Essay --

We are living in the world of technology; the most important of all is the communication channels through which we can communicate with each other ever from far. People need to be in contact with each other to continue their life. There are many ways of communication now a days like phone, internet, email, mobile and face to face interaction. Over last few years technology has been developed so fast that now distance of meters are no more far, the person you want to talk is with you on telephone, the friend we want to chat is at our doorstep through the internet. In short world has become very small due to improvement of technology and still it is increasing day by day. People now choose Social Media over face to face interactions because its better tool for integrated marketing communication.it also provides platform for raising funds and charity. Furthermore it helps to stay in touch with family members that live far away much easier through the use of onlin e social networking. People now choose social media over face to face interaction because...

HND Business Human resource management Essay

Personnel Management Personnel Management is essentially an administrative record-keeping function, at the ground level. Personnel Management professionally manages employee’s activities for individual departments for example in Bhs you will have a personal manger for customer services. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success. Human Resource Development – Human resource management is concerned with the Training, promotion development and implementation of people strategies, which are incorporated with business strategies, and guarantees that the culture, values and structure of the organization, and the quality, incentives and commitment of its members contribute fully to the achievement of its goals. Human Resources Management is focused with carrying such task as, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development. But, the Human Resources method performs these functions in distinct way, when compared with Personnel management. Personnel management is about the continuance of personnel and administrative systems, Human Resources Management is about the anticipation of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change. Differences between Personnel management and Human Resources management Personnel management is more workforces focused, aimed mainly at the organization’s employees; such as, arranging for them to be paid, and justifying management’s actions etc. Whereas, Human Resources management is more resource centered, Personnel Management is fundamentally an operational function, concerned principally with carrying out the day to day people management activities. While on the other hand, Human Resources Management is strategic in nature, that is, being concerned with directly assisting an organization to gain competitive advantage. HRM is a more strategic and proactive form whereas personnel management is a reactive. Human Resources Management has been considered as the strategic and logical approach to the management of an organization’s most valued. The personnel management has functions which are conventional and systematic whereas HRM deals with innovative ideas and are committed to enforcing better business conditions. Personnel management has evolved from being an independent function of the company to human recourses management which is an integral part of the company. 20 Points of Difference between Personnel Management & HRD Dimension Personnel Management Human Resource Development Beliefs & Assumptions 1. Contract Careful delineation of written contracts Aim to go ‘beyond contracts’ 2. Rules Importance of devising clear rules ‘Can-do’ outlook; impatience with ‘rule’ 3. Guide to management Action Procedures Business – need 4. Behaviour Referent custom & practice Values/Mission 5. Managerial Task vis-à  -vis Labour Monitoring Nurturing 6. Conflict Institutionalized De-emphasized STRATEGIC ASPECTS 7. Key Relations Labour Management Customer 8. Corporate Plan Marginal to Central to 9. Speed of Decision Slow Fast LINE MANAGEMENT 10. Management Role Transactional Transformational leadership 11. Key Managers Personnel/IR Specialists General/business/line managers 12. Communication Indirect Direct 13. Standardisation High (e.g. ‘parity’ an issue) Low (e.g. ‘parity’ not seen as relevant) 14. Prized management skills Negotiation Facilitation KEY LEVERS 15. Selection Separate, marginal task Integrated, key task 16. Pay Job Evaluation (fixed grades) Performance – related 17. Labour Management Collective bargaining contracts Towards individual contracts 18. Job categories & grades Many Few 19. Communication Restricted flow Increased flow 20. Job Design Division of Labour Teamwork AC1.2 The Role of Human Resource Management in Organizations Managers in the Human Resources profession have the essential job of organizing people so that they can effectively perform their job description. Human resources professionals work together to develop employees’ skills. For example, HR professionals advise managers and supervisors how to assign employees to different roles in the organization, thereby helping the organization adapt successfully to its environment. In a flexible organization, employees are shifted around to different business functions based on business priorities and employee preferences. Human resources professionals also suggest strategies for increasing employee commitment to the organization. This begins with using the recruiting process or matching employees with the right positions according to their qualifications. Human resources management team helps a business develop a competitive advantage, which involves building the ability of the company so it can offer a unique set of goods or services to its customers. They can do this by hiring the right individuals but it’s not just about hiring talent; it is about keeping people and helping them grow and stay committed over the long term. The Human resources team has to identify needs of the employees regarding career goals and work upon them to make the employees feel important and motivated by providing them with training related to their field of interest. If the employee does not feel their skills are being utilized fully towards performing their duties they will start to underperform due to lack of motivation. Human resources duties also concern understanding and defining the overall objectives of the organization, its mission as well as vision. It does not only include the present organization requirements but also forecasting the future needs and making strategies for fulfilling them. Human resources team is also responsible for ensuring the availability for  training the employees. Human resources management team understand that if the employees are properly trained and developed, it can prove to be the best investment made by the company which will definitely furnish quality returns in future. Human resourc es team is responsible for selecting the best workforce from the prospective employees by using the recruitment options like, Personal interviews and group interviews Trial etc. Human resources team is responsible for ensuring employee health and safety by abiding to the employee health and safety regulations and managing grievances and ensuring provisions benefits to keep employees motivated. Human resources team keep a record of the employee profiles and database so that it can be readily available at the time of recruitment and staffing and also ensuring its confidentiality. AC1.3 The role of line managers in HR Resource The Line managers are managers to whom individual or teams of employees directly report to and who have responsibility to a higher level of management for those employees or teams. Line Managers are authorized to direct the work of subordinates and are responsible for accomplishing the organization’s tasks. Typically the management responsibilities carried out by line managers might include: Employee management Managing operational costs Providing technical expertise Organisation of work allocation and rotas Monitoring work processes Checking quality Dealing with customers/clients Measuring operational performance. Line managers also carry out activities that such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances. Line Managers are responsible for: ensuring that any staff  experiencing performance difficulties are managed appropriately and working with the employee to identify measures that could be used to improve performance. Ensuring the staff member has a full understanding of the consequences of not improving, Setting realistic and measurable standards of performance and an action plan incorporating targets, standards, deadlines. Line managers manage operational functions that are crucial for the company’s survival. Line Manager Responsibility 1. Ensuring that any staff experiencing performance difficulties are managed appropriately 2. Ensuring the staff member has a full understanding of the consequences of not improving 3. Placing the right employee on the right job 4. Starting new employees in the organization 5. Training employees for jobs that are new to them 6. Improving the job performance of each person 1.4 Impact of the legal and regulatory framework on HRM British legislations have employment laws, affecting topics such as employee criminal record checks, preventing offenders from working in certain professions these legislations are supposed to protect vulnerable people like children or stop unwonted people from obtaining the job. National minimum wage Act was brought into force to ensure that employees are getting a fair wage in relation to their work. Wage and Hourly rates The national minimum wage establishes the amount of the minimum wage an employee receives per hour. Human resources managers should continuously verify the accuracy of the amount paid to employees Race Relations Act 1976 Prevents discrimination because of race in employment. The impact this has in the workplace is a Varity of different cultural backgrounds in the work place and this can have a really positive effect if managed effectively Anti-discrimination Sex Discrimination Act 1975 Protects men and women from discrimination because of sex in the workplace, this legislation is about equal opportunities in the work place across the sexes men and women in the workplace should be treated equally. Disability Discrimination Act 1995 Prevents discrimination against people because of disabilities in employment. The impact this Act will have in the workplace would be there would be a few more disabled individuals in the workplace which will benefit the economy. Equal Pay Act (1970) Aspect of the Sex Discrimination Law Gives the right for men and women to be paid the same rate of pay, for the same, or equivalent, work Gives individuals the right to the same pay and benefits as a person of the opposite sex in the same employment where the man and woman are doing; 1. Same grade work 2. Work rated as equivalent under a job evaluation study 3. Work that is proved to be of equal value Developing policies Human resources develop policies to make sure that managers and employees are aware of how these legal restrictions and how to deal with potential violations AC 4.1 There are many reasons for termination. Employee termination also can be voluntary, when an employee decides to leave a company for some reason. Reasons can include unacceptable performance or as a result of a change in business conditions for example a recession. Termination with just cause In law, termination with just cause means that an action or error by the employee has irreparably damaged the employment relationship between the  employer and the employee. Usually, termination with cause occurs when an employee is dismissed for a serious reason related to the employee’s conduct. There are seven main Examples of misconduct. 1. Theft and dishonesty 2. Violence 3. Drug and alcohol abuse 4. Breach of confidence 5. Insubordination 6. Absenteeism 7. Misconduct outside of the workplace Some common grounds used in termination with cause are: 1. Fraudulence – stealing or fraud by the employee that is serious enough to authorise dismissal from organisation. 2. Noncompliance – an employee frequently breaks organizational policies and discipline has not resulted in a change in behaviour 3. Incompetence – an employee is incompetent at their job and performance has not improved even though the employee has been given the direction, foundations, training and time needed to improve. Incompetent Job Performance Employee’s contracts may get cut because the person is unable to perform some or all of the necessary aspects of the job. Before dismissal the employer, should point out their deficiencies during a performance evaluation and provide counselling to help her improve. If they show little or no improvement, consider moving them to a more suitable position, if possible. When employees are hired to work for a company, they are given a job description that outlines the duties they’re expected to fulfill. When employees fall short in achieving their goals, managers are faced with deciding whether or not an employee’s performance warrants his termination. Poor performance can include everything from not hitting target sales goals and overlooking project details to not missing deadlines. Employees may also be terminated because they lack the knowledge and skills needed to fulfill assigned tasks. Business Conditions Unfavourable business conditions may force you to lay off employees for economic reasons as opposed to poor performance. The layoff may be permanent, or the employee may be called back to work if business conditions improve Merger/Buyout A merger or a buy-out usually requires changes within the Company’s’ structure, which might affect employment. Although the employer is not legally required to do so, some employers offer a severance package to employees terminated under these circumstances. Layoffs if there is a lack of work, or the company is undergoing financial problems the company might lay off employees. The employer must ensure the layoff is fair and legal. Employers must give employees advance notice of closings and mass layoffs. This gives the employees and their families’ time to adjust to loss of employment and to seek alternative support. Unacceptable Behaviours / for cause You may need to fire an employee due to unacceptable behaviour; actions can include stealing company property, or verbally or physically threatening another employee. The employee may also display a pattern of disrespectful or insubordinate behaviour directed toward you or your supervisors that results in a disruption of your work environment. Absenteeism An employee who misses work frequently or is habitually late negatively affects your business’s productivity and can place an unfair burden on your other workers. Chronic absenteeism could be a sign that the employee is dealing with job dissatisfaction. Voluntary redundancy In a voluntary termination, an employee hands in their notice from their job. Reasons for resignations have that included: a new job, returning to full time education, and retirement. If a contract isn’t renewed This is considered to be a dismissal, and if the employee has 2 years’ service the employer needs to show that there’s a reasonable reason for not renewing the contract Workers have the right: not to be unfairly dismissed after two years’ Dismissal when your employer ends your employment – they don’t always have to give you notice. If you’re dismissed, your employer must show they have a valid reason that they can justify and also that they have acted reasonably in the circumstances They must also: be consistent – not dismiss you for doing something that they let other employees do Fair and unfair dismissal A dismissal is fair or unfair depending on the reason for it and how the employer acted during the dismissal process. Constructive dismissal This is when an employee resigns because you’ve breached their employment contract. This could be a single serious event or a series of less serious events. An employee could claim constructive dismissal if you: cut their wages without agreement unlawfully demote them allow them to be harassed, bullied or discriminated against Wrongful dismissal This is where you break the terms of an employee’s contract in the dismissal process, eg dismissing someone without giving them proper notice. AC 4.2 describe the employment exit procedures used by two organisations The exit procedures of ASDA Step One, Resignation handed to personnel manager Step Two Personal manager informs human resources department. Step Three Employee has to return the companies possession of equipment and supplies. Human Resources team is responsible for initiating and following through  with the exit process. If the resignation is voluntary HRM invites employee to attend an exit Interview to gather information and improve quality of work life at the organization. The secondary reason is to provide closure to the separating employee The exit interview Primary Purpose is to gather information to improve employee relations practices Spot developing trends Identify areas of weakness Identify areas of strength Exit interviews are also used to understand, and try to identify patterns in, reasons for resignation they are conducted face -to-face, by telephone, or as a survey. Focus is on reasons for leaving, reflections on the positive and negative aspects of the organization, level of satisfaction with various aspects of the organization. Processing a Resignation NHS West Midlands Step one The Line Manager gives notice to the Human Resources department upon receipt of a resignation. Step two the Line Manager recognizes resignation in writing and forwards the letter of resignation to the Human Resources department. Step Three Line Manager forwards confirmation of employee’s last working day and details of any other relevant information to the Human Resources department. The Human Resources department prepares a Termination Form on the basis of the information provided by the Line Manager and ensures it is forwarded to the Payroll department in time to meet the monthly deadline Step Four the Human Resources Department writes to the employee offering them An exit Interview and enclosing an exit Interview Questionnaire for them to Complete in preparation for the interview. The Human Resources Department forwards the Line Manager a confirmation of Service Proforma to complete and return.   The completed proforma will be retained on the employee’s personnel file and will provide the basis for any employment references given by the Board Interview is conducted by an appropriate member of the Human Resources team. All information collected remains confidential and is stored in line with the Data Protection Act 1998. 4.3 AC 2.1 analyse the reasons for human resource planning in organisations Human Resource (HR) Planning is the practice of determining and analyzing the requirement for and supply of workforce in order to achieve the organization’s goals and objectives, fulfill its mission and reach its vision (Mathis & Jackson, 2000). Human resource department know that planning is of paramount of importance to achieving an organizations objective. This part of my assignment will discuss the importance of HR planning and the six steps of HR planning which consist of: 1. Forecasting; 2. inventory audit, 3. HR Resource Plan; 4. Implementation of Plan; 5. Monitoring 6. Control. HR Planning involves gathering information, making objectives, and making decisions to enable the organization achieve its objectives types of questions HRM may consider 1. How many staff does the Organization have? 2. What type of employees as far as skills and abilities does the Company have? 3. How should the Organization best utilize the available resources? 4. How can the Company keep its employees? The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of any Organizations budget. Whenever there are staff shortages, the organization should be in a position to utilize the skills of employees available more readily. HRM planning determines future employment needs by analyzing current business conditions and current trends within the business, for example over the Christmas period most big high street retailers will employ more short term staff because the demand for goods over the Christmas period. Identifying these trends and planning for them will let the business be in a more positive position to be conducting business. HRP is also concerned with employee turnover within the business as management needs the right employees at the right place to make a profit and benefit the organization. (2.2) Steps in HR Planning Forecasting HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization. They stern from shorter and medium term objectives Therefore, the HR Plan should have a mechanism to express planned Company strategies into planned results and budgets so that these can be converted in terms of numbers and skills required. Inventory After knowing what human resources are required in the Organization, the next step is to take stock of the current employees in the Organization. The HR inventory should not only relate to data concerning numbers, ages, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements. Audit HR inventory calls for collection of data; the HR audit requires systematic examination and analysis of this data. The Audit looks at what had occurred in the past and at present in terms of labor turn over, age and sex groupings, training costs and absence. Based on this information, one can then be able to predict what will happen to HR in the future in the Organization. HR resource plan Here we look at career Planning and HR plans. People are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organization’s objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing potential of its employees. Therefore, career planning may also be referred to as HR Planning or succession planning. The questions that should concern us are: a) Are we making use of the available talent we have in the Organization? b) Are employees satisfied with our care of their growth in terms of advancing their career? Actioning of Plan There are three fundamentals necessary for this first step. 1) Know where you are going. 2) There must be acceptance and backing from top management for the planning. 3) There must be knowledge of the available resources Monitoring and Control. This is the last stage of HR planning in the Organization. Once the programme has been accepted and implementation launched, it has to be controlled. HR department has to make a follow up to see what is happening in terms of the available resources. The idea is to make sure that we make use of all the available talents that are at our disposal failure of which we continue to  struggle to get to the top. 2.3 Recruitment and selection process. Recruitment is the process of approximating the available vacancies and making suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. The result is a few eligible applicants from which new employees are selected The difference between recruitment and selection: Recruitment is identifying and encouraging potential employees to apply for a job. And Selection is selecting the right candidate from the collection of applicants. Goals of selection are to select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position. Selection process Selection process involves a number of steps. The basic ideais to solicit maximum possible information about thecandidates to ascertain their suitability for employment 1).Screening of Applications Prospective employees have to fill in some sort of application forms. These forms have information about the applicants like their achievements, experience. 2) Selection Tests Selection tests to know more about the candidates or to reject the candidates who cannot be called for interview. 4) Interview The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates 5) Approval by appropriate Authority Suitable candidates are recommended for selection by the selection committee or personnel department. Functional heads concerned may be approving authority. When the approval is received, the candidates are informed about their selection and asked to report for duty to specified persons. 6) Placement After all the formalities are completed, the candidates are placed on their jobs initially on probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization. Recruitment and selection process at Tata Having received the applications, the next step is to evaluate applicants experience and qualifications and make a selection. Screening purpose is to evaluate the application and eliminate applicants whose profiles do not match the job requirements, Short-listing of CVs received from various sources are screened by the HR function within a week of commencement of sourcing activity. Knowledge and aptitude test is conducted for all trainees and laterals recruits. The result of test will be criteria for short listing /screening candidates for the purpose of interview. Psychometric Test is done to find out the â€Å"CRISP† fit. While hiring at Tata, they look for the following attributes C – Customer Focus R – Result Orientation I – Initiative and Speed S – Self Confidence P – Passion for achievement Interview This is powerful technique used to assess the capabilities/skills of the candidate and to understand the softer aspects that a difficult to measure from resumes. After finalizing a date and time, short-listed candidates are invited for an interview Selection Process and interviews for Tata motor cars Duration of written/online tests and interviews 1) Aptitude Test 0-30 Minutes Aptitude Test 2) Technical Test 30-60 Minutes Technical Written 3) Psychometric Test 4) Group Discussion 5) HR Interview 0-30 Minutes HR Interview 6) Technical Interview 0-30 Minutes Technical Interview Technical subjects to study for written test Theory of Machines, Automobile engineering, Fluid Dynamics and Machinery. The Psychometric test questions the test the way you handle situations under different circumstances. Recruitment at Asda Phase one Applications are registered through Asda’s online recruitment system, Asda’s HR team then shortlist appropriate candidates for interview or an assessment centre. Two documents are vital here: a job description and a personal specification. These inform applicants and help managers select the candidates that best match the requirements for the position. Step two attend the assessment centre known as either ‘Asda Reality’ this provides an opportunity for candidates to demonstrate their strengths which align to Asda’s culture, beliefs and way of working. Step three interview  once selected, the final part of the recruitment process involves providing appropriate training. At Asda, each new colleague is put into a specific training plan designed for their role. (2.4) The first phase of recruitment at Asda is automated you can upload your curriculum vitae and edit your personal details on line, this way it makes it simper for the recruiters to narrow down the employees they would like. Asda’s online recruitment process has improved the speed and efficiency of recruitment, making applications easier for candidates and selection faster for management. On the second phase is really about meeting your potential employer and selling your skills and experience to see if you could fit in with the organisations overall vision. The recruitment and selection at Tata is far more complicated than that at Asda this is because of the more highly skilled aspects of the work. Phase one is based on receiving applications for the vacant position. Phase two evaluate applicants experience and qualifications and make a selection. Screening purpose is to evaluate the application and eliminate applicants, whose profiles do not match the job requirements, Phase three are tests to test the competence of potential employees theses test consist of technical and written aspects Phase four is the Human resources interview and phase five is the technical interview. L03 Appraisals and rewards system at Tata Motors are based on key results area. There are reviews at regular intervals, promotions are based on performance, and productivity and rewards comes in the form of profit linked incentives schemes. Positive appraisals can affect your career pathway with fast track options for high performers and interviews for positions above manager’s positions. Tata motor company employees have appraisals twice a year whereby employees get feedback which gives them a chance to look at their approach of working, The necessary steps are also undertaken for employees who deviate from their goals Tata motors have introduced a comprehensive system of quarterly appraisals whereby each employee selects their own key results areas or goals and every quarter they have the chance to go back and asses their own performance against the parameters. For many front line employees these performance related quarterly payouts designed to reward them with incentives for their performance. Tata Motors have midterm reviews for all employees that have had positive appraisals creating an expectation of a salary rise twice a year if they perform well. At Tata employees and supervisors can set up joint participations goals this method often leads to employee commitment along with smart goals Specific – precise and detailed Measurable – with criteria for determing progress and success Achievable – attainable Realistic – Relevant Time related – Grounded in a time frame This system is commonly known as 90 degree appraisal system. Performance rating Process at Tata Motors Exceptional contributor Significant contributor Performs consistently and substancly above all exceptions in all areas Performs exceptionally well in all areas. Achieves a final score of greater than or equal to 115% Achieves final score between 100-114% Consistently delivers on stretch targets Versatile in their area Proactive Little or no supervision Spots and anticipates problems, implements solutions Sets examples for others Sees and exploits opportunities. Take ownership of own development Delivers ahead of time Coaches other Sees wider impact across business Demonstrates business initiative Focuses on what’s good for the business Self motivated Herzberg motivation theory Frederick Herzberg in 1966 came up with a theory that job motivators were closely connected to job And the motivator’s appeared to produce motivated behavior whereas hygiene factors produced dissatisfaction From the way Tata motors conducts its appraisals and gives incentives I can see they firmly believe in some key points Herzberg mentioned in 1966 regarding Achievement, recognition, advancement and growth, giving employees with good appraisal reports promotions and pay rises will motivate employees and lead to extreme job satisfaction Factors leading to extreme dissatisfaction Hygiene Factors Factors leading to extreme satisfaction Motivators Company-policy & administration Achievement Supervision Recognition Relationship with supervisor Work itself Work conditions Responsibility Salary Advancement Relationship with peers Growth Personal life Relationship with subordinates Status Security Asda used 360 degree feedbacks for appraisal in this process employees are assessed based personal and professional skill sets, customer service and multitasking skills to see if they can perform multiple tasks under pressure. For slightly senior employees they consider coaching skills to be an essential part of leadership skills. In this process they judge how a person can train the subordinates. Apart from that it also judges the counseling skills of the people that help them in guiding the subordinates in expanding responsibility and capacity and delegate work according to their individual potential. Asda has redesigned 360 degree program to develop the employee performance through the process like Individual bonus, program The individual bonus factor is used to promote the best employee from their performance. This process aims the organisational objectives through the employee performance. As the Result of this process, the employee survey conducted in ASDA that shows the individual bonus process will be a great success through the high level of employee commitments and improvements through the self-motivation. In 1911 the engineer Frederick Taylor published one of the earliest motivational theories. According to Taylor ´s research, people worked purely for money this approach of paying workers by results was good for the business. The outcome was greater production but gave little opportunity, encouragement or time for employees to think for themselves or be creative in what they did. This limited people’s development and their use within the company Peer recognition Peer recognition is the modern performance appraisal process also includes in the 360 degree process. This process is to award and acknowledge an individual for their outstanding performance in the company. This would be could be more non-financial factors based which can motivate employees to improve their output. One such factor may be the desire to serve people; others may be to improve personal skills or achieve promotion. Employees  are more motivated if they feel content in their work. This often happens when their employer creates a good working environment where employees feel valued, generally through increased communication and being asked for their opinions. Employee motivation is also likely to be higher if the organisation invests in its staff through training and development. In turn this enhances their knowledge, skills and their sense of job satisfaction. Positive and negative reinforcement plays a vital role in motivation in the work place in the form of 1. Praise for good work 2. Encouragement 3. Constructive criticism The organisations leader should always communicate the organisations culture, values and beliefs to the group members. Performance feed back Team leaders should constantly provide feedback to members on: 1. How they are doing in their task and in the team 2. How results are progressing in comparison to plans and standards set out for them Feed back is essential both for motivational and for learning and development to adjust performance and bring it back in line where necessary to the original plan. The manager should motivate his or her team, both individually and collectively so that a productive work place is maintained and developed and at the same time employees derive satisfaction from their jobs. . References Phillip, Harris. Managing the Knowledge Culture. Human Resource Development Press, March 2005. Johnston, John. Time to Rebuild Human Resources. Business Quarterly. Winter 1996. Mathis, Robert L., and John H. Jackson. Human Resource Management. Thomson South-Western, 2005 Ulrich, Dave. Delivering Results: A New Mandate for HR Professionals. Harvard Business School Press, 1998. Gary, Dessler. Human resource management, Eleventh Edition 2005 Subba, rao. Essentials of HR Management and Industrial Relations, Fourth Edition 2007

The Uniqueness of the American Constitution - 858 Words

The Uniqueness of the American Constitution We the People of the United States, in order to form a more perfect union, establish justice, insure domestic tranquility, provide for the common defense, promote the general welfare, and secure the blessings of liberty to ourselves and our posterity, do ordain and establish this Constitution for the United States of America. This document, written more than 200 years ago is still the backbone that allows America to be an example of freedom and righteousness to the rest of the world. Unlike any other government doctrine, the Constitution has remained an active governing force through the changes of American society. It allows its citizens the basic freedom of human beings and†¦show more content†¦The states hold just enough power to keep the federal government from having complete control. This adds a balance that had no duplicate in any country, which perhaps is what leaves many people dreaming of America. One of the elements people incorporate into the American dream is religious freedom. The governing forces of this country have no religious or denominational theme. Instead, the founding fathers made it clear that a government should function according to basic human decency and morale, not religion. A strict separation of church and government is declared in the Constitution. This is not to prevent holiness from entering politics, but to keep politics from entering holiness. Often times in governing bodies, though the motives are pure, the outcome is somewhat crooked. This is why such a separation is necessary; to keep government from corrupting church. Another reason is simply to prevent governing bodies from dictating individual beliefs, because America was never meant to be a dictatorship. From the start, Americans, like all groups of people needed an example. They needed someone not to be a dictator, but a leader. 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Jaffa (CP 72) explains that the decision to rule based on a free election by a whole people was a foreign idea before the American Revolution. He knows of no example before the election in 1800 where the party in charge passed authority over to their fierce rivals because ofRead MoreThe United States Of America1523 Words   |  7 PagesEthan Fuller Mr. Mauritz AP Government Politics -date Summer Assignment The United States of America was founded in the right place, at the right time, for the right reasons. Our uniqueness, freedom, creativity, and strength all stem from being the first country born to debate. But there were multiple lucky circumstances that allowed us to do this. Perhaps so fortuitous that if some of these things never occurred, America may have not been founded like it was today. We were founded in the right

Essay on Oedipus, a Tragic Hero - 1040 Words

Oedipus a Tragic Hero What is a tragic hero? A Tragic hero is a man or character who has great influence, makes an error in his or her actions, and who must suffer the consequences of those actions. Oedipus’ tragic flaws starts with his excessive pride which leads to overconfidence as the people in the city lift him up and feed his ego: â€Å"You are not one of the immortal gods we know; Yet we have come to you to make our prayer. As to the man of all men best in adversity and wisest in the ways of God.† (Prologue, Line 34-37) Personality/character changes that moved him from being a great king to a blind man. In the prologue Oedipus is seen as a captain of the ship: â€Å"Ah, when years of kingship are remembered, let them not say we rose,†¦show more content†¦He begs and then demands that the seer tell him what he knows: â€Å"What a wicked old man you are! You’d try a stone’s patience! Out with it!† (P968, line 118,119) By Scene 2 Creon learns that Oedipus is making accusations against him. At this point Oedipus is angry and starts interrogating Creon: â€Å"Do you think I do not know that you plotted to kill me, plotted to steal my throne?† (P.972, line 22, 23) Things are getting worse as he acts like a hunter while questioning Creon. Next enters his wife/mother Iocaste and she tries to get them both to be reasonable. She gets Oedipus to tell her what he thinks is happening. After he tells her about the charges brought against him she tells him, â€Å"Set your mind at rest† and begins to tell him the story of how King Laios was killed. While she is talking, memories and facts for Oedipus are being revealed: â€Å"How strange a shadowy memory crossed my mind, just now while you were speaking; it chilled my heart.† (P977, line 200) He then asks her to get the servant who was there when Laios was killed. While they are waiting Iocaste gets Oedipus to confide in her more and he tells her his life story before he met her. This is where you see how compatible they are. He is searching for truth and she wants to help him. In scene 3 a messenger from Corinth arrives to let Oedipus know that his father, Polybos the king is dead. This brings some relief to him as it seems thatShow MoreRelatedOedipus As A Tragic Hero1506 Words   |  7 PagesA true hero does not merely wear a cape, but this individual possesses admirable characteristics. A hero inspires the people around him and he is honorable. Heroes influential individuals from fairytale stories and myths of a real-life hero. Yet, none of these influential people are perfect. The tragic hero is clearly defined by Aristotle as being a person of admirable character, yet completely human with noticeable flaws. Moreover, this individual is not exempt from suffering. In Sophocles’ tragicRead MoreOedipus-a Tragic Hero706 Words   |  3 PagesRunning head: Oedipus-A Tragic Hero Research Paper ENGL 102: Literature and Composition) Fall 2015 Melinda Meeds L26683811 APA Outline Thesis: In Sophocles’ â€Å"Oedipus†, Oedipus is exemplified as a tragic hero according to Aristotle’s definition because his story appeals to the reader’s humanity in the way he maintains his strengths after inadvertently causing his own downfall. I. Oedipus A. The noble birth. B. Describe Oedipus’ character. II. Tragedy A. DescribeRead MoreIs Oedipus A Tragic Hero?1167 Words   |  5 Pages2014 Is Oedipus a tragic hero? Aristotle, Ancient Greek philosopher whom did a lot of philosophizing, he believed in a logical reality. Aristotle’s objective was to come up with a universal process of reasoning that would allow man to learn every imaginable thing about reality. The initial process involved describing objects based on their characteristics, states of being and actions. Aristotle once said A man doesn t become a hero until he can see the root of his own downfall†. Oedipus was a mythicalRead MoreOedipus the Tragic Hero1390 Words   |  6 PagesOedipus; The Tragic Hero In the Fourth Century BC, a famous philosopher named Aristotle wrote about the qualities that a tragic hero must possess. Ever since that time, there have been many examples of tragic heroes in literature. None of those characters, however, display the tragic hero traits quite as well as Oedipus, the main character from the play Oedipus Rex by Sophocles. Oedipus is, without a doubt, the absolute quintessence of a tragic hero. His example shines as clear as a sunny summerRead MoreOedipus As A Tragic Hero1724 Words   |  7 Pagesstory of Oedipus, Oedipus is considered a â€Å"Tragic Hero† because of the tragic fate and effect that he had upon his life. My definition of a tragedy is a great loss that has a unhappy ending to which concluded me to state that Oedipus falls under that category. Throughout the book, Oedipus is leading himself to his own destruction when trying to find the killer of the late King Laios. So when a journal article I found published by The John Hopk ins University Press stated that a â€Å"tragic hero is a manRead MoreOedipus, A Tragic Hero1648 Words   |  7 Pages Oedipus, a Tragic Hero Bob Livingston Liberty University â€Æ' Sophocles presented the world with Oedipus around 2500 years ago. Never-the-less, the story remains among the most riveting of all time. He was, in fact, a man that was driven by a very high internal moral standard. It was that internal moral standard that ultimately entwined him in a sequence of events and circumstances that placed him in the spousal relationship with his mother. Oedipus, in fact, can truly be regarded as a tragic heroRead MoreOedipus a Tragic Hero1516 Words   |  7 PagesOedipus A Tragic Hero English 102 Literature and Composition Summer B 2011 Terry Garofolo 22816762 APA Sophocles presented the world with Oedipus around 2500 years ago. Never-the-less, the story remains among the most riveting of all time. Unfortunately, today when we hear the mention of the name Oedipus we place negative connotations around it. Oedipus, after all, had an unnatural sexual relationship with his own mother! In actuality, however, this relationship emerged entirely innocentlyRead MoreOedipus As A Tragic Hero1094 Words   |  5 PagesIn the play Oedipus the King, Oedipus struggles to accept the truth and lets his temper over power him. He can be displayed as a tragic hero. His refusal to accept the truth led to Oedipus’ down fall. A tragic hero, as defined by Aristotle, â€Å"is a literary character who makes a judgment error that inevitably leads to his/her own destruction.† Sophocles’ Oedipus exemplifies Aristotle’s definition of a tragic hero. In the play, Oedipus unknowingly has cursed the entire town of Thebes. He was cursedRead MoreOedipus, a Tragic Hero?2158 Words   |  9 PagesOedipus, a Tragic Hero? Elizabeth Howell English 102- B33 Professor Katie Robinson Liberty University October 12, 2012 Oedipus, a Tragic Hero? Thesis: Using Aristotle’s five different descriptions of a tragic hero, we will show that Oedipus in Oedipus the King is in fact a tragic hero and how his decisions led to his downfall. Outline: I. Introduction and Thesis Statement II. Is the character of noble birth? A. King of Thebes B. Real father was king III. Though the tragic heroRead MoreOedipus, A Tragic Hero1832 Words   |  8 Pagesmany others will likely fade away. Oedipus Rex is a tragic tale set in Ancient Greece. Greek thinker, Aristotle, said there were certain elements that would make a person qualified as a â€Å"tragic hero.† (Adade-Ywboah, Ahenkora Amankwah, 2012). We think of heroes being larger than life, possessing impeccable honor, integrity, strong leadership and having the higher moral ground. However, tragic heroes are different; they are imperfect and will inevitably face a tragic downfall. Per Aristotle, there are

A Brief Biography of Louis Armstrong - 1376 Words

Advanced Placement United States History Born and raised in New Orleans, the melting pot of cultures, Louis Armstrong was by far one of the most influential and successful individuals during the 1900s. His fame and popularity grew astoundingly because of his trumpet playing and charisma. His skills not only attracted the attention of the general population, they also attracted the attention of the State Department. The State Department selected him along with a few other distinguished musicians such as Dizzy Gillespie, Duke Ellington, and Benny Goodman to be ambassadors of the United States. These musicians were chosen to travel to foreign countries in Africa, Europe and Asia to perform with the intent of promoting democracy. However this was a very controversial issue because the United States was still a Jim Crow Law nation at the time. Therefore the reason the State Department chose to use African-Americans as their ambassadors to pr omote democracy was morally reprehensible. Louis Armstrong was born on August 4th, 1901 in the city of New Orleans. However, there were complications with his birth certificate and he originally believed his birthday was the 4th of July, as â€Å"it was the custom for poor blacks to adopt an honorary date as their birthday – often Christmas, or New Year’s Day, or the Fourth of July.† The difficulties did not end there, he had a very difficult childhood because his father abandoned him rightShow MoreRelatedTaking a Look at the Jazz Age1600 Words   |  6 PagesFitzgerald’s writings were influenced by his past military service. â€Å"Fitzgerald joined the army in 1917 and was commissioned a second lieutenant in the infantry. Convinced that he would die in the war, he rapidly wrote a novel, â€Å"The Romantic Egotist† (A Brief Life of Fitzgerald) Fitzgerald’s experiences in war, were shown through his literature. Another piece of literature affected by the times of the Jazz Age, w as Ernest Hemingways The Sun Also Rises. The novel is about a young soldier, who returnedRead MoreA Brief History of Piano Greats and Jazz Essay1426 Words   |  6 PagesA Brief History of Piano Greats and Jazz The piano has been a pivotal instrument throughout the development of jazz music. Starting with ragtime, which developed out of classical music, all the way to modern jazz the piano has been a foundational instrument upon which many styles have been built. This is a result of the versatility of the instrument, as it has the ability to play accompaniment, rhythm, and solo improvisation simultaneously. Throughout the course of jazz history many musicians haveRead MoreA Feminist Study of Louisa May Alcott’s Little Women5846 Words   |  24 Pages Chapter 2 Jo March: A Woman Ahead Of Her Times Jo March, one of the four sisters featured in Louis May Alcott’s novel Little Women, is often recognized as an extraordinary literary heroine. 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The following sections of this BookRags Literature Study Guide is offprint from Gales For Students Series: Presenting Analysis, Context, and Criticism on Commonly Studied Works: Introduction, Author Biography, Plot Summary, Characters, Themes, Style, Historical Context, Critical Overview, Criticism and Critical Essays, Media Adaptations, Topics for Further Study, Compare Contrast, What Do I Read Next?, For Further Study, and Sources. (c)1998-2002;Read MoreOrganisational Theory230255 Words   |  922 PagesTitle. HM786.M33 2007 302.3’5—dc22 2006022347 10 9 8 7 6 5 4 3 2 1 10 09 08 07 06 Typeset in 10/12.5 pt sabon by 72 Printed by Ashford Colour Press Ltd., Gosport The publisher’s policy is to use paper manufactured from sustainable forests. . Brief Contents Preface List of figures List of tables Acknowledgements xiii xvii xix xx 1 2 3 4 5 6 7 8 9 10 Introducing organization theory: what is it, and why does it matter? Modernist organization theory: back to the future? Neo-modernistRead MoreContemporary Issues in Management Accounting211377 Words   |  846 Pagessubjective measure of the Wrst task into an implicit contract, he or she could reduce the distortionary eVect of the explicit contract and improve the eYciency of the agent’s actions. 38 BAIMAN 2.4 Conclusion In this chapter I have given a brief explanation of the contract theory model and a few examples of how it has been applied to managerial accounting issues. The examples indicate that contract theory analysis is well suited to analysing managerial accounting issues. The Wt comes fromRead MoreMonsanto: Better Living Through Genetic Engineering96204 Words   |  385 Pagesessential part of a strategic management course and is also perhaps the most entertaining part of such a course. The ‘full story’ that follows this summary gives you considerable detail about how to go about a case analysis, but for now here is a brief account. Before we start, a word about attitude – make it a real exercise. You have a set of historical facts; use a rigorous system to work out what strategies should be followed. All the cases are about real companies, and one of the entertaining

Drinking Age Controversy Free Essays

In the United States, a citizen is considered an â€Å"adult† at the age of 18, and with that new title comes many responsibilities, such as the right to vote and to join the army. However, the legal drinking age in America is twenty-one. This issue has been a major controversy for some time now that faces both national and state governments. We will write a custom essay sample on Drinking Age Controversy or any similar topic only for you Order Now Should the drinking age be lowered to the age when legally a person becomes an adult and assumes all other adult responsibilities, or should it remain at a higher age to allow people to grow more mature and, hopefully, make more responsible decisions? In the mid 1600’s, colonial laws attempted to control alcohol consumption, but drinking per se was not remonstrated. Between 1913 and 1919 there was a lot of controversy between the â€Å"wet† states, which were states that allowed liquor, and the â€Å"dry† states, which were against and had made liquor illegal. On October 28, 1919, Congress enacted the National Prohibition Act, also known as the Volstead Act. The 18th Amendment was to become effective on January 17, 1920, and in those three months before the amendment became effective, alcohol was stolen in mass quantities from government warehouses. Throughout the thirteen years that Prohibition was enforced, the demand for alcohol only grew. The 18th Amendment was repealed on December 5, 1933 following the 21st Amendment, which was effective immediately. The National Minimum Drinking Age Act followed the 21st Amendment on July 17, 1984 stating that all states prohibit anyone under the age of 21 consuming, purchasing, or being in possession of alcohol. If the states would not comply with the law, they would not get funding under the Federal Aid Highway Act. This bill was supported by many people, one being arguably the most influential, was Candy Lightner. She founded the MADD (Mothers Against Drunk Driving) after losing her daughter in 1980 to a car accident involving a drunk driver. On average, according to MADD statistics, a person is killed by a drunk driver every forty minutes. In 2007, about 13,000 people were killed in alcohol impaired driving crashes. A â€Å"binge drinker† is defined as a person who has more than 5 drinks in one sitting, which is becoming a large issue at college campuses worldwide. Presidents from over 100 universities have voted to lower the drinking age in order to cut the amount of underage drinking on campuses. Frequent users† will drink anywhere from three times a week to everyday. A â€Å"moderate user† is someone who drinks anywhere from once a week to once a month. The decision of whether or not to keep the drinking age at 21 or lower it to 18 is continually discussed between groups such as MADD, Mothers Against Drunk Driving, who fight to keep the drinking age at 21 and LAFAA, Legalize Alcohol For All Adults, who fight to lower the drinking age. Karl Marx’s Conflict Theory is one way to explain the disagreements between those who want to lower the drinking age, and those who don’t. His theory states that social organization and change is based upon conflicts within the society. People between the ages of 18 and 21, called stakeholders, feel that they aren’t getting to exercise all of their rights to being an adult by government definition. They given all of the responsibilities and consequences of adults such as the right to vote, the ability to adopt, the right to join the military, the right to be charged with the highest punishment if accused of a crime, the right to get married, the right to buy and create pornography, etc. LAFAA would argue that with given all of these rights, government defined adults would also have to right to choose whether or not to consume alcohol. The families that allow their children to drink give a conflicting message to those who are a part of the underage drinking. Children then grow up thinking that underage drinking isn’t a big deal and is also a fun and â€Å"cool† thing to do. A large part of the â€Å"cool† factor, some would say, has to do with it being illegal to their age group. The thrill is what makes the drinking more exciting. The law also states that government usually follows majority opinion, and if this is fact, then the drinking age would be lowered seeing that two-thirds of Americans consume alcohol. Those arguing for keeping the drinking age at or above 21, such as MADD, argue that lowering the drinking age would enable younger adults to be able to purchase and drink alcohol legally, which would inevitably result in higher mortality rates. Although 18 year olds are considered adults, some think that they are still not mature enough to make to correct choices about alcohol. Those who think that keeping the drinking age at a higher minimum are trying to keep the demand for alcohol down and are also trying to keep the roads safer from drunk drivers. People between the ages of 18 and 20 will have just started college for the most part and don’t need alcohol interfering with their studies and their ability to succeed in life. Condoning the drinking of newly formed adults would only cause chaos and cause more fatalities. To MADD the cost of drinking outweighs the benefits since the highest numbers of fatalities in the United States are due to alcohol related deaths. Evidence tends to support the notion that keeping the drinking age at 21 is the safest and most responsible thing to do. Although it is taking some of Americans rights away, it is also ensuring the safety of thousands of citizens. Depending on whether you are liberal or conservative, opinions on how many rights government should take away will differ tremendously. The safety of American people should always be the most important aspect of keeping the United States a safe and enjoyable place to live. No matter whether the age is kept at 21 or lowered to 18, the controversy between the groups will never end. References http://www.druglibrary.org/Schaffer/LIBRARY/studies/nc/nc2a.htm How to cite Drinking Age Controversy, Essay examples

Epic Heroes Archetypes throughout History free essay sample

After Athena tricked Hector into facing Achilles, their sparring battle resulted in Achilles as the winner. His rage and strength was so prominent that the God of Fire touched his spear tip just as he attacked, â€Å"Brightest star that rides the heavens, so fire flared from the sharp point of spear Achilles brandished high in his right hand. † As Hector lay dying, Homer, the author, describes him as, â€Å"Godlike Achilles gloried over him. † Gilgamesh too had god-like strength that helped him succeed. Gilgamesh’s adventures were based on the god-like strength he had. He had fought and won every battle he’d been in and soon became bored. The Gods sensed this and sent Enkidu, a stronger, better version of Gilgamesh, to fight and entertain the bored king. They fought for a while, but after neither could one up the other, they decided to become best friends. To put their strengths to the test, and to also entertain themselves, Gilgamesh and Enkidu set out to defeat Humbaba, a monster from the forest. Humbaba almost got the better of Enkidu, but Gilgamesh used his god-like strength to cut off his head. Besides strength, all three epic heroes shared the trait of bravery as well. The thing about superheroes isn’t just that they tend to have amazing superpowers. It’s that they have the bravery to risk their lives for the benefit of others. Beowulf’s main fight was to save a kingdom that he was not apart of. Herot’s king was a friend of his father, so Beowulf courageously took it upon himself to help them out. He succeeded too, taking Herot out of harm’s way. Then, when Grendel’s mother came for revenge, Beowulf once again decided to risk his like to protect the kingdom. He nearly lost it too, if not for his chain mail and a sword. Then, during his last battle, Beowulf and a group of knights went to fight a dragon. Though he did not succeed on his own, and lost his life after the dragon was dead, he bravely faced the beast in hopes of protecting his kingdom. But bravery doesn’t just have to do with fighting monsters, it also has to do with facing your mortal enemies. Achilles’ bravery was fueled by his desire to avenge his dead friend. He chased Hector, the murderer, for a long time, never faltering but never catching up either. When Athena helped him out, he bravely stood his ground against Hector. When the two came face to face, Hector offerened him a pact, return the body of the one who is killed. Knowing there was a chance he might not win, Achilles turned down the offer so he could get his full vengence. Achilles’ first strike missed Hector, he taunted him for it afterwards. But he kept a cool head and continued fight his hardest, thus coming out on top as the victor. Sometimes bravery isn’t always shown at first, especially when Gilgamesh and Enkidu face Humababa. Gligamesh fought many battles with his friend Enkidu, defeating many monsters along the way. But their biggest battle tested their bravery the most. Not only was Humbaba the most fearsome monster in the land, but his forest that he lived in was almost just as dangerous. During the night, Enkidu and Gilgamesh both had nightmares of the fight to come. Enkidu tried to calm Gilgamesh by turning all of his bad dreams into good signs, such as, â€Å"’What does that mean, Enkidu? ‘That you will be victorious against Humbaba’ Enkidu said. † He proved right too. In the morning Humbaba came barreling through the forest, his sights set on attacking the duo. Gilgamesh stood paralyzed with fear as Humbaba started beating Enkidu to a pulp, but bravery flooded back into him when he realized he wanted Enkidu to live more than he was afraid. After saving him and decapitating the head, Gilgamesh and Enkidu head home to plan for more adventures. All of these epic heroes seem perfect, but they each have their flaws that give them a weakness. Beowulf was perfect in everyone’s eyes, including his own but he also had small but crucial flaws that made him not so perfect. For one, he had a mortal’s body. Though he was god-like strong and extremely brave, when he went to fight Grendel’s mother she almost got the best of him. If not for his chain mail and the beast’s sword, Beowulf would have been another snack in her stomach. He was also cocky, which he had every right to be since he won all of his battles. But as old age dawned upon him and he took a group to fight a dragon, Beowulf’s mortal body couldn’t finish off the beast by himself. His sword, which he used in every battle, was apart of his downfall, â€Å"infallible before that day, failed when he unsheathed it, as it never should have. † After the dragon was dead, and Beowulf lay dying, he passed his throne onto Wiglaf, who reminded Beowulf of himself when he was younger. Achilles’ downfall also had to do with his body, but their were other factors in it. When his mother dipped him into the River Styx and gave him his god-like strength, she submerged everything but his ankle. Though it was not in the passage of him killing Hector, that was the ultimate downfall of Achilles. Shot in the ankle with an arrow was the death of him. But he also had other weaknesses too. For one, he was not nearly as god-like as everyone thought, for if he was then there should have been no reason why couldn’t he catch up to Hector as he was chasing him. The only way that he did finally manage to reach Hector was with the help of his ally Athena, who tricked Hector into turning around and facing him. So though Achilles was a very powerful individual, he couldn’t have gotten anywhere without the help of others. Gilgamesh was a strong, brave individual with an insecurity issue. As he and Enkidu sleep in the forest before the battle with Humbaba, both are whimpering in fear. Enkidu has to calm Gilgamesh’s nerves by telling him that all his dreams mean good omens. And when the battle finally did come, Gilgamesh was frozen in fear and Humbaba beat Enkidu. It wasn’t until Enkidu was crying for help and he realized he didn’t want his friend dead that he finally stepped up and helped him out. So though he was strong and adventurous, he wasn’t sure in himself enough to go fight out on his own. Archetypes throughout history have shaped the modern day superhero. Strength, bravery, and a potential weakness are all things many epic heroes have in common. Beowulf, Achilles, and Gilgamesh are three different heroes that find common ground in their character traits. So if becoming a superhero is in anyone’s future plans, they can look to epic poems for the aspects they’ll need.