Human Resource Paper

Introduction Human resource management can be defined as a branch of management which deals with issues that pertain to personnel. The branch of management is normally tasked with the responsibility of resourcing employees on behalf of an organization, developing the employees and finally maintaining the achieved efficiency of the employees.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Specifically, human resource management looks into an organization’s issues such as establishing and planning the goals of the department of human resource management, making arrangement for the works and activities to be carried out in the department as well as the organization, filling in of an organization’s vacancies, reviewing and controlling the efficiencies and effectiveness of workers and regulating work-related activities. It is actually an extensive department in an o rganization since the human resource is equivalently employed in almost if not all departments of each and every organization. This paper seeks to discuss various aspects of human resource management with specific interest in the management of employees. The paper will look into these issues with respect to the final desired output of the employees. People-Related Problems Likely to arise due to Changes in an Organization The changes that could be experienced in an organization are of varied degrees and types. An organization can for instance resort to changing its internal structures. Joining another organization through mergers, amalgamation, or even acquisition are other ways through which an organization can change its structure. The changes could be radical or incremental. Radical changes involve an absolute transition in the system in which almost if not all aspects of organizations are subject to change. Incremental changes, on the other hand, are transitional changes which a re initiated in steps and bits and occasionally take a longer time to be implemented entirely. The changes initiated in an organization will eventually have effects on its employees in relation to the extent of the change initiated in the organization as well as the time that will be required to effect and finally complete the implementation of the change. The changes in the organization, which could either be radical or incremental, are also diverse. Change in an organization can be in the form of redesigning the organization’s structures, functions and activities. This could be internal to change the roles of the employees or external when it includes moves like mergers with other organizations or the subject organization changing ownership to another entity (Jackson et al., 2009 ).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When changes take place in the forms of organization s merging, some old problems from the former organizations are brought up in the newly formed organization. There is a possibility of increased workload in the event of such changes. A change in an organization that has downsized will experience problems related to downsizing, which may include issues to do with not meeting deadlines due to overworking of employees. The laying off of workers could be done in a general trend or based on some criteria such as age, departmental, or even experience. No matter the trend, some people are subject to losing their jobs and the people who remain in the organization might be forced to increase their efforts to cover for the extra work. Both of the groups of employees in this case, those who lose their jobs as well as those who remain in the organization, are faced with problems. The people who lose their jobs due to organizational change have the problem of foregone incomes in the form of salaries and wages. This can have an extended negative impact on the families of the affected persons, especially if they were sole breadwinners of their respective families. The individuals retained in the organization’s system, on the other hand, are faced with problems of being forced to work harder or even moved to new departments that they are not familiar with. The interdepartmental transfers and even promotions pose a threat of stress to workers as they are forced to quickly adjust to the organizational change and increased amount of work due to downsizing of employees, especially if it were a radical change. Changes in an organization could as well have a negative effect on the efficiency of employees. A change that could be positive towards improving the efficiency of an organization could render an employee redundant or discouraged as the employee would feel outdated in the presence of the improved systems of the organization. This could lead to frustration and stress, which, if not checked, could eventually lead to bur ning out of the employee. The effect may be as worse as a laid down employee (Labor, 2004). The human-related problems caused by the organizational changes as discussed above can be avoided or controlled at two levels of administrations. The first, being the organizational level at which the management are to be enlightened on what is right and what is wrong, both legally and morally.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Training and awareness is recommendation for managers to help safeguard the welfare of employees during such changes in organizations. Governments, through policymaking can also pass legislation to ensure that employees’ rights are protected during such changes. Policies that limit the powers of employers to hire and fire employees at will can help in reducing the number of laid-off employees or ensure adequate compensation is done if an em ployee has to be laid off by an organization (Labor, 2004). Components of an Effective Human Resource Policy Designed To Prevent Sexual Harassment The rate of sexual harassment is significantly noticeable in workplaces, with over thirty percent of women reporting harassment cases. The sexual harassment cases are experienced more by minority women as compared to the majority class of women in America. Harassment can be experienced from a senior employee of an organization taking advantage of the workplace position or can be due to a hostile environment at the workplace that exposes people, especially women, to harassment. An organization is, however, charged with the responsibility of acts of offensive commissions by its employees (Jackson et al., 2009). According to Myers (2003), a sexual harassment policy or any other protective policy put in place by an organization should have provisions that will ensure the effectiveness of the policy. A sexual harassment policy, for example, sh ould include an official statement that indicates the organization’s opinion in relation to sexual harassment. The policy should also illustrate the process of launching harassment complaint by an offended employee. Also inclusive of the necessities of a sexual harassment policy is a code of conduct together with a statement of prohibited behavior. The statement of sexual harassment policy should be clearly spelled and should in addition be consistent with the tradition or culture of the organization. This is specifically important to prevent conflict of interest within the organization. The next important component of the sexual harassment policy is the procedure of launching harassment complaints. The process should be free from any sort of harassment or intimidation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organization is for this matter supposed to acculturate friendly procedures that can motivate employees to report cases of sexual harassments. In legal terms, an employer is liable for an act of sexual harassment by his or her employee if the employer has not provided for protective measures and a friendly environment for reporting such harassments. The policy should, therefore, provide for adequate measures to prevent and correct the offense. This provision will in case of harassment transfer the liability of offense to either the victim for failing to take advantage of the harassment protective policy or the individual offender employee. The harassment policy should clearly include its implementation, which should essentially provide for an administrator and personnel to investigate the claims of sexual harassment. Both the administrator and the investigating team should be competently trained to impartially and comprehensively inquire into claims to establish truths before any party can be victimized for alleged offenses (Myers, 2003). Another necessity in an effective sexual harassment policy is the operational commitment of the organization’s human resource management to the implementation of the policy. Lack of commitment to implementation generally undermines the aim of a policy and even promotes an offense as employees will have the notion of not being penalized for their offenses. The human resource management should, therefore, put its employees on a tough notice that sexual harassment is strongly condemned by the organization. Effective implementation that involves employee awareness of acts amounting to sexual harassment, encouraging employees to submit harassment claims as well as ensuring that actions are taken against offenders is also critical to the effectiveness of a sexual harassment policy. The anti-harassment statement must be directed to any party who is in a position to commit the act of harassment. These parties include  "all employees, contract personnel, customers† (Myers, 2003, p. 1) and any other third party with whom the employees relate in their course of work. This notification can be achieved through the organization’s modes of communications like memoranda and other internal circulations. The training of employees on the sexual harassment policy can be achieved through seminars and workshops where employees can be explained to on how the policy works. Enlightening the employees into changing their attitudes and mentality towards sexual harassment is another effective step towards the effectiveness of the policy. This step can promote the employee’s understanding to view the harassments as immoral, improper and undermining, thereby reducing the offense. The last component of the policy should enforce the internalization of the policy. Encouraging employees to report sexual harassment by ensuring a free atmosphere for the process of reporting the offenses and ensuring that investigated offenses are properly dealt with will improve employees’ confidence in the management and even encourage victims to raise their complaints as well as sounding a warning to potential offenders of sexual harassment (Myers, 2003) Effective Integration of Workforce Planning With the General Business Plan Integration of workforce planning with the general business plan can be effectively achieved by considering the workforce planning as a component of the overall business plan. Workforce planning as a component of the organization’s management shows interrelationship, which forms a basis for its integration into the business plan. Efficiency in planning and implementation of the workforce processes will, therefore, ensure effective integration of the workforce planning into the business plan. Workforce planning, or in other words human resource planning, is a set of activities that relates to: Scanning and assessing environment, specifying the objectives to be achieved by human resource activities along with measures to be used to achieve those objectives and developing plans for human resource policies and practices along with time tables for implementing the plans (Jackson et al., 2009). The first step of the planning involves the process of scanning. Scanning looks into the internal and external environments to determine the features and nature of the workforce. After scanning, analysis is done into the objective of the workforce planning, which in this respect is dependent on the objective of the business plans. A plan by the organization to increase its productivity or sales will for instance, influence the workforce plan to increase the number of employees in the respective departments of production or sales. After the metrics of the workforce, environment is taken into consideration, a human resource objective is set. The objective will both be quantitative and qualitative to express the value and efficiency to be achieved by the workforce plan. Again the achievement of the workforce objectives is as well achievement of the entire business plan. Planning is then done on human resource. The planning stipulates the roles of individual parties to the planning as well as the timing of activities to be carried out. The process of workforce planning is, therefore, an outline of how workforce policies and procedures are to be integrated into a business plan and how the policies and procedures are to be implemented into the workforce (Jackson, 2009). The functions of the human resource management are to source, develop and maintain the productivity of employees of an organization. The human resource department, therefore, following its organization’s business plan, carries out its qualitative and quantitative surveys to determine the business’ need for workforce. Workforce planning makes sure that the organization gets the workforce that it requires in terms of qualifications, number and time. Accordin g to Jackson et al. (2009), the alignment of business planning and workforce planning have increasingly been enhanced over the past years. The human resource managers are currently being incorporated in the planning activities for their organizations as well as other departments in organizations. The authors further established that human resource management is being incorporated in a variety of aspects in an organization. Some of the aspects include: Development of business goals, creating strategies and processes to drive business results, alignment of business goals, implementation of strategies and methods to drive business results, creating and implementation of business strategies, among others. (Jackson et al., 2009, p. 1) In its evaluation and assessment of internal and external environments of an organization, workforce planning looks into factors such as â€Å"economic globalization, labor markets and legal institutions† (Jackson et al., 2009, p. 1) among other fact ors. The workforce planning team, therefore, determines and communicates the possible effects of these environmental changes to an organization. It then helps an organization in planning to adjust to these changes (Jackson et al., 2009). Erasmus et al. (2003) on the other hand argued that effectiveness of a workforce plan depends on the business plan and the mission statement of a particular institution. The workforce planning relies on the business plan from which it plans and addresses the workforce needs of the organization. The workforce planning and implementation which forms the structure of an organization is always a reflection of the business plan due to its scope that determines the number and category of people to be employed into the organization’s system. Some of the benefits of workforce planning include: planning to ensure that labor costs are maintained at the lowest cost possible while the human resource supply is kept sufficient for the organization’s operations improvement of the general business plan (Erasmus et al., 2003). Important Factors Considered when developing a Recruiting Policy The recruitment policy is an outline developed by the human resource management relating to the process of recruiting employees. The policy describes the requirements for a person to be recruited into the organization and can sometimes include issues related to gender or marginalized groups. The recruitment policy is an essential document to both the human resource management and the organization’s management as it is a determinant in the achievement of the goals and purpose for which the recruitment is to be made. The essential factors that affect an organization’s recruitment policy can either be internal or external factors. One of the important factors considered when developing a recruitment policy is the human resource policy of the parent organization. The human resource policy of an organization normally outlines the guid elines for all aspects of human resource activities. This means that the human resource policy outlines aspects of recruiting, modeling and keeping employees, among other things. The human resource policy is, therefore, an essential factor for consideration when developing a recruitment policy to avoid conflicting of policies within an organization. Another factor to be considered in developing a recruitment policy is the nature and type of the vacancy to be filled. The nature and type of vacancy may relate to the administrative level to be filled in the structure of the organization, the type of vacancy to be filled and even the number of vacancies. The administrative level of the vacancy, for example, will outline the recruiting process and policy. Filling the vacancy of an organization’s top manager, for instance, requires a lot of skills, expertise and experience due to its sensitivity in the organization’s decision making. A recruitment policy that is extensive wi ll, therefore, be adopted to widen the recruitment scope so as to increase chances of getting the finest candidate for the job. A lower position in an organization could on the other hand adopt a very simple policy for recruiting a local resident of the region. The number of vacancies to be filled also determines the recruitment policies to be formulated. Recruiting for a single vacancy may enlist a single panel and process policy while a large number of vacancies may call for the decentralization of the recruitment process to departmental levels of the organization (Durai, 2010). The main objective of the recruitment process is to source for applicants to fill a vacancy. The recruitment policy must, therefore, ensure that the process will bring on board a sufficient number of job seekers from whom the organization can select the individuals to employ. The reputation of the organization plays a very critical role in attracting applicants. An organization with outstanding reputation in its human resource management in terms of remunerations, benefits, security among other factors will easily attract applicants as compared to an organization that lacks the confidence and good will of the pool of job seekers. A simple recruitment policy will, for instance, be sufficient for a reputable institution while the organization that lacks confidence and goodwill of the job seekers may be forced to make extra efforts to attract applicants. Conventional practices and organizational culture is another internal factor that affects the recruitment policy of an organization. An organization’s human resource management will tend to follow its traditional practices in recruiting unless the practices have proved inefficient. A consideration is, therefore given to the conventional recruitment practices before formulating a recruitment policy as it provides a basis for identifying the successes and weaknesses of past policies (Durai, 2010). External factors to be considered when developing a recruitment policy include the nature of the labor market, legislative provisions on labor recruitment as well as the socio-economic factors. The nature of the labor market in terms of demand and supply for human resource is an influential factor in the formulation of a recruitment policy. A shortage of applicants is experienced in instances where the demand for human resource exceeds the supply. In this case, the recruitment policy should be intense, aggressive and probably lucrative so as to attract the required pool of job applicants. A more relaxed policy may be used when there is a labor surplus as people will even be searching for employment opportunities before a recruitment policy is developed. Governmental and other legal policies together with economic and social factors also influence the recruitment policy formulation in order to fit the organization’s recruitment process to these external requirements (Durai, 2010). Advantages and Potential Prob lems to Consider when using Assessment Centers to Select Managers An assessment center, as a method of selecting managers, involves subjecting the potential managers to a â€Å"standardized set of behaviorally based exercises† (ADOA, 2003, p. 2) from which the subjects are observed and rated in the various exercises. The different exercises are independently rated by professionals in the different fields and points awarded. The ratings are then combined and the overall point scored by each candidate considered (ADOA, 2003). The assessment center method for selecting managers has a variety of advantages over other selection methods. One of its advantages is that it is found to be â€Å"more reliable in evaluating supervisory, managerial and administrative abilities† as compared to other selection techniques (Hale, 2010, p. 8). While other methods like the oral or written interviews tests on the knowledge of the candidates and their abilities to present and express thems elves and ideas, the assessment center examines one’s ability to performance. The assessment centers pose imitations of managerial situations which the candidates are put to work out. Their skills are therefore tested on performance of the actual managerial situations. Hale (2010) further claimed that research indicates that people with recommendable performance in the assessment centers exhibit the same performance in the actual field of work. Another advantage of the assessment center is its flexibility in the scope of application. Assessment centers can be used in the selection of candidates for any type of jobs, whether managerial or non-managerial, government or private sector. It is also applicable at both initial levels of entry into an organization as an employee as well as a tool to assess for promotions. This flexibility gives it a diverse scope which can promote its acculturation due to its sufficiency in application for both selections of employees and promotion o f employees. The assessment method is also normally appreciated and accepted by the candidates. This gives it an advantage of not demoralizing the candidates subjected to the process. A typical illustration is a case where some organizational employees are to be promoted. An unappreciated method of selection used for promotions might severely discourage employees who felt that they deserved the promotion but were unfairly treated or even discriminated against. This discouragement can affect the employees to redundancy. The assessment method, however, eliminates this dissatisfaction due to its acceptance among the candidates. There is also an advantage of development in the field by the assessment center candidates, which is attributable to their selection through assessment center. This implies the possibility that candidates who are selected using this method are likely to develop in their management career faster than candidates employed through other selection criteria (Hale, 201 0). The method of assessment centers, on the other hand, has potential problems associated with it. One of the possible issues that could arise from the use of this method is that it can fail to identify the best candidate for the appointment. This is because the assessment test factors in the ability of the candidates to perform given duties but does not look at their abilities to relate to other employee and the entire work environment. In excluding elements of personal attributes such as â€Å"attitude, emotional maturity, and personality characteristics† (Hale, 2010, 9), the process might end up selecting an individual who cannot control or influence his or her juniors. This can generate a leadership crisis which can lead to inefficiency in the productivity of part or whole of the organization (Hale, 2010). Other advantages of assessment center include its comprehensiveness in evaluation of candidates. The assessment of the candidates that is done over a period of time gi ves the assessors more time to learn about the capacity of the candidates as opposed to the shorter durations offered by other methods like the oral or written interviews. The comprehensiveness also yields more information about the candidates from which informed decision over their abilities can be made. The additional problems that could arise from the use of assessment center include lack of expertise to develop the candidates for selection. This is because a number of technocrats are required in the various aspects of management in which the candidates are to be developed and assessed. It also requires a large number of these specialists, a fact that could as well pose financial problems to the institution that seeks to recruit the candidates. Other problems likely to occur include administrative difficulties and the rigidity in schedule of the assessment process (Coffee, n.d.). Managing New Employee Orientation to Create Maximum Positive Impacts The orientation of a new employe e is the process of familiarizing the employee with the environment of an organization by introducing employees to where he or she fits in the organization’s structure and objectives. The orientation process is supposed to show the employee how he or she is supposed to contribute to the activities of the organization by showing him/her what is supposed to be done and how. For an effective orientation to be achieved, the organization must show the significance that the position of the new employee has with respect to successful realization of the objectives of the organization. The orientation process should also consider the psychological nature and impacts of the new employee’s mentality. This is because starting a new career is occasionally demanding. Necessary steps must, therefore, be taken to ensure that the orientation process is properly managed to induce positive impacts on the new employee. The effective management of the orientation will entail a plan for the orientation program and its subsequent implementation to ensure that desired objectives are obtained at the end of the orientation process. Effective management of an orientation of an employee recognizes orientation as a process rather than a single one-day event. The orientation program is actually supposed to be part of the wider process of employee recruitment, selection and development (Wallace, 2007). A properly managed employee orientation program should in essence yield a number of benefits such as enhancing the employee’s commitment towards the business entity, which reduces the rate of employee mobility in the organization. It also helps in outlining the organization’s expectations over the employee, enhancing the confidence, relations of the employee in the organization and helps the employee in settling down into the organization’s environment. It also improves the learning and adjusting process of the employee into the organization. This consequent ly saves the longer period that the employee would take if inefficient or no orientation was done to the employee. An effective orientation management must clearly outline the goals to be achieved by the orientation process. The goals could include, though not limited or restricted to, building the confidence of the employee that the decision to work for the organization was actually a good idea, expressing the organizations expectation of the employee and making the new employee to feel like he or she is an integral part of the organization. In respect to the objectives, the management should ensure that the new member is sufficiently introduced to the essentials of the organization. Effective management of the orientation will also personalize the process with respect to the new employee. The orientation management must also not assume any knowledge of the organization’s culture by the new member but rather introduce the member to the culture and values of the organization fully (Wallace, 2007). The management should also ensure a well outlined â€Å"timing, pacing and sequencing† (Wallace, 2007, p. 2) of the orientation process. The effective orientation process can actually begin before the employee is hired into the organization. This is occasionally done by providing information about the vacancy to be filled by the recruits. Done during the recruitment process, the job description availed to the recruits provides information that helps a new member to understand how he or she fits into the organization. Further information can also be provided to the new member before the reporting date by sending necessary information to the member or even just a congratulatory note to help the person feel welcomed into the organization. The process is then extended to the employee’s initial moments in the organization. When the new employee reports to the organization, the organization’s top management should outline the orientation method and delegate the orientation roles to responsible parties in the organization. The departmental leader should be a significant though not a dominant element of the orientation process. The effective methods that could be adopted by the administration include â€Å"one to one conversation, group meetings, self-guided exercises and activities† (Wallace K., 2007, p 7 of 11) among others. The final element of an effective orientation program is the evaluation of the success of the orientation process with respect to the goals and objectives that were set by the management for the process. The evaluation should involve the assessment of the success of the management, the orientation process, as well as the individual employee in terms of achieving the goals and objectives of the orientation process. A final satisfactory evaluation of the process will be an indication of an effective process with maximum positive impacts (Wallace, 2007). Organization’s Benefits: Should Compa nies Offer Uniform Benefits or Flexible Benefits in Which Employees Choose Their Preferred Benefits In flexible benefit plans, employees are offered the freedom to choose from a variety of available benefit packages the benefits that best satisfy their needs and interest. In this type of benefit, an employee is allowed to choose a package of choice subject to a limited value set by the employer. The flexibility also allows the employee to utilize more than the prescribed value of the benefit and pay back the excess amount or even utilize a lesser amount to the offered advantage and claim the balance as income. The flexible type of benefit has over time experienced the challenges of employees being unable to choose from the variety of offers due to indifference. According to Globler and Warnich (2005), the flexible benefit plan has a variety of advantages over the fixed benefit plan. One of the advantages is that contrary to fixed benefit plan which can offer a package that the emplo yee could already be possessing or which an employee might not be interested in, the flexible benefit plan allows an employee to choose a package that he or she feels will provide the best satisfaction. Another advantage of the flexible benefit plan is the fact that it helps in containing rising costs. Research conducted by Globler and Warnich (2005) indicated that a significant percentage, about fifty percent, of employees who were under flexible benefit plan had met their targets in medical costs. The research further provided that about forty percent were not sure as to whether or not the flexible plan could help them achieve the same targets while only eight percent had the opinion that the benefit plan could not help them meet the said target. The research portrayed the idea of effectiveness, to a greater percentage, of the flexible benefit plan to meeting medical cost. By extension, the plan can help employees in meeting other costs apart from the medical one. The same survey also indicated that almost ninety percent of employees were satisfied by the employers’ provision for flexible benefit plan. Other advantages of flexible benefit plan include improvement in variety of the available benefits, ability as a tool to attract and retain workers, containing employees from joining unions as well as providing a variety to enable employees choose new benefits that they don’t yet have (Globler and Warnich, 2005). The flexible benefit plan is also effective in the sense that it gives room for consideration of diversity among employees. The choice of benefits by young employees might be totally different from the choice that will be favored by the elderly. It, therefore, gives the satisfaction of all employees in their diversities as relates to age and other diversified interests. The flexibility that is further enhanced by employees communicating their preferences in advance extends the benefits to almost anything that the employees may want. The fixed benefit plan is, however, becoming unpopular among both employers and employees. The disadvantages associated with the fixed benefit plans are that they are more cost demanding as compared to flexible benefit plans. The fixed plans are also subjected to legal requirements which are equivalently tiresome to the employers. The uniform benefit plan is therefore considered to be rigid, costly to the employer and surrounded by a number of legalities. Comparing the two benefit plans, the flexible plan has a variety of options from which the employees can choose while the uniform benefit plan is fixed to a predesigned option. The availability of options on the flexible benefit plan can allow an employee to adjust plans and shift or focus benefits to meeting a particular cost while the uniform benefit plan is predefined to meeting a specific cost and cannot be transferred to meeting other needs. The flexible benefit plan also has a variety of available offers that ensures employees sa tisfaction from the benefits while the uniform benefit plan is not open to choices and might not yield satisfaction at all especially if it leads to duplication of benefits. The uniform plan puts burdens on the employee in terms of costs involved and the government regulation surrounding it as compared to the flexible benefit plan, which is free from these two aspects. The flexible benefit plan is, therefore, more advantageous to both the employer and the employee as compared to the uniform benefit plan. Companies should, therefore, offer the flexible benefit plan to their employees and not the uniform benefit plan (Sims, 2007). Factors to Consider when Establishing and Monitoring an Employee Assistance Program Employee assistance program is a service offered to employees to help them in efficiently managing issues that affect them at the workplace. The issues could be affecting the employees in terms of their efficiency and effectiveness at the workplace, their health and satisfact ion derived from the working processes. The factors affecting the establishment and monitoring of the employee assistance program can be identified from the features, necessities and nature of the program. The program is normally associated with high level of expertise that has seen organizations enlist the services of professional institutions for the service of employee assistance. The employee assistance process is always confidential and is not even availed to the employee’s file. The process is also voluntary and is supposed to be autonomous from the organization’s administration, non-partisan and readily available. The enlistment of employee assistance occurs when the employee has identified his or her problem. The employee can then directly seek the help of the assistance program or can be referred by his or her supervisor. For the effectiveness of the employee assistance program to be achieved, the employee, as well as the administration, must fulfill certain r esponsibilities. The responsibilities of the employee include commitment to effective work productivity and enlisting the assistance in case of experienced problem that affect the employee’s productivity. The administration’s responsibility, on the other hand, includes educating its employees on the assistance policy, ensuring confidentiality is upheld, identifying cases of personal problems among employees and upholding the voluntary policy of the employee assistance program (Justice, n.d.). The establishment of an employee assistance program by an organization, therefore, requires the provision for the fundamentals of the program as well as the need for the responsibilities of both the organization and the individual employees. The first likely factor to be considered in establishing the program is the need for the program among the employees. The organization needs to evaluate and identify the trend of arising needs for employee assistance. The obtained data will th en help the organization to determine whether to establish its own employee assistance program or to rely on an external provider of the service. A large number of cases of employees who need the assistance program may influence an organization to establish its own assistance program while a small number of reported cases may result into the use of an external specialized body to provide the services. Another factor to consider when establishing the assistance program is whether or otherwise the organization can afford the expertise to offer the services. Being an independent process that requires competence in expertise, the cost of establishing it within the organization may be much more than that which could be incurred if the organization referred its affected employees to seek the services from an external provider. The employee’s attitude towards an internal assistance services should also be considered before establishing one within the organization. Due to the psychol ogical involvement of the assistance process and the need for privacy of the whole process, an organization’s employees may not be willing to take the assistance from within the organization for fear that their problems or secrets might be revealed to the administration or other employees. Once the employee assistance program is initiated, whether within the organization or enlisted from specialist body, the organization needs to evaluate the program in order to identify whether or not the application is effective among the organization’s employees. This is the reason why organizations require data of their employees who enlists the services of employee assistance program. In evaluating the assistance program, the organization needs to consider the productivity level of the employees before and after seeking the assistance. This will indicate whether or not the program is significant on the employees. The trend of response by the employees to the assistance is also a c onsiderable factor. The organization should also consider the behavior of the employees during the periods before seeking the assistance and the behavior after enlisting the employee assistance program. This together with the trend of behavioral changes as a result of the assistance program will help the organization to establish whether or not the program is effective. It will also be important in helping the management to check whether the employee’s problem is resolved or there is need for further assistance (Justice, n.d.). The Effect of Changes in Product and Service Markets on the Relationship between Labor and Management Changes in the market refer to the variation in trend of mechanisms that alters the demand or supply or both of goods and services. The background of production involves manufacturing and service-providing industries employing human resource that in turn apply labor to yield the goods or the services. The producing organizations on their merits also em ploy labor only when there is need for applying the labor. The relationship between labor and management can be examined in terms of how the two parties react to each other after changes occur in either labor market or product and services markets. The changes in product and service markets, for instance, affects the labor markets and changes the relationships between the management that employs labor and the people who supply or are willing to supply labor. The relationships can be influenced in either a negative or positive direction. According to Gwartney et al. (2008), a change in either the labor or the product market has an effect on the other, which is to say that these two markets are interrelated. Increased demand for commodities normally has the immediate effect of rising prices of the particular commodities. The rise in prices consequently triggers the producers to increase their quantities of productions in order to capitalize on profit. As a consequence, there will be d emand for labor to facilitate the increased production levels. In this chain, an increase in demand in the product market results into an increased demand for human resource. It is the increased demand of the human resource that changes the relationship between the labor and the management. The forces of labor market are similar to those of the product market hence an increase in demand for labor would mean an increased price for labor as well as increased employment rate. The labor force, in this case, will view the organizations’ management as friendly job providers who offer reasonable remunerations (Gwartney et al., 2008). A reverse change in the product market, on the other hand, reduces the demand for labor. A reduced labor demand will consequently lead to reduced wages and salaries for the workers as well as lying off of some employees as organization tries to cut costs in a bid to minimize or avoid suffering losses. The employees will under these circumstances perceiv e the organizations managements as inconsiderate of their employees’ welfares. The change in trend of the product market, therefore, results in both negative and positive relations between the labor force and the management (Gwartney et al., 2008). The products and service markets can also be changed by forces other than the normal demand and supply. Other forces that are normally encountered in the product and service markets include market regulation that could arise from national policies. According to a study by OECD (n.d.), it was established that market regulations have an inverse relationship with the rate of employment in sectors that are not aligned to agriculture. An increase in market regulations in these sectors, therefore, implies a decrease in employment rate and opportunities. Increased market regulations will for this case strain the relationship between labor force and organizations’ administrations as employment rates reduce and some workers are laid off. Reduced market regulation, on the other hand, will have an effect of increasing the rates of employment by the industrial sectors. The increased employment opportunity improves confidence and satisfaction among employees, thereby promoting a positive or friendly relation between the workforce and the organizations’ management. The confidence in this situation is built by the increased security provided by higher employment rates in the labor market. Examples of relatively regulated markets included markets in countries like France and Italy while the relatively liberalized markets included the United States and Australia. Another effect of change in products and service markets that affects the relation between labor and management is the impact of market regulations on income inequality (OECD, n.d.). References ADOA. (2003). Assessment centre related exercises. Staffing and Recruitment. Web. Coffee, K. Assessment Centres. Google Documents. Web. Durai, G. (2010). Human r esource management. Noida, India: Pearson Education India Globler, A and Warnich, S. (2005). Human Resource Management in South Africa. New York, NY: Cengage Learning. Gwartney et al. (2008). Economics: Private and Public Choice. New York, NY: Cengage Learning Hale, D. (2010). The Assessment Centre Hand book for Police and Fire Personnel. New York, NY: Charles Thomas Publisher. Jackson, et al. (2009). Managing Human Resources. New York, NY: Cengage Learning. Justice. Employee Assistance Program. Justice. Web. Labor. (2004). Voices of Canadians. Seeking Work-Life Balance. Web. Myers, W. (2003). 2004 U. S. Master Human Resource Guide. Chicago: CCH Incorporated. OECD. The Cross-Market Effects Of Product And Labour Market Policies. OECD. Web. Sims, R. (2007). Human resource management: contemporary issues, challenges, and opportunities. New York, NY: IAP. Wallace, K. (2007). Creating an Effective New Employee Orientation Program. Google Documents. Web. This essay on Human Resource Paper was written and submitted by user Vivid H0rse to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Strategy of Goggle

Strategy of Goggle Analysis of Goggle Larry and Brinn founded this entity in the 1990s. However, the entity had a different name, Back Rub. The founders of the entity were undergraduates at Stanford University. The two students developed a search engine that could rate website relevance via examination of back links.Advertising We will write a custom case study sample on Strategy of Goggle specifically for you for only $16.05 $11/page Learn More The above innovation would support the undertakings of countless entities in the Information technology (IT) sector. The founders later registered the entity in California. The entity generated its income only as search engines. Nonetheless, the entity currently has diversified its operations into an assortment of subsectors in the computer industry (Clay Esparza, 2012). What is going on? In the previous decade, Goggle has made some shrewd acquisitions. The acquisitions have entailed entities that would complement Goggle’s oper ations. Additionally, the acquired entities would enable diversification and creation of new products. Goggle’s income originates predominately from advertisements despite the entity dealing in mobile phone software and other merchandise. The entity also sells search appliances. In 2010, Goggle was the favourite search device. This denotes the entity’s domination of the market. In America, the entity serves over sixty percent of the search requests. The trend is similar internationally. Goggle also has an enormous workforce that executes its daily operations. The entity’s management of the work force has culminated in innovations like YouTube, a music search engine. Such a project has earned the entity enormous returns. The entity has developed numerous data centres. The data centres will facilitate penetration into lucrative markets in Asia. Additionally, they have revealed Goggle’s commitment towards a clean environment. Generally, innovations and produ ct creation have facilitated expansion in Goggle. SWOT Analysis Strengths The entity has managed its personnel in a shrewd manner allowing the entity to benefit from their expertise. Projects like You Tube have emanated from the creativity of its employees. However, the entity has earned phenomenal revenues from such innovations. Additionally, the global community is utilizing the internet greatly. Consequently, there is a sustainable demand for Goggle’s products globally. Google has diversified its products reducing its risk as an entity. Therefore, failure of a product would have minimal implication on the entities fortunes.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Weaknesses The entity loses income through counterfeiting of its products. This is common practice especially in relation to application product. Therefore, Goggle should petition authorities to enf orce counterfeit legislation to minimize its losses. Opportunities Innovations are critical to the survival of this entity. Therefore, Goggle has to provide the clientele with better products always hence, winning more clientele. Additionally, there are lucrative markets in the emerging economies that the entity can harness. Threats The entity operates in an exceedingly competitive market. Therefore, Goggle has to ensure that it is at par with its rivals. It should ensure that it improves its products persistently. Google is predominantly dependent on proceeds emanating from advertising. Accordingly, fluctuation in such incomes would affect the firm considerably. PEST Analysis Strengths Advancement in technology will affect this entity positively. Technological progression will have considerable impacts in the emerging markets that are lagging behind technologically. Such advancements will create demand for Goggle’s products. Its personnel management strategy is unique hence, allowing the entity to utilize the creativity of its employees rather than issuing repetitive duties that do not support career growth. Weaknesses Google operates in an industry which changes rapidly. Consequently, the entity requires sustained research on product improvement. Failure to do so will allow its rival’s products to surpass its own. This would be detrimental since the clientele always opt for the best products. References Clay, B. Esparza, S. (2012). Search engine optimization all in one for dummies. California, CA: Wiley publication.

How does hierarchy within animation and manga production influence the Essay

How does hierarchy within animation and manga production influence the contents and stories of manga and anime - Essay Example During that time, the word manga was used to describe drawings. The present form of manga originated from America during the times of comic trips in the beginning of the 20th century (Schodt 1996: 22). Japan saw a big difference and impact of the American culture with amusing books and films being brought to entertain the occupation forces. After the World War II, new artist in the animation are sprouted in japan. These artists changed the manga rebranded it to new style to help television animation in Japan. Tekeza –artists- initially influenced by the Disney animations created a popular manga that was appealing to all ages. They created a broad variety of work from children to adult stories with moral heroes and peep plots. Among the Tezuka’s famous jobs of the time are Jungle Empire and Astro Boy. As the spirit of evolution of animation continued to rock Japan, a quality animation by Japanese animator Hayao Miyazaki took over the market scene of animation. The film S pirited Away won her an Oscar due to the quality art work and the controversy of the female heroes in a society which is male dominated. Japanese animation (anime) and the comics (manga) have increasingly become popular in many countries. This is because the Japanese animation and comics have a different style to the other styles. The anime and the manga cover for all the categories of animation and contain genres that range from child to adult. The words animation, animator and animated are all derived from a Latin word ‘’animare† which means to give life to a nonliving thing. In the contest of video film, the word commonly refers to the act of artificial formation of impression of movement in animated forms and lines. Therefore, in definition the word means the practice of making an impression of movement which has been indirectly recorded in the convectional photographic sense from a film made by hand. However, it ought to be noted that this

Resulting trusts Essay Example | Topics and Well Written Essays - 1500 words

Resulting trusts - Essay Example since there is no evidence that Joe retained a reversionary interest in the home.1 In Lohia v Lohia, it was established that by virtue of Section 60(3) of the Law of Property Act 1925, a resulting trust will no longer be inferred in the case of a voluntary conveyance.2 A declaration of trust can be created by word of mouth â€Å"or even inferred from conduct.†3 There were no words or conduct on Joe’s part that can be construed to represent an intention on his part to create a trust. The voluntary conveyance of the home will therefore be construed as an absolute gift to Jack which does not form a part of Joe’s estate and likewise Daisy will have no legitimate claim to it. The disposition of the shares in Dotcom plc to Eddie was a bare trust and as such will devolve with Joe’s estate. Eddie assumed the role of trustee and likewise treated Joe as the sole beneficiary of the trust during his lifetime. This is evidenced by Eddie leaving the share certificate with Joe and paying over dividends from the shares to Joe. Moreover, Eddie himself acknowledged that he was merely holding the shares upon trust for Joe. There is no escaping the conclusion that the manner in which the shares in Dotcom were purchased, held and treated was consistent with the requisite three certainties of a trust. These certainties are certainty of subject matter, intention as well as objects. The subject matter is the trust property, intention is words and conduct capable of defining the intent by the donor to create a trust and the objects are the intended beneficiaries.4 The presumption is that Daisy be the sole beneficiary of the shares in her role as heir to Joe’s estate. Joe’s gift to Jack for Emily’s medical problems appears to be a discretionary trust. However, the validity of this kind of discretionary trust can be challenged on the grounds that Joe’s words do not impose upon Jack a legally binding obligation. Rather, the words used most probably impose upon him

Performance management and rewards Essay Example | Topics and Well Written Essays - 2000 words

Performance management and rewards - Essay Example extremely essential to retain the human resources of the organization so as to enhance its productivity and brand value in the market among other rival players. This essay is divided into four phrases mainly highlighting the importance of retention as well as the ways to increase the rate of retention of the employees in the organization. Along with this, the retention strategy is also devised in order to reduce the ratio of attrition of the Hertfordshire-based SME so as to amplify its reputation and efficiency in the market among others. It is the process by which, employees are retained within the organization for longer period of time so as to enhance its image and productivity. Due to which, retention is recognised as the most important tactic of talent management process. So, it is offered higher attention by the organizational entrepreneurs in this competitive age (Cannon & McGee, 2011). Retention of an employee within an organization is essential as it acts as its driving force. This is because it helps in introduction of varied types of inventive products and services thereby satisfying the changing requirements of the customers. As a result of which, it enhances the reliability and trust of the customers towards the brand thereby amplifying its position and dominance in the market among others (Finnegan, 2010, pp. 556-561). Not only this, employee retention also gears the goodwill of the organization to a significant extent thereby amplifying its cost of profit margin and net income. In addition, employee re tention also helps in regaining the efficiency and effectiveness of the organization, long term success and profitability and improvement of turnovers. Thus it might be stated that retention of employees might enhance customer satisfaction, improve total sales cost and amplify returns of the Hertfordshire-based SME. The term retention seems easy, but it’s extremely hard. This is mainly due to various reasons presented. Lack of appreciation is one of

Inventory Planning and Control

Inventory Planning and Control A Brief Overview of Inventory Planning and Control In any business, inventory is a key area of concern as inventoryis what is sold. Though, on the surface this may seem to be merely aphysical construct, inventory and inventory management principle easilyextend to service or other intangible product offerings. Perhaps the firstprinciple of inventory is that, inventory is money, or rather arepresentation of invested capital that is listed on the balance as aliability. While inventory is properly represented as a liability, a moreaccurate way to think of it is that is an asset in the waiting. Atypical retail store may have millions of dollars in inventory on the floor.If it is the right product, priced right, in the right place at the right time,it will likely sell. Though the 3-Ps just mentioned are the crux of themarketeers problem, they are also the problem of the inventory orreplenishment analyst on the store side and the problem of the manufacturingand shipping division of the supplier. Boththe vendor and the supplier seek inventory optimization, that is,managing from their perspective the same issues with which the marketeerwrestles. The daily issues of this perspective are focused on the same fourvariables with typical examples listed below: Product Is a certain SKU present in the regular modular only or checkout lane modular also? Are there multiple SKUs for a certain product (i.e., single or multi-packs)? A new SKU is being phased in to the modular set, is the are corresponding reduction in another product? Is replenishment on the old item turned off? If I have a certain product, is there a complimentary product that should also be sold, ideally with modular adjacencies? Placement Is a particular product in all stores (i.e., riding lawnmowers in NY City, snow shovels, even in January, in Mexico)? Does this product go into all stores simultaneously or should it be staged (i.e., lawn care product in southern stores first)? Are there any new stores that should be added to the shipped to list? Is a particular product a regular item or does it go on a special display/store location (i.e., holiday)? Price Are all the prices indicated on the shelf or on the product? Are the prices correct? Are prices updated annually or monthly? Is the item on deal (i.e., advertised special for which we might anticipate the standard 20% lift in velocity)? From theperspective of the vendor, a store or even a whole chain of store only has a[short-term] fixed floor area, backroom area and so many storage areas andtrucks that can be in transit to manage not simply one product at one locationbut the full range of products at all locations. This, in essence, is theproblem of inventory: managing and ideally optimizing the coming and going of allproducts at all locations. For the manufacturers, the problem is essentiallythe same, only with a different perspective: all of their products atall of the locations at which they are sold. The daily issues of this simply detail.Consider the perspectives of WalMart and 3M: one US retail operation and theone US division of one multinational manufacturer: WalMart has approximately 3,000 US stores, if there is one case of one product from 3M going to each store in the chain, this alone represents shipping 36,000 items (12 per case) just one time. Consider the number of products shipped, received and sold for all products at each store. 3M Stationary Products Division, Tape Adhesives section, has over 50 SKUs. Each peg on the display holds from 6 to 15 units of product. Each product comes in varying numbers per box, from 4 to 24, with from 1 to 6 boxes per case (the minimum order quantity). WalMart has the largest trucking fleet of any US corporation and has number distribution centers and warehouses. 3M has 1-2 factories per product and 3-4 key distribution points. Some items are warehouse items and therefore have a lead time of 3-4 days while other items have lead times of up to 21 days. The myriad issues that result from this collaborative efforts issignificantly enhanced but the good management of the inventory problem.From the number of units to build and subsequently ship (and to where) untilthe items are sold, the units exist as inventory. A Brief Discussionof EOQ and other Methods for Inventory Control To manage the issues discussed just prior is but one matter, tomanage them optimally is another and that is really the goal of anyinventory planning and control system. Realizing that any businessdecision is one in which the principle of the trade-off is employed, one canthen begin to methodically examine the variables. For example, in the simplestexample in which the costs of placing an order and the costs of carryinginventory are minimized. This optimal point is deemed the Economic OrderQuantity. While, in theory, the method works perfectly, its simplicity is alsowhat limits it in the real world in which additional variables and varyingassumptions run rampant. For example, EOQ does not, or, has trouble takinginto account the following variables/assumptions: Product cost assumptions such as fixed batch costs Product prices which may be variable and thus would change velocity and subsequent sales/demand forecasts Failure to adequately consider or cost out of stocks or backorders Failure to adequately consider lead times, special deals or seasonal items (Eason, 2003). Regardless, EOQ isthe starting place for the consideration or both additional variables as wellas the consideration of other models such as JIT, or the just-in-time methodin which the goal is -0- inventory. This is more applicable to a manufactureside though its principles do have applicability in retail. In this method,the basic assumption that has generally been borne out through research is thatinventory carrying costs are generally far higher than one might initiallythink (Schniederjans Cao, 2001). JIT is achieved by precisely the rightquantity of material/product to its destination just-in-time. Anothersomewhat similar method is ERP or enterprise resource programs. ERPleverages technology to provide firm-wide view of the materials at variousstages in the work process. This data is merged with other firm informationsuch as sales/demand forecast to create a optimized forecast for all rawmaterials, parts and finished products at any point in time. Insummary, whether using EOQ, JIT, ERP or any other combination of letters forinventory optimization, the key is to understand and purposefully manipulatethe variables of business to prioritize and manage the inherent trade-offs ofany business function. Works Consulted Bean, J. (2005), former 3M BusinessAnalyst, Interview on May 21, 2005. [Mr. Bean had significant work inmaintaining in stock levels to between 98.5-99.5% on Stationary and Tapeproducts] Eason, J. (2003, May). Setting TargetInventory Levels for New Products [Masters Degree Thesis, University ofArkansas, Fayetteville, Arkansas, US]. Piasecki, D. (2001, January). OptimizingEconomic Order Quantity. IIE Solutions. pp. 30-39. Schniederjans, M. Q. Cao. (2001). Analternative analysis of inventory costs of JIT and EOQ purchasing. InternationalJournal of Physical Distribution Logistics, (31), 2, pp. 190-117.

computers and life :: essays research papers

Life in a modern technologhy requires skills in dealing with computers...CH 8 Network Management. 8.1 Network Documentation. *Cut sheet diagrams. The first and most critical component for a good network is documentation. Documentation is the most talked about and least performed task in a network. à ¯Ã¢â‚¬Å¡Ã‚ · diagrams that indicate the path of the physical wiring layout; à ¯Ã¢â‚¬Å¡Ã‚ · the type of cable; à ¯Ã¢â‚¬Å¡Ã‚ · the length of each cable; à ¯Ã¢â‚¬Å¡Ã‚ · the type of termination for the cable; à ¯Ã¢â‚¬Å¡Ã‚ · physical location of each wall plate or patch panel, and; à ¯Ã¢â‚¬Å¡Ã‚ · A labeling scheme for easy identification of each wire. * MDF and IDF layouts This is a Physical and logical layout of the Main Distribution Facility and all of the Intermediate Distribution Facilities in the network, layout of rack mounts, auxiliary equipment, and servers in the distribution facility, patch panel labels to identify cable terminations. Identification and configuration details of all equipment located in the distribution facility. *Server and workstation configuration details This is any physical detail of the computer, model and serial number, Physical location, user, and network identification. *Software listings Standard and special software used on each machine in the network. This list includes operating system and application software. *Maintenance records It is also valuable to keep a list of all repairs that have been done to all equipment included in the network. This will help an administrator predict possible future problems with existing hardware and software. *Security measures Includes "soft" security, such as user rights, password definition, and firewall support, but also physical security. Physical or hard security includes things as simple as identifying how the MDF and IDF's are locked, who has access to these rooms and why, how the hosts are protected (security cables - alarms), and who has physical access to the system. *User policies They contain how the users can interact with the network. These policies include what is and what is not permissible on the network. It should also include what the consequences of violating user policies will be. Other aspects of user policies include what minimum user ID and password length should be, and rules for the content of passwords. 8.2 Network Security includes the following. * Network access It involves making the network as secure as possible against unauthorized access. This is done by establishing security policies, such as minimum password length, maximum password age, unique passwords (not allowing the same password repeated), and only allowing the user to logon to the network at particular times of the day or days of the week. computers and life :: essays research papers Life in a modern technologhy requires skills in dealing with computers...CH 8 Network Management. 8.1 Network Documentation. *Cut sheet diagrams. The first and most critical component for a good network is documentation. Documentation is the most talked about and least performed task in a network. à ¯Ã¢â‚¬Å¡Ã‚ · diagrams that indicate the path of the physical wiring layout; à ¯Ã¢â‚¬Å¡Ã‚ · the type of cable; à ¯Ã¢â‚¬Å¡Ã‚ · the length of each cable; à ¯Ã¢â‚¬Å¡Ã‚ · the type of termination for the cable; à ¯Ã¢â‚¬Å¡Ã‚ · physical location of each wall plate or patch panel, and; à ¯Ã¢â‚¬Å¡Ã‚ · A labeling scheme for easy identification of each wire. * MDF and IDF layouts This is a Physical and logical layout of the Main Distribution Facility and all of the Intermediate Distribution Facilities in the network, layout of rack mounts, auxiliary equipment, and servers in the distribution facility, patch panel labels to identify cable terminations. Identification and configuration details of all equipment located in the distribution facility. *Server and workstation configuration details This is any physical detail of the computer, model and serial number, Physical location, user, and network identification. *Software listings Standard and special software used on each machine in the network. This list includes operating system and application software. *Maintenance records It is also valuable to keep a list of all repairs that have been done to all equipment included in the network. This will help an administrator predict possible future problems with existing hardware and software. *Security measures Includes "soft" security, such as user rights, password definition, and firewall support, but also physical security. Physical or hard security includes things as simple as identifying how the MDF and IDF's are locked, who has access to these rooms and why, how the hosts are protected (security cables - alarms), and who has physical access to the system. *User policies They contain how the users can interact with the network. These policies include what is and what is not permissible on the network. It should also include what the consequences of violating user policies will be. Other aspects of user policies include what minimum user ID and password length should be, and rules for the content of passwords. 8.2 Network Security includes the following. * Network access It involves making the network as secure as possible against unauthorized access. This is done by establishing security policies, such as minimum password length, maximum password age, unique passwords (not allowing the same password repeated), and only allowing the user to logon to the network at particular times of the day or days of the week.

Conceptual Definition of Family

Ingredients for a Family Family is a group of people who can love another person beside himself or herself, give and gain trust, and accept each other for who they are. When people love one another, they’re not concerned about themselves. Being selfless allows more room for love. In a family, members are able to compromise with the ones they love, in order to make the relationship work. Without trust, a family cannot confide in one another. Trusting the members of within the family shows the respect that they have for each other.Respect and trust unite families, giving them a sense of understanding for one another. Being accepted by the family makes people feel assured that they are loved. Diversity in a family also is a part of acceptance, which makes them feel more comfortable. Diversity may also cause conflict, not only in a family but also in social situations. There are many different qualities that make up a family. Love isn’t just an emotion; it’s a feelin g and a sense of comfort. Being surrounded by a family that loves one another is one of the best feelings in the world.Love is the one of the most important qualities a family must have. If there were no love in the family, no one would get along or want to be near each other. In the painting Freedom from Want, by Normal Rockwell, you can see the love between the family through the picture. Everyone is smiling and excited to be around each other (Rockwell 23). You can tell that they love being around everyone because they keep a smile on their faces, which shows happiness. Being loved and loving someone else are two different concepts. Being able to love someone other than oneself takes time and effort.The more time spent between families, the move love begins to grow. I consider love being like a tree. As the tree grows it becomes stronger and larger. The same analogy goes for love between families. As the family grows together, the love between the members gets stronger. Selflessn ess in a family helps the family grow stronger as a whole. It’s nice to care about yourself once in a while but when someone is a part of a family they should care about everyone. Taking care of a family sometimes challenges the members in it.At times you have to give up certain things that may be important to you for another member of the family. There are times in my family when one of us has to sacrifice going out or canceling plans for another member in my family. When my parents want to go out, I have to cancel plans with my friends to watch my sister, but I don’t mind because I know that they sacrifice plans for me all the time. That’s just apart of being selfless. An Indian Story shows a good example of selflessness. Roger Jack states, â€Å"That’s when I walked into her life like a newborn Mathew or Grandpa or the baby she never had† (53).Aunt Greta, from â€Å"An Indian Story† sacrificed having children of her own or remarrying beca use she wanted to take care of her nephew. She knew that she could help him move forward in life and that it would make him happy to live there so welcomed him into her home. By her being selfless, the boy was able to grow up doing well in school, learned from his mistakes, and went to college. Because of Aunt Greta’s actions the boy was able to do well for himself. If everyone in a family were selfish than no one would actually care about anybody.If Aunt Greta were selfish and didn’t allow the boy to live with her, he most likely would have dropped out of school like this stepbrother. To deal with his family issues, he probably would have gotten into drugs and or fights with other kids from his area. If his family was selfish, they wouldn’t of cared about his grades or his feelings, but Aunt Greta wasn’t selfish, she took the love that she had for the boy and took him in to help him grow as a person. Being selfless plays a big part in society also. If a person is brought up being selfless it reflects on the person they are outside of the family.In the article by Anne Lidberg she writes, â€Å"Instead of watching parades on TV or simply chatting, the Yanchunises’ spent the day serving turkey and the trimmings to hundreds of homeless people at the St. Vincent de Paul food center† (Lindberg). Their ritual has been going on for 10 years straight. The children were brought up in a home with parents who were far from selfish. By being selfless at home, they were able to teach their children to be selfless also in society. The love that the children have for their parents reflects on the selflessness that they have. Compromise within a family also ties into being selfless.When compromising with another person in the family, they can make deals that end up working for the both of them. In the visual portfolio there is a picture of a woman with her seven young children. In this picture you can infer that she is a single mother who takes care of her children to the best of her ability (74). This woman is forced to make compromises all of the time just to be able to take care of her children. When my uncle had gotten a divorce he had taken full custody of my cousin Anthony. Being a single parent with a young boy and a full time job became very difficult for him at times.My uncle was still young at the time himself, while all his friends were out in the social scene he was home, watching movies, playing games and cooking for his son. My uncle made may compromises for his son, not because he had too, but because he loved him more than anything. Compromise in a family keeps things fair and understandable. Being the only person in a family that gets to do or get what they want makes the others in the family want to envy and rebel against that member. If you’re able to compromise within the family you can keep everyone happy.Trust isn’t just about knowing someone can keep your secrets, it’s about knowing someone will be there for you when you need to talk, or knowing that they will stick around during your ups and downs. The boy from â€Å"An Indian Story† trusted his Aunt with his wellbeing. The boy also respected his aunt enough to realize that his decision to drink and get into a fight was wrong. He knew that she trusted him to make right decisions and when he went against her, he understood what he had done wrong. If there were no trust between the two he wouldn’t have cared that he went against her wishes.All that she had taught him would have been a waste of her time if she couldn’t trust him. Without trust there is no relationship. Trust is a main ingredient of a family but you also need to have respect for your family. Respecting your elders is a common saying that is used. Although respecting the members of your family that are older than you is important, you should respect all of your family no matter of their age. In the article by Kel ly Weber she states, â€Å"It is important to note that I was given this privacy because I earned it† (Weber).Kelly believes that children and teens should be respected enough to have their privacy once in a while. Although her thoughts on privacy are strong, she also makes it known that she had to earn her privacy by respecting her parents (Weber). Privacy is something that all teens strive to have, including myself. As we get older, we want to be treated as more of an adult and want to be able to be left alone when needed. Privacy is only given if someone is able to trust and respect the other. If someone wants respect, it has to be given. Aunt Greta not only respects her nephew, but his father as well.In the story â€Å"An Indian Boy,† Roger Jack is asked what he plans to do with his life and responds, â€Å"I want to be like you† (54). Aunt Greta didn’t have an issue with the boy’s father; she didn’t think that she was a better role mode l than him. She reminded him that he had a father to think about and look up too. She respected his father enough to remind him that he had a male figure in his life that he could follow in the footsteps of (54). Respect is shared throughout the whole family and is well shown in Roger Jack’s story. Without respect there is no love. When someone doesn’t respect the people around him or her, they won’t be respected.Doing and saying what they want can sometimes harm others because they are inconsiderate. That type of disrespect will not gain someone the respect that they would like to have. When people inside the family do not respect each other, there will be no love shared between the family. Everyone deserves give and gain respect. Being respected and trusted within your family unites everyone and gives everyone a well understanding of each other. Uniting the family doesn’t necessarily mean doing planned out events, it can simply be sharing the dayâ€℠¢s events with each other or eating at the dinner table.In the article by Mary Atuheire she states, â€Å"Brenda Ninsiima has a big and closely knit extended family, so as long as she remembers, she has always spent Christmas with the whole family in the village with her grannies† (Atuheire). Brenda’s family unites on holiday’s to spend time with each other. Some families are only able to spend holidays with each other, while other families like the boy from â€Å"An Indian Story,† can see their family members at any time. Although the boy had already moved out of his home, still was able to unite with his father and ask for advice after he had gotten arrested for drinking in Calgary (55-56).His father had given him the advice that he needed and listened to him while he talked about his hard times. Even though he had moved out, he still was welcomed into his father’s home, uniting the two once again. If his father had shunned him for his home he wo uldn’t of been able to reunite with him. A family that can’t unite with each other won’t want to spend time together. It’s important to unite with ones family once in a while, just to show that they still love being around one another. Being accepted within the family for who they are is an important boost to someone’s confidence.No matter what the outside world thinks of you, your family will always accept the person you are. To be accepted is to feel loved and appreciated. In the story â€Å"Looking For Work,† Soto didn’t think that his family was accepted by the outside world. He watched TV shows that showed the perfect American family, but what he didn’t realize was that those TV shows aren’t reality, no family is perfect. Soto’s family accepted each other for who they were. Although they had no money, no materialistic items, and didn’t live the life shown on TV they were still a family that loved each other through their hard times.If Soto’s family couldn’t accept their living situation or one another they wouldn’t have been a family (26-31). Without acceptance there would have been no support system or feeling of comfort. Diversity can be within a family or out in society. Diversity is to be different; not like the rest. Whether being diverse within your family means that you have a different sexual preference, different religion, or different heritage, your family will still accept you for the person you are. Soto’s sister expresses. â€Å"They’ll never like us† (Soto 30).Soto’s idealistic family was the white American families that were shown on comic television shows. These families would all be dressed for dinner, had toys that would fill their closets, didn’t get beatings or got into arguments, and were kissed and tucked into bed every night. His family was the typical Mexican American family back in the 1950’s that weren’t respected, had no money, and had to work for the bare minimum. Soto believed that the differences between his family and normal American families, was the reason why in his mind, his family was â€Å"wrong†.Without diversity, all families would be alike, all traditions would be the same, they’re would be no differences. When everyone is the same, life becomes boring. The best part about having diversity in this world is for the simple fact that everyone can learn about different things from each other. Although diversity is a big part of being a family, so is conflict. In situations of conflict aren’t always within the family, but within society also. Some people in the world don’t accept the fact that people are different which causes conflict. In the article by E. W.Carp states â€Å" Leading experts challenges the myth that lesbians and gay men are unfit to adopt† (Carp 1539). Being apart of a family with same sex parents cau ses conflict in society. Some people in this world are unable to understand that no matter what sex people are, they are still capable of having and raising a family with all the love they have inside of them. Some families who have a mother and a father are more unfit to raise a family than families with two mothers or two fathers. Gays and lesbians are afraid to try and adopt because of the conflict they might cause in society.Diversity in society may cause conflict but, conflict makes the world grow, making it not so much of a negative aspect. Soto on the other hand, causes a conflict within his family when he brings up his idea to get dressed up for dinner. Although he is considering the fact of trying to act more sophisticated, his sister believes that he shouldn’t care what people think of their family because, society will never like them for who they are (Soto 29). Even though Soto started a conflict between siblings, people in this world will start an argument becaus e of the way some one acts or looks.Some may think that a family that doesn’t deal with conflict is a drama free family, but without a conflict once in a while a family wouldn’t be able to overcome their problems together. These conflicts, either external or internal, make a family stronger. A family joins together as one to love, trust and accept each other through even the hardest of times. Love within families is the largest component to making up a family. Consider love like a tree, the branches are made of selflessness, compromise, trust, respect, unity, acceptance, diversity, and conflict.Without the branches on the tree, it wouldn’t look like a tree. The same goes for a family. Love without the rest of the components wouldn’t be considered a family. Family in my opinion, are the only people who welcomed you into this world and will be the only people who stay by your side through the journey life brings. It’s important to always remember tha t your family will love you for what you do, trust you to do your best, and accept you for who you are. Works Cited Carp, E. W. â€Å"Adoption By Lesbians and Gay Men: A New Dimension in Family Diversity. CHOICE: Current Reviews for Academic Libraries. Apr. 2012: 1539+. General OneFile. Web. 25 June 2012. â€Å"Family Values – Bonds of Unity and Love. † Africa News Service 19 Dec. 2011. Gale Opposing Viewpoints In Context. Web. 28 June 2012. Jack, Roger. â€Å"An Indian Story. † Rereading America. 8th Ed. Gary Colombo, Robert Cullen and Bonnie Lisle. Boston: Bedford, 2010. 52-60. Print. Lindberg, Anne. â€Å"A FAMILY SERVES UP KINDNESS; This holiday ritual is a feast of selflessness. † St. Petersburg Times [St. Petersburg, FL] 27 Nov. 2009: 1B. Gale Opposing Viewpoints In Context. Web. 28 June 2012.Rockwell, Norman. â€Å"Freedom from Want. † Rereading America. 8th Ed. Gary Colombo, Robert Cullen and Bonnie Lisle. Boston: Bedford, 2010. (23). Prin t. Soto, Gary. â€Å"Looking for Work. † Rereading America. 8th Ed. Gary Colombo, Robert Cullen and Bonnie Lisle. Boston: Bedford, 2010. 26-31. Print. â€Å"Visual Portfolio. † Rereading America. 8th Ed. Gary Colombo, Robert Cullen and Bonnie Lisle. Boston: Bedford, 2010. 74. Print. Weber, Kelly. â€Å"Teens Should Have a Right to Privacy That Is Earned. † Teens and Privacy. Ed. Noel Merino. Detroit: Greenhaven Press, 2011. Current Controversies. Web. 25 June 2012.

Mary Wollstonecrafts Life and Work

Mary Wollstonecrafts Life and Work Mary Wollstonecraft has been called the first feminist or mother of feminism. Her book-length essay on womens rights, and especially on womens education, A Vindication of the Rights of Woman, is a classic of feminist thought, and a must-read for anyone who wants to understand the history of feminism. Wollstonecrafts life and her work have been interpreted in widely different ways, depending on the attitude of the writer towards womens equality or depending on the thread of feminism with which a writer is associated. Rights of Man - and Wrongs of Woman Mary Wollstonecraft is usually considered a liberal feminist because her approach is primarily concerned with the individual woman and about rights. She could be considered as a difference feminist in her honoring of womens natural talents and her insistence that women not be measured by mens standards. Her work has a few glimmers of some modern sexuality and gender analysis in her consideration of the role of sexual feelings in the relationships between men and women. Wollstonecraft can be claimed with some legitimacy by communitarian feminists: their critique of a rights approach echoes in Wollstonecrafts emphasis on duty in the family and in civic relationships. And she can also be seen as a precursor of the political feminists: her Vindication and perhaps, even more, her Maria: The Wrongs of Woman link womens oppression to the need for men to change. Like several other women of the time (Judith Sargent Murray in America, Olympe de Gouges in France, for two examples), Wollstonecraft was a participant in and  an observer of a remarkable series of social revolutions. One was Enlightenment thought in general: a skepticism about and revisioning of institutions, including the family, the state, educational theory, and religion. Wollstonecraft is especially associated with Enlightenment thought that put reason at the center of human identity and as the justification for rights. But these ideas seemed in stark contrast to the continuing realities of womens lives. Wollstonecraft could look to her own life history and to the lives of women in her family and see the contrast. Abuse of women was close to home. She saw little legal recourse for the victims of abuse. For women in the rising middle-class, those who did not have husbands or at least reliable husbands had to find ways to earn their own living or a living for their families. The contrast of the heady talk of rights of man with the realities of the life of woman motivated Mary Wollstonecraft to write her 1792 book, A Vindication of the Rights of Woman. Tracts and ideological books had been exchanged in the war of ideas around rights and liberty and freedom and reason for several years. Writings on the rights of man including one by Wollstonecraft were part of the general intellectual discussion in England and France before, during, and after the French Revolution. Wollstonecraft moved in the same circles as Thomas Paine, Joseph Priestley, Samuel Coleridge, William Wordsworth, William Blake and William Godwin. It was in that atmosphere that Wollstonecraft wrote her Vindication, taking chapters to the printer as she wrote them (she was still writing the end after the first chapters had been printed). She later (1796) published a travel book, writing about a trip to Sweden, in which her descriptions of another culture were full of feeling and emotion something which her more rational-oriented critics deplored. Godwin In that same year she renewed an old acquaintance with William Godwin. They became lovers a few months later, though they lived separately to focus on their separate writing careers. Both were philosophically opposed to the institution of marriage and for good reason. The law gave rights to a husband and took them away from a wife, and both were opposed to such laws. It was decades later that Henry Blackwell and Lucy Stone, in America, integrated into their wedding ceremony a disclaimer of such rights. But when Wollstonecraft became pregnant, they decided to marry, though they continued their separate apartments. Tragically, Wollstonecraft died within two weeks of delivery of the baby, of childbed fever or septicemia. The daughter, raised by Godwin with Wollstonecrafts older daughter, later married the poet Percy Bysshe Shelley in a shocking elopement and is known to history as Mary Wollstonecraft Shelley, author of Frankenstein. Shortly after Wollstonecrafts death, Godwin published his Memoirs of Wollstonecraft as well as her unpublished and unfinished novel, Maria: or the Wrongs of Woman. As some have argued, his honesty in his memoirs of her troubled love relationships, her suicide attempts, her financial difficulties, all helped conservative critics to find a target to denigrate all womens rights. The most vivid example of that is Richard Polwheles The Unsexd Females which viciously criticized Wollstonecraft and other female writers. The result? Many readers steered away from Wollstonecraft. Few writers quoted her or used her work in their own, at least they did not do so publicly. Godwins work of honesty and love, ironically, nearly caused the intellectual loss of Mary Wollstonecrafts ideas. More About Mary Wollstonecraft Rights in the Air: the context of  A Vindication of the Rights of WomanWhat Rights?  - arguments of Mary Wollstonecraft in  A Vindication of the Rights of WomanLife of Mary Wollstonecraft  - the life of experience that grounded her work Mary Wollstonecraft Quotations  - key quotations from Mary Wollstonecrafts workJudith Sargent Murray  - a contemporary feminist, from AmericaOlympe de Gouges  - a contemporary feminist, from FranceMary Wollstonecraft Shelley  - Mary Wollstonecrafts daughter, author of  Frankenstein

4 Huge Mistakes Job Seekers Make

4 Huge Mistakes Job Seekers Make No matter how careful and well prepared you are, mistakes are bound to happen during the job search process. Maybe you practiced a spiel for the wrong job and got your interviews mixed up, or you took the time or date down wrong, or you found an error on your resume. Whether it was a monumental or a minuscule screw-up, there are ways to recover. Here are four of the biggest and most common mistakes job seekers make and how to survive having made them.Wrong resumeYou’re applying to so many different positions and, rightly, you’ve carefully tailored your resume to each. Trouble is, now you have 20-some-odd resumes on your laptop and you sent the wrong one to this particular recruiter.If the one you submitted is only slightly different from the one you wanted to send, then it’s best to let it go. But if you submitted your Corporate Giving resume for a Marketing or Communications position, then it’s time to draft an email ASAP, kindly asking the recruiter to r eplace the resume in your file with the updated one attached. Nine times out of ten, they’ll do it and no one will be the wiser.When in doubt, bring multiple hard copies of the correct resume to your interview and make sure to give it to everyone with a simple, â€Å"here’s a hard copy of my most up-to-date resume.† No other explanations needed unless they ask. And if they do, focus on the material in the resume, not the fact that the first one you sent wasn’t perfectly spot on.Appointment chaosThis happens to everyone at some point in their lives- and almost always with something important like an interview. You’ve got a lot to keep track of during a job search- multiple positions at multiple companies, multiple resumes, and hopefully multiple interviews. If you messed up and got the time or date wrong, here’s what you do: immediately reach out to the hiring manager, state your mistake (without drama), express your sincere regrets for the m ix-up, and pivot immediately to offering to reschedule at their earliest convenience (then take whatever time they give you). You can follow this email or phone apology with a handwritten note for an extra touch. With any luck, they’ll see you as proactive, humble, and responsible, even with your mistake.LatenessBest avoided, obviously. But sometimes, even when you’ve left ample time, you’ll end up facing unforeseen circumstances out of your control, and you’ll end up late. The best strategy here is to reach out to the recruiter before you’re late, i.e. as soon as you realize you might not make it bang on time. Explain whatever situation you’re in- huge accident and traffic, broken down subway, etc. Don’t waste any breath on excuses, just state what’s happening, give them a heads up, offer preemptively to reschedule if their schedules are too tight to accommodate the delay.Even if it isn’t your fault, apologize for the t ardiness, then put the ball in their court. Most of the time  if you’ve projected calm and control in a time of crisis and have behaved responsibly under the circumstances, you’ll be fine. Remember to take a deep breath rather than run into the interview in a flustered, blind panic. Keep your head.Fumbling a questionAs soon as the answer to an interviewer’s question is out of your mouth, you realize your error. You’ve rehearsed the perfect answer to this question- or you haven’t, but you know you’re flubbing it- and you hear yourself saying something all wrong. Stop. Pivot. Say, â€Å"Sorry, let me rephrase that.† Or â€Å"Actually, let me say that again in a different way.† Your interviewer might not even notice the stumble. And you won’t have to walk out of the interview regretting your answer.Bottom line: no matter what mistake you made, recovery is possible in most cases. Just keep your cool, remain professional, a nd focus on the task at hand.4 Major Interview Mistakes (and How to Recover)

Project, operations and supply chain management Essay - 1

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