hundred years ago, but employee expectations continue to rise. Employees demand better working conditions and a better quality of working life. They want to be consulted about matters that affect them at work. They certainly have higher expectations about work than previous generations; people are not likely to be committed and loyal to employers that do not consider their needs and expectation. Human resource plans need to offer suitable training, development, motivation and rewards to satisfy employees and to ensure that those people with the highest skills and expertise are attracted to, and retained, by the organisation. These are factors that have influences on human resource planning. It is important that businesses like Boots think about these factors and how they might work from it and what kind of things the business may have to beware of. Good planning means a successful business. To successfully implement a human resource plan, a manager needs to obtain the cooperation of everybody within and outside the organisation. The human resource manager needs to motivate and enlist the cooperation of customers, suppliers, the manager’s own staff, senior managers and people in the other departments. Manpower Planning And Internal Staffing One of the most important plans the human resource manager makes is the manpower plan. This sets out the number and types of employees that will be required by an organisation in the future. Manpower Planning And The External Labour Market Factor As well as the continuous analysis of the internal staffing resources, manpower planning must also be supported by monitoring, the availability of labour from external resources. If an organisation fails to monitor the pool of potential recruits in the working population at both local and national level then it runs the risk of not being able to satisfy any additional manpower requirements from external resources. Local External Courses When assessing the extent to which future manpower requirements can be satisfied from local labour markets, manpower planning must take account of: > Demographic trends, with particular emphasis on the overall size and age structure of the local working population > Developments in the local transport system that determine the effective catchment area for labour > Unemployment rates, and the availability of workers with particular skills, qualifications and experience. National External Sources Boots must also consider the extent to which it ability to meet its manpower requirements may be influenced by national factors. National policies, demographic trends and developments can affect the ability of the organisation to recruit certain types of labour, and can have implications for salary levels and the conditions of employment. Manpower planning must therefore also take account of: > National demographic trends, particularly any implications for the growth of the working population > Economic trends which affect the demands for different types of labour – in today’s economy, for example, there is greater demand for people with practical science and technology skills and those with customer service skills required in call centres > Education and training trends, such as central government measures, which change the emphasis and structure of university courses and the provision of technical and vocational education in school and colleges > New legislation, including government policies and EU directives on wages and salary negotiations, the role of staff associations and trade unions, equal pay, sex discrimination, employment protection, working time and industrial relations Statistical Analysis There is a great deal of statistical information, from government and private sector sources, relating to the impact of local and the national factors on the labour market. This type of analysis is particularly useful to any organisation drawing up a manpower plan in support of business relocation or the setting up of a new business. Drawing Up The Manpower Plan If an organisation like Boots have identified the strengths and weaknesses of an organisation’s existing workforce and the external labour market factors impacting upon its ability to recruit and retain labour, a manpower plan can then be devised. The manpower must deal with: > Recruitment > Transfers > Redundancies > Training > Productivity > Labour turnover Recruitment A schedule must be produced that deals with the timing or the recruitment programme for the various types and levels of labour. It must set out an approach to tackling any possible labour recruitment difficulties that have been identified by earlier investigations. Transfers The manpower plan needs to cover the future redeployment of existing employees between various jobs, department, sections and locations. The plan covers not only within existing premises but also any transfers involving proposed movements of employees to different geographical locations where organisation operate. Redundancy If some jobs have become obsolete, or the organisation needs to reduce its activities in certain areas, it needs a programme for redundancies. This must cover the timetable and selection procedure for redundancies and/or early retirements, and the determination of redundancy payments and pensions. The plan must also specify how the organisation in tends to assist redundant employees in their search for alternative employment. Training This section of the manpower plan deals with the duration, structure and content of training and apprenticeship courses. It should cover induction and training of young recruits and the training and retraining courses for existing employees. Productivity Recruitment, selection, training and promotion measures are designed to ensure that the best possible people fill existing and future positions. However, they must be supported by actions so that all employees can work more productively. Productivity can also be raised by measures aimed at improving industrial and human relations within the organisation. If employees feel valued and get job satisfaction, they are likely to be better motivated and more productive. Labour Turnover A high labour turnover is bound to affect the quality and level of output as well as incurring manpower costs associated with the recruitment and training of labour. Having identified the avoidable causes of manpower wastage, the plan may suggest some remedies to reduce wastage. Having produced a manpower plan, every effort must be made to ensure that it is continually updated in the light of both internal and external developments that affect the organisations ability to meet its demand for labour. We can see how human resource planning is vital for nearly any business. Planning the workforce is good preparation for creating a tougher and successful workforce, which would then create better services. It is important that Boots also plan their external and internal developments too as it may affect the business to meet their demand for labour.