Affrimative Action Essay Example

Affrimative Action Essay Affrimative Action Affirmative Action Affirmative action is a plan made to end discrimination by guaranteeing minorities will be hired. The United States uses this practice to hire, but the qualifications of such people are occasionally overlooked. Many people believe that affirmative action is a very effective plan. The other people who oppose such action include people of various minorities, as well as many others who have been wronged by the plan. We live in a small town where there are very few minorities but in the big cities, it?s a very big deal. We will write a custom essay sample on Affrimative Action specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Affrimative Action specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Affrimative Action specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In several cases, this plan causes minorities to be thought of as being under qualified when hired and it also causes a new minority, the white male. Our government needs to acknowledge the fact that affirmative action is not putting an end to discrimination. This plan has succeeded in creating new minorities and more reasons for discrimination. Affirmative action frequently causes qualified employees to be looked down upon because some believe them to be affirmative action hires. My boss at work is a woman and as a result I have encountered many discriminatory comments pertaining to her position. The first remark I usually receive suggestions that she was hired for her position affirmative, action, minorities, people, plan, hired, because, qualified, very, job, discrimination, certain, believe, woman, white, upon, states, position, minority, male, made, hiring, good, gender, causes, boss, being, been, whether, united, system, standards, should, remark, received

Benefits of Reading Aloud

Benefits of Reading Aloud Reading  hasnt always been a silent activity and  the experience of reading aloud can be enjoyed by people at any age. Back in the fourth century, tongues started wagging when Augustine of Hippo walked in on Ambrose, the bishop of Milan, and found him . . . reading to himself: When he read, his eyes scanned the page and his heart sought out the meaning, but his voice was silent and his tongue was still. Anyone could approach him freely and guests were not commonly announced, so that often, when we came to visit him, we found him reading like this in silence, for he never read aloud.(St. Augustine, The Confessions, c. 397-400) Whether Augustine was impressed or appalled by the bishops reading habits remains a matter of scholarly dispute. Whats clear is that earlier in our history silent reading was considered a rare achievement. In our time, even the phrase silent reading must strike many adults as odd, even redundant. After all, silently is the way most of us have been reading since the age of five or six. Nevertheless, in the comfort of our own homes, cubicles, and classrooms, there are both pleasures and benefits in reading aloud. Two particular advantages come to mind. Benefits of Reading Aloud Read Aloud to Revise Your Own ProseReading a draft aloud may enable us to hear problems (of tone, emphasis, syntax) that our eyes alone might not detect. The trouble may lie in a sentence that gets twisted on our tongue or in a single word that rings a false note. As Isaac Asimov once said, Either it sounds right or it doesnt sound right. So if we find ourselves stumbling over a passage, its likely that our readers will be similarly distracted or confused. Time then to recast the sentence or seek a more appropriate word.Read Aloud to Savor the Prose of Great WritersIn his superb book Analyzing Prose (Continuum, 2003), rhetorician Richard Lanham advocates reading good prose out loud as a daily practice to counter the bureaucratic, unvoiced, asocial official style that anesthetizes so many of us in the workplace. The distinctive voices of great writers invite us to listen as well as to read. When young writers ask for advice on how to develop their own distinctive voices, we usually say, Keep reading, keep writing, and keep listening. To do all three effectively, it certainly helps to read out loud.

Help Desk Essay Example | Topics and Well Written Essays - 1250 words

Help Desk - Essay Example Otherwise you risk sending the customer away. Mobile email and broadband solutions, as well as collaboration tools like web video conferencing enable businesses of all sizes to remain professionally operational at all times. They give you the freedom to work in the way that you need to from any number of locations, so you can respond to colleagues and customers in the way that suits you, and them, best. And now with hosted services available, it’s even easier to stay in-touch as there’s no initial investment or expensive IT infrastructure to maintain as this can all be managed by a service provider on your behalf. In research, Vertex, a customer service company in the UK, found that customer response time should be between two and four hours. It should be long enough to address the query properly and to respond with enough detail but its also short enough not to result in a follow-up email asking, ‘Did you get my first email?’ A large international information hosting company is documented for its customer-friendly approach and fast response times. It’s no answer machines and no voicemail: customers will get straight through to the can work on resolution their problems. It claims to answer â€Å"99.4 per cent of support calls with real folks among 5 seconds†. These days over hr of Fortune one thousand companies2 commit to establish on-line communities by 2010 and to deliver client service social networking retailers. However, the key issue to recollect is that theres no purpose in having or developing contact channels if you are doing not perpetually monitor them and use them to reply back to customers. Many corporations area unit currently interacting with customers via mobile applications that build transactions quicker and less complicated, nonetheless still personalized. As an example, in the UK, Ocado3, a grocery delivery company, helps you to

Conflicts in Kosovo and Chechnya Essay Example | Topics and Well Written Essays - 3000 words

Conflicts in Kosovo and Chechnya - Essay Example The key question is whether the conflicts in Kosovo and Chechnya do bear much resemblance. Certain parallels between these two conflicts exist without a doubt. Thus, both cases involve powerful separatist movements, which emerged after the collapse of the Soviets, with ethnic and religious factors underlying them: they have unfolded on almost exclusively Muslim territories (Albanians in Kosovo and Chechens in Chechnya) population of which mistrusted the respective federal authorities. In both cases these movements have formed their own military forces to rely on: the Armed Forces of Ichkeria in Chechnya and the Liberation Army in Kosovo. And finally, military solution has been chosen as an appropriate conflict management strategy in both cases. In spite of the numerous parallels, the most important distinction between the conflicts is evident as well. In former Yugoslavia NATO conducted warfare against a sovereign state though claiming to act out of humanitarian concerns; the Russian Federation embarked on the still ongoing hostilities in order to secure the territorial integrity of the state and suppress secessionism in Chechnya. However, this distinction does not relate to the underlying nature of these conflicts: it has emerged as the result of NATO's solution to intervene in Kosovo and not intervene in Chechnya. Given the numerous parallels between both conflicts, it does require serious analysis to understand the reasons underlying NATO's intensive military efforts in former Yugoslavia and lack of similar actions in Chechnya. MAIN DISCUSSION NATO justified its decision to use force in Kosovo on the basis of the so-called 'international humanitarian emergency'. The origins of this concept can be traced back to the Nigerian Civil War (1967-1970). A famine which followed the conflict killed hundreds thousand people, but was ignored by the Western states in the name of non-intervention and neutrality doctrines. However, the idea that under certain circumstances the principle of the sovereignty of states might be questioned emerged to receive further theoretical development in the 1980s. In the 1990s, the Europe for the first time witnessed how this right of humanitarian intervention could be implemented in practice during the interventions in Bosnia and Kosovo. The armed forces of the Alliance attacked Yugoslavia under the pretence of defending the human rights of Kosovo population. The essence of their claim was since the forces of Yugoslavian government were engaged in repeated, and systematic violence against its own citizens, NATO's choice of the military intervention as the only effective method of protecting human rights was fully justified (Annan, 1999). The case for war in Kosovo immediately generated much criticism associated with the ambiguity of the juridical status of a right to intervene, validity and relevance of statistical data on human rights abuses in Kosovo, and questionable ethical aspects of using military power to restore peace. Yet perhaps the most difficult enquiry related to the Kosovo precedent came from those whom questioned the reasons for NATO's decision to intervene in Kosovo and not in Chechnya where the statistics for human rights abuses was even more frightening than in Yugoslavia. An overview of existing st atistical data

Architecture of the Pantheon and its History Essay

Architecture of the Pantheon and its History - Essay Example The ancient look of the porch provides no clue of the surprise inside, which is planned as an inside space of huge size. WWW.BDONLINE.CO.UK. Picture by Gareth Gardner. Author: Renato Benedetti. June 2010. Issue: 1919. The Pantheon. Arch. Marcus Agrippa. Rome, Italy. 27 B.C. The inside of the dome is furnished with five concentric circles of deeply-sunk coffers, 28 in each ring. At the top of the dome is an oculus (8.2 meters in diameter), the only means of the natural light illuminating all the corners of the dome internally. The building is totally made of concrete, the overall attentively selected from the heavy travertine and tufa of the lower walls, through tufa and brick, brick only, and brick and pumice, to pumice only near the oculus. As it reaches the top level, the shell of the dome shrinks in thickness (â€Å"Pantheon†). The Pantheon is an architectural wonder constructed 2000 years before. One can- WWW.BDONLINE.CO.UK. Picture by Gareth Gardner. Author: Renato Benede tti. June 2010. Issue: 1919. The Pantheon. Arch. Marcus Agrippa. Rome, Italy. 27 B.C. -not remain untouched by the marvel of this dome that impresses one and all alike. It is equally magnificent now and at the time when it was built. It is not easy to find buildings spanning 2,000 years and standing still with reverence in the eyes of visitors for its architectural finesse; what more, it is still in use. The Pantheon attracts visitors from all the nook and corners of the world, wondering at this marvel of architecture while sitting on the stairs of the Pantheon for 2000 years (Benedetti 15). The Pantheon creates an impression of a building belonging to some other planet; such a feel comes from its craftsmanship. It gives the visitors an impression of strength, which comes from the innovative design of the Pantheon. The view of the building is just magical, particularly in black and white as in the picture above. For example, the use of concrete has been made innovatively, requiring thin layers of concrete to minimize weight and stresses in the top layers of the dome. The dome of Pantheon is till now the only single biggest non-reinforced concrete dome. Behind its huge brick walls lay a line of alleviating arches that add to its finish and body image. The humongous bronze doors are functional. It is because they are standing on pivots that provide increased strength relatively to a hinge. It seems each pivot must be as heavy as a small house (Benedetti 15). WWW.BDONLINE.CO.UK. Picture by Gareth Gardner. Author: Renato Benedetti. June 2010. Issue: 1919. The Pantheon. Arch. Marcus Agrippa. Rome, Italy. 27 B.C. All the buildings around the Pantheon are newer. It is surrounded by tight lanes of the increasingly populated baroque city, offering tempting scenes. The front portico is spacious enough to accommodate the visitors to breathe with the Piazza della Rotonda. The main front leads the piazza with its magnificent gable and the 16 huge grey Egyptian granite colu mns; these columns add grace to the Pantheon although they are in plenty in the city. Whichever path one takes to reach the Pantheon, the size of the drum and humongous columns is sweeping (Benedetti 15). WWW.BDONLINE.CO.UK. Picture by Gareth Gardner. Author: Renato Benedetti. June 2010. Issue: 1919. The Pantheon. Arch. Marcus Agrippa. Rome, Italy. 27 B.C. A close-up look of the huge columns kindles a feeling of relative

Strategic Human Resource Management is related between strategic management and HRM

Strategic Human Resource Management is related between strategic management and HRM Introduction: Strategic Human Resource Management is related between strategic management and HRM. SHRM is intended to create decisions organizations employees important works of its business strategy. It gives the general way of an organizations hope to achieving objectives through its people. SHRM is run for long term issues of the people in business. It is also connected to the organizations structure and its culture, requirements of future business. Its performance can change the total management. Task 1: Human Resource Management Strategy: 1.1 Importance of Strategic Human Resource Management of Nokia: Strategic human resource management emphases on human resource programme of Nokia that has long term objectives. It is focusing on internal human resource issues as well as on addressing and solving problems that effect management programs in the long term. so the main goal of strategic human resources is to boost employee productivity by focusing on business resistance that take place outside of human resources. SHRM of Nokia employs strategies that help to develop the business performance of Nokia and help an environment of modernism and flexibility among employees. The main actions of Head of SHRM Juha Akras are to identify key HR areas where strategies can be implemented in the long run of progress the overall employee motivation and productivity. SHRM also describe about the companys internal strengths and weaknesses. This is very important as the strengths and weaknesses of a companys human resources that have a straight effect on the companys future. 1.2 The purpose of Strategic Human Resource Management activities of Nokia: SHRM has a unique purpose to meet the companys objectives. Different company has different strategy and SHRM plays a role to identify the overall need for the company to achieve the company goal. The SHRM activities are as follows for Nokia and it has a great purpose for companys future: 1.2.1Resource planning: Resources are very important and should accessible to get together present and potential business requirements in favour of business policy. Nokia Resource planning directed executive or global and part or narrow system which is done by SHRM of Nokia. Particularly, talented workers or real apprenticeship schemes must be used. 1.2.3 Workforce planning and recruiting: Workforce planning is the development of assessing a companys current and future human resources needs. Workforce planning also includes managing any training and recruitment process to make sure the organisation has the exact staff inexact place. Nokia work force planning has a great purpose to properly express one way to make a workforce receptive to cross functional, Cross-cultural teaming that can therefore make fast, high-quality decisions and increase the organizations flexibility. 1.2.4 Performance management: Nokia SHRM has a system to run employee performance. It ensures individual objectives are copied from company strategy and policies. This is for motivate Nokias employee. 1.2.5 Recruiting and exit procedures: Nokia SHRM makes sure the capable and qualified persons are appointed to open positions, according to real need. The dealers check the quality of candidates. SHRM provided with a work contract or offer letter, basic or specific training. SHRM shall ensure that exit procedures are acquiescent with local legislation, international labour law and appropriate collective agreements. 1.2.6 Nokia specific training and certification: Nokia SHRM has the essential guidance on Nokias organization and product marketing, if required any compulsory Id or certificates to be trained the community procedure of engaging multicultural, multi-country employees in generating and agreeing on a set of values and to search and get deeper considerate of the relationships between strategy, culture, values and business outcomes. 1.3. Contribution of Strategic Human Resource Management to the achievement of Nokias organizational objectives. To continue a strong, booming and well-organized atmosphere Nokia connects with its workforce in the core target to make an situation for all its workers anywhere they can fulfil their prospective. 1.3.1 Company growth: Nokia expands their business in regularly basis with new innovations and ideas. That is why Nokia needs lot of skill and experienced persons to meet their business growth. For example Nokias Research Development work was spread crosswise in 69 web and its 19,579 technical expertises to activate and build up their own facts. In these situations Human Resource played a vital role. It recruits them and trained them in specific way to success in this project. Nokia is operating their business all over the world and so the human resource providing a socio cultural environment to its employee relationship and workplace. 1.3.2 Profit increasing: Every company is profit oriented. They want to increase their profit in every aspect. Nokia is also increasing profit very successfully by making new ideas implementations. Human resource has a effective involve to increase their profit by reducing labour cost and other activities. Human resources is the organization of resources other than natural resources and capital resources. 1.3.3 Satisfaction of Stakeholders: Human Resource of Nokia always try to satisfy its Stakeholders like its employees, investors, suppliers and others. It has an member of staff approval training and employee judgment assignment and can get achievement on the grades of the training. It makes sure that information related to employees such as industry performance, communicated crossways the society and ensure performance is evaluated fairly and independently.HR of Nokia provide to dealer forces at Nokia services. Task 2: Human Resources Planning: 2.1 Business factors of Coca-Cola that underpin human resource planning: Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. Though, the term of HRM has come to mean more than this because people are different from the other resources that work for an organisation. Coca-Cola Human Resource department involves in company strategic planning in various way. When it makes human resource plan there is involve company business factor and external environment factor. 2.1.1 Business Growth: Coca-Cola is a leading beverage company. It increases its business all over the world in every year in different way. So needs lot of staff to meet this incensement of business. Human resources planning takes its consideration forecasting future manpower requirements, where using arithmetical view to plan growth in the monetary situation and expansion of the business. 2.1.2Business Change: Coca cola change their business plan strategy sometimes very frequently in consideration of economic, market variation, competitor and other relative factors. Human resource of Coca-Cola also takes such consideration when it plans in a long term basis. 2.1.3 Impact of Technology: In every certain time all over the world modern technology is invented. Coca-Cola always takes it a challenge when they make a Human resource plan. HR is considered to its existence employee and recruits skilful employee to meet this challenge successfully. 2.1.4 Business Competition: There is a huge competition of all over the world. In this competition rivalry making efficient the organization is a real challenge. Coca-Cola Human resource plan think about this competition and make it organization to fit in this situation. 2.1.5 Labour Cost Control: Coca-Cola Human resource planning includes in a wide way about Labour cost control by maintain waste of time, proper use of materials. Its Human resource always approach training programme to its productions stuff to make difference and make them skilful as they can work fast and more easily. Not only its taking consideration for planning or developing its production stuff it also concentrates its: à ¢-  IT specialists. à ¢-  Engineers. à ¢-  Project Specialist à ¢-  Product designer à ¢-  Executives. à ¢-  Admin stuff Other variations should take for consideration   new legislations like new health requirements,  safety requirements, Changes in government policies   Ã‚  like tax tariff, labour demand and supply. 2.2 Human resource requirements in a given situation: According to the New York Times July, 2009 Coca-Cola market was slipped in U.S. market but Coca-Cola still the best carbonate cola. In this situation there was 60% market share was Coca-Cola. Generally its market share relay between 75%-85% in U.S market. In this situation Coca- Cola surveyed their market and find out the barrier and solved it by various planning implementation. Besides the other department Human Resource Management played a vital role to recover the market as well. In Such kind of situation Human Resource makes sure several things that are as follows: 2.2.1 Personal Requirement: HR will arrange the operation teams and then give exact point to its members. According to the size of industry and the involvedness of the operation, might also need to create sub teams. The following points provide options HR might consider in regard to managing some important issues: à ¢-  Let to know and familiar with the specific operations: . à ¢-  Special training is given to employees; new employees also are placed with old ones to learn work and the values prevalent in the company. 2.2.2 Workplace: They must provide sufficient working space to per employee. The temperature must be reasonable. The workplace must be adequately lit and where the work can be done seated seats must be provided. Human resource management makes sure promote an comprehensive atmosphere that inspire all workforce to build up and get to their complete possible, consistent with a promise of human rights in our place of work. 2.2.3 Organizing operation teams: SHRM will help to make a team of talent in safety way also serve up as influential of secondary teams. Team members have to have such skills that are valuable according to the requirements. 2.3 Development a human resources plan Coca-Cola: The Human Resource Plan should also be closely tied to strategic planning. In order to effectively meet their strategic goals and objectives, a world leading company, hire or develop staff with the required skills, knowledge and attitudes to Perform the needed functions. The Human Resource Plan of Coca-Cola can be completed in six steps: 2.3.1 Step 1: Setup a big picture: The main purpose of the first step is to bring the group to realize the meaning of and the need for a business strategy and agenda of Coca-Cola. To understand the business strategy the specific department executives will run a workshop and it can be two days workshop. In this two-day workshop the business unit executive reviews business strategy in any issues to impact the business. HR highlights the key driving forces of business such as Technology, distribution, competition, the markets etc and also the implications of the driving forces for the people side of business the fundamental people contribution to bottom line business performance. 2.3.2Step 2: Develop a Mission Statement or Statement of Intent: This come up to human resources planning mirrors the section in business plan of Coca-Cola dedicated to clearing up why your company exists and what value it presents. Human resources planning will be based on your organizations mission statement, goals and objectives because your workforce will be in alignment with the company values. 2.3.3 Step 3: Conduct a SWOT analysis of the organization: This analysis will looks at the internal environment of company. By this analysis the human resource will find out what is Coca-Colas present strengths and what is weakness as well as current in future opportunity and threats to know the whether they able to achieve with the current human resources. SWOT analysis will ensure the clear image about the organisation resources such as capital worker. 2.3.4Step 4: Develop consequences and solutions; Human resource will amalgamate all essential for meeting the company objectives. It will take steps for developing the Human Resource Plan as below: Teamwork of staff to lower levels to the management level should be developed to support in various ways that able to consider necessary in things to build up communication and promote better relationship among all level of employee. The management should emphasize on good quality of corporate culture to build up employees and make a positive and favourable work environment. The reasonable and complete process of human resource management is Performance appraisal. Through the performance evaluation HRM can collect and proves basics for recruiting and selecting new staff and can give training to its existing staff to develop their skill. It is motivate and maintain a work force by satisfactorily and correctly rewarding their dedications. Human Resources Management will defiantly fall down without a dependable performance evaluation system. 2.3.5 Step 5: Implementation and evaluation of the action plans: Developing a human resource strategys main purpose is to make sure that the objectives set are similarly helpful so that the reward and payment systems are incorporated with employee training and career development plans. 2.4 Evaluation of how a human resources plan can contribute to meet Coca-Colas objectives: Human Resource Plan has a great value to achieve of an organisations overall strategic objectives and it is clearly explain that the human resources role completely understands and supports the route in which the organisation is touching. A complete HR plan will also support other exact strategic objectives undertaken by the marketing, financial, functioning and technology departments. Generally Coca-Cola evaluates its HR plan in various ways which are below: à ¢-  It has the exact people in exact place. à ¢-  It has the accurate combination of skills. à ¢-  Employees show their correct attitudes and behaviours. à ¢-  Employees are organized in a effective way. Coca-Cola take decision a HR strategy plan can attach importance to the organisation if it has the values which are below: à ¢-  Some more clear of the common things which recline at the back the success of other plans and strategies which didnt show previously. à ¢-  Recognize basic an essential issue which has to be addressed to its people as the are motivated more dedicated and work successfully. The next area should be including: à ¢-  Workforce planning issues à ¢-  Making plan successful. à ¢-  Workforce skills campaign. à ¢- Employment justice plans. à ¢-  Motivation and reasonable behaviour issues. à ¢-  Recruitment design in compensate levels, retain and motivate people à ¢-  A reasonable grading and payment system which is serving proper incentive for dedications. à ¢-  A constant performance management structure which is considered to assemble the requirements of all sectors of the business including its people. Furthermore, the HR strategy of Coca-Cola can put in worth is by making sure that, in all its other plans takes its version of and plans for changes in the bigger environment, those are likely to have a major impact such as: à ¢-  Changes in the in general service marketplace. à ¢-  Development of the member of staff relations weather is need. à ¢-  Changes the legal framework which surrounding employment. 3.1 Explanation the purpose of human resource management policies of Coca-Cola: Coca-Cola believes in delivering better performance requirements better capabilities. So its HR policy is planned in procession with this approach and stand on attracting and retaining the brilliant people and developing them constantly. Employees development is the main issues for human resource management. It constantly educated on How to Develop People. Employees, business objectives and ability levels are followed up by the performance management.   Reward system and career management systems are considered on job family model. As a fraction of career management system, internal appointment procedure is used so as to grant them career and job upgrading opportunities. In 2007 there are 97 placement have been filled through internal assignments. Winning and potential employees are reviewed efficiently and exclusively. Talent re-evaluate meetings are planned for next steps with individualized development programs. 3.2 Analysing the impact of regulatory requirements on human resource policies of Coca-Cola: The HR policies can help an organization both internally and externally. It meets requirements for diversity, ethics and training as well as its commitments in relative to instruction and commercial governance. The HR policy of Coca-cola establishes a cultural diversity. HR policies also played a very effective at supporting and building the desired organizational culture. These are lots of system and that actually beneficiary from a company as well as from employee. All around the world, Coca-cola makes sure with 27000 of Expatriates that they be given the kind of correspondence and ongoing support that makes their replacement a positive experience. Coca-Cola team Management with all policies for international mobility with a long term basis. Coca-cola accepted such kind of policies about its internal environment that make sure that they are flexible, smart and complete enough on the way to contract with the large range of needs and issues that is very essential to run a business successfully. Task 3: Reviewing Human Resource Management 4.1 The impact of an organisational structure on the management of human resources: There is a significant impact of HRM of Tesco on organizational structures to get nearer into sight organization in a effective way. The fundamental decision-making scheme was unsuccessful to react quickly to managers desires and concerns. So, Tesco taking place scrapping conservative, hierarchical professional structures in act of kindness of compliment, decentralized management systems. Then smaller number managers were concerned in the decision-making process and companies were adopting more of a team advance to management. HRM professionals, as the management change and were charged with reorganizing workers and escalating their effectiveness. This hard work also resulted in the detonation of part-time, or contract, employees, which necessary human resource strategies that contrasted with those applicable to full time workers. 4.2 Analysing the impact of an organisational culture on the management of human resources: Organizational culture and environment factors are such kind of factor where an organization exist determines the way of managing the organization (Saffold, 1988:547). The connection between organizational culture and human resources practices can be say as follows. When the member of organization i.e. employees, understand and internalized the organzational culture which can be said as the way things are done around here it will enable for employee to choose strategy, and behavior that fit with their personality as well as with the main routines of organization activities. Since Indonesia is belong to country with high power distance and low uncertainty avoidance, it is likely that organizational culture that fit with this condition is parochial type. Parochial culture is characterized by the tendecy to give much attention to some factor such as family relationship, social relation, and personal backgroud, and less attention to capability and competency needed to perform the task. The main power is on the one hand, a powerful person such as the owner or the founder of the company, where the destiny of an employee depends on the hand of the most powerfull person (the boss). There is a division of work, the boss is the planner, the other are the doer. In the high power distance society, good leader or good manager in the eye of the employees, is someone who can act like a good father (Hofstede, 1997). This type of relationship will lead to less participative management in decision making. 4.3 The effectiveness of human resources management is monitored at Tesco: The central point on HR for developing the employees through constant teaching is essential to the achievement of the business; it would amount to a waste of resources. As the UKs largest merchant crossways 14 countries consists of 470,000 members of staff. 4.3.1 Value: These apply together to consumers and employees, and for the latter focus on teamwork, trust and respect, listening, supporting and saying thank you, and sharing knowledge and experience. 4.3.2 Support: Tesco can claim a perpetual support from the employees even though the company faces a dispute concerning the distraction that includes financial services. The company also stretched internationally and economic downturn is enough to keep the companys values. 4.3.3 Growth: The Tescos HR functions are extremely entrenched. They are doing type to both short-term and longer term growth. The company is created 11,000 new jobs in 2009 and they will target the long-term unemployed.   4.3.4 Meritocracy: Tesco boasts the best employee remuneration package in the food retail sector, with an award-winning pension scheme. Some 170,000 staff own shares or are members of share schemes, and there is discounted dental, health and life insurance on offer. 4.4 Justified recommendations to improve the effectiveness of human resources management in Tesco: 4.4.1 Composition of the audit team: There has to be a representative from the HR function and from among senior line managers if the effect has to have any credibility. 4.4.2Identify the functions main customers: It is important to review to measure that what customers main functions are. 4.4.3 Mission reports reconsider: This declaration explains the cause for the HR functions continuation, its principal actions and its most important values. 4.4.4 Reconsider the activities role in implementing the companys strategy: This is critical point to establishing the connection between HR policy and practices as well as the organizations overall business strategy. 4.4.5 Reconsider the HR policy and practices: The benefit of this approach is that line managers can go anywhere if they are not happy with the service they be given from the HR function within the organization. 4.4.6 Create domestic comparison to set up best practice: The organization have to make and continually keep posted a exclusive database of HR practices that gives an overview of developments within the worlds major organizations today. 4.4.7Review the outcome of analysis: Performance gaps have to be identified and the policy implications have to be discussed with the customer. The commitment for implementing the necessary improvements should be gained. 4.4.8 Apply the decided improvements: The metrics selected should be the decided on right indicators of the HR functions performance and evaluate the results with industry averages, competitors, best practice firms, and/or with set targets or previous performance ratings.

Lord of the Flies :: Lord of the Flies Essays

Lord of the Flies   Ã‚  Ã‚  Ã‚  Ã‚  The Lord of the Flies had 4 main characters: Ralph, Simon, Jacky, and Piggy. All of the boys had a profound impact on the book but one boy was very intense and amazing. That boy was Simon.   Ã‚  Ã‚  Ã‚  Ã‚  Simon was the kind of person who kept to himself and looked at the world from a different point of view. His disease made him take life much more seriously than the rest of the group. The ironic thing about this is that even though he took life more seriously than others, he was the first to die. He was different because he was a member of the choir and unlike the other member of the choir, he did not hunt. Even Ralph was quoted as saying he was funny and queer. But he was right. He did not like the company of the other boys because on page 132 of the book, he is seen in his little bower where he just sits and becomes one with his mind. Most of the other boys are seen playing but not Simon. His maturity level and intelligence were far greater than some adults in this day and age. Many would compare Simon to Jesus Christ. Simon would help the needy and unfortunate by giving Piggy meat when the others would not give it to him. Simon would tell the boys that the beast was within and like Jesus, many would not listen until too late. Simon and Jesus Christ died in the same manner. Both died trying to tell others what was best for them. Simon tried to tell the kids that the beast was within themselves even when he was dying but none listened.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  2 Simon’s conversation with Lord of the Flies is the turning point of the book. It really isn’t a conversation because Simon says nothing. A nod of the head and shaking is the only language Simon speaks. The Lord of the Flies knows a lot about Simon. He knows that Simon is a loner and keeps to himself. The Lord of the Flies tells Simon that they are going to have fun or, in other words, hunt. Ralph could not even escape the beast. But if the beast did not exist inside your mind then it would not tell the kids to hunt. The Lord of the Flies told Simon if he tried to tell the boys that the beast was within themselves, then he would die.