The Impact Of Economics On The Ontario Government

The performance of economies can be measured in many different ways and is measured by many people and institutions. Economies can be rated as performing well or poorly based on the macroeconomic and monetary policies, who is in charge, what the rest of the world is doing and so on. â€Å"Macroeconomics is about many different markets interacting with each other as a whole† (DPE 4). Ontario is an example of an economy that has many macroeconomic markets that are always interacting with each other. Many people have different thoughts of how well an economy is performing based on what macroeconomic markets they are looking at or what they are comparing these markets to. The Ontario government is doing well in some aspects of the economy but not†¦show more content†¦The manufacturing industry was once a very large part of Ontario’s economy. We are seeing more and more manufacturing businesses disappearing and moving elsewhere. Ontario has a great potential to be a manufacturing powerhouse but the current situation is not attractive for many companies: â€Å"If a particular country has a lower price, the other countries will buy† (DPE 134). Because of the current value of the Canadian Dollar, manufacturing companies in Ontario could potentially export to the United States and make a greater profit because of the dollar. This is not the case as Ontario has seen a drastic drop in its GDP in the past ten years because of many manufacturing companies setting up elsewhere3. There are many reasons why this is but a large factor is the minimum wage on Ontario. Ontario, like many other countries has a minimum wage that employers must pay to its employees. Many countries in Asia or Latin America do not have a minimum wage so employers can pay their employees significantly less4. As the government continues to raise concerns about raising the minimum wage once again many manufacturing businesses are becoming anxious about if they too should move to an off shore location as this could be a potential cost savings for their company. The government and its economists will need to continue to analyze to see if raising the minimum wageShow MoreRelatedCritical Review On Electricity Policy1539 Words   |  7 PagesCritical Review 3 Electricity Policy in Ontario Readings included: â€Å"Making Choices: Reviewing Ontario’s Long-term Energy Plan†, â€Å"The Development of Renewable Electricity Policy in the Province of Ontario: The Influence of Ideas and Timing†, â€Å"The Politics of Renewable Energy Policies: The Case of Feed-in Tariffs in Ontario, Canada†, â€Å"Energy, Economic and environmental discourses and their policy impact: The case of Ontario’s Green Energy and Green Economy Act†. For the sake of this review, the titlesRead MoreMemo Summary938 Words   |  4 PagesThis memorandum provides a summary of the environmental and political background of Ontario’s greenhouse gas emissions. It specifies the varying impacts of climate change as a result of increases in GHG emissions and gives examples of how and where these impacts are being felt in Canada. As a large contributor to Canada’s overall GHG emissions, Ontario should provide regulations and policies to mitigate these emissions. A variety of policy instruments will be examined to determine which is most appropriateRead MorePublic Health Policy : Minor Injuries From Traffic Collisions1651 Words   |  7 PagesIntroduction In Canada, minor injuries from traffic collisions are common and burdensome to society. Under the no-fault model, damages from traffic need to be paid by the person or insurer incurring the loss, regardless of why the collision occurred. In Ontario, Canada, damages include the cost of health care treatment for minor injuries, which are managed according to the Minor Injury Guideline. The Minor Injury Guideline is a series of regulations that outlines the health care treatment available to individualsRead MoreIntroduction And Evolution Of Eia1480 Words   |  6 PagesIntroduction and Evolution of EIA Legislation in Canada Environmental Impact Assessment is widely used in Canada as an instrument for development, planning and decision making. The institutional arrangements fix this purpose are both well developed and administratively complex. Canada is a federal state in which responsibility for EIA is divided between the National Level, ten provinces, two territories, municipal and First Nation jurisdictions. All of these jurisdictions have established operationalRead MoreShould Minimum Wage Be Increased?1691 Words   |  7 Pagespayment that an employer is bound to pay to its workers. Today minimum wage is made compulsory in more than ninety percent of nations including Canada where workers are demanding to increase minimum wages for a long time. Minimum wages are revised by governments in order to met growing needs of workers. There is a difference of opinion on the issue of increasing minimum wages among people of Canada. Employers and employees also have difference views on the issue of increasing minimum wage. This paper intendsRead MoreEssay On Carbon Sands917 Words   |  4 PagesCanada’s top polluting economic sectors are oil and gas and transportation, each accounting for 26% and 24% of total emissions respectively (Environment Canada, 2017). Provinces have different reactions towards Canada’s INDC depending on the sectors that fuel the individual province’s economy. Canada’s tar sands sector is growing more popular nationally and internationally, as it houses the third largest oil reserve in the world with greater than 170 billion barrels of oil (â€Å"Canada pulls out of KyotoRead MoreCommon Sense Restructuring Of Public Services1102 Words   |  5 PagesThe siting of the SSTP in London, Ontario offers an excellent case to examine the ways in which Harris’s â€Å"common sense restructuring of public services, including the repeal of numerous land use planning requirements and the authorization of waste disposal sites without publ ic input, work simultaneously to create new forms of white privilege and environmental racism in Southwestern Ontario† (Mascarenhas, 2012, p. 128). To meet the infrastructural needs of London’s rapidly growing population, London’sRead MoreEssay about Canadas Geography and History Have Shaped Politics1638 Words   |  7 Pagesthink that this has made Canada a more (or less) difficult place to govern?   Please explain. Canada’s natural resources are distributed and differ along the territory. Therefore there is an uneven distribution of wealth because of the different economic sectors, which fluctuate the prosperity of the territory. Politics focus on the wealthy territories more than others since the transformation of natural resources represent the biggest part of Canada’s GDP which means a better economy. Canada’sRead MoreGlobal Warming Essay1165 Words   |  5 PagesCarbon dioxide (CO2) that is responsible for an increase of 85% in global warming (AyÅŸegà ¼l Toptal, Bilgesu Çetinkaya 2017). Loss of sea ice, thawing permafrost, and coastal erosion are already increasing in speed [7-9 Mildenberger et al. 2016], and impacts from extreme weather such as droughts, flooding, and heat waves [10-12], as well as ecological disturbances such as wildfires and pine beetle outbreaks are anticipated to increase [13, 14]. With the rise in global warming and increasing pollutionRead MoreFood Bank Use in Canada820 Words   |  4 Pagesyears, with more than 850,000 Canadians making use of a food bank in a typical year (Ontario Healthy Communities Coalition, March 2012). One of the biggest contributors to why individuals depend on food banks is their social economic status of lower class and poverty. Although this is a big contributor, there are many more major social determinants that contribute to food bank usage outside of social economic status designation. I believe the other three most important determinants that contribute

Why is college education important to me Essay - 627 Words

Why is college education important to me â€Å"Knowledge Is Power† one of Sir Francis Bacon famous quotes, those three words says it all. I’ve been hungry and excited for an higher education, Education is very important to me and in order to move ahead in life, not just get by but to really succeed and prosper, I must get a college degree as it can openà ¶ up many close doors that a high school diploma couldn’t open for me. College is very important to me because it can equip me with the tools and knowledge I need to do better in life and not just barely making it, also help me to have a more open mind set about life and knowledge. Now I understand I need a good college education and more knowledge to move ahead in life. Also college†¦show more content†¦I am motivated by my dreams, being more success and also living a better life. In the great words of Nelson Mandela â€Å"Education is the most powerful weapon which you can use to change the worldà ¢â‚¬â„¢Ã¢â‚¬â„¢. So it’s very important to be ahead in life and for me to be focus of my career goals and what I want to accomplish. College also gives you great experience in the fields and real life training, college can also enhance skills set on computers and areas of work that high school didn’t teach you, so it’s important for me to get the education I need. A degree also can provide me with promotions in the near future. In my conclusion I’ve come to realize that going to college is one of the best decisions you can make in your life and finishing college is an even grateful feeling, in my spare time I talk and advice my friends to go school and get a better education because it can help you in the long run, so I won’t be a dummy ill stay in school and now I’m following my own advice. So I’m proud of myself for getting another chance at it with Ashworth College and I’m willing to work hard to get what IShow MoreRelatedW hy College Education is Important to Me1038 Words   |  5 Pagesup, this activity was more fun than anything else I might have done with my free time. I never got tired of being the â€Å"teacher†. Now as a college student many people often ask me, â€Å"What are you majoring in?†, â€Å"What are you going to school for?† and I tell them, I want to be a teacher in Early Childhood Education. The typical response I get from people is â€Å"Why would you want to be a teacher?† My answer is simple: I love children; I love their innocence and their ability to accept people as they areRead MoreWhy College Education Is Important to Me698 Words   |  3 Pagesâ€Å"Why college education is important to me†. By Janelle D. Crichlow EN110 Achieving Academic Excellence Ashworth College A college degree is important for a variety of reasons for both the young and the old, namely to develop or improve one’s trade skills, to experience different cultures and to increase one’s educational background in order to attain a higher paying job. For me, a college degree is important because it will help me to attain the educational background I need to make myselfRead MoreWhy College Education Is Important to Me795 Words   |  4 PagesImportance of College Education to Me Stephen Nuamah Ashworth College ID: AC1209774 Health Care Administration Why College Education is Important to Me Am I free? I asked myself over and over again after reading a quote â€Å"Only the educated are free.† As concluded by Epictetus (55 AD - 135 AD), Discourse. I then realized I was not free. I want to be free, but how? I asked myself. Do I need to be rich or do I need to be the happiest man on earth? It finally occurred to me after pondering overRead MoreWhy College Education Is Important to Me869 Words   |  4 PagesThe Importance of Education (SAMPLE) Our quest for knowledge is something we should never complete; it is a desire that we should never resist. Education should empower us to answer such questions as how and why are as important as what, when and where; ask more questions, and then start over again. With an advanced education you have more choices in your life and more chances to make a difference for your community. Higher education pays you back: graduates of higher education programs earn moreRead MoreWhy College Education Is Important to Me592 Words   |  3 Pagesâ€Å"Why college education is important to me† Continuing my education has been a goal of mine for some time, but I haven’t made the commitment until now. There are several reason why I chose to return to school after so long, the primary reason being advancement opportunities in my career. My other motivating factor is my daughter. I am looking forward to the knowledge I will gain and the ability to implement that knowledge into myRead MoreWhy College Education Is Important to Me839 Words   |  4 PagesWhy College Education is Important to Me Patty Murray said â€Å"A good education means learning to read, write and most importantly learn how to learn so that you can be whatever you want to be when you grow up.† Getting a college education will help open so many doors and give me opportunities to better myself, and provide me with a more successful life that I can be proud of. In today’s society it is hard to get a good job or have a stable career without first getting a college degree. A collegeRead MoreWhy Is A College Education Important to Me? Essays751 Words   |  4 PagesBuckhalter EN110.6.1 Achieving Academic Excellence Lesson 5 Writing Assessment September 26, 2014 Why Is A College Education Important to Me? Henry Ford, said, â€Å"Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young.† For years, I thought I was just too old to return to school. However, for 20 years, I’ve worked in a career that provided great financial stability, but it never brought happiness. When I was laid-off, I made the decision to notRead MoreThe Importance of College Education705 Words   |  3 Pagesnot to attend college can be difficult, especially given the tremendous costs associated with tuition, books, and campus living. Moreover, getting a good job or earning an attractive income is not necessarily guaranteed with a college degree. The decision of whether or not to attend college must come from within, and must transcend thoughts about money. For me, going to college represents a genuine personal feat. There are three main reasons why college education is important to me. First, I wouldRead MoreMy Decision to Study Mechanical Engineering Essa y824 Words   |  4 Pages I want to go to college because I know without a college degree, I would be going nowhere in my life. I want to pursue a degree in mechanical engineering; I have been dreaming about working as a marine surveyor since I was eleven years old. There are many reasons why I want to pursue a degree in mechanical engineering. One reason why I want to become a marine surveyor, marine surveying is my dream job; another reason is as a kid growing up I have always found it fascinating to create things andRead MoreThe Importance Of College Education884 Words   |  4 PagesCollege Education is an institution of higher learning. Harvard University is the oldest institution of higher education in the United States; it started in 1636. Colleges began to be established for two reasons. First, most were founded by religious denominations. Second, colleges were the pride of the community evoked by the revolution, the strange American pursuit of progress, and migration to the west. However, some people are against college education because many college graduates are employed

UCD Workplace Issue Free Essays

Although this can be a great advantage due to the unique perspective hat people from different backgrounds bring, it can also be detrimental as well to a certain degree. This may become an issue because individuals may sometimes prefer to speak in their own native language which can lead to other colleagues feeling ostracizes. My company is composed of non-Loris Individuals that come from different nationalities. We will write a custom essay sample on UCD Workplace Issue or any similar topic only for you Order Now The nationals span from Argentinean, Spanish, American, and Chinese. This creates a melting pot where our Ideas are reflective from the culture that we were brought up in. However, when my colleagues are conversing with each other, hey will often tend to speak Spanish whether It Is talking about a topic related to the company or Just friendly chitchat. Since the rest of the colleagues don’t speak Spanish, we end up feeling as If we are missing out on something. However, I have to admit that I am also guilty of this as well too certain degree. Since I can speak Mandarin, I will sometimes converse with my Chinese colleague In Mandarin. However, we do not talk about work related topics. Rather, we converse about how our weekend went and talk about our hobbles. However, this can make other leagues feel left out who are going out to lunch with us because they are not able to communicate with us because they do not speak Mandarin. There was an Instance where my Chinese colleague and I spoke Mandarin during lunch and a colleague seemed to be confused and felt left out because she was unable to participate In the conversation due to her not knowing Mandarin. After that Incident, I became much more aware of not excluding Individuals through language. One way to solve the Issue of language boundaries Is to Implement a new many policy that dictates that employees can only speak English during working hours. However, during lunch hours, employees are free to speak their own language to their own discretion. This would allow transparency during the work hours and ensure that all the employees In the company do not feel left out. Since lunch hours are a time where employees can do their own personal actively, speaking their own language would be appropriate. Using English as a standard would be the most logical option because English Is one of the most popular languages and Is regarded s the business of language. Also, many Europeans have an Intermediate level of English which makes communicating with other nonetheless easier whereas It Is not so efficient the other way around. Although this may Infringe on the rights of as a whole to become more collective and create a more transparent environment. Although there are drastic options such as only allowing English during the entire time at work, this is detrimental to the company as a whole. When companies allow only one language to be spoken at all times, this creates an almost dictatorship like ultra. If an English only rule was implemented in America, it may not be such a big issue but since this company is located in Europe where many different languages are being spoken, this would cause uproar. Furthermore, since English may not be the mother tongue of some employees, this may risk miscommunication which can lead to time and money wasted. Although a company with employees from different nationalities may bring different perspectives, language may sometimes become a deterrent towards the objectives of the company. This is due to people feeling left UT of conversations because they do not know the language. By implanting a policy where only English can be spoken during working hours with the exception of lunch hours, this will prevent alienation. Critics may point out that this infringes on the rights of individuals, but this new policy would foster a sense of community within the company. Although this policy would potentially be difficult to enforce due to employees feeling as if they’re being coerced into a foreign language, it is imperative that companies do what is best for the objective of the company. How to cite UCD Workplace Issue, Papers

Things I Love To Do free essay sample

I am Malik G. I am the youngest of six children.I love sports, scouts, and family.I am hardworking and love a challenge.I am son of hardworking parents.I love them and appreciate all they do for me.And I would like to accomplish all my goals I set. My favorite sport is football but I play a lot of different sports too.I played rugby for a while for bowling green dragons.For football I played for a long time six years ever since I was in first grade.I use to play for Sheldon Jr Huskies for a long time and also played for Monterey Trail high school.I always like challenge myself at all the sports I play.I do my best and try to better everyday. My favorite thing to do is scouts.I really love nature and boy scouts.I always love camping and adventures. We will write a custom essay sample on Things I Love To Do or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I just recently got back from Yosemite to hike half dome.I am a scout in a mormon troop.My goal is to become the first eagle scout in my church.I want to set an example to my younger cousins at church. I come from a big family that I love very much.All of us are fijian and have a love for food.My parents come from Fiji and went to college at BYU Hawaii.Then they came to Sacramento.They have lived here for twenty something years and worked very hard for us.I am thankful for my family. Ultimately, these are the many things I love and care about.I am always looking foward to the future and excited for what is in store for me.I am very hardworking and always look to challenge myself and love everything about my life and family.Lastly I believe I can do anything and strive to accomplish my goals.

The Influence of Ancient Religion

Accrual Method Essay Essay Example

Accrual Method Essay Essay Example Accrual Method Essay Essay Accrual Method Essay Essay The accrual method of accounting and the hard currency footing of accounting are different in the manner that they record minutess. With hard currency footing accounting. the bureau records money to its book once it is received or when it leaves their system. The accrual method. though. records a dealing when it happens. even if they do non have money for it yet. Accrual accounting is a more accurate portrayal of the non-profit-making organization’s fundss. If they supply a service they instantly record the cost of that service. This point of position is of import because it is more accurate than the hard currency footing signifier of accounting. which merely paperss income when hard currency comes into the organisation. The statement of hard currency flow is of cardinal importance to an organization’s fiscal direction. This statement gives the organisation a dislocation of every dealing that comes in or out. This is totaled up over a peculiar clip period. If there are any differences in the organisational minutess. the statement of hard currency flow makes this clear. The fiscal stableness of an organisation rests on what money they make or spend every twenty-four hours. The organisation might travel belly-up if they do non track how their money is spent. These accounting patterns offer solid certification of where money goes.

Nespresso Essay Example | Topics and Well Written Essays - 2500 words

Nespresso - Essay Example The company has numerous opportunities, which range from expansion of its markets to progression of its sales as more people continue to buy its capsules. Discussion Internal Environment of Nespresso Nespresso has continued to record profits since 2001. This success is because coffee is among the most traded commodities on the world markets. Particularly, markets such as the French market are worth Billions of Euros and the country has been producing tones of the commodity. At Nespresso, the capsules segment has continued to increase as Seifert, Leleux, & Tucci (2008, p. 64) indicate that the year 2005 saw an increase by 57% and 56% in volume and value respectively. Moreover, since 2005, Nespresso’s market has grown by a wide margin annually. This progress can be partly attributed to the fact the machines used at Nespresso are capable of producing real espresso. According to Kourdi (2009, p. 79), the numerous chain outlets under Nespresso are currently competing with Italian b rands such as Segrafredo and Illy or players such as Columbus coffee and Starbucks coffee. The adoption of club Nespresso has catered for the provision of personalized advice on a 24/7 schedule with customers being informed about how to maintain the machines and use the products. Furthermore, Nespresso has adopted a sales channel, which has been widely used to order capsules, accessories and machines and guarantees delivery of Nespresso products within a few working days. Nespresso has a hotline that addresses technical issues and operates daily. Technicians at Nespresso provide assistance regarding return of machines, repairs, after-sales issues and replacement. Nespresso provides special services to companies that chose to install machines in their offices. This service is also provided to restaurants, hotels, airlines and luxury goods stores that serve customers with Nespresso. Nespresso has continued to enjoy success due to personalized services like follow-ups, which it offers to its customers. This service depends on the amount of coffee bought by the customer. Nespresso also sends reminder emails to the customer in case it thinks that the customer is about to run out of supply. Moreover, people who buy Nespresso machines automatically become members of the Nespresso club (Eigenhuis & Dijk, 2007, p. 28). Nespresso’s internal environment has also been characterized by weaknesses. Some of the weaknesses include decline in coffee consumption amongst the young population. Cronin (2010, p. 89) indicates that over the last decade coffee prices have experienced a slump. Moreover, the producers receive minimal proceeds from the sale of coffee given that intermediaries take unjustified cuts. Some of these intermediaries are infamous for their unscrupulous business practices. Furthermore, the capsule system adopted by Nespresso is unfriendly to the environment. External Environment Nespresso has numerous opportunities as coffee is among the trendiest drink in the world. According to Seifert, Leleux, & Tucci (2008, p. 60), millions of cups are drunk every day. Given the superior quality being produced by Nespresso and its marketing strategy, the company will be able to expand and gain a huge market to further its operations. It has become a modern trend for social occasions and informal meetings to be avenues for drinking coffee. This is a good opportunity for Nespresso, as it will benefit immensely

Part 4 Analysis, Evaluation of GoalsObjectives Essay

Part 4 Analysis, Evaluation of GoalsObjectives - Essay Example Lay, (Chairman and CEO of Frito-Lay), through the merger of the two companies in 1965. Pepsi is known for aggressive marketing campaigns and setting challenging targets for it. Goals must be set after studying the market dynamics as well as the strengths of the company. The SMART model for setting goals was developed by psychologists as a comprehensive tool for the goal-setting exercise. As per this model goals must be; Specific, Measurable, Attainable, Relevant, and Time-bound. One of the immediate strategic goals of PepsiCo was to take on Coca-Cola, its age-old rival in the soft drink segment. In fact the "cola war," which describes mainly the on-going battle between Coca-Cola and Pepsi for supremacy in the soft drink industry, dates back to the 1950s when Pepsi's corporate focus became "Beat Coke" (Yoffie, 2004). Since then, they have battled domestically and globally for market share and sales, with a tremendous amount at stake. Both of them seem to be regularly updating the information about their rival as there seem to be no secrets in the beverage category, with Coca-Cola and Pepsi typically releasing new products in unison. To this end PepsiCo launched a "Pepsi Challenge", a blind test of taste, from 1975 to 1983. In this test Pepsi came out victorious as the preferred taste over Coca-Cola. Therefore it is quite apparent that PepsiCo succeeded in attaining this goal. PepsiCo is ranked 21st amongst Fortune 500 companies in 2005. Profit maximization and earning revenues from its operations happens to be the prime goals of any company. To this end companies try to establish their brands amongst the customers, which forms another goal in itself. In today's market driven economy concept, the art of communication to existing consumers as well as prospective consumers takes a great deal out of the managerial brain storming sessions. Establishing the brand equity goes a long way towards earning good sales revenues and earning the all important brand loyalty. PepsiCo has indeed invested huge amounts in establishing a brand identity. Philanthropy is an important means of establishing the brand identity. PepsiCo has also expressed its commitment towards promoting Healthier Lifestyles (PepsiCo, 2005). It supports programs which help consumers with the "calories out" side of the equation as well. A SMART program from the stable of PepsiCo, aspires for a healthy living for its consumers. Such programs help in generating lot of goodwill for the company, which indeed benefits the company and its business prospects. Though company's stated goal is to support 'more active lifestyles for families and kids' - and get them to "move more" (PepsiCo, 2005). Another important goal that the company has set for itself is to have the reach of PepsiCo's products such that the products are available to consumers whenever and wherever they want it. To this end, the company has ahead with strategic tie up with many internationally renowned brands. Out of the 13 largest food and beverage brands sold in US supermarkets, 7 belong to PepsiCo. Owing to its operation in global market space, PepsiCo has been able to generate three major sustainable advantages which give it a competitive edge over its rivals. These advantages are (PepsiCo, 2005) basically the strong brand identity, Company's proven ability to innovate and create differentiated products, and a powerful 'go-to-market' system. Company has been able to implement the strategies

Making Communication Count Assignment Example | Topics and Well Written Essays - 1250 words

Making Communication Count - Assignment Example Therefore, while she was attempting to illustrate the proposed changes to me, I kept on nudging my head as if I was agreeing to her. At one point, she asked me if we have enough funds assigned to use ICT in our coming classes and I answered, â€Å"I think that would help students†. The statement was self-explanatory about span of my attention at that particular point in time. Once she clarified what she meant I responded by saying, â€Å"I don’t know if students from ethnic minorities are up for this kind of advancement.† A visible expression of dismal was visible on her face as she was actually an Asian American herself. The statement was based on the workshop that I had attended a week earlier about discrepancies in our educational system about which she did not knew anything. Analyzing my non-verbal and verbal communication during this meeting, there are few changes that would be required to make this conversation better. Firstly, there should have a complete display of focus and undivided attention. If not possible, the meeting should have rescheduled as it is unethical not to exercise self-discipline during a dialogue. Furthermore, there was also a lack of responsibility and consideration for values of the respondent in this situation. Perhaps, use of culturally sensitive language and explanation for my statement would have made the overall conversation more effective. Part 2 Description of the Scenario Leaders in educational settings need to be aware of the responsibility that is inherent to their organizational status. Being a head of department makes faculty members responsible for their statement as their views and inputs are being examined by school’s management whereas the same piece of information can have a significant impact on the behavior and strategies used by junior faculty members. In a meeting with school principal, Mr. James and a junior teacher named Ms. Rachel (Pseudonym) who had recently joined and was suppose d to be supervised by me, there were some mixed responses and directions given by Mr. James that later on created difficulty for me and Ms. Rachel. The meeting began with principal being over occupied with domestic telephone calls which made us question if the meeting bears any importance to him. Once done with that, Mr. James kept on leaning back and forth on the chair which further projected an impression that he is not even considering it to be an important conversation despite the fact that it was Ms. Rachel’s first official encounter with him. While addressing the new teacher, Mr. James kept on addressing her as â€Å"Newbie† and mentioned that we have many students from you people i.e. the teacher was Iranian. I believe that instead of showing racism, he was just attempting to make her feel that her presence in the faculty will further help students. While continuing discussion about the curriculum and division of classes, he just mentioned that all the instructi ons are available on your portal and I will be providing directions to Ms. Rachel in day to day proceedings. However, instead of using the word ‘direction’, he said ‘helping’ which projected an impression that I will not be responsible for new teacher’s performance evaluation which was against organizational policies. When

A Report On Managing Across Cultures Management Essay

A Report On Managing Across Cultures Management Essay The new wave of internationalisation and globalisation demands that businesses operate across the globe promoting the exchange of trade investment emigrations and the like. To remain competitive businesses must be equipped to operate across the globe which invariably means across different cultures. Consequently, adequate measures creating the right environment to conduct business successfully across the different cultures of the world in this new age is definitely imperative. The following report briefly attempts to address these recurrent inadequacies that often derail lucrative global business endeavours by trying to highlight a simple structure of initial planning, followed up by proper positioning and the final execution that can serve to assist in the management of the people that are the driving force that engineer businesses across the different cultures of the world. The methodology employed in collating this report from introduction to conclusion was via research into provided materials to decipher the required data and information that could allow the required findings emerge to shed light on more information on managing across cultures with a view contribute to this predominate predicament. INTRODUCTION Managing, it can be stated, is simply the process of directing, organising or controlling in a desired way, while culture, in very broad term is the way of life of people characterized by, amongst others things, their behaviour, beliefs and traits. The aim of this report on à ¢Ã¢â€š ¬Ã…“Managing Across Culturesà ¢Ã¢â€š ¬Ã‚  is to identify and explain some best practices that can be applied by managers in business when managing cross-cultural staff. It is by no means an exhaustive account of all the practices that can be applied when dealing with cross-cultural staff. The term cross-cultural staffs, simply implies staff that come from different cultural backgrounds. In this report three key stages will be used to signify the vital processes required in managing across cultures. These stages are as follows: (1) Innovation, (2) Preparation and (3) Implementation. These stages follow each other sequentially in the management of cross cultural staff and there is an attempt to show a correlation between all three stages whilst discussing the guiding principles involved in each stage. The research is sourced from renowned online academic books, journals, blogs and newspaper articles provided by the resident librarian at the university of Bedfordshire Luton park square campus Peter Godwin. Finally due to adherence to strict word limitation set for the report the explanations at each stage of the key guiding principles and application of given theories are reasonably concise but still effective. FINDINGS 1. Innovation The original convention that all management ideas and principles being generated from the core albeit suggestions from all other parts that make up the entire management chain is now proving less tenable when it comes to managing cross cultural staff successfully. Morden day practices now call for contributions from different parts of the management chain to put together ideologies that will apply adequately to cross cultural staff. There are two forms of management ideologies: Cultural control and Bureaucratic control, practiced by multinational businesses that manage cross cultural staff on a regular basis, with the cultural control being more successful than the bureaucratic control (Berry et al, p. 381). The former, on the one hand, involves the use of trained managers sent from the headquarters of the business to different locations to manage staff with policies modified to suit the local cultures of these locations. A good illustration of this managing ideology is presenting the text of company policy in the local language or languages where the company is located. For example, an English or American multinational company located in France will present the text of the company policy and all other correspondence to staff in French language though the original communiquÃÆ' © to the manager may be sent in English language. The latter, on the other hand, involves issuing guidelines for all aspect of staff a ctivities from the headquarters to all the branches of the business at different locations where managers are expected to manage staff with policies based on these guidelines. However, it should be noted that from surveys conducted, although the bureaucratic control model is more cost effective than the cultural control model in the short term, the latter will stand the company in good stead in terms of productivity, profits and staffs turn over in the long term (Berry et al, p. 381). There are other management ideologies that stem from propositions of convergence, divergence and the culture specific theories (Vecchi and Brennan 2009, p. 151). The convergence proposition supports the position that in a global age managers of cross-cultural staff adopt successful practices of their colleagues that manage other cross cultural staff to attain a high level of quality management, a practice that will work positively for cross cultural management in conjunction with the cultural control pattern of management. The divergent proposition that stands negatively against cross cultural management being more akin to bureaucratic control pattern seeks to support the position that maintaining one basic national management practice as prescribed from the central controlling body thereby disregarding the inputs of local cultures. The culture specific proposition serves to illustrate the significant influence of culture on management practices when managing cross-cultural staff. When this proposition is applied using Geert Hofstede (1980) five cultural dimensions as a comparative index, it is revealed that managers are able to appreciate the different responses of cross cultural staff based on the nature of the cultural frame work that could be either power distance, individualist, masculine, uncertainty avoidance or long term orientation. Accordingly, based on the above principle an analogy of staff from a culture with a comparatively higher power distance index may share a less cordial relationship with the manager than staff from lower levels of this cultural dimension (Vecchi and Brennan p.151). Staff from an individualist culture may tend to work better alone on most tasks while those from collectivist cultures may tend to perform better in a group. Masculine cultures may produce staffs that are target focused while feminine cultures may produce staffs that are customer centred. Those from cultures with high uncertainty avoidance will tend to be more emotional and structured in their actions while those from low uncertainty avoidance may tend to be more spontaneous and adapt quickly to change. The staff from cultures with long term orientation may tend to be tenacious and prudent while those from short term orientation may tend to be more retentive of habitual values and commitments. 2. Preparation The preparation process that is borne out of the management innovations comprises of cross cultural training. This practice follows naturally as the second step when operating a management ideology of cultural control with a convergence type attitude taking cognisance of the cultural framework of your cross cultural staff. The training is required for every employee to prepare them for their future cross cultural environments. The training of the staff can be conducted through a computer based interactive programme that each staff is mandated to take individually, a successful scheme that Accenture have conducted with relative success (Murray, 1985). Also, the training can take the form of re-enactments of actual culturally sensitive scenarios that have occurred in the work place by professional artists to heighten their effect with a view to correcting what ever misconstrued notions, attitudes and behaviours that the employees may have developed as a result of this cultural misunderstanding. This training pattern was successfully conducted by Lehman Brothers (Murray, 1985). There are other patterns of training involving, spontaneous on the spot addressing of cross cultural incidents born out of cultural misunderstanding that occur within the work environment. This training solution has been successfully deplored by a London based inter-cultural training consultancy, Future Considerations (Murray 1985). The training of managers to apply western styled management techniques to others cultures and vice versa (Berry et al, p. 383). The personal and impersonal domain patterns of leadership techniques include technocratic and charismatic leadership and participative leadership, team work and reward schemes respectively. The personal domain will be easily appreciated by cultures that are of low power distance index, uncertainty avoidance and long term orientation but are individualist and masculine, while the impersonal domain will appeal more to cultures that are of the reverse. 3. Implementation The implementation process of actualizing the foregoing stages also follows naturally from the preparation stage. At this stage, all employees,à ¢Ã¢â€š ¬Ã¢â€ž ¢ managers and staff inclusive are encouraged to put the training brought about by the ideologies into practice to reflect the desired management direction. The idea of cultural collaboration, it has now been discovered, to be the end result of innovative management ideologies reinforced through inter cultural training. A simple illustration can be drawn from an exercise where an anthropologist observing staff of a company with cross cultural staff who regularly meet in a designated section of their office that was scheduled for reorganisation that would relocate certain furniture that the staff had cause to deliberated over thereby individually expressing their ideas on work related issues borne out of their cultural background that usually led to positive results arrived at harmoniously. Based on the advice of the anthropolo gist, the furniture was not relocated instead more designated sections were created in other sections of the company to promote cultural collaboration amongst cross cultural staff (Marrewijk, 2009). The idea of cultural collaboration as a positive tool in management across cultures cannot be over emphasised because it creates a harmonious environment where acceptance of cultural diversity can thrive without reprove. CONCLUTION In this report, the focus has been on an attempt to present key stages that are by no means exhaustive or independently distinctive, involved in the process of managing across cultures in a concise and effective way. As a result, three stages: innovation, preparation and implementation were identified. The innovation stage is where the ideologies on cross-cultural management are formulated, the preparation stage is where these ideologies are developed and the implementation stage is where these developed ideologies are manifested. In sum, innovation leads to developed ideologies and the result: desired better successful management across cultures and of cross-cultural staff.

Theropod Discovery Challenges the Dinosaur-to-Bird Theory :: Anthropology Essays Paleontology Papers

Theropod Discovery Challenges the Dinosaur-to-Bird Theory For years, it has been believed that Dinosaurs are ancestors of modern day birds. By simply looking at pictures of dinosaurs, one can find many physical similarities between these reptiles and modern day birds. Often the legs and the chest cavities are very similar in shape. Some dinosaurs have limbs that look like they could evolve into modern day wings, some dinosaurs even had feathers (6). A recent discovery in Italy of an extremely well preserved Scipionyx samniticus challenges this idea. The skeleton of this small Therapod was nearly complete, but more impressively, there was still remnants of soft tissue. Portions of the Trachea, the liver, the skeletal muscle, and the intestines were still preserved (1). Scipionyx is a small meat-eating dinosaur that lived in the early Cretaceous. It has sharp teeth and claws, with powerful hind legs. The fourth maxillary tooth is longer than the rest almost giving the Scipionyx a vampire-like look. It has a long tail that aided in its balance, very large eyes and was most likely a small, yet quick hunter (3). It lived in what is now Italy. The skeleton that was found was a nine inch newborn, but some scientists think that a full grown Scipionyx can reach up to ten feet in length (3). The Scipionyx also possess an enormous hand which is common to the maniraptors (3). This group includes dinosaurs like the velociraptor. The Scipionyx was so well preserved in limestone, that using an ultra-violet light, one could get almost an X-ray of the baby Therapod (5). The internal organs of this dinosaur are somewhat similar to that of a crocodile. For example, the Trachea is well situated in the vertebral column (1). In birds, the Tracheas is usually adjacent to the vertebral column. Similarly to the crocodile, the Scipionyx’s liver is placed ahead of the large intestine (1). The Scipionyx has small groups of muscle fibers that seem to be diaphragmatic musculature (1). Again, these are similar to that of modern day crocodiles. The diaphragmatic musculature aides in diaphragm assisted breathing, which allows modern-day crocodiles to have burst-like movements (1). These traits are not consistent with an avian style, air sac component which is typical of birds (1). The diaphragm was shown to divide the body into two parts. One part contained the heart and the lungs, the other had the intestines, and the entrails (2).

Magna Carta for Students Essay

EXPLANATORY NOTE One of the biggest foundations of a progressive nation is an educated population. Development in the different areas of knowledge such a science and technology, business, medicine, social science and others have brought about drastic advancement in our present society. In an increasingly demanding and dynamic global economy, competitiveness, more than an advantage, is a must. As expressed in the Philippine Constitution, education is one of the priorities of the State. Aside from the basic needs such as food, shelter and clothing, it is one of the primary necessities that the State should provide for its constituents. While the private sector is an active participant in the promotion of education at present, the governrnent should still lead in ensuring its quality and accessibility. It should be recognized that the full development of the students is not dependent merely on books and lectures. Aside from providing them with an environment conductive to learning, it is the duty of the State to ensure the quality of education that goes beyond the corners of the classroom; for indeed the true lessons in life are gained in the real world. However, the present formal educational system has, in one way or another, deprived the students of the chance to develop their full potential. This Magna Carta for Students intends to equalize the chance of the students to admission in school and to avail of competent and quality education. It seeks to provide measures to ensure that the students are able to exercise their rights to organize, right to participate in policy-making, right to academic freedom, and right to free expression and information. For these reasons, the passage of this bill is earnestly sought. Senator FIFTEENTH CONGRESS OF THE REPUBLIC OF THE PHILIPPINES First Regular Session ) ) ) HI SENATE Senate Bill No. JUl. -8 A9 :(). :i 911 INTRODUCED BY SEN. JINGGOY EJERCITO ESTRADA AN ACT PROVIDING FOR THE ESTABLISHMENT OF THE MAGNA CARTA OF STUDENTS Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: SECTION 1. Students†. Title. This Act shall be known as the â€Å"Magna Carta of CHAPTER I GENERAL PRINCIPLES SEC. 2. Declaration of Policy. It is hereby declared to be the policy of the State to promote and protect the rights of students to enable them to participate actively and effectively in the democratic processes of effective progressive and developmental changes in society. SEC. 3. Guiding Principles. This Act declares the following as basic guiding principles: (a) The formal educational system being the principal institutional mechanism for imparting knowledge and developing skills is given priority attention and support by the govemment. Education is a right and not a mere privilege. It is therefore the responsibility of the State to provide quality education accessible at all curriculum levels. Student organizations enhance democratic processes on the campus. Membership and active which promote and protect students’ rights and welfare andor contribute to national development shall be guaranteed by the State and school authorities. Student organizations shall not be subject to rules and regulations that unduly hamper their activities and are prejudicial to their objectives and interests, provided such objectives, activities and interests are with the school’s mission. Student councils’governments being the most representative of the studentry and the highest expression of student power on campus shall be consulted in the formulation of school policies directly affecting students. (b) (c) (d) (e) (f) . (g) Student publication shall serve as a principal, medium for free and responsible expression, dissemination of information, and interaction, among the different sectors of the academic community . With their democratic rights guaranteed, students can serve as a potent and cogent force in the country’s social transformation. SEC. 4. Definition of Terms. As used in this Act, the following terms shall mean: (a) â€Å"Student† – any person enrolled in school in post secondary, tertiary, graduate and post graduate levels, including vocational and technical education. â€Å"School† – any private, public or government-run and funded academic educational institution offering any or all courses in the above-mentioned levels. â€Å"School campus† – the totality of all contiguous or proximate buildings, grounds and other facilities designed by the school as areas or facilities for the use of its students. â€Å"Governing Board† – the highest policy making body of the school such as: Board of Directors, Trustees or Regents. â€Å"Student Council/Government† – the body representing the whole student population in one school or school campus whose officers are annually elected at large by the whole student population pursuant to its constitution and by-laws, if any. â€Å"Council of Leaders† – the body composed of the heads of various stUdent organizations chaired by the President/Chairman of the Student Council. â€Å"Tuition Fee† – The fee representing direct costs of instructions, training and other related activities, and the use of school facilities. The term â€Å"other school fees† refers to fees which cover other necessary costs supportive of instruction, including but not limited to medical and dental, athletic, library, laboratory, and Citizen Army Training (CAT) or Citizen Military Training (CMT) fees. CHAPTER II RIGHT TO ADMISSION AND QUALITY EDUCATION SEC. 5. Admission. . (a) No student shall be denied admission to any school on account of his/her physical handicap, socio-economic status, political or religious beliefs, or shall pregnant students and certified reformed drug abusers be discriminated against. A student shall have the right to freely choose his/her field of study subject to existing curricula and the instituti. on’s admissions policies and to continue his/her course up to graduation except in case of academic deficiency, inability to meet program requirement, or violation of disciplinary regulations which do not infringe upon the exercise of students’ rights. (b) (c) (d) (e) (f) (g) (b) SEC. 6. Rights to Competent Instruction and Relevant Quality Education. Every student shall have the right to competent instruction and quality education to relevant to his/her personal and cultural development and  that of the nation, and commensurate to the school fees paid, and for state institutions, public subsidies granted. Students shall have the right to make a written evaluation of the performance of their teachers toward the end of the school term. SEC. 7. Right to Adequate Student Services and Academic Facilities. It shall be the responsibility of the school administration to provide the students with adequate student services and academic facilities commensurate to the school fees paid, and for SCUs, public subsidies granted. CHAPTER III RIGHT TO ORGANIZE SEC. 8. Right to Organize among Themselves. Unity and collective effort being fundamental to the realization of common goal and the promotion and protection of common interest, the State recognizes the right of student to organize among themselves . . The rights of student to form, assist, or join any campus organization, alliance or federation, not contrary to the school mission, for their physical, intellectual, moral, cultural, spiritual and political interest shall not be abridged. SEC. 9. Student Council/Government. The State shall ensure the democratic and autonomous existence of student councils/governments. Pursuant thereto, there shall be one student council/government for each school campus, which shall be given recognition by the school, colleges and universities concerned. It shall have its own. set of officers elected in annual popular elections. Every student council/government shall have the right to determine its policies and program on student activities subject to this duly ratified charter or constitution, school rules and regulation, and state policy. SEC. 10. Recognition of and Granting of privileges to Student Organizations. No unreasonable requirements shall be imposed on student organizations seeking recognition. The guidelines concerning recognition shall be formulated by the Student Affairs Office in consultation with the student council. The process for seeking recognition shall begin upon the submission to the Student Affairs Office by the organization concerned on its (1) concept paper and constitution; and (2) a formal letter addressed to the Student Affairs stating that the organization’s intent to be recognized. Recognition will be granted by the Students affairs Office upon compliance with the guidelines. There shall be no discrimination in the assignment of school facilities and granting of other privileges to student organizations. Excessive charges for the use of school facilities shall be prohibited. Whenever possible the school administration shall allow stud~nt organizations to use school facilities free of charge. SEC. 11. Coordination of Student Organizations’ Activities. All on and off campus activities of student organization shall be coordinated by the student council/government in consultation with the Student affairs office. The Committee on Elections (COMELEC) constituted to conduct the election of the officers of the student council/government shall be composed solely of bona fide student of the school. The conduct of the student council election shall be held in coordination with the Student Affairs Office. SEC. 12. Prohibition against the Use of Force and Exaction and Excessive. All campus organization shall be prohibited from using force in initiation and from exacting excessive fees from their members, as well as in their other student’s activities. CHAPTER IV RIGHT TO PARTICIPATE IN POLICY MAKING SEC. 13. Representation in policy-making process. The student shall be represented in policy-making bodies (other than the governing board) which directly affect their welfare, especially in curriculum review, student discipline and academic standards. The representatives shall be designed by the student council. SEC. 14. Student Initiative and Referendum. The student council/government through a majority vote of all the members of the student body shall have the right to initiate the formulation, modification or rejection of a school policy affecting the students. The proposition for the formulation, modification or rejection of a school policy affecting the students shall be submitted to and approved by a majority of votes casts by all bona fide students of the school in an areas shall be excluded from the power of students on initiative or referendum: (a) admission; (b) curriculum; gc) faculty recruitment and tenure; (d) rules on student conduct and discipline; (e) tuition fees; and (f) scholastic rules (e. g.academic credits and retention and graduation of students). CHAPTER V RIGHT TO FREE EXPRESSION AND INFORMATION AND RIGHT TO ACADEMIC FREEDOM , SEC. 15. Right to be Informed. The right of the student to be given information upon request on matters directly affecting their welfare shall be recog ·nized. SEC. 16. Freedom of Expression. Subject to existing laws and school rules and regulations, students shall have the right to freely express their view and opinions. SEC. 17. Academic Freedom. Students’ academic freedom shall subject to school rules and regulations and the exercise by the school and members of the faculty of their respective academic freedom, consist of, but is not limited to, the following rights: (a) To conduct research in connection with academic work, and to freely discuss and publish their findings and recommendations; (b) To conduct inquiry in curricular and extracurricular activities within the campus and in appropriate circumstances; (c) To choose a field of study for research and to pursue the quest for truth; to express their opinion on any subject of public or general concern which directly or indirectly affects the students of the educational system; (d) To invite off-campus speakers or resource persons to student sponsored assemblies, fora, symposia, and other activities of similar nature; (e) To express contrary interpretation or dissenting opinions inside and outside the classroom; (f) To participate in the drafting of a new curriculum and in the review or revision of the old; and (g) To participate in the drafting and/or revising of the student handbook which shall include the school rules and regulations, a copy of which shall be furnished the students upon admission to the school. , CHAPTER VI . RIGHT TO DUE PROCESS IN DISCIPLINARY PROCEEDINGS . SEC. 18. Right to Due Process. (a) (b) A student subject tot disciplinary proceedings shall have the right to defend himself/herself, to be heard and to present evidence on his/her behalf before an impartial body. There shall be a Student Disciplinary Board to be composed of two (2) representatives form the school administration, one (1) faculty member, and two (2) students to conduct investigations into and decide on cases student violation of disciplinary standards. The blacklisting, expulsion, suspension and other such disciplinary sanctions that may be taken against a student shall not be valid unless the following rights have been observed: (1) the right to be informed in writing of the nature and cause of the accusations against his/her; (2) the right to confront witnesses against him/her and to have full access to the evidence on the case; (3) the right to defend himself/herself and to be defended by a represented or counsel of his/her choice, adequate time being given for the preparation of a defense; (4) the right to a hearing before the student Disciplinary Board; (5) the right against self incrimination; and (6) the right to appeal adverse decisions of the Student Disciplinary Board to the governing board and ultimately to the appropriate education agencies. (c) The decision in any disciplinary proceeding must be rendered in the basis of relevant and sUbstantial evidence presented at the hearing, or at least contained in the record and disclosed to the student affected. The deciding body must act on its own independent consideration of the facts of the case. The body should, in all controversial questions, render its decision in such a manner that the issues involved, and the reasons for any decision made are clear to the student. (d) Disciplinary sanctions shall be corrective rather publish on a periodic basis acts which are deem violate or school rules and regulations and the corresponding disciplinary sanctions do not violate the rights guaranteed herein and under the Constitution. CHAPTER VII OTHER RIGHTS SEC. 19. Right Against Unreasonable Searches and Seizures. Every student shall be free from any form of unreasonable search and seizure. Except for the following instances no search or seizure of a student shall be deemed valid: (a) (b) (c) (d) (e) Searches made at the point of ingress and egress by authorized personnel of the school. Searches and seizures of illegal article or articles falling in the plain view of duly authorized personnel; Searches and seizures of articles that are illegal, discovered inadvertently by duly authorized personnel; Searches made when the student is about to commit, is committing or has just committed a crime or a serious infraction of the school’s rules and regulations; Searches made with a valid search warrant. Articles seized in violation of the here above mentioned provided rights shall not be used as evidence against the student in any disciplinary action that may be brought against him/her. SEC. 20. Access to School Records and Issuance of Official Certificates. Subject to the provision of the following section, every student shall have access to her/him own school record, the confidentiality of which the school shall  ·maintain. He/she shall have the right to be issued official certificates, diplomas, transcript of records, grades, transfer credentials and other similar documents within thirty (30) days from the filing of request and accomplishment of all pertinent requirements. SEC. 21. Unpaid Tuition Fees and Examination. No student shall be prohibited from taking a periodic or final examination because of unpaid tuition and other fees under the established terms of payment prescribed by the school concemed and approved by the appropriate education agency. Students with delinquent fees permitted to take an examination shall nevertheless be subject to the right of the school concerned to withhold the release or issuance of such students’ school records or of the documents mentioned in the preceding section or to deny such students’ admission at the next succeeding term or year until the prior delinquencies are fully paid.

Definition Essay Topics Top 15 Best Essay Topics and Ideas of 2017

Definition Essay Topics Top 15 Best Essay Topics and Ideas of 2017 Definition essay explains the meaning of a word or a concept. Its just like explaining a new concept to your friend or acquaintance, with the only difference that its being done in writing. Generally, there is nothing easier than coming up with a definition essay topic all you need to do is pick a concept and try to explain it. While attempting to define or explain a concept, you need to remember that concrete (real world) concepts are a lot easier to explain than abstract ones. Conversely, abstract notions are a lot harder to explain. If you are assigned to write a definition essay, read: How to Write a Definition Essay Here is a list of free definition topics that can be used to practice a definition  essay writing. Definition Essay Topics List 1. Define the meaning of friendship, love, hatred etc. 2. Explain what buoyancy means. 3. Define the meaning of onomatopoeia, assonance, alliteration. 4. Explain the term Thatcherism. 5. Explain the term phase as it relates to homogeneous and heterogeneous mixtures. 6. Define the meaning of confidentiality. 7. Define the phenomenon of convergence. 8. Define the concept of influence peddling. 9. Define the concept of culture. 10. Define the term surface tension. 11. Is killing animals humanely? 12. Are carnivorous cannibals? 13. Is acting the same as pretending? 14. Is graffiti really art? 15. Are bananas fruit? There also exists a mix of the definition and argument essay topics. You will need to argue that something should or shouldnt be defined in a certain way. The basic formula for such argument of a definition essay is: Something is/isnt something else or X is/isnt Y. While explaining a given concept you should bear in mind that your actual explanation will vary depending on the academic level you are writing at. For example, if sixth-grade students were asked to explain what friendship is, their essay would most likely start out with Friendship is when†¦Ã¢â‚¬  or simply: It is when†¦ While this verbiage may be ok for a junior school, it is outrageously inappropriate to use it during college years. You need to take into account the level you are expected to perform at and make sure your writing matches those expectations, otherwise youre in trouble. Looking for the definition essay example? Here  are 2 sample definition essays written by our writers: Definition Essay Examples If you need any assistance writing your definition essay, please feel free to contact our support staff and they will guide you through the entire process, ensuring you have learned to cope with this kind of assignment effectively. Place an order to get an instant quote.

Founding Brothers - Joseph Elli essays

Founding Brothers - Joseph Elli essays This chapter talks about the famous duel between Aaron Burr and Alexander Hamilton, and the controversy surrounding the different accounts of the mornings events. It is believed that Hamilton fired first, but that he intentionally aimed to miss Burr, which he did. It is believed that Burr fired two shots, one of which of which was a fatal wound to Hamilton, entering 4 inches above his hip, ricocheting of his rib cage, piercing his liver and diaphragm a lodging in his spinal cord. It is not certain the exact order of events. Some say Burr fired and hit Hamilton, which caused Hamilton to fire and errant shot, then Burr fired a second which was also a miss. Hamilton died in the afternoon of the next day, and has been considered a martyr in the cause of federalism. Burr was then The second chapter talks about the events taking place during a dinner party held at the estate of Thomas Jefferson, between Secretary of Treasury Alexander Hamilton, and southern Congressman James Madison. Hamilton was trying to get congress to approve his plan to restore the public credit. Madison was leader of the group that opposed one of the major points of this plan - the assumption of state debts by the federal government. The two sides came to a compromise - Madison would not oppose Hamiltons plan, and Hamilton would use his influence to ensure that the national capital would remain in the south (on the Potomac River, where it still remains today). The chapter then goes on to talk about the results of the fedral assumption of the debt, Hamiltons Report on the Public Credit and the events during the debate of the new resting place of the nations capital. The third chapter talks about the great debate of 1790, over the issue of abolishment of slavery. The debate was started by two ...

Claims Essay Example | Topics and Well Written Essays - 1000 words

Claims - Essay Example In the company, there were different groups doing specific tasks and with different leaders and communication system. The groups are motivated in different ways in respect to their output. In my self assessment test, I was exceedingly interested in working in groups. I like being the group leader since I can manage the group dynamics. In my future career plans, I would like to own a company and manage it myself. The competences are incredibly essential in the entire running of the company. They are inter related in that they all aim at achieve organizational goals and objectives. The effectiveness of a manager is determined by the outcome of the organization in regard to the set objectives and goals. If the skills and competences are effective, the organization will manage to achieve their goals and objectives. In most organization, the managers lack some skills and competences leading to poor management. ... In the organization, different personnel did more work than others. The organization had a policy of rewarding people and groups based on the output they delivered. This was extraordinarily critical, and it encouraged people to work extremely hard to get more rewards (Scott, Spriegel and Clothier 22) Nominate one management skill to investigate in the next semester Decision making The main reason why I nominated decision making is due to its daily application in all level of management. When I was working, decision making was my chief problem. This is the process through which managers use to solve existing problems in an organization. It is the key aspects that single out the performance of a manager. In most organization, the success of any organization depends on the decision made by the management. When I was working as a scripter, my key weakness was making the right decisions on time. The manager of the company was always complaining about it, and this triggered me to find mean s to hasten my decision making skills. The main reason why I did not make decisions on time was due to the uncertainty of the outcome (Drucker and Maciariello 56) Guidelines that influence decision making 1. Define the problem. This involves identifying the decision that will help in the attainment of the organizational objectives. The problem may be short-term or long-term. 2. Identification of limiting factors. The decision maker should analyze the ideal resources that are required to implement the decision that is to be made. The manager must have adequate information, personnel, time, supplies and equipment. The manager should also take into account the internal and

War Against Terrorism Assignment Example | Topics and Well Written Essays - 500 words

War Against Terrorism - Assignment Example The war is now affecting even the people who are not directly involved (non-combatants) in its path, and this leads one to question the constitutional rights being violated by the American war on Iraq. This paper will examine the constitutional issue being impacted by this war, and what can be done to eliminate all possible constitutional violations on both sides. After the 9/11 attacks, the American government opted to take away or amend some constitutional rights enjoyed by the American people. It is believed that after the attack, Americans were asked to give up some fundamental rights in order to address the war on terror. Due to fear and uncertainty, people were willing to give these up, not thinking of the future days. It is sad that free people had to give up their civil liberties in order to acquire temporary safety and liberty. This is what most people are up in arms against today, and if the continuous wars are anything to go by, more lobby groups are going to stand and fight for the long forgotten American freedoms. Sadly, America’s allies are also feeling the pressure placed on them by the United States, and are being forced to do the same in their home countries in order to ‘protect’ their citizens from unforeseen threats (Nabeel, Howell & Shryock, 2011). Internationally, the United States is affecting the constitutional rights of the Iraqi government and people by attacking their national sovereignty. There might be a pretext that there is fostered co-operation between the two nations, but this is only what the American government wants people to think. The Iraqi government may be strong-armed to accept the conditions of the American government, while its people are being killed and maimed in the name of the war on terror (Herman, 2011). The trammeling of rights on both sides is alarming, and with advancement in technological fields, there is no telling

Business Resource and Managment Essay Example | Topics and Well Written Essays - 3000 words

Business Resource and Managment - Essay Example The analysis includes all the traditional and contemporary theories of motivation and leadership which includes the Maslow's Hierarchy and Goal Setting theory etc. this section considers all the variables; dependent and independent and see their impact on the performance of the organization. The book further discusses the change process and the process of negotiation and conflict. The book also covers the entire topic of communication; its types, the channels of communication etc. The next section of the report is Organizational analysis where taking the concepts mentioned in the previous section the analysis of Dutch Organization Shell is done. Some real life examples of Shell are also discussed so as to get a practical aspect of what happens in the real world. This report is about the practical implementation of the concepts of organizational behavior. The organization that is taken for the purpose of analysis is Shell Global. Shell is a global group of energy and petrochemical companies and their aim is to meet the energy requirements in ways that are economical and environment friendly. The reason that Shell Global is chosen for the purpose of analysis is that the company values their employees considering them a huge asset for the organization. They respect the human rights and strive to provide them with safe and comfortable working conditions. They take steps so as to promote the talent of their employees and provide them proper channels to report their concerns. Academic Literature The book selected for the purpose of analysis and literature review is "Organizational Behavior, 12th Edition, Stephen P. Robbins and Timothy A. Judge". This book briefly explains all the theories that are applied to a work place (Robbins & Judge, 2004). The book starts with the disciplines that are contributing to organizational behavior. These include psychology, social psychology, sociology and anthropology. These disciplines contribute different theories like motivational theories, leadership theories, behavioral change, comparative values, organizational culture and organizational environment. The book proceeds with the challenges of organizational behavior which includes increase in globalization and improvement of quality and production and managing the work stress in the environment. The dependent variables in an organization include productivity, absenteeism and turnover however the individual level variables include perception, motivation and individual learning. These all variables make the organizational behavior model. The foundation of individual behavior includes the ability of the individual which include the intellectual abilities and the physical abilities of the individual. The next key step is to identify the key biographical characteristics of the individual which includes the age, gender, race and tenure. The individual behavior also includes the learning capabilities of the people; the learning theories include the classical learning theory, operant conditioning and social learning. In order to motivate the employees a combination of these theories are employed. The main components of the attitude of an individual include the cognitive part which is the evaluation part, the affective part which is

Civil Engineering Essay Example for Free

Civil Engineering Essay Introduction The growth and development of population, the economic and commercial progress, have made the people to be in touch. Also, for the sales of products was necessary to build bridges as an alternative way to those people who didn ´t have boats to transport their products. The bridges have been an amazing advance into the civil engineering field. As the time passed, the bridges were needed for transportation and to be used as communication routes. The bridges have been changing as needed, either to make them more efficient or innovative. Now day civil engineers are not only involved in the measuring, or resistance, but also they care about the aesthetic. There are different types of bridges that marked not only the history but the progress in society. The bridges vary depending on the material with which it is built and the shape they have. Types of bridges: Wood: These bridges are quick to build, and are not too expensive, yet are very resistant and durable, plus they need constant and expensive maintenance. For the ease of being built and cheap were the first bridges that people used. Stone: They are very resistant, compact and durable. Currently construction is very expensive. They do not need much maintenance, since they are very well resistent weathering agents. Metallics: They are built quickly, are expensive and have corrosion as an against factor. Also, their maintenance is expensive. Concrete and steel: They allow varied designs, often support precast, they are resistant, and maintenance costs are low. The functions that bridges have are: Aqueduct: They are used for water conveyance. Viaducts: They are built to have automobile transit. Footbridges: Built for the use of pedestrians only. The way bridges resist their efforts: Beam: They consist of horizontal elements that are supported at their ends on supports or pillars. The force transmitted through the pillar is vertically downwards and, therefore, they are subjected to compression, the beams (horizontal elements) tend to bend as a result of the loads on. Arc: It has 2 divisions. Top board, and Lower board. They consist of a curved section  which rests up on supports or brackets and covering a light or empty space and depending on whether they are above or below the board, is where the arcs are located. Hanging: They consist of a board by hanging by a large number of straps, two large cables that are anchored at the ends of the bridge and held by large towers of concrete or steel. Conclusion: The bridges have served as communication routes, and have had a lot of impact on society and commerce. Bridges are very important in the area of civil engineering, because their work as engineers is to build and make sure that their work is good to use, and efficient. In addition, the bridges have made the civil engineer to worry about the design of buildings and to show them that is important the aesthetic and how innovative is the work.

Effect of Reward Management on Employee Motivation

Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa Effect of Reward Management on Employee Motivation Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa